Comments on: The Top Six Methods for Hiring Successful Telephone Sales Powerhouses http://www.onlineglobalbiz.com/the-top-six-methods-for-hiring-successful-telephone-sales-powerhouses/ Internet Marketing information and resources. Wed, 17 Mar 2010 12:22:27 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: Regional Sales Director http://www.onlineglobalbiz.com/the-top-six-methods-for-hiring-successful-telephone-sales-powerhouses/comment-page-1/#comment-5059 Regional Sales Director Tue, 11 Aug 2009 23:25:51 +0000 http://www.onlineglobalbiz.com/the-top-six-methods-for-hiring-successful-telephone-sales-powerhouses/#comment-5059 Excellent tips. I would like to add that more candidates at the top of the funnel (beginning of the interview process), the more candidates you will have to choose from when extending offers, which will allow you to be more selective, thus raising the quality of the hires.<br><br>For companies with large US hiring needs (not just telesales, but outside sales and all call center agents), especially in low population markets where companies place call centers because the overhead costs are lower, you have to deploy a non-standard, mass sourcing solution that targets active, semi-active and passive candidates.<br><br>If you do the screening / hiring yourself, don't waste your money on a search firm. Outsource only the sourcing component for a lot less. You'll save a lot of money over newspapers, job board ads, career fairs, etc.<br><br>We're a major financial services company and saved hundreds of thousands of dollars a year on our recruiting budget by outsourcing just the sourcing component to a company called MicroDyne Technologies (<a href="http://www.mdtamerica.com" rel="nofollow">www.mdtamerica.com</a>). When a campaign is released, the phones literally ring off the hook. We've had to make adjustments in our phone systems just to handle the volume, but the folks at MicroDyne are really good at working with your infrastructure to make sure you don't lose out on interested candidates because of volume issues. Talk about a good problem to have! Excellent tips. I would like to add that more candidates at the top of the funnel (beginning of the interview process), the more candidates you will have to choose from when extending offers, which will allow you to be more selective, thus raising the quality of the hires.

For companies with large US hiring needs (not just telesales, but outside sales and all call center agents), especially in low population markets where companies place call centers because the overhead costs are lower, you have to deploy a non-standard, mass sourcing solution that targets active, semi-active and passive candidates.

If you do the screening / hiring yourself, don't waste your money on a search firm. Outsource only the sourcing component for a lot less. You'll save a lot of money over newspapers, job board ads, career fairs, etc.

We're a major financial services company and saved hundreds of thousands of dollars a year on our recruiting budget by outsourcing just the sourcing component to a company called MicroDyne Technologies (http://www.mdtamerica.com). When a campaign is released, the phones literally ring off the hook. We've had to make adjustments in our phone systems just to handle the volume, but the folks at MicroDyne are really good at working with your infrastructure to make sure you don't lose out on interested candidates because of volume issues. Talk about a good problem to have!

]]> By: Regional Sales Director http://www.onlineglobalbiz.com/the-top-six-methods-for-hiring-successful-telephone-sales-powerhouses/comment-page-1/#comment-1423 Regional Sales Director Tue, 11 Aug 2009 17:25:51 +0000 http://www.onlineglobalbiz.com/the-top-six-methods-for-hiring-successful-telephone-sales-powerhouses/#comment-1423 Excellent tips. I would like to add that more candidates at the top of the funnel (beginning of the interview process), the more candidates you will have to choose from when extending offers, which will allow you to be more selective, thus raising the quality of the hires.<br><br>For companies with large US hiring needs (not just telesales, but outside sales and all call center agents), especially in low population markets where companies place call centers because the overhead costs are lower, you have to deploy a non-standard, mass sourcing solution that targets active, semi-active and passive candidates.<br><br>If you do the screening / hiring yourself, don't waste your money on a search firm. Outsource only the sourcing component for a lot less. You'll save a lot of money over newspapers, job board ads, career fairs, etc.<br><br>We're a major financial services company and saved hundreds of thousands of dollars a year on our recruiting budget by outsourcing just the sourcing component to a company called MicroDyne Technologies (<a href="http://www.mdtamerica.com" rel="nofollow">www.mdtamerica.com</a>). When a campaign is released, the phones literally ring off the hook. We've had to make adjustments in our phone systems just to handle the volume, but the folks at MicroDyne are really good at working with your infrastructure to make sure you don't lose out on interested candidates because of volume issues. Talk about a good problem to have! Excellent tips. I would like to add that more candidates at the top of the funnel (beginning of the interview process), the more candidates you will have to choose from when extending offers, which will allow you to be more selective, thus raising the quality of the hires.

For companies with large US hiring needs (not just telesales, but outside sales and all call center agents), especially in low population markets where companies place call centers because the overhead costs are lower, you have to deploy a non-standard, mass sourcing solution that targets active, semi-active and passive candidates.

If you do the screening / hiring yourself, don't waste your money on a search firm. Outsource only the sourcing component for a lot less. You'll save a lot of money over newspapers, job board ads, career fairs, etc.

We're a major financial services company and saved hundreds of thousands of dollars a year on our recruiting budget by outsourcing just the sourcing component to a company called MicroDyne Technologies (http://www.mdtamerica.com). When a campaign is released, the phones literally ring off the hook. We've had to make adjustments in our phone systems just to handle the volume, but the folks at MicroDyne are really good at working with your infrastructure to make sure you don't lose out on interested candidates because of volume issues. Talk about a good problem to have!

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