This is default featured slide 1 title
This is default featured slide 2 title
This is default featured slide 3 title
This is default featured slide 4 title
This is default featured slide 5 title

Employing Telesales Staff

The job market is tough at the moment for people looking for telesales jobs. Employers may find that, although the number of applicants can be daunting, the situation can actually be used to their advantage. With more people applying for jobs in general, applicants of telesales jobs has increased, so there are more people to choose from. The perfect candidates are looking for telesales jobs right now, the trouble is just sifting through the misspelt C.Vs to find them.

Here is a guide to finding the right people to fill your telesales jobs, whether they are abroad or in the UK. Advertise in relevant places. Advertising for professionals alongside non-professional jobs on the official job centre website or in a newspaper may produce more responses, but many of these will be timewasters. Consider advertising your telesales jobs through a specialist recruitment agency, who will show your position to a targeted suitable audience, saving you time.

If you are advertising telesales jobs abroad the internet is the easiest way to reach a worldwide audience. Telesales relies on personality. If you are personally looking through candidates’ C.Vs, or carrying out interviews, you’ll want to observe that they have the right attitude. Try to find someone positive and self-motivated with ambition. Good communicators who think like a business owner should fill the best telesales jobs. If interviewing, ask open questions and give the interviewee time to speak.

Marketing themselves in an interview isn’t too dissimilar to marketing a product or service over the phone. Voice is important in telesales, so if you are interviewing potential employees on the phone or in person take note. Listen out for a clear voice; an articulate speaker with a way with words. They must speak happily and enthusiastically, and you should enjoy speaking to them, as you want potential customers to feel happy and at ease when your employees are making calls to them.

Relevent experience. It sounds obvious but if you are lucky enough to have a decent response rate to a job advertisement then you may as well choose someone with relevant experience and references to back them up. In telesales roles in general, personality should be put before experience. Although of course this depends on how much training you were hoping to give to a new employee.

The details. What is the earliest date they can start? This is particularly important to telesales jobs abroad, which may involve the candidate needing a visa, accommodation and time to set up a whole new life. If the telesales jobs are not abroad, encourage the interviewee to question their transport to work if they don’t drive, such as “have you found out about the public transport? Is it feasible for you?”.

You don’t want unprepared employees who will leave a short while later, once the commute becomes a harsh reality. Get it right first time. Wasting your time training an unsuitable member of staff only leaves you in the same situation in a couple of month’s time when they leave, so it’s better to get it right sooner rather than later.