 |  | Teleperformance’s recruiting process ensures that the right caliber of agents are hired for each program. Per program hiring profile is co-developed with the client and used in recruitment and hiring.
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Advertising is done via: newspapers and other print media, television, radio, flyers, job placement agencies, universities and other educational facilities.
We utilize a seven-stage screening process that applicants must pass in order to become employees. These stages are:
| 1. | Phone Screening |
| 2. | In-person screening (i.e. accent, appearance, relevant work history/experience and lengths, education, required skills, computer experience, and a typing test etc.) |
| 3. | Skills Assessment (matching to hiring profile) |
| 4. | 1st Interview with Recruiter |
| 5. | Accent and Language Assessment |
| 6. | 2nd Interview by US Project Management |
| 7. | Orientation (day 1 of training) |
Interviews include an assessment of the candidate’s verbal communication skills, ability to respond to questions with clearly communicated responses, and proper use of grammar and vocabulary.
For nearshore/offshore sites we use additional screening measures to ensure proper grammar and accent. Candidates who pass these steps in the process then have an accent and language assessment performed by a member of our US management team.
Offshore CSRs who pass our initial interviews must also show positive results for criminal and background checks as permitted by local law.
Teleperformance can modify its requirement process to meet client needs.