Some staffing agencies return to the same pool of applicants again, and again, and again. Not us. We recruit-to-order for every job we fill, ensuring that the right people end up in the right positions, so that companies and their employees can succeed, together.
“Our experience with InnoSource was positive, and the relationship has been expanded to include much of our regular, mainstay customer service activity.” – Vice President, Fortune 100 Company
A lot goes into finding the perfect candidates for your company. Contact center and customer service recruitment is our specialty. Our team is skilled when it comes to assessing your needs and making a long-term match.
Our experienced recruiters, account managers, and directors meet with the appropriate operating managers and human resource professionals to review specific needs. We tour the workplace and go through a detailed list of questions to identify the type of associate who thrives in the position. We also meet with current associates asking them questions and listening to the phone calls they receive to give us comprehensive insight into a typical working day.
We understand:
InnoSource develops custom interview guides to screen candidates on the characteristics required for success at your company. We don’t use standard questionnaires – a candidate is evaluated for the exact position he or she would fill.
In addition to the behavioral interviews, we also perform InnoMarking, a series of assessments given to clients’ top-performing associates to identify personality characteristics and abilities that succeed in the environment. This strategy separates our recruitment efforts from the competition’s.
InnoSource has access to specific, customizable assessment tools that simulate contact center environments and can also test for basic skills, such as math or typing.
Account managers make regularly scheduled visits to the client site to help track associate’s performance and provide necessary feedback to coach and advise until the associate is hired by the client.
