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A REVOLUTION IN RECRUITING STRATEGIES : CREATIVE IDEAS LEVEL THE PLAYING FIELD

Unemployment figures continue to shake recruiters to the bone. If you want to gain significant competitive advantage, you need to use strategies superior and different from your competitors’.   You…

Unemployment figures continue to shake recruiters to the bone. If you want to gain significant competitive advantage, you need to use strategies superior and different from your competitors’.  

You have 80 CVs in front of you and only one suitable person to interview.  Time for a reality check.  The best candidates you want to have on your team are working for someone else. You may have to lure them away from their current employer with enticing benefits and perks.   Be innovative with your strategies to recruit since there is a smaller pool of candidates available.

In a nutshell, when your competitors zig, you zag.  

OUTSIDE THE BOX RECRUITMENT TACTICS

HERE’S ONE TO THINK ABOUT – A RECRUITMENT CARD

Apple came up with a dynamic idea.  Every employee carries a recruitment card to give out to people who they think could be a great job candidate. The card contains the message, “You’re amazing. We should talk.” while on the other side it has a short phrase about how the person’s customer service was exceptional and that they could definitely fit well with working for the Apple Store.  It’s easy, limited cost factor and employees get to play an active role in building a team with spirit.

RECRUITING MESSAGE IN A BOX

Ikea in Australia slipped job descriptions and career information inside every box of furniture sold. The cost factor was zilch.   The outcome can speak for itself. Ikea received 4285 applications and 280 new hires. Kudos to the person who came up with this piece of ingenuity. Simple yet effective.

ALWAYS BE RECRUITING

Hand your business card to an especially helpful customer service person at a store or restaurant, explaining why your organization is a workplace of choice, and inviting that person to call you to explore available opportunities.

CREATE A RECRUITMENT VIDEO

If you love surfing but can’t get on a board, what’s the next best thing to do? You might be less enthusiastic to read up about it but pick out a video and watch Laird Hamilton, the greatest surfer in the world, and you are lost in the excitement.

Time to showcase your company. Take out your smartphone or video recorder and take candidates on a walk through your organization.  Videos give job candidates a taste of what it’s like to work at your company, especially with regards to office culture and structure. Help them to want to work for you and you will attract the best talent out there.

“Be so good they can’t ignore you.”  – Steve Martin, comedian and actor

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Job squeeze calls for action

With the March unemployment rate sitting at 5.6 per cent (March 2019), it’s not surprising that the job market is competitive.   Above all, candidates can be choosy often juggling…

With the March unemployment rate sitting at 5.6 per cent (March 2019), it’s not surprising that the job market is competitive.  

Above all, candidates can be choosy often juggling multiple offers. It’s a nail-biter for recruiters. 

With a smaller pool of applicants, it may take an organization a longer time to find the right person who meets job requirements.

And then we have the smaller companies struggling because they have fewer incentives to offer because of limited funds not to mention the lack of a visible brand.

Recruiters dig deep to pull out ways to jump over the many hurdles.  So here are a few suggestions to throw into the pot.


Stretching out the hiring process can be a losing game

Research conducted by the Addison Group, a leading professional job search firm in the United States, is a shocker:

“70% of job applicants will lose interest in the role they’ve applied for if they don’t hear back from their potential employer a week after their final interview. “

We tend to think that we have time to do this, that or the other thing.  But this is not the case during recruitment campaigns when unemployment is low. 

To clarify, good candidates will move on if it takes too long for a recruiter to decide and will head for the competition that’s waiting with open arms.

When you find a star, make sure they know you want them and move mountains to make it happen.


Ace your job posting online

If you want a candidate to click on APPLY when you post online, you need a drawing card.  For example, there are recruiters using the whole deck of cards with their creative genius. 

When demand exceeds supply, the ride gets a bit rough. Before that all-important click happens, there are the basics to consider. So your job posting must catch the eye of the reader.

Here’s a great example of a tight and explicit snapshot of Company X.  It doesn’t take much to see that this company is playing with a full deck by laying out the positives in the job description:

  • A Canadian-owned company that cares
  • The biggest independent Internet Service Provider in Canada
  • Competitive Salaries plus premiums
  • Health benefits, FREE snacks & drinks and much more
  • An equal opportunity employer committed to increase diversity
  • One of the recipients of the Canadian Employer of Choice for 2014-2018

Job description: a yawner?

If your company’s job descriptions are high-quality and personable, the candidates who reply to them will be too. As a result, give your job ads a makeover and see if you hear from the kind of talent you want to attract.  Consider these pointers.

  • Be sure to use the most relevant keywords in the description so that search engines easily find the type of position you’re offering.  For example, if you’re looking for a Client Advisor with extensive experience then it would be best to put in the job title, Senior Client Advisor.
  • Share key information about your company’s culture, values and what the job really looks like.
  • Put a little fun in your write up.  Be honest.   If it’s stiff and boring, the talented ones will rank you low on their scale. You want a potential newcomer to say, “Now that’s the place for me”.
  • In conclusion, many job seekers are hunting on their mobile. Keep the job description short so it’s easy to read on a small screen.

“It’s hard to beat a person who never gives up.” – Babe Ruth

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Dare HR Marketing to recruit call center candidates

Why do some recruiters perform better than others in the search to recruit qualified Call Center candidates? And how HR Marketing can help you to attract qualified call center candidates…

Why do some recruiters perform better than others in the search to recruit qualified Call Center candidates? And how HR Marketing can help you to attract qualified call center candidates and reach your recruitment needs.

Recruiters are having a tough time of it these days. Quebec’s labour shortage affects all business sectors. Call centers are no exception. 

Many recruiters are still trying to work out an appropriate strategy for their call centers and finding fresh talent has become scarce. Some decide that a recruitment strategy is a time-waster while others are adapting and creating innovative campaigns

Have you ever put yourself in the shoes of a candidate these days? With a simple click on the Internet, the individual has access to a slew of job offers. It’s like buying a new phone, a new car, new clothing or shopping for a new relationship. You will define what is most attractive for you, shop then choose your best option? You will compare the comments and then search for the nearest store? What’s the price? And if you don’t find what you’re looking for easily in the first store, you go to the next one.

We are in a market where we cannot let the call center candidates go to the next one. Qualified candidates are more difficult to find.      Therefore, we must  1) attract the attention of the candidates, 2) entice them 3) convince them and finally 4) retain them.

But one wonders how we can attract, entice, convince them or even how to retain them?

1. ATTRACTING CANDIDATES

When you fish, you need bait because you know fish want to eat. Same rule applies when you are recruiting.! Do you know what your current employees prefer in your business? Take advantage of your real strengths to recruit call center candidates. If you don’t know what’s most important to your employees, it would be a good time to do an internal survey.

Need advice on how to improve your job offers?

2. ENTICING THE CANDIDATES

When you go on a first datewill you start talking about your negative traits? Your date will run for the hills. In the same way, you wonder if the other person has what you are looking for. In today’s market, you need to focus on the basics while keeping your corporate values in mind.  

To entice candidates, you must create interest in your business

Showcase your business highlighting the perks you can offer. The small details that we sometimes disregard may be the clincher:

  • Do you have free coffee for all employees?
  • Is there a discount on a gym membership?
  • Does your company organize events to build camaraderie among your employees?
  • What do you have that the competition lacks?

Want more ideas how to entice and recruit call center candidates? C3Job allows you to highlight your strengths through a recruiter interview allowing the candidate to visualize himself or herself in your company!

3. CONVINCING CANDIDATES

A satisfied employee can convince a possible candidate in the same way that a current disgruntled employee can influence the decision of a potential candidate.  A business with a friendly and dynamic atmosphere is essential.

Do you have an employee who is leaving your company? There is an invaluable lesson here.  Find out why, analyze the reason and formulate a solution to the problem. We all know that today a brand image can influence candidates.

In addition, ask a candidate why he or she has refused your job proposal.  And why was another company chosen over yours? The more you know, the more you will be well armed for your recruiting campaign.

4. RETAIN NEW EMPLOYEES

Once the ball is in your court, it’s up to you to make the right next play to hold onto your new employees.

A good orientation and training plan for new call center candidates is paramount.  Employees must feel committed and supported so make sure your vision and goals are clear.

RECRUITING TODAY IS A minute to minute BATTLE !

Are you sure you are up-to-date and adapted to the new market? A company with a high turnover rate is ultimately undergoing additional training costs and a loss of time and money for the company.

To attract the best talent, write your job offers with your candidate in mind.  When there is a choice between several jobs, make sure your company stands out so that he or she chooses you!

At C3Job, we can help you improve your job offers and recruit call center candidates in your Customer Contact Center!

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Featured Employer: Your company

Here’s an example of write up on your Customer Contact Center would look like Our interview with Marc, Director of Talents and Cultures, at you company will give you all…

Your Company
Your logo

Here’s an example of write up on your Customer Contact Center would look like

Our interview with Marc, Director of Talents and Cultures, at you company will give you all the reasons why you should apply with us.

Marc Tremblay

Interview with Marc Tremblay

Recruiter at your company for three years

Member of the CHRP

Passionate cyclist

Find all your company’s job offers

Hi Marc . Can you quickly introduce us to your company and your career path?

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If I were a candidate, what would be a few good reasons why I should apply to your company?

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What advice would you give to a candidate who would like to apply to your company?
Your company’s premises

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What is the selection process? and orientation?

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Thank you, Marc. What do you like most about your company?
Very spacious rest rooms!

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Are you interested in applying for with your company

All offers are on C3Job

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Customer Service Experience – The ‘IT’ Word

Don’t be so quick to say you have no customer service experience.   Think it through reflecting on the nontraditional people-oriented settings where you practice the art of communication.   As the…

Don’t be so quick to say you have no customer service experience.   Think it through reflecting on the nontraditional people-oriented settings where you practice the art of communication.   As the recollection of your many efforts rises to the surface, it is time to let that service experience shine on your CV. Recruiters will spot your talents right away.

What does this actually mean?

Let’s dig deeper.  You decided to give back to your community and spend a few hours a week perhaps at a senior center playing cards with a hippie from the 60s or listening to an aging and lonely tattoo artist who weaves a compelling story.  

Possibly, you tutor a new immigrant or earn a few extra dollars working evenings at a coffee shop.   If you are sports minded and coach youngsters in a soccer or baseball team, get it down on paper.  Not to be forgotten are the summer months you spent abroad with CUSO, an organization committed to international development.

Two important hints for the interview

Let’s move to the interview itself.  Three words that ring out loud and clear: prepare, prepare, prepare.  You can take a few simple steps to shake yourself into action.

  • Internet lays out before you the most common call center interview questions you will face.   Check it out and practice.
  • Do your research. Visit the company’s website, read news releases about them, go through their annual report.

Do you what it takes to serve customers?

  • Your character traits will stand out quickly in a Customer Contact Center.  Do you fly off the handle easily, continually interrupt during a conversation and boredom can be heard in your voice?  Cultivating a more positive attitude will yield greater success in getting that job and keeping it.
  • It will be no surprise to you that customers call for information, have a problem or just want to complain to someone.  If you are a good listener and think fast on your feet, you already have essential skills to be a creative problem-solver when faced with complex issues.

“Whether you think you can or you think you can’t, you’re right. “

Henry Ford

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C3Job, how does it work?

Are you recruiting for your Customer Contact Center?  Take a minute to listen to our brief video explaining how we can help you meet your recruitment needs.  To meet your…

Are you recruiting for your Customer Contact Center?  Take a minute to listen to our brief video explaining how we can help you meet your recruitment needs. 

C3Job, how does it work in one minute !

To meet your recruiting needs, contact us!

Also discover all the good reasons to choose C3Job

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Why choose C3Job for your Customer Contact Center recruitment needs?

When you are looking for candidates for your Customer Contact Center and Call Center, discover the best reasons to choose C3Job for your recruitment needs! 1) C3Job is specialized Since…

When you are looking for candidates for your Customer Contact Center and Call Center, discover the best reasons to choose C3Job for your recruitment needs!

Find the right candidates for your call centers in Quebec and Canada
Let C3Job accompany you during your recruitment process

1) C3Job is specialized

Since its creation in 2003 (yes, we’re already celebrating more than 15 years in operation), C3Job has dedicated itself to Customer Contact Centers aiming to promote careers in this field.

At C3Job, we sincerely believe in the opportunities offered by jobs in call Center or in customer Service. Whether it is for a career or a temporary job, these are jobs that allow you to learn a lot and that can be the gateway to many interesting companies.

Using C3Job as a specialized site for your customer Contact Center is your best option to reach your recruitment needs!

2) C3Job has the human touch

As a job site, the strength of C3Job lies with its team of fantastic individuals readily available to give you a hand. From posting your job offer to following up with candidates, our team will take care of everything for you unlike some job boards that make you do all the work.

No doubt, the recruitment landscape is a totally different beast to what it was say ten years ago. Recruiting is much more of a challenge today. Not to worry. We can offer helpful tips to improve your job ads ensuring greater success.


In short, we will be there with you from start to finish to guarantee a satisfactory outcome for your recuitment for your Customer Contact Center.


3) C3Job has qualified candidates

We asked our customers why they chose C3Job for their recruitment needs.  Here’s one answer:

“With C3Job, I get CVs from candidates who have either experience in this line of work or who are interested in the field. With the general employment sites, I get a lot of applications that have nothing to do with my offer and I have to spend my time sorting…”

We have the best resources for your job openings – our candidates.  We send to them each day notification of new job offers available in Customer Contact Centers.  Let’s include yours as well!

4) C3Job is the market leader

It has already been more than 15 years since we started to promote offers for Customer Contact Centers! This gave us time to grow brand awareness with the candidates and the recruiters. Take a look at the list of companies that publish on our site to give you an idea!

5) C3Job is easy, fast and economical

You’re looking for candidates for your call centers but you want it to be easy, fast and economical.  C3Job understood especially the importance to act quickly so that you have access to the top talent out there.  Essentially, we want you to have the best possible experience by choosing C3Job for your recruitment needs.

Easy

We take care of everything for you even formatting the text or any configuration required! Send us what you have prepared and we will take it from there. Stop for a minute and Watch our video to get a better understanding of what we do.

Fast

Your offer can be online right away. You will start to receive applications from qualified candidates immediately.

Economic

Our pricing is competitive  whether it is for one job posting or for a package adapted to your needs! Find out more here

 Recruitment campaign in customer Contact Center a success!
Let’s make your recruitment campaign a great success!
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5 tips to improve your job postings for Customer Contact Center

Are you looking for candidates for your Customer Contact Center but have difficulty to reach your goals? Candidates are scarce in the current market.  In the face of critical talent…

Are you looking for candidates for your Customer Contact Center but have difficulty to reach your goals? Candidates are scarce in the current market.  In the face of critical talent shortages, your job offer must be prepared in such a way that it will attract the highest quality candidates! If you want to reach your recruitment objectives, you have to improve your Customer Contact Center job postings!

For your Customer contact Center needs, contact C3Job. We can help you!

1) Job Posting ≠ Job Description

A job posting is different from a job description!

Candidates must want to apply for your job offer and so you need to be clear about your expectations.  In a job market where the number of candidates in Call Centers and Customer Contact Centers is low, you should sell the job by highlighting its benefits!

2) Highlight the advantages of the position

Start your offer with the benefits of the job for the candidate. Today, job offers are read quickly like everything else on the Internet. You have only a few seconds to catch their interest.  Start with the strengths of your offer and no doubt there are many!  For example, choose the most important items from the list below (in the order that suits you):

  • The salary
  • Schedules (full-time, part-time…)
  • Job location (Down town, close to a metro…)
  • Other benefits (group insurance, pension…)
  • Anything that can pique their interest (free coffee, possibility of teleworking…)
  • Your corporate culture (teamwork, career development, internal training…)

3) Choose wisely the job title

Give careful attention to the title and the content of your offer. keep in mind that the title of the job posting does not necessarily have to match the title of the job description. Avoid “Call Center Agent”. Be innovative.  You want to stand out from your competitors.  Look at the examples on our site at   job titles on C3Job for ideas. You can also include some of the benefits listed in the previous paragraph and drop them in the title to improve your Customer Contact Center job postings!

4) Check the requirements of the position

No one fits a job description perfectly, and there is no such thing as the perfect candidate.  Do not discourage applicants who might suit the job by listing requirements you really don’t need. In addition, many candidates for Customer Contact Centers have not been educated in Canada.  Go ahead and indicate “or equivalent” in the offer showing that you accept foreign degrees at a similar level.

In today’s market, recruiters must tailor job offerings and keep an open mind when candidates show up with an atypical job history. It is not uncommon for some individuals to excel in a position even if their CV does not appear suitable at first glance.

5) Time to be visually creative with your job postings

Do you have a pleasant office environment, a comfortable spot to relax, an appealing cafeteria that makes you stand out?  Take a leap and snap a picture then  include it in your job offers.

If the candidate can visualize your company, you are well on your way towards securing job applications! It can ease the recruiting process.

Beautiful place to work improve your  job postinfs
Who would not like to work there!

C3Job can help you to improve your customer contact center job postings and stand out as an employer. Contact us now!

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Adapt your CV for jobs in a Customer Contact Center

Did you redo your resume? Want to make sure you adapt your CV to put all the odds in your favor for a job in a Customer Contact Center? Do…

Write your CV carefully!
Write your CV carefully!

Did you redo your resume? Want to make sure you adapt your CV to put all the odds in your favor for a job in a Customer Contact Center? Do you want to customize your current CV to increase your chances to secure a job in a Customer Contact Center?

Here is our checklist to make sure you adapt your CV and avoid common mistakes before applying to our offers.

Your contact information

As silly as it seems, make sure your phone number is up-to-date (preferably your cellphone)! Recruiters prefer to reach you this way to set up an interview! Feel free to put your Linkedin link if your profile has been refreshed.

Languages

It’s mandatory. Don’t be shy.  Mention the languages you know.  There is no need to specify your level of fluency.  Remember it is best not to lie.   This is the first thing recruiters will test during the interview.  There is tolerance for accents so long as you understand!

If the job offer requires a particular language (English or French), adapt your CV in that language; otherwise, both languages work.

Your work experience

Even if you have never worked in a Customer Contact Center, any experience working with the public should be added to adapt your CV.    It is useful for the recruiter to know if you have customer service experience be it as a cashier in a supermarket, retail sales in a boutique or in a restaurant.   The recruiter wants to know you can interact with customers!

Do list any other background experience providing just a short description in each case.

Your diplomas

This is less important but it will give the recruiter an indication of your writing skills. Although most of the jobs are on the phone, it may be necessary to write e-mails or take notes during a call.  It also shows the recruiter your areas of interest and your potential for growth.

Your goal

Are you looking for full time or part time employment?  Do you want a permanent or temporary job? Do you prefer to work in the evening, during the night or over the weekend? Let the recruiter know! Positions are quite diverse in a Customer Contact Center and will allow you to find the right job that will match your availability and  interests.

So do not hesitate to adapt your CV for Call Centers before applying on C3Job !

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