A regular question that crops up and the answer is that it varies greatly in the same way as contact centres do. What fits for one does not necessarily suit another. In the same way that inbound and outbound sales roles need different ‘types’ to suit the role, managers need to be specific and the best way to do that is to benchmark what already works for you.
Psychometric Profiling Solutions for Contact Centres
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“I would highly recommend the PeopleMaps service for tackling contact centre attrition. It’s simple to use, accurate and reduces the time, administration and cost of recruitment. It definitely gives you more of an insight into your applicants before even meeting them.”
Jackie Hylton, HR Coordinator, bcwgroup plc“We had been looking for a psychometric profiler for recruitment purposes. Most seemed to be orientated to the individual - PeopleMaps’ tests are more tailored to the corporate angle. It’s convenient and quick.”
Kathy Cross, HR Manager, Karcher“The power of psychometric profiling is already very well established but previously expensive to use on a large scale. Now using the internet as the delivery channel has dramatically reduced the cost and provides instant online delivery.”
Anne Marie Forsyth, Chief Executive, Customer Contact Association“As well as drastically reducing the attrition rate in the centre I used the service to help me identify personality types for a wider range of jobs. If they were not suitable for one job they may have been better placed in another and I had the PeopleMaps benchmarks for each role so I could do this quickly and effectively. Basically I ended up using it across the whole organisation to great effect.”
Sharon Dunn, HR Manager, Contact4
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