If you encounter any questions before starting your assessment, This is your quickest source for answers!

Important Note: Velents is not a personal testing service. To access an assessment on our platform, you must have received an invitation from a potential employer.

Assessment & test questions

• Is it possible to revisit a prior question?

No, it is not possible. If you’re uncertain about an answer, we recommend making your best guess.

• What if I didn’t perform well on the assessment? Am I allowed to retake it?

Unfortunately, you are only permitted to take the assessment once. The assessments are designed to evaluate your current skills and capabilities, and they are not intended for practice or multiple attempts.

• I clicked the link, but it displayed the message “The assessment is no longer available” or “The assessment is currently unavailable.”

This situation is under the control of the company to which you applied. It’s possible that they have concluded or temporarily closed their assessment. To address this issue, you’ll need to get in touch with the employer because Velents cannot make the assessment accessible if a company has chosen to take it offline.

• I’d like to take an assessment.

Please note that we do not provide our assessments for personal use, study, or educational purposes, and we do not issue certificates of completion.

• What happens if I run out of time?

If the timer runs out during an individual assessment or question, your progress will be saved, and the next assessment or question will commence. If you exhaust your allotted time on the final question, the assessment is considered complete, and the results are forwarded to the company.

Data & privacy questions

• Why do you need access to my webcam?

We need access to your camera for these reasons:

• Video Questions: The hiring company may require you to record a video response. If your camera is not connected, you won’t be able to record a video response.
• Proctoring Measures: Snapshots are taken of you throughout the assessment. Only the company to which you applied has access to these snapshots. If your camera is not connected, the company will be unable to use this proctoring method. Consequently, they won’t be able to verify that you completed the assessment independently, or that the person who took the assessment is the same individual they interview and ultimately hire. This may put you at a disadvantage compared to other candidates.

Equipment & connectivity questions

• Is it possible to take the assessment on a mobile device?

Yes, it is possible, but it is not advisable. The limited screen size can make answering questions quite challenging. We strongly recommend using a laptop or desktop computer.

• Is it possible to receive feedback on my job application?

Velents is a software tool utilized by companies in their hiring process. We do not have access to your job application status or any feedback related to it. For information about your job application, you will need to get in touch with the company to which you applied.

• How can I reach out to the company I’ve applied to?

You should reach them through the contact information they’ve specified in their job posting or on their official company website. We do not possess contact details that we can share with the prospective employer.

• I have finished my assessment. What comes next?

When you finishes your assessment you will get this message:

Thanks!
Your answers are submitted successfully.

And your answers are saved and sent available to the hiring company and they’ll get back to you with the feedback at their own time.

• When should I get in touch with Velents, and when should I reach out to the hiring company?

If you encounter technical issues during your assessment or wish to provide feedback regarding the assessment content, please contact us via our Live Chat.

For all other matters, such as deadlines, assessment content, application status, and more, we advise contacting the company directly for the quickest and most direct responses, as Velents does not have access to this information.

General questions

• Can you help me find a job?

That’s not something we can do. Velents specializes in providing pre-employment skills assessments for companies in the process of hiring. We do not offer job placement services. If you are currently seeking employment, we suggest exploring platforms such as Indeed, LinkedIn, and similar forums to aid in your job search.

• Why can’t I log in or create an account?

If you have received an invitation to complete an assessment, there is no need to create an account in our system.

Are you a candidate who has been invited to take an assessment by a company looking to hire? This article offers details regarding the necessary equipment and permissions to guarantee a seamless assessment experience. This information is specifically intended for candidates participating in assessments on Velents.

Important Note: Velents is not a personal testing service. To access an assessment on our platform, you must have received an invitation from a potential employer.

Equipment

Desktop or Laptop

For a seamless assessment experience, we strongly advise using a desktop or laptop computer. This will help ensure that you can complete your assessment without any technical hitches.

Camera and Microphone

Having both a camera and microphone is essential for a successful Velents assessment. We strongly recommend ensuring that both are connected before you begin.

While it’s possible to proceed with an assessment even if you lack a camera, doing so may lead to two significant issues:

1. Video Questions: The hiring company may require you to record a video response. If your camera is not connected, you won’t be able to record a video response.
2. Proctoring Measures: Snapshots are taken of you throughout the assessment. Only the company to which you applied has access to these snapshots. If your camera is not connected, the company will be unable to use this proctoring method. Consequently, they won’t be able to verify that you completed the assessment independently, or that the person who took the assessment is the same individual they interview and ultimately hire. This may put you at a disadvantage compared to other candidates.

Permissions

Camera and microphone

Your camera serves a dual purpose during assessments: it’s utilized for video questions and as a proctoring measure. We always conduct a preliminary check to ensure that your camera and microphone are in working order before you initiate an assessment.

To ensure smooth functionality, it’s crucial to keep your camera and microphone drivers up-to-date. To set permissions using Google Chrome, follow these steps:

1. Open Chrome.
2. Click on ‘View site information‘ located in the top left corner of the URL box.
3. Turn on the switch to the camera and microphone.
4. Reload the page and you’re good to go.

Are you gearing up for a job evaluation?

If you’re in the process of applying for a new position, the company might request that you undergo a skills assessment. At first, you might question the need for such a test. After all the time and effort you’ve invested in crafting your resume, it can be disheartening if it’s overlooked. However, the Velents assessment offers you a chance to showcase your skills. If you perform admirably, there’s no way you’ll go unnoticed.

We know that the thought of taking an assessment can be very worrying because you’re uncertain about what to anticipate. But this guide is designed to help you get ready for every phase of the assessment process. This information is particularly relevant to candidates who have received an invitation to participate in a Velents assessment.

Important Note: Velents is not a personal testing service. To access an assessment on our platform, you must have received an invitation from a potential employer.

Invitation and starting

The recruiter will send you the assessment then you click on the interview link, and you will find yourself on this page.

If you are ready for the evaluation process, click “Apply for this job.”

Once you click “Apply for this job,” you will find yourself on this page, where you can:

• Fill out your personal data (your name, email, and CV).

First, listen to the welcome message and the precautions that must be taken into account during the evaluation process, which include:

1. It is important to be in a well-lit area to allow facial recognition technology to analyze your expressions accurately.

2. Ensure your location is quiet to avoid confusion during analysis.

3. It is recommended to use a computer rather than a small mobile device as this will allow the technology to accurately analyze your body language.

4. Accept all browser requirements to be able to conduct the audio and video interview.

5. Dress smartly and appropriately for the job interview, as these interviews may be reviewed by hiring departments.

6. During the interview, avoid wearing any face coverings such as niqab or masks to ensure proper recognition of your facial expressions by the technologies.

7. It is important to be genuine and true to yourself when presenting yourself to others. This ensures a fair and accurate assessment of your skills and personality.

After filling out your information, you will find yourself on this page.

After clicking on “Continue applying” the countdown begins to begin the evaluation process.

You can speed up the startup process by pressing the “Start” button.

Now you can conduct the first step of the evaluation, by starting on “Start Registration” and answering the question.

After being sure of the answer click ‘Submit Answer‘. And continue the process.

Do not hesitate to repeat your answers again and again for 3 times until you feel that you have answered in a perfect way from your point of view by pressing the “Retry” button.

During the interview, you will be evaluated from 3 different aspects:

1. Your answers will be analyzed and compared to the ideal criteria chosen by the hiring manager.

2. Your psychological behavior resulting from your body movements and emotions during the interview will be analyzed.

3. Your psychological traits extracted from the interview will be analyzed

After completing the interview, be careful not to leave the session, as your skills will be evaluated several moments later.

If you are worried about the interview with Velents’ InterviewPrep, you can practice the interview through the Candidate Assistant, as it provides you with a near-realistic simulation of the real interview that enables you to pass any interview smoothly.

Common questions

• Who do I contact for technical issues during my assessment?

In case you come across any technical problems during your assessment, kindly start by checking our FAQ and troubleshooting manual.

• What kind of equipment is necessary to successfully finish my assessment?

You can access a comprehensive list of required equipment in our article Assessment-Taking Tools.

• Can I re-answer the question?

Sure, simply click on ‘Retake Answer‘ and start answering again.

• When does the timer start running?

The timer begins when you click the ‘Start Recording‘ button. Prior to each test, we’ll inform you about the expected duration. And a visible timer will be present during the test, providing you with real-time updates on the time remaining.

• How long does an assessment take?

The duration of an assessment can vary since each company uses the system to create and tailor their own assessments.

• What steps should I take if I am unable to finish my assessment for any reason?

If you’re having technical issues, the fastest answers are found in our FAQ and troubleshooting guide. or you can contact us from the Live chat.

• What if I didn’t perform well on the assessment? Am I allowed to retake it?

Unfortunately, you are only permitted to take the assessment once. The assessments are designed to evaluate your current skills and capabilities, and they are not intended for practice or multiple attempts.

When selecting a system that helps you discover top talent, keep excellent staff, and handle payroll and benefits, you don’t want to skimp on quality. Workday is a comprehensive system that’s been designed to do all of those things and more. Here’s everything you need to know about the Workday hiring process.

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What is Workday hiring?

Workday hiring is the process of finding, interviewing, and onboarding new employees into an organization. The Workday system helps streamline this process by providing a centralized place for job postings, candidate applications, and employee data.

Workday Recruiting is a complete talent acquisition solution that allows you to find, share, engage, and choose the finest internal and external candidates for your business.

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You may use Workday Recruiting to do the following:

• Source and engage top talent
• Collaborate with your team throughout the recruiting process
• Make data-driven decisions using real-time analytics
• Onboard new hires quickly and efficiently

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Workday Recruiting is designed to work on mobile devices. This way, you can use it on the go, collaborate with others, and get real-time updates. Workday Recruiting is part of a single system that helps organizations see how the entire talent acquisition process is going.

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Workday hiring process

The Workday hiring process is designed to help organizations find, interview, and onboard the best candidates for their open positions.

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Posting a job

The first step is to submit job vacancies in order to get started. This can be done using Workday or an external job board. Workday provides pre-made templates for a variety of employment categories that may be customized as needed.

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Collecting applications

Candidates can start applying for a job as soon as it is posted. Workday offers different ways to collect applications, including online forms, email, and paper.

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Reviewing candidates

After applications have been collected, it’s time to review the candidates. This can be done through Workday by sorting and filtering the applications. Workday also offers tools for rating and ranking candidates.

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Interviewing candidates

Once the pool of candidates has been narrowed down, it’s time to start interviewing. Workday offers scheduling tools to help coordinate interviews. After the interviews have been conducted, Workday also allows for feedback to be captured and stored.

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Selecting a candidate

After the interviews have been completed, it’s time to make a decision. Workday offers a variety of tools to help with this, including candidate comparisons and reference checks.

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Onboarding the new hire

Once a candidate has been identified, it’s time to get them started. To assist with the onboarding process, workday provides templates and procedures. workday also connects with other systems such as email and calendar to aid in the transition.

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Tracking progress

Workday offers a variety of reports and dashboards that can be used to track the progress of the hiring process. These reports can be customized as needed.

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The Workday hiring process usually takes about two weeks. However, this may vary depending on the position you are applying for and the company’s needs. During this time, you can expect to complete an initial phone screen, followed by one or more in-person interviews. Make sure you take the time to prepare for each step of the process so that you can make the best impression possible.

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Workday Services market

Workday market is one of the most promising and rapidly growing markets in the enterprise software industry. Workday provides a new generation of cloud-based solutions that are designed to help organizations manage their finances, human resources, and other critical business functions.

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Here is the list of the Example of workday service you should consider

• Deployment and Implementation
  Workday provides a comprehensive set of services to help organizations deploy and implement its solutions. These services include project management, business process analysis, data conversion, and training.

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• ‍Integration
  Workday offers a variety of integration options to help organizations connect its solutions with their existing systems. These options include pre-built connectors, web services, and custom development.

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• ‍Support and Maintenance
  Workday provides 24/7 support for its solutions. In addition, Workday offers a variety of services to help organizations maintain their systems. These services include patch management, version control, and technical support.

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• ‍Consulting
  Workday Consulting is a team of experts that helps organizations design, implement, and optimize their Workday solutions. Services include business process analysis, data conversion, project management, and training.

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• ‍Custom Development
  Workday provides a variety of services to help organizations customize its solutions. These services include application development, integration, and reporting.

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• ‍Education
  Workday offers a variety of educational services to help organizations get the most out of its solutions. These services include webinars, classroom training, and online courses.

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• ‍Workday Services Pricing
  Pricing for Workday services is based on the type of service, the number of users, and the length of the engagement. Workday offers discounts for multi-year contracts and volume licensing.

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• ‍Workday Services Deployment
  Workday services can be deployed on-premise or in the cloud. On-premise deployments require a one-time fee for software and hardware. Cloud deployments are subscription-based and billed monthly.

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Why is Workday so popular?

One of Workday’s biggest advantages is its considerably lower cost when compared to competing systems. It’s worth noting that, similar to any ERP system, Workday’s initial installation isn’t necessarily more expensive. However, through two of its other advantages (universally upgraded and user-friendly interface), Workday is able to reduce costs in the long-run.

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Workday’s ubiquitously upgraded platform means that users are always on the latest software version. There’s no need to wait for or purchase an upgrade every few years. Furthermore, since Workday manages all upgrades in the background, there’s very little downtime for users. This is a big contrast to traditional ERP systems, which often require significant downtime (sometimes days or weeks) for users while the system is upgraded.

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The user-friendly interface is another big selling point for Workday. The software is designed to be used by anyone, regardless of their technical skills. This is a big contrast to traditional ERP systems, which often require users to have significant technical skills (or at least receive training) in order to use the system.

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These two advantages (low cost and user-friendly interface) are just a few of the reasons why Workday is so popular. In addition, Workday offers a number of other advantages, including:

• Flexibility: Workday is a cloud-based system, which means it’s highly flexible. Organizations can scale up or down as needed, without having to worry about managing the underlying infrastructure.

• Security: Workday is built on a secure, reliable, and scalable platform. Workday’s security features meet or exceed the requirements of even the most stringent regulations.

• Time to value: Workday is quickly deployed and easy to use. As a result, organizations can realize the benefits of Workday quickly and with minimal disruption.

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Here’s a look at what’s driving its popularity

1. Workday’s focus on simplicity: One of the things that sets Workday apart from its competitors is its focus on simplicity. The company’s products are designed to be easy to use, and its interface is clean and straightforward. This makes it a popular choice for businesses that want to streamline their operations and reduce complexity.

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2. Workday’s commitment to customer service: Another thing that makes Workday popular is its commitment to customer service. The company offers 24/7 support, and its team is always available to help customers with any problems they may have. This dedication to customer service has helped Workday build a loyal following among its users.

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3. Workday’s innovative approach to enterprise software: Finally, Workday is popular because of its innovative approach to enterprise software. The company is constantly introducing new features and functionality that make its products more valuable to users. This commitment to innovation has helped Workday stay ahead of the curve and maintain its position as a leading enterprise software provider.

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Is Workday better than SAP?

Workday and SAP are both popular enterprise software providers. However, there are some key differences between the two companies that make Workday a better choice for many businesses.

Let’s define SAP first. SAP is a German software company that produces enterprise software for businesses of all sizes. SAP’s flagship product is its ERP system, which is used by businesses around the world to manage their operations. SAP also offers a number of other enterprise software products, including CRM, SCM, and HCM.

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Now that we’ve defined both Workday and SAP, let’s take a look at some of the key differences between the two companies.

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1. Workday is focused on simplicity, while SAP is focused on complexity:
One of the biggest differences between Workday and SAP is their approaches to enterprise software. Workday is focused on simplicity, while SAP is focused on complexity. This means that Workday’s products are designed to be easy to use, while SAP’s products are designed for businesses that need more robust functionality.

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2. Workday is cloud-based, while SAP is on-premise:
Another key difference between the two companies is their deployment models. Workday is a cloud-based enterprise software provider, while SAP offers on-premise enterprise software. This means that Workday’s products can be accessed from anywhere, while SAP’s products must be installed on-site.

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3. Workday is newer than SAP:
Finally, another key difference between Workday and SAP is their age. Workday was founded in 2005, while SAP was founded in 1972. This means that Workday is a newer company, and its products are often more modern and innovative than SAP’s products.

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There’s no clear winner when it comes to which software does better analysis and reporting – it really depends on your specific needs. However, SAP is generally considered to be stronger in terms of business intelligence and data management, while Workday is often lauded for its ease of use and intuitive interface. Whichever platform you choose, make sure to thoroughly evaluate your options to ensure you’re getting the best possible solution for your business.

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Thanks for reading! We hope this article helped you learn more about the Workday hiring process. If you have any questions, feel free to ask our team in Velents.

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The definition of diversity and inclusion is changing. It’s not just about having a certain number of people from different groups or pretending that everyone is the same. Now it’s about understanding how important it is for employees to have their different identities respected, and taking steps to make sure that all employees are treated fairly. This includes getting rid of bias and making sure everyone has the same opportunities to succeed.

What is Diversity, equity and inclusion (DEI)?

Diversity, equity and inclusion (DEI) is an approach to organizational change that recognizes and values the ways in which people differ. It’s about creating a workplace where everyone can reach their full potential, regardless of their background or identity.

Equity is about making sure everyone has the same opportunities to succeed, regardless of their background or identity. This means creating a level playing field, eliminating bias and ensuring that everyone has the same chance to reach their full potential.

Inclusion is about making sure that everyone feels welcomed, respected and valued for who they are. It’s about creating a workplace where everyone can be themselves and feel like they belong.

When organizations focus on DEI, they create a more positive work environment for everyone. Employees feel appreciated and valued, and they’re more likely to be productive and engaged.

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Why are diversity equity and inclusion important?

The value of diversity, inclusion and equity is much deeper than their definitions say. Here are some of their benefits in business.

Creating a prejudice-free zone

The social benefit, rather than the economic benefit, is the most essential reason for organizations to practice diversity, equity, and inclusion. It’s about putting things right from the wrongs of the past. Business decisions in the past deliberately excluded all but one group while also discriminating against the rest.

A level playing field

From an economic standpoint, it only makes sense for organizations to aim for a level playing field. The more diverse an organization is, the more likely it is to tap into new markets and better understand the needs of all consumers. Furthermore, research shows that organizations with a higher level of diversity tend to outperform those who don’t.

Increased creativity and innovation

When people from different backgrounds and perspectives come together, they bring with them new ideas and ways of looking at things. This diversity of thought leads to increased creativity and innovation.

Improved bottom line

Aside from the social benefits, there are also tangible economic benefits to diversity, equity, and inclusion. Studies have shown that organizations with a higher level of diversity tend to have better financial performance. In fact, a report by McKinsey found that companies in the top quartile for gender or racial and ethnic diversity are 35% and 15% more likely to have financial returns above their respective national industry medians.

Better recruitment and retention

A diverse workforce also helps with recruitment and retention. A study by the Harvard Business Review found that companies with a higher level of racial diversity are 35% more likely to have better-than-average financial performance, while those with a higher level of gender diversity are 15% more likely to have better-than-average financial performance. Furthermore, organizations with a strong commitment to DEI are more attractive to potential employees, which helps with recruitment. Finally, studies have shown that a diverse workforce leads to increased employee satisfaction and loyalty, which helps with retention.

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In order to be successful in today’s business world, it is essential for organizations to focus on diversity, equity, and inclusion. DEI is important for a number of reasons, including creating a prejudice-free zone, leveling the playing field, increasing creativity and innovation, improving the bottom line, and better recruitment and retention.

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What is the difference between equality, diversity and inclusion in the workplace?

There can be a lot of confusion between the terms diversity, equity and inclusion. Here’s a breakdown of each one:

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Diversity is about differences. It’s about recognizing that everyone is different and that those differences should be celebrated.

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Equity is about providing equal access. It’s about making sure everyone has the same opportunities to succeed, regardless of their background or identity.

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Inclusion is about feeling welcome and respected. It’s about creating a workplace where everyone can be themselves and feel like they belong.

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So while equality is about making sure everyone is treated the same, diversity and inclusion are about recognizing and valuing differences. And equity is about making sure everyone has the same opportunities to succeed.

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What is a DEI example?

DEI is important for creating and sustaining a successful workplace because it believes that all people can flourish personally and professionally. Before you start evaluating your efforts and implementing new methods, make sure you fully comprehend each component, both on its own and how they interact.

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Here are some of the endless examples for DEI in the workplace:

• Providing equal access to training and development opportunities.
• Creating flexible work arrangements to accommodate employees’ different needs.
• Professional Development, ensuring that all employees have the opportunity to grow and advance in their careers.
• Offering unconscious bias training to managers and employees.
• Leadership, having diverse leaders who can provide different perspectives and champion DEI initiatives within the organization.
• Celebrating employees’ diversity through events and programs.
• Recruitment and retention, proactively seeking out candidates from diverse backgrounds and hiring a workforce that reflects the communities you serve.

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These are just a few examples of how businesses can foster a more diverse, equitable and inclusive workplace.

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How do I write a DEI plan?

Here are some coordinated steps to writing a DEI plan:

1. Define your goals: What do you hope to achieve with your DEI plan? Be specific and realistic in your goals, and make sure they align with your company’s values.

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2. Assess where you are now: Take a close look at your current DEI efforts. What is working well and what needs improvement? This will help you identify areas of focus for your plan.

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3. Develop strategies and action items: Based on your goals and assessment, develop strategies and action items that will help you achieve your DEI objectives.

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4. Make the case for why DEI is important to your organization. How will it improve your bottom line?

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5. Engage the right stakeholders: DEI is not something that can be achieved by one person or department. To be successful, you need buy-in and support from the entire organization. Engage key stakeholders in the development of your plan to ensure its success.

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6. Implement your plan: Put your plan into action and make sure you have the resources and support you need to succeed.

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7. Evaluate and adjust: Regularly evaluate your DEI efforts to see what’s working and what isn’t. Be prepared to adjust your plan as needed to ensure you’re making progress towards your goals.

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What are some challenges of implementing a DEI plan?

There can be challenges when implementing a DEI plan, but with careful planning and execution, these challenges can be overcome. Here are some common challenges you may face:

• Getting buy-in from senior leadership: If senior leaders aren’t on board with your DEI initiatives, it will be difficult to get the resources and support you need to be successful.

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• Resisting the urge to do too much: It’s important to start small and focus on a few key initiatives that will have the biggest impact. Trying to do too much can lead to overwhelm and ultimately, failure.

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• Lack of resources: DEI can require additional resources, such as training, hiring, and marketing. If you don’t have the budget for these things, it can be difficult to make progress.

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• Difficult conversations: When dealing with sensitive topics like race and gender, there can be a lot of emotion involved. Be prepared to have tough conversations and create a safe space for employees to share their thoughts and feelings.

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Despite these challenges, implementing a DEI plan can be incredibly rewarding and beneficial for both your employees and your business. When done well, DEI can help create a more positive and productive workplace culture.

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What is a good DEI statement?

When it comes to DEI statements, companies are quick to market themselves as being “woke” or “inclusive.” However, these terms can be misleading. A company may put out a good DEI statement, but that doesn’t mean they’re actually doing anything to back it up.

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In order for a DEI statement to be truly effective, it needs to be more than just words on a page. It should be a living document that outlines the company’s commitment to diversity, equity, and inclusion. It should also detail what the company is doing to create a more diverse and inclusive workplace.

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A good DEI statement will address the following questions:

• What are we doing to foster a more diverse and inclusive workplace?
• How are we recruiting and retaining a diverse workforce?
• How are we promoting equity in our workplace?
• What processes do we have in place to ensure that all employees feel included and respected?

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Answering these questions is a good start, but a truly effective DEI statement will go even further. It will include specific actions that the company is taking to make progress on diversity, equity, and inclusion. And it will be updated regularly to reflect the latest initiatives and progress made.

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A DEI statement is only as good as the actions behind it. So when companies market themselves as being committed to diversity, equity, and inclusion, they need to make sure they’re living up to their words. Otherwise, it’s all just lip service.

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Here is an example of a DEI statement:

“Our company is committed to creating a diverse, equitable and inclusive workplace. We will take action to recruit, hire and retain a workforce that reflects the communities we serve. We will also create programs and events that celebrate our employees’ diversity. Our goal is to create a workplace where everyone feels respected, valued and empowered to reach their full potential.”

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Create a talented diverse team in 60 mins with Velents.

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It became clear that the world is changing now, videos humanized people who aren’t just CVs. Using your normal resume won’t make you any different. Just one more person on paper. We at Velents believe people are more than just a piece of paper but to deliver your message right you have to be specific.

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How many jobs you didn’t get because of a bad resume? Great people don’t stand out on papers.

1. Cover the essentials: You need to give the recruiter the same info they can get from your normal resume, tell them about your (experience, education, and interests).

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2. Be brief and specific: Your Video Resume shouldn’t exceed 60–90 seconds. you should stress on the communication skills which is the most important skill in the business nowadays, this is the proof you have it!

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3. Surroundings matter: This is why Zoom introduced virtual background. It would make sense to record your video in a clean background, Velents uses various virtual backgrounds to allow you to record your pitch in a convenient way. Also, our tool gives you a way to edit your video as lightening or contrast, we have your back.

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4. Be yourself and convenient: Express and talk the way you are, don’t fake moods or personality show-off your real self. If you feel you need more tools to help, don’t forget to use Velents convenient tool to wear makeup or glasses during the recording.

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5. Add a Call-to-action: Deliver a message with your video, ask the recruiters to send an email/call you. You can use a specific text design on velents tool to deliver your message too.

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A professional branding is the practice of marketing people and their careers as brands. Unlike a resume, this isn’t something that is updated only when seeking a new position. It is an ongoing process of maintaining your professional moments in one space.

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You can download “Velents” on android and iPhone and record your Video Resume then share it anywhere and let your brand shine by posting your link on other platforms. Create it once, use it everywhere!

If you are a recruiter, signup here and start recruiting the best candidates!

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Time is a great indicator of a company’s culture. A long interview process might indicate that the candidate isn’t the company’s first choice for the position, or it may suggest that recruiters are not very well-organized as a whole. In contrast, a quick application procedure may indicate that a firm isn’t prioritizing whether or not it’s an

Full cycle recruiting can benefit the candidate, the recruiter, and the organization.

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What is full cycle recruiting?

Full cycle recruiting is the process of sourcing, screening, and selecting candidates for a role. The goal is to find the best candidate for the job, while also meeting the needs of the organization.

A full-cycle recruiter is responsible for all aspects of the recruitment process, from identifying potential candidates to conducting interviews and making offers.

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The full life cycle recruiting job may be handled by a single individual or several people in a large company. The person in charge of the whole lifecycle of recruiting might vary depending on the size of the firm. In a start-up or smaller business, this will often be the HR generalist who is also handling recruitment across the board.

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Full cycle recruiting can be a time-consuming process, but it’s important to take the time to find the right candidate. Hiring the wrong person can cost a company a lot of money in lost productivity. It is worth it to take the time to find the right person for the job.

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Who uses full cycle recruiting?

Full cycle recruiting can be used by any organization that is looking to fill a position. This type of recruiting is often used for high-level positions or when a company is looking to make a large hire.

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There are two kinds of companies that use full cycle recruiting such as:

1. Businesses hiring full cycle recruiting agencies
Some businesses may not have the internal resources to handle the full recruiting process. In these cases, they may choose to partner with a full-cycle recruiting agency. These agencies will take on the responsibility of sourcing, screening, and selecting candidates for the role of recruiting agency. These agencies will handle all aspects of the recruitment process on behalf of their client.

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2. In-house recruiters
Other businesses may have an in-house team of recruiters who are responsible for handling the full recruiting process. These teams will often work with hiring managers to identify the qualifications and skills that are needed for the role. They will then source, screen, and interview candidates until they find the best person for the job.

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How can AI help in full-cycle recruiting?

Artificial intelligence (AI) is increasingly being used in the recruiting process. AI-powered tools can help recruiters with a variety of tasks, from sourcing candidates to screening resumes.

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AI can help recruiters in many ways such as:

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1. Sourcing
AI-powered tools can scan job boards, social media, and resumes to find potential candidates.

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2. Screening resumes
AI-powered tools can read and analyze resumes to identify the most qualified candidates. This can help recruiters save time by only considering the best candidates for the role.

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3. Conducting interviews
AI can also be used to conduct initial interviews with candidates. AI-powered tools can ask questions and assess a candidate’s qualifications. This can help recruiters determine which candidates are worth pursuing.

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4. Making offers
AI-powered tools can evaluate a candidate’s qualifications and salary requirements to make an offer that is fair and competitive.

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5. Onboarding
Once a candidate has been hired, AI can help with the onboarding process. AI-powered tools can provide new hires with information about the company, their role, and expectations.

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Full cycle recruiting is a time-consuming process, but AI can help recruiters save time by automating tasks. AI-powered tools can help recruiters with everything from sourcing candidates to making offers. This can help businesses find the best candidates for the job in a shorter amount of time.

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Pros and cons of full cycle recruiting

There are both pros and cons to full-cycle recruiting. Here are some of the most important things to consider:

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Pros:

1. You have more control over the process
When you use full cycle recruiting, you have more control over every aspect of the process. This includes everything from sourcing candidates to making offers. You can tailor the process to fit your specific needs and preferences.

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2. You can find the best candidates
Since you have more control over the process, you can take the time to find the best candidates for the job. This includes looking at a wider range of candidates and conducting a more thorough screening.

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3. You can improve your brand
Full cycle recruiting can also help you improve your employer’s brand. This is because you have more control over how candidates interact with your company. You can ensure that candidates have a positive experience and that they see your company in a favorable light.

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Cons:

1. It takes more time
The biggest downside to full cycle recruiting is that it takes more time. This is because you have to handle every aspect of the process, from sourcing candidates to making offers.

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2. It can be expensive
Another downside to full cycle recruiting is that it can be expensive. This is because you may need to use more resources, such as job boards and resume databases. You may also need to pay for additional screening tools.

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3. You may need more resources
If you don’t have an in-house team of recruiters, you may need to hire additional staff to handle the full cycle recruiting process. This can add to the cost of the process.

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Overall, full cycle recruiting has both pros and cons. It’s important to weigh the costs and benefits before deciding if it’s the right solution for your business.

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What is full cycle recruiting process?

The full cycle recruiting process is the process of finding, screening, and hiring candidates for a job. This includes everything from sourcing candidates to making offers.

1. Preparing
It includes the vacancy intake meeting, job description creation, and posting of the job ad.

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2. Sourcing
The sourcing stage is all about finding potential candidates. This can be done through different channels like job boards, social media, employee referrals, or recruiter networks.

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3. Screening
In this stage, recruiters identify the most qualified candidates from the pool of applicants. This usually involves reviewing resumes and conducting initial phone interviews.

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4. Interviewing
After narrowing down the candidate pool, recruiters conduct in-person interviews. This stage helps assess a candidate’s qualifications and fit for the role.

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5. Making an offer
Once a decision has been made, the recruiter extends an offer to the candidate. If the candidate accepts, they’ll start the onboarding process.

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6. Closing
The closing stage is when the cycle is complete and the position is filled. The goal is to get the new hire acclimated to their role and their new company culture.

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The full cycle recruiting process can help businesses find the best candidates for the job in a shorter amount of time. However, it’s important to consider the pros and cons before deciding if it’s the right solution for your business.

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Full cycle recruiting technology

With the help of technology, full-cycle recruiting has become more efficient and effective. Recruiters can now use a variety of tools to automate different tasks, such as sourcing candidates and scheduling interviews.

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Some of the most popular full cycle recruiting technologies include:

• Applicant Tracking Systems (ATS)
  An ATS is a software that helps businesses manage the hiring process. It can be used to post job ads, track applicants, and schedule interviews.

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• Recruitment Marketing Platforms
  A recruitment marketing platform is a tool that helps businesses attract and engage candidates. It can be used to create targeted campaigns, post job ads, and track results.

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• Candidate Relationship Management (CRM) Systems
  A CRM system helps businesses manage their relationships with candidates. It can be used to store candidate information, keep track of interactions, and schedule interviews.

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• Video Interviewing Platforms
  A video interviewing platform allows businesses to conduct interviews remotely. This can be a convenient option for businesses with candidates in different locations.

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• Background Check Services
  Background check services help businesses verify a candidate’s identity and qualifications. This can be used to avoid hiring scams and to ensure that the candidate is a good fit for the job.

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With on-demand interviewing, companies are able to collect interviews from a large pool of candidates and review them at their leisure. This allows for a more efficient screening process and ensures that the best candidates are being considered for each position. On-demand interviewing is an important tool in the full cycle recruiting process and can help companies save time and money while still finding the best possible candidates.

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When conducting on-demand interviews, there are a few things to keep in mind. First, it’s important to have a clear understanding of the job requirements. This will ensure that you’re asking the right questions and getting the information you need from each candidate.

Second, it’s important to be as organized as possible. This means creating a structure for each interview and keeping track of all the information you collect. Finally, it’s important to give each candidate the same opportunity to shine. This means providing them with the same questions and giving them equal time to answer.

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On-demand interviewing is a powerful tool that can help businesses save time and money while still finding the best possible candidates. When used correctly, it can help businesses improve their hiring process and find the right candidates for each job.

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How long is a recruiting cycle?

The length of a recruiting cycle can vary depending on the country. In the United States, the average recruiting cycle takes about 42 days. However, in other countries, such as Canada, the cycle can take up to 60 days.

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There are a few factors that can influence the length of a recruiting cycle. The first is the size of the company. Smaller companies tend to have shorter cycles, while larger companies may take longer to fill a position. The second is the type of position.

Positions that are in high demand or require specific skills may take longer to fill. Finally, the location of the company can also influence the length of the cycle. Companies in rural areas may have a harder time finding qualified candidates, which can lengthen the process.

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The length of a recruiting cycle can vary depending on the country and the factors mentioned above. However, there are a few things that businesses can do to shorten their cycle. One is to use technology to automate different tasks, such as sourcing candidates and scheduling interviews.

Another is to create a clear and concise job description. This will help attract the right candidates and save time on the screening process. Finally, businesses can also consider using a recruitment agency. Recruitment agencies can help businesses find qualified candidates quickly and efficiently.

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By using technology, creating a clear job description, and considering a recruitment agency, businesses can save time and money while still finding the best possible candidates.

While a traditional hiring process takes up to 60 days, using AI technology turns those days into minutes. Visit Velents and get smarter and faster recruitment.

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It’s no secret that the business world is becoming increasingly competitive. In order to stay ahead of the curve, companies need to be able to adapt quickly to change and embrace new ideas. Unfortunately, this can be difficult.

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One of the biggest challenges facing companies today is diversity. With businesses operating in an ever-more globalized marketplace, it’s essential to have a workforce that reflects the various cultures and perspectives of your customer base. However, many companies struggle with creating an inclusive environment.

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This can be especially difficult for businesses that have traditionally been homogeneous. Adding diverse voices can be disruptive and challenging the status quo. It can be hard for companies to know where to start when it comes to incorporating diversity into their business.

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But what exactly is diversity recruiting? And is it really worth the effort?

In this blog post, we’ll explore what diversity recruiting is, the benefits of pursuing a diverse recruitment strategy, and some best practices for making it happen.

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What is Diversity in Recruitment?

The practice of recruiting individuals from a wide range of backgrounds is called diversity recruitment. The rationale behind this practice is to ensure that all members of the community have an opportunity to be considered for open positions, and that the workplace as a whole represents the demographics of the population.

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There are many different types of diversity, including but not limited to: age, gender, race, ethnicity, religion, sexual orientation, disability, and veteran status.

Organizations often focus on increasing the diversity of their workforce in order to become more inclusive and to better reflect the communities they serve. Additionally, a diverse workforce can bring a variety of perspectives and ideas to the table, which can lead to increased creativity and innovation.

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Diversity recruiting is not only the right thing to do, but it also makes good business sense. Studies have shown that companies with diverse workforces are more successful, and that employees who feel like they belong are more engaged and productive.

When done correctly, diversity recruiting can have a numerous number of benefits for the organization. Let’s find more about that.

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Importance of Diversity in Recruitment

So why is diversity hiring important?

Diversity recruitment is the only way to achieve a more compatible workforce. And a diverse workforce is how today’s companies become tomorrow’s brands.

Diverse perspectives can lead to better problem solving. When everyone in a room is thinking the same way, it can be difficult to come up with new ideas and solve problems. But when you have people from different backgrounds thinking about a problem, they are likely to come up with more creative solutions.

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Additionally, a diverse workforce can help you to better understand and serve your customer base. If your customers are from different backgrounds, it is important to have employees who can relate to them and understand their needs.

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Reason Why Diversity in Recruitment is Worthy

For starters, it allows recruiters to draw from a larger talent pool. A diverse workforce also helps companies become more innovative and better able to compete in today’s global marketplace. Additionally, research has shown that diversity among employees leads to increased job satisfaction and motivation.

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There are numerous other benefits of diversity recruiting, including:

1. Improved Company Image
In today’s world, consumers are increasingly interested in supporting organizations that reflect their values. By promoting diversity within your company, you can improve your public image and attract top talent.

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2. Enhanced creativity and innovation
A homogenous workforce is often less creative and innovative than a diverse one. When you have employees from different backgrounds and perspectives, they are more likely to come up with new and better ideas.

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3. Improved bottom line
A study by McKinsey & Company found that companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians.

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4. Greater customer satisfaction
When your workforce is diverse, it can better understand and relate to the needs of a diverse customer base. This can lead to improved customer satisfaction and loyalty.

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5. Enhanced team dynamics
Diversity can improve communication and collaboration within teams. It can also help build trust and respect among team members.

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Diversity recruitment strategies

Strategies are designed to promote a more diverse workplace in a detailed manner. There are several measures that may be taken to make the office environment more inclusive for everyone.

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Some of the best diversity recruitment strategies include:

1. Creating an Inclusive Environment: The first step to creating a more diverse workplace is to create an environment that is inclusive for all employees. This includes ensuring that there are no barriers to entry for any employees, and that everyone feels comfortable and respected in the workplace.

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2.Encouraging a Wide range of Applicants: One way to promote diversity in the workplace is to encourage a wide range of applicants when hiring. This can be done by advertising job openings in a variety of places, and by using a variety of recruitment methods.

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3.Evaluating Applicants Based on Qualifications: When reviewing applications, it is important to evaluate applicants based on their qualifications and not on any other factors. This will help to ensure that the best candidates are chosen for the job, regardless of their race, gender, or other factors.

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4.Promoting a Diverse Workforce: Once a more diverse workforce has been established, it is important to promote it. This can be done by highlighting the importance of diversity in the workplace, and by providing training and development opportunities that are designed to promote a more inclusive environment.

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Let us show you how to apply those strategies to recruit diverse employees. Our team in Velents use those strategies as well and this is how we do it.

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Diversity hiring best practices

Although the term “diversity” has become somewhat of a buzzword in recent years, it’s still an important topic that needs to be addressed in the workforce. Managing a diverse team can have its challenges, but it can also lead to a more creative and innovative workplace. After all, different people bring different worlds of creativity.

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The quest towards hiring the best of teams has many practices that could bring your company to the next advanced level in the business world through one amazing diversity.

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Here are some diversity recruiting practices that can help you build a strong and talented team:

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• Define what diversity means to your company.
  This is an important first step in order to set the foundation for your diversity recruiting efforts. What does diversity mean to your company? Do you want to focus on recruiting people of different genders, races, or backgrounds? Once you have a clear understanding of what diversity means to your business, you can start to develop targeted recruiting strategies.

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• Make sure your job descriptions are inclusive. _{Your job descriptions should be written in a way that attracts a diverse pool of candidates. Avoid using masculine pronouns or overly technical language. Instead, opt for gender-neutral language and terms that everyone can understand. You should also consider what qualifications are truly necessary for the role and avoid unnecessarily excluding candidates.}

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• Utilize a variety of recruiting channels.
  Don’t just post your job openings on the same old job boards. Get creative and think about where else you can reach potential candidates. There are many online and offline channels that can be used to attract a diverse pool of applicants. For example, you could post openings on job boards that cater to specific groups, such as women or minorities. You could also partner with local organizations that serve underrepresented groups.

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• Conduct blind resume reviews.
  One way to avoid bias in the resume review process is to conduct blind reviews. This means that the reviewer does not see any information about the candidate’s identity, such as their name, gender, or race. This can help to level the playing field and ensure that all candidates are evaluated based on their qualifications.

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Implementing these diversity hiring processes can help you build a strong and talented team that reflects the diversity of the world around us.

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Ways to Avoid Diversity Recruiting Mistakes

When it comes to recruiting, businesses need to be mindful of making diversity mistakes.

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1. Diversity doesn’t stop at policy change

Recruiters should not assume that changing the policy to bring in diverse employees will do it all – they need to be proactive in reaching out to different communities and groups to find qualified candidates. This includes doing research on where to find these potential employees and being mindful of unconscious bias when reviewing resumes and applications.

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2. One size does not fit all

Every business is different, and what works for another company might not work for yours. It’s important to tailor your recruiting efforts to what will work best for your company culture and the type of employees you are looking to attract.

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3. Take a look at diversity data

Usually, companies measure their diversity data at the company level which includes statistics on employees’ gender, ethnicity, and sexual orientation. However, to really understand your workforce and what improvements can be made, you need to break this data down further to see how it impacts different departments and positions. This will help you create more targeted initiatives.

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4. Avoid making assumptions

When it comes to recruiting diverse employees, avoid making assumptions about what they are looking for or what they need. Instead, take the time to get to know them and what they are interested in. This way, you can create a more personalized experience.

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Learn from your previous mistakes and keep in mind what you can avoid and fix, your team will shine in no time.

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Do you want to be inspired by some diversity recruiting ideas? Check out how our On-Demand Interviews are managed.

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The HR world is being swept away by workplace diversity. Employers are increasingly prioritizing diversity, equity, and inclusion (DEI) efforts and putting resources into making sure their teams are prepared for success. It’s not just the smart thing to do for your company; it’s also the right thing to do as a human being. We’ll look at workplace diversity from different angles and explore what it means for employers, employees, and the workplace itself.

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What is workplace diversity?

Let’s explain workplace diversity.

It is often used to describe the demographic composition of a workplace, in terms of factors like race, ethnicity, gender, age, and disability status. But workplace diversity is about more than just demographics; it’s also about cognitive diversity. Cognitive diversity includes things like different educational backgrounds, areas of expertise, ways of thinking, and experiences.

Workplace diversity meaning: the inclusion of employees from a wide range of backgrounds and with a variety of skillsets, experiences, and perspectives.

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What are the benefits of diversity in the workplace for employees?

1. Diversity in the workplace can lead to a more positive work environment for everyone.
A workplace that values and includes employees from a variety of backgrounds is likely to be more tolerant, open-minded, and understanding. This kind of workplace atmosphere can make it more enjoyable for everyone to come to work each day.

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2. Employees can learn from and be exposed to new perspectives.
When you work with people who are different from you, it’s an opportunity to learn about new perspectives and ways of thinking. This can help you expand your own way of thinking and see things in a new light. It can also make you more understanding and tolerant of others, both in and out of the workplace.

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3. Diversity business can make teams more effective and successful.
Studies have shown that diverse teams are generally more effective than homogeneous ones. This is because different perspectives and experiences can lead to new ideas and solutions that wouldn’t have been thought of otherwise. When everyone is working together towards a common goal, the workplace can be more successful as a whole.

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4. Employees can feel like they belong and are valued.
Feeling like you belong in the workplace is important for job satisfaction and motivation. When employees feel like they are valued for their unique perspective and experience, they are more likely to be engaged in their work and committed to the organization.

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5. Lead to increased creativity and innovation.
When people with different backgrounds and perspectives come together, they can bring new and innovative ideas to the table. This can lead to more creativity in the workplace overall, which can be beneficial for the organization as a whole.

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What are the benefits of workplace diversity for employers?

• Lead to increased profits.
  Studies have shown that workplace diversity can lead to increased profits for organizations. This is because diverse teams are generally more effective than homogeneous ones. When everyone is working together towards a common goal, the workplace can be more successful as a whole.

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• Attract and retain top talent.
  If you want to attract and retain the best employees, you need to create a workplace that is diverse and inclusive. Top talent wants to work somewhere that values their unique perspective and experience. By creating a workplace diversity strategy, you can make your organization more attractive to top talent.

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• Help you tap into new markets.
  By having a workforce that reflects the demographics of your target market, you can better understand their needs and wants. This insight can be helpful in developing new products or services that appeal to them. Additionally, it can help you create marketing campaigns that are more effective and relatable.

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• Improve decision-making.
  When you have a diverse group of people making decisions, you’re more likely to get a variety of perspectives and ideas. This can lead to better decision-making overall, as well as reduced conflict.

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• Help you build a positive reputation.
  A workplace that is diverse and inclusive can help you build a positive reputation in the community. This can lead to more customers, clients, and patients, as well as improved relations with employees, vendors, and other partners.

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Types of workplace diversity

There are numerous types of workplace diversity that you should be aware of:

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1. Age diversity
This can include everything from millennials to baby boomers. Age diversity can bring different perspectives and ideas to the workplace, which can be beneficial for the organization as a whole.

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2. Gender diversity
Refers to the balance of men and women in the workplace. Having a workplace that is gender-diverse can lead to increased profits, improved decision-making, and a more positive reputation.

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3. Racial diversity
Refers to the variety of racial groups represented in the workplace. This can include people of color, white people, and indigenous people. Racial diversity can help you better understand and tap into new markets.

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4. Ethnic diversity
Similar to racial diversity, but can also include things like religion and culture. Ethnic diversity can help you attract and retain top talent, as well as improve decision-making.

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5. Ability diversity
Ability diversity refers to workplace inclusion for people with disabilities. This can help you build a more diverse and inclusive workplace, which can lead to increased profits and a positive reputation.

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Workplace diversity statistics

The importance of diversity and inclusion in the workplace is one of the most pressing issues facing HR and recruiting professionals.

Here are some workplace diversity statistics that you should know:

• In 2020, women held 47.4% of all management positions in the United States. (Bureau of Labor Statistics)

• People of color make up 38.9% of the American workforce. (Pew Research Center)

• The millennial generation is the most diverse in history, with 44.2% of them being people of color. (Pew Research Center)

• In 2018, there were 7.1 million disabled workers in the United States. (Bureau of Labor Statistics)

• Workplaces that are diverse and inclusive can see an increase in profits of up to 30%. (McKinsey & Company)

• 89% of employees say that workplace diversity is important to them. (Glassdoor)

• 78% of job seekers say that workplace diversity is an important factor when considering a job. (Glassdoor)

• Women have been disproportionately impacted by the COVID-19 crisis. Women’s occupations are 1.8 times more susceptible to this catastrophe than male occupations. Women make up 39% of the world’s workforce, but they account for 54% of all job losses. (McKinsey)

• 69% of executives rate diversity and inclusion as an important issue. (Glassdoor)

• 44% of Black and 61% of Hispanic individuals experienced job and wage loss throughout the pandemic. (Strada) 

• 74% of millennial employees believe their organization is more innovative when it has a culture of inclusion, and 47% actively look for diversity and inclusion when sizing up potential employers. (Deloitte)

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As you can see, workplace diversity and inclusion are important factors that employers need to consider. There are many issues and hardships that face almost everyone of a different race, gender, age, .. etc, around the globe that diversity in the workplace can solve.

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What is the difference between equality and diversity?

Equality is ensuring everyone is treated the same and given the same opportunities, regardless of their sex, race, disability, etc.

Diversity is about making sure that everyone’s individual needs are met and that they are given the chance to fulfill their potential. Equality is about giving everyone a level playing field, while diversity is about making sure that everyone has the chance to play.

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In a workplace, equality is about ensuring that everyone has the same rights and opportunities, regardless of their background.

Diversity is about making sure that all employees feel valued and included, and that they have the opportunity to thrive in their roles. Equality is about ensuring everyone is treated fairly, while diversity is about making sure that everyone feels like they belong.

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Both equality and diversity are important in ensuring that everyone is treated fairly and respected in the workplace. Equality ensures that everyone has the same opportunities, while diversity ensures that everyone’s individual needs are met. Both are essential in creating a positive and inclusive working environment for all.

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Lousy interview questions can reflect poorly on you in meetings and interviews with other people. If you’re not prepared to answer them, it can make you look bad.

So, it’s important to be aware of the types of questions that are commonly asked in interviews and to have a good answer ready.

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How to Increase Workplace Diversity

There are a number of ways that organizations can help create a more diverse and inclusive workplace culture:

• Offer training on unconscious bias and how to avoid it in the workplace. This can help employees to be more aware of their own biases and how they might be impacting their work.

• Encourage employees to share their ideas and perspectives on diversity and inclusion. This can help to create a more open and inclusive environment where everyone feels comfortable sharing their thoughts and ideas.

• Make sure that job descriptions are clear and concise, and that they avoid using any biased or discriminatory language. This will help to ensure that all employees have an equal opportunity to apply for roles.

• Review hiring and promotion processes to make sure that they are fair and free from any bias. This will help to ensure that all employees have an equal chance of being hired or promoted.

• Encourage employees to take part in diversity and inclusion initiatives, such as mentoring programs or employee resource groups. This can help to promote a more inclusive culture where everyone feels valued and supported.

• Celebrate employee differences and encourage employees to share their culture and traditions with others. This can help to create a more understanding and respectful workplace where everyone feels valued.

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Challenges of diversity in the workplace

There are a number of diversity issues that can arise when trying to promote it in the workplace:

• Unconscious bias can be a major barrier to creating a more diverse and inclusive workplace. Employees may not even be aware of their own biases, making it difficult to address them.

• Organizations may have difficulty attracting and retaining a diverse workforce if they are not seen as being inclusive. This can be a major challenge, especially in industries where there is a lack of diversity.

• Diversity initiatives can sometimes be viewed as tokenistic or superficial, rather than genuine attempts to create a more inclusive workplace. This can make it difficult to engage employees in these initiatives.

• There can be a tension between promoting diversity and ensuring that everyone is treated equally. For example, some organizations may focus on hiring a more diverse workforce, but not on providing equal opportunities for all employees.

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Organizations need to be aware of these challenges and take steps to address them if they want to create a more diverse and inclusive workplace.

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Solutions to the challenges of diversity in the workplace

There are a number of ways that organizations can address the challenges of diversity in the workplace:

• Offer training on unconscious bias and how to avoid it in the workplace. This can help employees to be more aware of their own biases and how they might be impacting their work.

• Make sure that job descriptions are clear and concise, and that they avoid using any biased or discriminatory language. This will help to ensure that all employees have an equal opportunity to apply for roles.

• Review hiring and promotion processes to make sure that they are fair and free from any bias. This will help to ensure that all employees have an equal chance of being hired or promoted.

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Sing up to Velents and create a balanced diversity in your company.

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‍The best practices to recruit talented and long-term call center employees

Recruitment, in general, is not an easy task—especially in a market full of “we are hiring” posts and job seekers ready to apply for any job, even if they’re not sure about meeting its requirements.

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For the call center position, the task is even more difficult. It requires finding skilled employees who can answer your customers’ queries and handle their problems in the best way.

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However, people consider the call center job, also known as answering service, as an easy job that anyone can do and consider it a very short-term job.

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So, we will provide you with an ultimate guide for “contact center recruiting strategies” to help you get the best candidates who meet your requirements in the long term.

1) Choose the right platform to recruit:

There are many platforms to announce a job vacancy. However, you need to choose wisely the platforms that will give you better results and save your effort, time, and budget. Here are some efficient platforms you can use:

For social media:

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• Facebook: 

Even though Facebook isn’t always for job seekers, its popularity makes it an efficient choice for publishing your job posts. 

According to Shopify, Facebook is the most popular social media platform, with 2.93 billion active users in 2022.

Targeting the groups dedicated to job vacancies will make your job posts more efficient and ensure that many job seekers see them. 

And don’t worry if you received an enormous number of applications. Velents call center recruitment software will help you filter all CVs and get only the relevant ones. 

So, you can ensure having a good number of qualified candidates without the hassle of manual screening.

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• Linkedin: 

On the other hand, Linkedin is used by professionals who seek jobs and want to highlight their experience and skills. 

It’s the best social media platform where job seekers show that they are open to work and share their experience, and the certifications they earned. 

You may also find their former managers publish reviews about them and endorse their skills.

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• For sites:

The first site you should consider is your site. It may have little traffic, but it’s the best platform to express yourself and write about the job in more detail.

You can rely on direct traffic to the website or push the page’s URL to job seekers through job posts on social media.

There are sites dedicated to job seekers and employers, such as Wuzzuf, Jobzella, and Akhtaboot, as paid platforms. Or free ones like Wazayf and Google for Jobs.

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2) Understand why you lose employees: 

Rule of thumb: one of the most effective strategies to define the areas you would like to develop is learning from the past. 

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A primary problem for the call center industry is the high turnover rate. So, it’s essential to know why your employees leave the company and what is the call center recruitment strategy you need to focus on to attract new candidates and retain them as employees. 

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Here are some causes of call center turnover and how to resolve them:

– Employees decided to leave:

You then should conduct exit interviews to know their reasons that may be:

1) The pressure of both company and customers: 

We often bear the burden of work because of the work environment, but if the work environment is toxic, why should the employee stay? 

You must create a better work environment and keep in mind that candidates assess you the same as you do. They will ask your employees about the workplace environment before they accept your offer.

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A recent study published in 2021 “Healthy Workspaces: Strategies for Increasing the Indoor Environmental Quality at Call Centre Interiors for Employee Well-being and Productivity” indicates that better designed interior spaces in call centers companies enhance the health and well-being of the employees, resulting with higher performance and service quality.

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2) The training is not enough: 

Sometimes you could hire inexperienced candidates at the beginning of their career if they have the skills you need.

So, consider training your employees and showing that on social media to attract more candidates who are eager to learn.

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3) They get a better offer:

You need to conduct a competitive analysis to know if your company’s salaries are competitive enough to attract and retain the best employees.

– You decided to fire them: 

If you terminated employees, your hiring decision might be wrong from the beginning —maybe because of poor assessment. 

In the future, you must be careful when assessing your candidates and consider testing them from different aspects.

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3) Engage Your Existing Agents:

One of the most needed call center recruitment strategies is to make the best of your existing agents. 

Your current employees are one of the most efficient means to attract the best candidates for your vacancies. But how can they help you?

• Your existing agents were the candidates of the past. They can give you valuable insights into how your current and future candidates will interact with your job announcement.
• Ask them what they thought when they saw your job announcement and whether the company met their expectations later.
• Also, let them check your job posts before publishing. This will help you evaluate the posts from the candidates’ perspective.

• Ask them what skills your candidates should have. Agents are your company’s frontline. They deal with all types of customers, including aggressive and impatient ones. Thus, they are aware of the skills that your company really needs. 

• Ask them for recommendations. They may have good candidates in their network seeking a call center job, and these recommendations have two advantages:

1. They will introduce your company in an excellent way to their recommended candidates, which will make them excited to join your company.

2. They know the job back to front! So they will recommend candidates with the required skills.

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4) Introduce your company to the candidates: 

Don’t let their first interaction with the company and its employees be on the interview day. Encourage the candidates to work in your company even before they go through the interviewing process. Here are two ideas that could help you do that:

A- Inviting candidates to the office:

Sometimes what we read in the job ad is not what we get. So, let candidates visit the office to:

1. See their future office and all provided facilities. 

This will keep them excited to get accepted into the job and make them feel they belong to your company.

2. Speak with other employees. 

When the candidates speak to your employees, they will:

• Reveal their worries and ask more questions, simply because they will trust employees more than the HR managers
• Make friendships with their future colleagues.

B- Posting regular videos:

This strategy is a long-term strategy. It’s about posting videos that show the internal environment of your company. In addition, videos can clarify the job responsibilities of the call center position, the type of problems they may face, and how they can deal with them. 

This will help you build an employer brand reputation and familiarize future candidates with your company and the job duties before even going into the hiring process.

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5) Build the proper assessment tests: 

The contact center job is about communicating with people round-the-clock, not to receive praise and make relationships but to hear their problems. 

Usually, when we have problems, our behavior changes. Accordingly, customer service employees must have the skills to handle customers and restrain themselves under the stress of angry and abusive customers. 

So, you need to conduct personality and cognitive assessments before choosing the right person.

• Personality assessment: 

It helps you know candidates’ values, principles, ideologies, and motivations. Analyzing those elements is essential, not only for handling customers, but also for helping you deal with them as employees.

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• Cognitive Assessment:

It helps you evaluate their problem-solving skill—the most significant skill in the call center. 

It also enables you to discover their memory ability. Customers don’t like to repeat their problems. They need someone to remember their inquiries and to pay attention to details.

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6) Write clear  effective job description

As mentioned above, call center hiring involves two main challenges. Firstly, the job you’re hiring for is not easy at all. It requires specific skills and abilities that not everyone has. Secondly, it has one of the highest turnover rates. So, you need to help your employees to like their jobs and your company. 

That needs you to be clear from the very beginning. You must tell the candidates about their responsibilities and the skills they should have. This will surely decrease the number of applicants, but at least it will generate more qualified candidates.

Write a clear job description that includes all the responsibilities, the required skills and responsibilities, and the working hours. Also, you can add the answers to the frequently asked questions by the candidates on your website.     

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7) Increase the efficiency of your hiring process

In today’s world, the hiring process is not confined to HR employees anymore. Most of the process can be done through recruitment software that can help you in many tasks, such as:

• It helps you get a sufficient number of relevant CVs, so don’t worry about candidate sourcing anymore.
• It solves the problem of irrelevant CVs as it filters all CVs according to pre-identified keywords for the required jobs.
• It also conducts the interviews on your behalf.

How can that help you?

• Save your time: recruitment software acts like an HR assistant, conducting all recruiting processes and preparing reports for you to make the final decision.
• Save your Budget: the top recruitment software provides a database for candidates. You don’t need to pay for sponsored ads and recruitment agencies.
• Speed up the hiring process: when most of the process gets done automatically, the hiring process will go faster, and the company will get what it needs in a shorter time.

In Conclusion, the call center has many problems regarding hiring new employees and retaining them but can be resolved by making an excellent plan and being committed to implementing it. It will take time, but it will also work and give the desired results.

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