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POSITION OVERVIEW ENTRY-LEVEL CALL CENTER AGENTWe are looking for call center agents to support inbound and outbound customer service and sales projects for a wide variety of clients.
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INBOUND CALL CENTER REPRESENTATIVE SUPPORTING TOLLING OPERATIONSWe are looking for Customer Service Representatives to support inbound customer service. Compensation is commensurate with experience and while prior contact center experience isnt required, experience in customer service, tech support, inside sales, or back-office support is a plus.
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POSITION OVERVIEW CALL CENTER AGENT (HIRING IMMEDIATELY)We are looking for call center agents to support inbound and outbound customer service and sales projects for a wide variety of clients.
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MCI assists companies with business process outsourcing, staff augmentation, contact center customer services, and IT Services needs by providing general and specialized hosting, software, staff, and services.
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In this role, you handle inbound and outbound calls, helping to support customer service, technical support, and customer sales interactions. In this role, you will handle inbound inquiries, make outbound calls to existing customers to assist with customer service questions, and up-sell customers on new products and services.
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Related keywords: accounting intern, customer service, collections agent, debt collector, business-to-business collections (B2B), accounting student, college graduate, accounting clerk, call center representative, accounts receivable, entry-level.
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1 year of customer service experience, inbound call center experience in a fast-paced environment is a plus. Customer Care Specialist will professionally answer incoming calls and provide a fast, accurate, and friendly experience for all customer inquiries.
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Job Summary: DebtBlue is seeking a Collections Agent/Customer Service Rep who is the primary source of contact for clients enrolled in our debt settlement program. 3 years of Collections (Call Center.
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At least 3 years of call center, customer service, administrative support, or social work experience is required. NexRep has innovated the home agent contact center model by focusing on agent operations and sourcing that delivers professional level agents that match client customer profiles.
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Call Center Agent. Customer support via telephone interactions in a call center-like setting, with assigned work pipeline and SLAs for contact and processing.
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3 years of experience as an inbound call center customer service representative preferred. Experience as an inbound call center customer service representative preferred.
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Tags: Client Support, Customer Advocacy, Customer Experience, Customer Operations, Customer Service, Customer Support Agent, Patient Support, Patient Advocate, Technical Customer Representative, Call Center, Guest Services, Customer Care, Client Care, Partner Support, Call Centre Specialist, CX Agent, Healthcare.
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Prior contact center experience, experience in customer service, tech support, sales, or back-office support is required. MCI assists companies with business process outsourcing, staff augmentation, call center services, customer services, and IT Services needs by providing general and specialized hosting, software, staff, and services.
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Prior experience in a call center or customer service role is a plus. Description Pay Range: $25 - $27 an hour This role as a National Leasing Agent II is a role that requires 6 months or more of Weidner contact center or 2 years of call center experience to be a qualified applicant.
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ENTRY-LEVEL CONTACT CENTER AGENT (FULL-TIME)We are looking for call center agents to support inbound and outbound customer service and sales projects for a wide variety of clients.
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call center agent customer service specialist jobs
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.
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