- UpvoteDownvoteShare Job
- Suggest Revision
Reports to: Contact Center Supervisor. This position will train and begin working in our contact center and upon successful completion of competencies will collocate to the Tampa Police Department Dispatch Center.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
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.
$3Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
The Research Librarian Supervisor will manage the Legal Research team and provide on-the-ground support for the Information Product Management (IPM) team, as required; implement the Firm’s global I&R strategy and Research strategy; work with the Regional I&R Leads, In-Market I&R Managers and Research Librarians, Country Knowledge Partner(s) and local Knowledge team(s); and act as the primary point of contact in the Service Center for I&R requests and inquiries.
ExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Strong understanding of the contact center environment and the key levers to enhance performance and achieve client and financial targets. Minimum of 3-years of total call center experience or 1-year of call center management experience.
ExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Supports the goals and objectives of the Call Center, Management, and the Organization. Position OverviewSupervises the day-to-day activities of Call Center Representatives to achieve sales budgets, ensure quality sales and drive key performance metrics to achieve company goals.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Contact Deborah Llewellyn, supervisor of Speech-Languager Program, at deborah.llewellyn@hcps.net or 813-273-7520 to schedule a screening. If you need to update your skills/competencies, please contact the Application Center at 813-840-7181.
ExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Contact Center Supervisors are responsible for the day-to-day activity and development of 15-25 representatives within a complex call center environment. call center management.
$30,000 - $40,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
The incumbent works under the supervision of the PI and CTO manager/supervisor and will improve or heavily influence the improvement of tracking and database systems, reporting, tools, processes, and protocols, ensuring an integrated approach for effectiveness and efficiencies.
ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Supervises the day-to-day activities of Call Center Representatives to achieve sales budgets, ensure quality sales and drive key performance metrics to achieve company goals. Two or more years experience in sales and/or service operations or call center.
$41,237 - $68,728 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
- Suggest Revision
2 or more years of customer service experience and training in a high-volume contact center environment servicing customers by phone, chat or email and driving performance in associated performance metrics.
ExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Founded in 1998 we have since grown into one of the most preeminent providers of contact center solutions in the nation. Two plus years of call center management experience. OneTouch Direct has a career opportunity available for a Performance Supervisor in Tampa, FL.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Required Experience: 6 years Customer Service, of which 2 years must be in a Contact Center or as a Medical Concierge. The Customer Communications Team Lead is responsible for the evaluation, development and implementation of Customer Communication's Specialists; Team Lead also supports projects, programs and activities to support the strategic plans and goals of the Customer Communications Department, in collaboration with the Supervisor, Customer Communications.
ExpandApply NowActive JobUpdated Yesterday
FEATURED BLOG POSTS
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
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.
How to Increase Job Ad Exposure
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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
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.