Teleperformance
Implemented a comprehensive omnichannel sourcing strategy to access diverse talent pools on a global scale. This approach utilised a variety of platforms and channels, including international job boards, social media networks, professional associations, and industry-specific forums. By leveraging these channels, we ensured a broad reach, attracting high-calibre candidates from different regions and backgrounds.
Organised the recruitment process into distinct segments tailored to both language and regional requirements. This strategic segmentation allowed us to address the specific needs and preferences of different candidate groups, ensuring a more effective and efficient hiring process. To attract suitable candidates for each segment, we utilised highly targeted marketing campaigns. For language-specific recruitment, we crafted advertisements and outreach efforts in the relevant languages, highlighting the opportunities available and the advantages of working with Teleperformance. These campaigns were disseminated through platforms frequented by speakers of the target languages, such as language-specific job boards, social media groups, and community forums. For region-specific recruitment, we focused on local job markets, using geographically targeted ads and participating in regional job fairs and networking events. We also collaborated with local educational institutions and training centres to tap into pools of qualified candidates.
Complementing our global sourcing efforts, we conducted localised recruitment drives to attract candidates with specific language skills and cultural familiarity. These drives were strategically designed to meet the unique requirements of each region and target audience. For example, we ran tailored advertising campaigns in local languages and partnered with regional educational institutions, training centres, and community organisations to identify and engage potential candidates.
Developed a comprehensive, multistage screening process to ensure candidates met Teleperformance’s high standards. This process began with thorough language proficiency tests, designed to evaluate candidates’ communication skills in both written and spoken formats. Following this, we conducted cultural compatibility assessments to gauge candidates’ alignment with Teleperformance’s values and work environment, ensuring a seamless integration into the team. Finally, candidates participated in simulated customer service scenarios, which provided a realistic preview of the challenges they might face and assessed their problem-solving abilities, adaptability, and customer interaction skills. This meticulous approach ensured that only the most qualified and well-suited candidates progressed through the hiring pipeline, maintaining the high-quality standards Teleperformance is known for.
Our recruitment team included regional experts who understood the local job market dynamics, cultural practices, and language nuances. These experts played a crucial role in guiding our localisation efforts, ensuring that our recruitment strategies were aligned with regional expectations and effectively addressed local challenges.
We also organised local job fairs, career days, and networking events to engage directly with candidates and showcase the opportunities available at Teleperformance. These events provided candidates with a chance to interact with our recruiters, learn more about the company culture, and understand the career paths available to them.
Implemented a structured, custom testing solution specifically designed to swiftly assess and integrate new hires into Teleperformance’s operational talent pipeline. This comprehensive testing framework focused on evaluating candidates’ technical skills, problem-solving abilities, and cultural fit, ensuring they meet the high standards required for Teleperformance roles. Additionally, the solution incorporated a robust training and professional development component, offering tailored onboarding programmes that prepared new employees for their specific job functions. By prioritising continuous learning and skill enhancement, this approach not only streamlined the recruitment process but also fostered long-term employee growth and retention.
Developed a bespoke applicant tracking system (ATS) tailored to the specific needs of each recruitment drive segment. This system streamlined the entire recruitment process, from initial candidate sourcing to final hiring decisions. Introduced features such as automated workflow triggers, real-time data analytics, and personalised candidate management, which ensured a seamless and efficient recruitment experience. This not only improved our internal processes but also enhanced the candidate experience, providing clear communication and timely updates throughout their application journey.
Services Provided
Permanent Placements
Staff Augmentation
Contractor Resourcing
HR Support
Metrics Achieved
Time to Hire
Cost per Hire
Quality of Hire
Retention Rate
Employee Satisfaction Rate
Turnover Rate
Sourcing Channel Effectiveness