Telemarketing is one of the fastest growing industries in which the demand for specialists is constantly growing. And no wonder, after all, nothing drives the market as good as good sales. This is why recruiting masters do their best to identify the personalities with the best chance for a spectacular career development during the interview.

What are the qualities of an ideal candidate for a telephone consultant? Why is the predisposition to perform this profession so important?
There are many myths about telemarketing. One of the most popular says that it is an activity for everyone. Meanwhile, working in this profession requires a number of skills that can be verified at the stage of the interview. In the call center industry, what matters most is natural predisposition to customer service.

They decide whether a new employee will find himself in the maze of sales duties and take advantage of the opportunity for development. And although it is difficult to confirm such abilities with a document, you can check their level even during a short “face-to-face” conversation. What qualities of candidates are desired by recruiters?

Self-confidence is the key

Nothing convinces a customer to buy more than a confident and natural seller. The voice of a hit and extrovert consultant simply inspires confidence. Whoever thinks that working “on the phone” is easier to hide difficulties resulting from establishing interpersonal relationships is a big mistake.

The trembling voice of an uncertain telemarketer not only scares customers away, but also makes them understand that we want to sell an unattractive product. Orientation to the interlocutor helps to correctly identify his needs and propose an offer adequate to them.

Openness to people is very important. People who are communicative and positive about the world are equipped with natural resources from the very beginning, thanks to which they will quickly convince even the most reluctant customers. Confident consultants are also resistant to stress and cope well with negative emotions that may arise in the event of failure.

There is also patience and low emotional reactivity behind self-confidence. Consultants who represent these features not only function efficiently in difficult situations, but above all are persistent and work in the profession for many years, achieving spectacular successes.

The ability to maintain inner peace is also conducive to sober thinking and making good decisions, adapted to dynamically changing conditions during a conversation with the client.

Know the result!

The basis of a telemarketer’s work is achieving predetermined sales goals. A consultant characterized by above-average result orientation knows perfectly well that work efficiency depends only on his skills. It is these employees who are the most consistent in action and willing to spend more time exploring knowledge about the product or polishing sales skills.
Systematic action allows the consultant to build a portfolio of trusted clients. No wonder then that employers appreciate candidates for whom the result of their work is important. Such people not only reliably approach the performance of their duties, but are also rarely late, often take the initiative and motivate other team members to work.

Practice makes perfect

Well-developed soft skills help us interact with other people both at work and in private life. Most importantly, they can be improved all the time, also during specialist training organized by the employer. This is good news for candidates who have a “thrust” to sell, but are at odds with the organization of time or feel insecure in crisis situations.
Our abilities are the most valuable capital that we bring to a new workplace. It is worth investing in your future and developing competences, thanks to which we will shine in front of the recruiter. Many candidates do not improve their soft skills, believing that they certainly have them.

What it comes from? First of all, because of ignorance and the assumption that this is the least important element of the recruitment process. Meanwhile, the degree of personal and interpersonal skills is the most important criterion used when selecting new employees. Therefore, instead of being frustrated with the rejected candidacy, it is better to ask yourself what job I am predisposed for, and what skills we still have to work on. And you already know what you are good at?

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