OUR PROCESS
OUR PROCESS IN HIRING VIRTUAL STAFF
After the client expressed their interest in hiring a virtual staff, he will receive a contract from the officer-in-charge in Condor BPO Solutions for review of the terms and agreements and for contract signing, this can be explained via a conference call for a more personal assistance. Once the contract has been signed, the client needs to submit a detailed list of required technical skills for the post needed. This includes the detailed job responsibility of the virtual staff for further consideration in the Employee selection process. If the client would want to assess the applicant more through a written exam, the document should be attached together with the list stated above.
1.Post job advertisement via Jobstreet (paid posting) and other platforms alongside our in house posting.
2. Screen resumes for matching of required skills needed
3. Conduct series of interviews
– Phone interview- by recruiting officer.
– Initial interview by HR manager
– Technical Interview (done for technical support representatives)
– Final Client interview- by the client
4. Character Reference Verification
Once the Employee Selection Process is over, the client will decide as to who from the shortlist will be hired as his virtual staff and how soon the applicant can start reporting. The chosen applicant will undergo the following:
– Job offer
– Employment contract signing
– New hire orientation
Upon the agreed date of commencement of work, the client will allocate enough number of weeks for the training and SOP’s of hired virtual staff or called “trainee”. This will ensure a smooth transition prior to actual work with the customer/client.
Once the trainee passes the training program and all the assessment required for the position, he/she will be recommended for actual work placement with the client.
– Client interview- this is conducted before the employee gets hired and before the Client training. The OIC will set up an interview schedule for the candidate and the client via Video Call.
– Client placement/Turnover and Training – The client is responsible for providing all necessary training needed by the virtual staff specially in answering the phones, company systems and procedures, nature of business and in depth knowledge with their tools and applications. The client will be requested to submit proper documentation of assigned tasks/ project for performance monitoring purposes.
– Standard operating procedures
Rationale:
The SOP’s serves as the backbone to ensure quality service is provided to the clients by its virtual staff.
Purpose:
This document is designed to provide guidance on how the virtual staff should perform his daily activities and aid in producing a reliable and consistent qualitative work output. SOP’s are intended to assist the organization to maintain quality control and quality assurance processes. SOP’s are reviewed and re-enforced by the Officer-In-Charge, HR manager and the Upper management. Each virtual staff who’s performing the actual activities shall be provided with a hard copy for reference purposes.
Persons Involved:
– Virtual staff
– Client
– Officer-In-Charge (OIC)
– HR Manager and Upper Management
This is done as part of our commitment to giving and providing quality service to our clients. This ensures bridging the virtual gap between the staff and the client.
– The Officer-in-Charge sends the formal performance evaluation form to the client on a periodic basis 2nd month, 4th month, 5th month -for staff regularization and followed by a bi-annual evaluation. This assessment gives us an opportunity to discuss goals identify and correct weakness and acknowledge and encourage strengths and lastly formulate action plans.
– The client sends back the evaluation form to the OIC with proper ratings and significant remarks.
– The OIC forwards the performance evaluation to our HR manager for review and schedules a meeting with the virtual staff for coaching.
– The OIC will update the client on what transpired in the meeting.
Pricing
We will charge you a fixed fee per month per employee based on the following formula:
Monthly fee for employee = (Employee salary + Benefits) + Management Fee
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