Open Access Marketing Recruiting

The number one concern from every potential client is the accent of the agents who will be on their voice campaigns. From our experiences working in the Philippines, we know that it is sometimes very difficult to distinguish what type of accent an individual has. For example, many Filipinos will have a difficult time distinguising an American accent from an Australian accent from a British accent. To them, they are all American accents. However, for most Americans, these are three distinct accents that can easily be distinguished with a few spoken works.

Because of this, one of the three American partners is always engaged in the recruiting process. Regardless of where the partners are around the world, at least one will always take the time to spend a few minutes speaking with all agents who are in the final rounds of interviews. This is similar to Google's approach to hiring, where all candidates, regardless of job title, must pass through the Executive Management Team, which includes the founders of Google, in order to be approved for hire.

Because of the hands-on approach of the American partners, we feel this is an advantage to other call centers and business outsourcing providers in the Philippines, India or anywhere else around the world. Below outlines the hiring profile and interview process of all of our employees:

  • 4-year accredited university graduate
  • Fluent English language skills, neutral accent
  • At least 2 years call center experience
  • At least 1 year outbound sales experience
  • Proficient on the Internet, email, CRM, and Windows applications

  • Three tier interview process with managers, team leads, and other employees
  • Written test to gauge English comprehension and writing skills
  • Final approval from one of the three American partners

We feel the criteria aboves ensures that we not only hire the best agents for OAM, but the best agents for our clients.