Whenever I come across new and innovative services in the call center industry, I like to share them with my clients and colleagues. I have come across a very exciting and original new approach for hiring frontline agents, CSRs, TSRs, Tier I/II, Bi-lingual, Help Desk Agents, licensed insurance agents, etc. It’s called StaffMatic. (www.staffmatic.com)

StaffMatic finds agent candidates in saturated hard to recruit markets by targeting those candidates that are not actively seeking a position or what’s known as the passive job market. Most recruiting efforts focus on the relatively small percentage of the active job seeking market (about 15%) —-StaffMatic focuses on the larger 85% passive job seekers through advance internet data mining techniques, web search optimization, viral marketing and social networks to connect with Gen Y applicants for call center positions.

At its most basic, StaffMatic’s search and data mining capability scours the internet for job applicants, some of whom are actively job searching and some who are passively searching for jobs. By interacting with literally thousands of web sites, social networks, and all types of digital communities, StaffMatic rapidly communicates with hundreds of potential candidates who reside on the web by having some type of digital address or profile.

Once identified, StaffMatic communicates with identified potential candidates using digital channels, e.g. email, text and voice cast messaging to reach candidates quickly and in a manner they prefer.

Candidates respond to this communication, self-identifying that they are interested in the job opportunity we have presented and respond back choosing the communication channel that is most appropriate to them, typically email or text or telephone. Recruiters once again use the efficiency of the internet to perform online interviewing (IVR voice capture) online testing (sales/service skills, aptitude, and culture) and background vetting (criminal background, employment verification and reference check). Speed to hire is greatly accelerated using digital communication. Candidate identification, engagement, screening and vetting time is cut by as much as 50%. Markets previously thought to be saturated or not producing the candidate quality and quantity needed are now able to support the demand for your recruitment needs—only faster and in many cases cheaper than traditional recruitment efforts or using a staffing agency model.

If it makes sense to chat about this in more detail, please give Fred Stevens a call at 480-609-6100.