Collections isn't the same as prospecting; customer service isn't the same as a customer survey.

Each is different, not only in process and objective; but most often in the attitudes, personalities and interests of those who have performed those jobs successfully.

Finding out if an employee is or isn't right for the job can save a lot of time and money...if it's done before they begin interacting with your best customers.

Workforce allocation has always been one of several critical factors that drives the bottom line. However, today it is even more so when one implements "best time to call" strategies.

Using StarPerformer simulations to expose new-hires and cross-trains to new or planned programs can help you:

• Begin to achieve proper levels of staffing with only the most suitable people.
• Reduce attrition and turnover
• Minimize the costs and delays of re-matching and retraining employees
• Improve customer/prospect satisfaction (Yes, they can 'hear' whether or not you are smiling)

Job/Program Matching

• For new-hires and veteran cross-training
• Evaluate job-specific soft skills
• Job specific ability to work with automation
• Evaluate desire and ability to interact with specific customer/prospect types ( a debtors attitude is far different than that of a card-holder cashing in frequent flyer miles)
• Stress test
• A cost-free opportunity for an employee to opt in/out based on personal preferences

Performance Measurement and Analysis

Using StarPerformer to compare  the actions, statements and scores with those who have been successful in a particular job can:

• Improve the accuracy with which employees are matched.
• Identify employees for cross-training to different jobs.
• Identify employees as secondary or backup personnel for other jobs.
• Support an employees desire to opt in/out.

Next, its about getting the experience they need to be effective. New campaign training.