Contact Center - Service and Sales Agent – Short Form
The Contact Center – Service and Sales Agent solution is an assessment used for job candidates applying to entry-level positions in a contact center environment where the main focus of the job is both customer service and sales. These would be positions where some portion of their pay is based on sales revenue. Sample tasks for these jobs include, but are not limited to: interacting with customers on the phone to provide information; promoting products to customers; taking orders; solving product or service issues; responding positively to difficult or irate customers; navigating within multiple applications to find and view customer account details; and typing information quickly and accurately. Potential job titles that use this solution are: Call Center Representative, Contact Center Service and Sales Agent, Customer Service and Sales Agent, and Customer Service Representative.
Job Levels: Entry Level
Localizations Available: US English
Number of Questions: 88 Items and 4 calls
Approximate Completion Time: 40 minutes
Number of Sittings: One
Designed for Unproctored Environment: Yes
Question Format: Simulation, Multiple Choice,
Knowledge, Skills, Abilities and Competencies Measured
This measures a candidate’s interactions within a realistic contact center environment by providing a workspace that simulates multiple customer service-based applications running on a Windows desktop simultaneously.
This measures a candidate’s tendency to focus on meeting customers’ needs in a simulated telephone call context. This includes the tone and language used to respond to customers’ questions, apologizing when appropriate, and providing solutions that directly relate to customers’ requests.
Tactful Problem Solving:
This measures a candidate’s tendencies to engage in problem solving with customers in the context of simulated telephone calls. This includes acquiring necessary information from both customers and systems to understand the nature of the problem, working through ambiguity to determine the correct answer, and tactfully explaining the resolution of the situation to customers.
Data Entry Speed:
This measures a candidate’s ability to listen to and record information received from customers quickly.
Data Entry Accuracy:
This measures a candidate’s ability to listen to and record information received from customers accurately.
Contact Center Retention:
This measures a candidate’s background, experiences, attitudes, judgments, and opinions that are associated with increased job tenure in entry-level contact center positions. This is reported as a separate score on the score report and is not included in the Overall Score.
This is a measure of the tendency to set specific goals and work hard to achieve these goals. This trait is characterized by: suggesting the best solution for customer needs; being able to direct conversations towards a commitment/order/sale; and continuing to try if not successful the first time.
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