Operator Recruitment Capability
In our business operations, recruiting personnel that match the specific characteristics of each role, and doing so at the required speed, is essential to ensure that the performance of subsequent operations are as expected. Bewith’s recruitment division is a professional operator recruiting division with extensive experience in short-time recruitment of staff and in part-time staff recruitment to flexibly respond to seasonal fluctuations in demand. With extensive knowledge of job advertising platforms nationwide and our close work with representatives throughout Japan, we conduct recruitment activities tailored to the characteristics of each region.
From Recruitment to Joining the Company
The types of personnel required at contact centers and administrative processing centers vary greatly depending on the details of the work, the products being handled, and workload. Bewith’s recruitment activities begin with defining personnel requirements that would suit the characteristics of the operations at each center. In regard to not only the appropriate selection of job advertisements but also the interview questions and the tests and assessments to be conducted, we will consider and make arrangements for different selection methods in accordance with the personnel requirements.
Recruitment Selection
During the selection process for recruitment, we will assess skills and motivation through interviews, aptitude tests, and skill tests.
Interviews: Engaging with each individual and assessing their suitability
At the Company, the interviews for operators and staff are conducted by experienced supervisors with solid interviewing skills. Through one-on-one conversations with applicants, we assess their suitability for the role and their motivation, and then responsibly hire the people that we will be working with and nurturing.
Aptitude tests and skill tests: Objective analysis of work aptitude
We select tests and assessments according to the details of the work and the personnel requirements and objectively determine suitability for the job.
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Typing tests
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Role-play tests for handling of phone calls
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Administrative ability tests
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Personality tests, etc.
Area-free
With the COVID-19 pandemic as a turning point, Bewith has been promoting the transition to home-based operations by operators. A cloud-based PBX is essential for home-based operations. Since we already had our own cloud-based PBX “Omnia LINK,” we were able to immediately make a switch to home-based environments.
When recruiting for “area-free” positions where applicants would be allowed to work from home and not be restricted to specific locations, this opens the door to those all throughout the country and the number of applicants becomes approximately 11 times larger than that for positions in our offices. (Our results for FY2024)
Even those in areas where it is difficult to commute to an office can work in work-at home contact centers. While creating jobs throughout the country, this has become a strength for recruitment in the Company.
