A lengthy process
The incumbent manual process resulted in a 21 day long time to source. Marketplace coordinators would need to review applications, send emails to qualified candidates and schedule phone interviews that would last 30 minutes each. In this phone interview, a coordinator would assess if an applicant had what it takes to become a NexRep independent contractor, and which of the 4 possible roles they would be best suited for.
High candidate volumes
Because of its high growth rate, NexRep was experiencing high volumes of candidates, averaging around 2000 weekly. With the consistent Y-o-Y growth at NexRep, the team understood that this volume would undoubtedly grow larger in the near future.
These challenges combined made it clear to the team that a lasting solution was needed. At this point in time, the structure of the selection process was inhibiting company growth. It became a top priority for NexRep to optimize the process and cement their position as a leading contact center services provider.
High volume ready
Harver’s matching component laid the foundation for a data-driven approach to candidate selection for NexRep. All candidates are assessed based on the same criteria, which reduces the sourcing bias and ensures that fair sourcing practices are maintained.
What’s more, NexRep uses the contractor performance data to optimize the process and tailor selection models further to continue making sure that they’re matching agents to the best opportunities for them.