Operating Specifications of Switchboard Operator

Job responsibilities of the switchboard operator

All switchboard operators who deserve to know exactly how it feels to review job applications: constantly under fire, flooded by one candidate after another in a continuous explosion, with all those who require at least a minimum level of detection before redirecting to the potential pile of candidates or disposal in the trash. However, it is possible to minimize the rapid onslaught of candidates and help reduce the group of candidates only to the most qualified by improving the job description of the switchboard operator and perfecting it using criteria that attract candidates with the necessary skills to effectively support your business

By writing the job description of the switchboard operator using bullets compatible with an action-oriented language, it gives job seekers the confidence of knowing exactly what they expect of them and if this role really corresponds to them. Keep your job description brief by limiting the details to a general description instead of using the refined description of two pages every minute of the day. The goal is to commit and attract, while providing enough information about your company and work to allow the candidate to judge himself according to the requirements.

Here is an example of the job responsibilities of the switchboard operator:

• Answer incoming calls and go to the corresponding extensions accordingly
• Make outgoing calls as required by staff or customers
• Respond to incoming requests for information or directory services
• Use diplomacy and discreet judgment to detect and forward possible calls to executives and other VIPs with limited access
• Monitor call times to achieve efficiency goals

Operating specifications of the switchboard operator

Now that you've told potential candidates what they're going to do, it's time to tell them what you want. To do this, you must include a list of job specifications in the switchboard operator job description. These job specifications should be short, not even half the length of the description, but that doesn't make them less vital for your talent recruiting process. By telling candidates what you want, you are telling them if they are qualified or not. Many applicants will not submit an application if they do not meet their essential criteria, which will slow down the avalanche of unskilled candidates and give them more time to consider those suitable for the job.

With no more than 5-6 points, give job seekers a list of mandatory qualifications. These must not reflect the duties in the switchboard operator's job description; instead, these existing criteria cover things like years of experience, social skills, education or technical knowledge. Focus on what will allow the selected candidate to quickly reach the position and be effective in office from day one and reduce that list to its five main requirements.

For example, here are the switchboard operator skills :

• Able to respond quickly and provide effective customer service in an accelerated environment
• Knowledge of both manual distribution cards and soft PBX tools such as Avaya
• At least five years of previous history in a call center environment or three years as a PBX operator
• Strong problem solving skills
• Some technical skills are needed to solve daily problems before moving to IT support