Here are some terms and confirmations that could be included in the hiring process for Arabic and English representatives for an outbound call center:

Language proficiency: Ensure that the candidates have an excellent command of Arabic or English languages, both written and verbal. This can be confirmed through language proficiency tests.

Experience: Look for candidates who have prior experience working in outbound call centers or similar roles. This can include experience in sales, customer service, or telemarketing.

Communication skills: Verify that the candidates have strong communication skills and can effectively convey information to customers in a clear and concise manner.

Availability: Confirm the availability of the candidates to work flexible hours, including evenings and weekends, as outbound call centers often operate outside of standard business hours.

Target-oriented: Ensure that the candidates are motivated and target-oriented, as they will be responsible for achieving sales targets and meeting performance metrics.

Training: Provide comprehensive training to the candidates on the company's products, services, and sales techniques, as well as customer service and conflict resolution.

Cultural sensitivity: It's important to ensure that the candidates are culturally sensitive and able to communicate effectively with customers from diverse backgrounds.

Performance evaluation: Set clear performance metrics for the candidates and conduct regular evaluations to ensure that they are meeting their targets and delivering high-quality customer service.

Data security: Confirm that the candidates understand and adhere to data security policies and protocols, as they will have access to sensitive customer information.

Confidentiality: Ensure that the candidates are aware of the importance of maintaining confidentiality when dealing with customer information and that they sign a confidentiality agreement before starting work.