View source for Ways to Retain the services of Improved Connect with Middle Agents - Every single Time!

Decrease Turnover o Raise [http://assets.twoorb.com/forum/discussion/330356/virtual-call-centre-what-it-means-and-how-it-differs-from-common-centers ? bpo call center ]  Efficiency o Decrease Absenteeism<br /><br />A standard Call Centre employs 3 Various kinds of Get in touch with Centre Brokers:<br /><br />1. Best Executing Agents - "Grade A" Agents while using the "Right Stuff" that pushes them to Succeed, and also the seemingly Pure Compatibility along with the Obligations on the Posture. You most likely have a very few within your Phone Center Procedure now and want which you could replicate them.<br /><br />two. Suitable Brokers - "Grade B" Brokers who Execute their Duties Adequately Ample "to get by" - but No Far better.<br /><br />three. Marginal Agents - "Grade C" Brokers who definitely have a Superior Level of Absenteeism, Small Productiveness, Bad General performance & Very poor Customer Satisfaction Ratings and who have a Negative Impact on Agent Team Morale.<br /><br />We ask for a lot from today's Phone Center Agent: Handle More Customers & Calls, Order Taking, Cross-Selling/UpSelling, Being Proficient with Computer & Support Systems, Being Non-Confrontational & Good-Humored, Work Well in a Team Environment, etc., etc.<br /><br />As a Phone Middle Hiring Manager, your Challenge is Twofold:<br /><br />1st - How Do You Find a Sufficient Quantity of Quality Applicants for your Phone Heart Agent Positions?<br /><br />Many North American Labor Markets have reached the Saturation Point for Call Centre Agent Applicants in the Local Labor Pool. In fact, 64% of all North American Get in touch with Centers now find it a "Major Struggle" or "Somewhat of a Challenge" to Find Quality Applicants for Get in touch with Middle Agent Positions. And 37% of Connect with Centre Employers are now Reporting "Severe" Competition for Connect with Heart Brokers by Other Employers.<br /><br />2nd - How Do You Weed Out the Job Candidates Who Will Burn Out Fast Because They Aren't Suited For The Work, and Identify the People Using the Skills, Motivation, and Work Ethic to be Your Prime Call Middle Agents?<br /><br />While Almost Everyone can Use a Telephone, Not Everyone is Cut Out to Work Successfully as a Contact Heart Agent.<br /><br />Hiring the Wrong Connect with Center Agent is the Root Cause of Turnover and Absenteeism, and is a Significant Drain on your Bottom Line, on Customer Satisfaction, and on your overall Simply call Center Agent Team Morale.<br /><br />Today, the Average Annual Turnover Rate of Full-Time Get in touch with Heart Agents is over 30%. The Turnover Rate for Part-Time Contact Heart Brokers is Worse (84% - with 15 Month Avg. Job Tenure). And, the Average Cost to Recruit/Hire/Train a Replacement Get in touch with Centre Agent ranges from US$2,600 - US$15,000 (depending on the type of Agent Situation).<br /><br />Every Failed Retain the services of Causes You to Throw Precious Budget Dollars Down the Drain Retraining Recruits for the Same Posture. Not to Mention the Lost Sales & Service Opportunities, Inadequate Customer Satisfaction Ratings, Lowered Productiveness and Higher Absences associated with a Lousy Job Fit.<br /><br />There are a Series of Best Practices Steps you can take to address these Two Issues in order to Recruit More Top Doing Simply call Heart Brokers:<br /><br />STEP 1: Create an Agent Success Profile - What are the Core Competencies, Personality Traits, Skill Set(s) and Demographics of your Optimal Executing Agents?<br /><br />Who are your Best Doing Brokers?<br /><br />You should be Profiling your Leading Accomplishing Agents for their Gender, Diversity, Economics and Education.<br /><br />Across all Get in touch with Heart Industry Segments (except OutBound TeleSales and Technical Support/Help Desk), over 75% of all Leading Undertaking Brokers are Female and 66% of them are Working Mothers. Only 5% have College Degrees, and 30% of them participated in "Welfare-to-Work", Unemployment Insurance or Public Assistance within 6 months prior to their Hiring.<br /><br />Is there Specific "Must Have" Skills/Knowledge that your Prime Carrying out Brokers need?<br /><br />How do your Top Undertaking Brokers Profile in Terms of Typing Speed/Accuracy, Computer Literacy, Specific Industry Knowledge/Experience, etc.?<br /><br />What are the Key Personality Traits of your Prime Performing Brokers?<br /><br />Are you looking for an InBound Agent? (A Persuasive Communicator Motivated by Security, Work Environment, Coworkers / Team, Service and Recognition).<br /><br />Are you looking for an Inside Sales Agent? (A Persuasive & Persistent Communicator who is Service Oriented, yet Motivated by Sales Opportunity).<br /><br />Or are you looking for an OutBound Sales Agent (An Assertive & Persistent Closer who is Motivated by Income and Conquering Challenges and who Initiates Customer Interactions).<br /><br />STEP 2: Create a Recruiting Strategy - Create a Recruiting Communications Plan that Identifies & Targets the Job Seekers that Meet your Agent Success Profile Criteria.<br /><br />Your Recruiting Communications Plan should include:<br />Personal Referrals<br /><br />Print Advertisements<br /><br />Elementary & Significant Schools (Part-Time Job Opportunities for Working Mothers of Students).<br /><br />Colleges, Universities, & Technical Training Programs (Part-Time Job Opportunities for Students).<br /><br />Minority Organizations (Native Americans/First Nations, Gay/Lesbian, New Immigrant Support)<br /><br />Online Job Postings<br /><br />Virtual Communities<br /><br />Job Fairs<br /><br />Outplacement Programs (Transferable Skills: i.e. Laid-Off Customer Service/Sales Staff).<br /><br />Unemployment Offices<br /><br />Welfare-to-Work Programs<br /><br />STEP three: Deploy an In-Depth Telephone Screening Process - All of your Recruiting Advertising should use as the Call-to-Action a 24x7 Automated "Employment Information Line"/Phone Screen which is then followed by a Structured Telephone Interview.<br /><br />A 24x7 Automated "Employment Information Line"/Phone Screen Can Be As Simple As An Extension on your Current Voice Mail System:<br /><br />"Hello ... and Thanks for Calling ... you've reached the 24 Hr. Employment Information Line for the ABCXYZ Company.<br /><br />At ABCXYZ Company you will have the Opportunity to Have Fun ... Make Good Money ... and provide a Service that Our Customers Really Appreciate.<br /><br />You'll Earn a Guaranteed Base Wage of $__/Hr ... Bonuses ... Get Training ... and All the Support you'll need to Triumph.<br /><br />We're Conveniently located Downtown ... with Easy Public Transit Access ... and there's Plenty of Parking nearby.<br /><br />To Thrive ... You'll need to be Confident ... Professional ... and have an Excellent Telephone Communication Style.<br /><br />To Take The Next Step in Our Hiring Process ... at the Sound in the Tone ... Please Tell Us Your Name ... and Please Spell Your Last Name.<br /><br />Also ... Please Give Us Your Telephone Number ... and the Best Time to Call You Back.<br /><br />And finally ... Please Read Back to Us the Ad you are Responding to ... and Remember ... this is a Telephone Audition ... So give it Your Best Shot!<br /><br />Here Comes the Beep ... So Give Us Your Name ... Your Telephone Number ... and Read Back the Ad.<br /><br />Good Luck in your Job Hunt ...<br /><br />Thanks for Calling."<br /><br />A 24x7 Automated "Employment Information Line"/Phone Screen can also be as Sophisticated as an Interactive IVR System:<br /><br />"This Place requires you to Read ... Speak ... and understand English. Are you able to do so?"<br /><br />"Press one for YES ... Press 2 for NO"<br /><br />"This Posture will require you to work Non-Traditional Hours ... including Evenings ... Weekends ... and Holidays. Do you want to continue this Process?"<br /><br />"Press 1 for YES ... Press two for NO"<br /><br />"This Situation is Fast-Paced ... Structured ... and Requires you have the Ability to Multi-Task. For the Majority of your Shift ... you will Remain at your Workstation ... while Assisting Callers and Customers by Telephone. Your Functionality will be Monitored and Measured ... to Ensure the Highest Levels of Customer Service. Do you want to continue this Process?"<br /><br />"Press 1 for YES ... Press 2 for NO"<br /><br />You will Save Time and Money using a 24 Hr. "Employment Information Line"/"/Phone Screen by:<br /><br />o Reaching More Applicants Faster.<br /><br />o Recruiting Leading Candidates Before Your Competition.<br /><br />o Building a Bigger Applicant Pool.<br /><br />o Ensuring that Applicants have a Clear Understanding of Important Job Requirements.<br /><br />o Assessing Applicant's Ability to Follow Basic Instructions.<br /><br />o Conducting "Voice Auditions" to assess an Applicant's "Telephone Personality".<br /><br />o Reducing time spent with Unqualified Candidates.<br /><br />o Maximizing Applicant Buy-In and Participation in the Hiring Process.<br /><br />o Part of a Legally Defensible Hiring Process.<br /><br />The Job Candidates who pass through your 24 Hr. "Employment Information Line"/"/Phone Screen should then be promptly followed up with using a Structured Telephone Interview.<br /><br />A Structured Telephone Interview is:<br /><br />o Used to Further "Sell The Job Opportunity".<br /><br />o Used as 2nd Screen of Candidates for "Must Have" Skills & Attributes (Start Date, Shift Availability, Wage Rate, Typing Speed, Specific Product Knowledge, Sales Ability, Security Clearances, etc.)<br /><br />o Used to Further Evaluate a Candidate's "Telephone Personality".<br /><br />o Where Appropriate, Used to Schedule a Candidate Visit at your Office for Going Forward with Hiring Process.<br /><br />Delivered consistently, a Structured Telephone Interview is part of a Legally Defensible Hiring Process - as all Candidates are asked for the same information in a uniform and consistent fashion.<br /><br />STEP 4: Deploying Pre-Employment Assessment Testing - to Confirm Personality Traits/Job Fit and Skill Set(s).<br /><br />Candidates for Connect with Heart Agent Positions need to possess a Unique Constellation of Traits - and Specific Amounts of those Traits - in order to Successfully Complete the Job Requirements.<br /><br />A Get in touch with Center Agent's Success Depends Much More Upon Personality/Job Fit Factors than Product Knowledge, Past Experience or Skill Set.<br /><br />Merely knowing tips on how to react in a Customer Service Situation is Far Various from Actually Engaging in the Necessary Appropriate Behavior - Consistently - and for the Long-Term.<br /><br />This is what Connect with Heart Agent Personality/Job Fit Testing Measures.<br /><br />SPAS - Service Personnel Appraisal System - is CD-Rom based Connect with Heart Agent Pre-Employment Screening Software, which is Easy to Deploy, Very Cost-Effective and Highly Predictive of an Individual's Suitability for a particular Connect with Center Agent Place.<br /><br />SPAS Weeds Out Job Candidates Who Burn Out Fast Because They Aren't Suited For The Work, and Identifies The People Together with the Skills, Motivation, and Work Ethic to be Leading Get in touch with Heart Brokers.<br /><br />There are Specific Versions of your SPAS Contact Heart Agent Pre-Employment Testing Software Validated to Test for Connect with Centre Agent Positions such as:<br /><br />o InBound Customer Service<br /><br />o OutBound Telephone Sales (B2B) Business-to-Business<br /><br />o OutBound Telephone Sales (B2C) Business-to-Consumer<br /><br />o Inside Sales Agent<br /><br />o Tier 1 Technical Support/Help Desk Agent<br /><br />o Central Station Monitoring Operator<br /><br />o Telephone Collections<br /><br />o Telephone Answering Service Operator<br /><br />o Reservations/Guest Service Agent<br /><br />o Government Information & Referral Operator<br /><br />o Tele-Counselor<br /><br />o Mystery Shopper<br /><br />Whatever Connect with Middle Agent Personality Testing Instrument you Deploy - make sure it is Validated for the Specific Call Heart Agent Placement you are looking to fill - and Use it Consistently - at the Same Point in your Hiring Process - and with All Candidates.<br /><br />You should also execute a Skills Test on your Job Candidates. Skills Tests are designed to Identify a Candidate's Skill Stage in Specific Areas such as Keyboarding, Software Literacy, Spelling, Telephone Etiquette, Listening, etc.<br /><br />STEP 5: Using a Structured Face-to-Face Interview - based on Core Competencies, Personality Traits and Skill Set(s).<br /><br />This Style of Interview has Great Value in Simply call Centers because it allows you to Identify Candidates' Past Behaviors and Use Them as Good Indicators of Future Performance and Behavior.<br /><br />Before you conduct a Structured Face-to-Face Interview, you need to go back to your Original Success Profile and Core Requirements Document. Identify the Most Appropriate Core Competencies for the Posture and Build your Questions around these Competencies.<br /><br />They should be Very Specific Questions Designed to Determine How Candidates Behaved and Thought during Certain Situations.<br /><br />Structured Interview Questions could include:<br /><br />"Tell Me About a Time When You Went Far Beyond What Could Normally Be Expected In Order To Satisfy a Customer?"<br /><br />The Target Behavior you are looking to uncover is Customer Focus. Can this Candidate Demonstrate that they can go "Above & Beyond The Connect with of Duty" to ensure that Customer Requests are Handled Effectively - and with a Customer Service Orientation?<br /><br />STEP 6: Having Your Candidates Experience a Job Preview - Depicting Day-to-Day Activities, Responsibilities plus the Environment of your Phone Heart.<br /><br />The Goal of a Contact Middle Job Preview is a Final Attempt to Sell the Candidate "In or Out" from the Job.<br /><br />You need to Paint a Realistic Picture in the Company, Connect with Heart Environment, Hours, Flexibility, Management Style, Overall performance Expectations, etc.<br /><br />This can be done as easily as having Candidates Sit in the Connect with Center for a Period of Time to Form Their Own Opinion before Accepting or Declining the Job Offer (**Check Your Local Labor Laws to See If Candidate Time Spent in a Connect with Heart Preview by "Sitting In The Contact Center" Qualifies as "Paid Time".)<br /><br />There are also Software-Based Contact Heart Simulators that are available to give a Candidate the Ability to Accurately Experience Contact Heart Work - such as Referencing and Cross-Referencing Data and Dealing with a Variety of Callers and Customer Service Scenarios. (**Used as part of a Pre-Employment Process, Software-Based Get in touch with Center Simulators are Not Subject to Local Labor Law Interpretation as "Paid Time".)<br /><br />During the Call Middle Job Preview Time, the Candidate should also be Encouraged to Speak "Off the Record" with Supervisors/Team Leaders and Potential Coworkers.<br /><br />Done correctly, this Step will Help You Attract People who Genuinely Want to Work inside your Contact Center.<br /><br />STEP 7: Reference Verification - (also Security Clearances / Drug Testing if required).<br /><br />These Best Practices Hiring Steps are Easy to Deploy, Very Cost-Effective and Highly Predictive of an Individual's Suitability for your Connect with Center Agent Positions. They will allow you to Recruit, Select and Employ New Get in touch with Middle Brokers who fit your Employment Needs Far better and Stay On The Job Longer - leading to a Phone Heart Agent Workgroup that has More Experience and is More Productive.<br /><br />Your Individual Contact Center Agent Productivity Will Go Up - Along With Your Customer Satisfaction Ratings - and Your Turnover Costs Will Go Down.