Desk Seat
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 NEW Tush Cush Car Computer Desk Office Task Chair Ergonomic Seat Cushion $39.95 Time Remaining: 10d 11h 52m Buy It Now for only: $39.95 |
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 Aluminum jump seat Leather Chair Old vintage Saddle Black office desk $2,464.00 Time Remaining: 23d 6h 13m Buy It Now for only: $2,464.00 |
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 NEW Green Fabric Seat Mesh Back Computer Desk Task Swivel Office Chair w Casters $69.97 Time Remaining: 10d 5h 14m Buy It Now for only: $69.97 |
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 B6018 MESH BACK MESH SEAT MULTI FUNCTION DESK CHAIRS $219.00 Time Remaining: 28d 5h 5m Buy It Now for only: $219.00 |
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 Screen Back Leather Seat Office Desk Task Manager Chair $139.99 Time Remaining: 3d 10h 20m Buy It Now for only: $139.99 |
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New Help Desk Agent Searches
Help Desk Agents are not always easy to find. All organizations need a process for the interview selection. Generally it centers on an immediate need such as an employee, a new salesperson a legal advisor or an accountant. But, locating and selecting the best help desk software agents can be harder than normal.. The next 10 ideas will give you some great ways to find agents that can adapt to your company and can work with your customers.. Turnover is a huge problem in the industry, but your company will be envied for their loyal hires.
1. Identify the need
Obviously the first step is to identify the need and develop a job description. You should build a profile then stick to it. Don't be swayed by outside factors.. Just make the outline flexible so it includes handicap prospects as well.. In today's workforce, special considerations often must be invoked to follow federal guidelines, but oftentimes handicapped workers are not only dependable, enjoyable to be around, and can be a motivator for those that are around them in the workforce.
2. Write the Job Description in detail
The job description can be as detailed for the candidate as you feel like it needs to be. I know it sounds funny, but having a detailed description for the best help desk software agent will just make your life and job easier. Be as detailed as possible, both in the expectations that you have for the person, and what you would like to see in an ideal candidate. In other words, a company that is dealing with clients and will be dealing with senior citizens could not afford to hire college kids to take calls on the helpdesk. The customer has to have someone they can relate to, and who is knowledgeable. If the agent is talking in young age lingo, the caller will become frustrated and end up costing the call center more calls and money.
examples of issues you might note:
a. No coffee in desk area
b. Appropriate clothing for both male and females
c. Ability to handle questions without stress
d. Ability to deal with frustrated callers without getting shaken up
e. Knowledge about the business that you are servicing
3. Finding the applicant
This is an area that you will have to examine to some degree based on your individual needs as well as the industry and the area you are in. Certainly a large call center is tougher to fill than a small one.. But a few ideas are:
a. Craig's list (good source for college, high school, work at home moms)
b. Internet resources (posting on local job sites)
c. Local newspaper (costly, but read the most)
d.Llocal news stations have a nightly job announcement
e. Job fairs at colleges and trade schools
f. Board Postings at local colleges and trade schools
g. Get to know the counselors at colleges, high schools, and local schools. Usually they will know who is hire worthy .
h. You can also find good hires at local schools..
i. Don't forget to consider temporary staffing when applicable.. Using temp agency hires is a great way to fill slots while you assess their ability..
j. And outside head hunters can help you find new hires as well..
4. Screen all of your Calls, Emails, Resumes
Check the resumes for the employee that you receive against your needs. I suggest email resumes for the first round. If your prospect doesn't use email, they should be ruled out as a decent hire.. And the emails can come to newjob (at)yourcompany.Beware of the flood of calls that may come as a result.. You can also send emails to an alias account such as google.com. Once you narrow down the list, you can inject your company email into the conversation when desired. While reading the resumes, number them with a rating of 1-5, with 5 being the perfect candidate. You will be able to further define the final candidates as the process continues.
5. Narrow the selection (for interviewies)
The initial phone interview has become the normal procedure these days in the job market process. The goal, of course, is to minimize the amount of time the HR person spends narrowing down the list. As the HR manager, you want to insure that you don't miss anything in the process. Make sure that you let the person you are interviewing to have plenty of time.. You will usually want to allow ample time for each call in order for the process to gel.. If you call them during work hours or catch them during lunch, or on break, they are going to feel pressure to return to the current job, or get you off the phone, which will cause them to blow the interview. Therefore, make the first call to set the appointment for a phone interview. Maintain an organized way to achieve answers.. Rank the interviews 1-5 as you did the resumes. Those with the highest combined scores move on to the next round of interviews in the process.
6. Make appointments for face-to-face interviews with applicants.
Set a time and date for the interview appointment several days in advance so you and the candidate have a chance to organize the process. Send all candidates additional information about your job description and the company you represent.. Ask the applicant to submit any questions.. Ask the person to schedule ample time for an interview and some testing. The staff member that will be training the new hire should also be available in the interview and be asked about the new hires capability.. You should give a company tour of the organization..
7. Do background Checks
I highly recommend background checks. This procedure should begin as soon as the prospect appears to be moving to the next round of interviews, and prior to the qualifying one.. Often times the smooth talking agents can tip you off about their past.. Look for discrepancies in their resume, timelines that don't add up, and dates that don't match or overlap. I would also go back at least two years for confirmation..
8. Give psychological Testing or Profile Testing
I am a huge advocate in Profile Testing. A simple 10 minute test which costs you less than $25 can save you hours and hours of training and interviewing time.
9. Make the offer to the applicant
Decide at the beginning of the process what this position is worth. Be aware that the applicant can influence the outcome.. If you have low-balled the position, you need to raise the bar. But set expectations based on the pay level and position. Don't concern yourself with making a good offer to a new agent, and do it in writing..
10. Deal with Acceptance/Rejection the Same
Once you have decided to hire someone, a phone call is appropriate. And that call should be made by you or the person's new supervisor, someone that can properly welcome the applicant to the company and answer any immediate questions they may have. If the new hire has decided to reject your offer, it is important to query the applicant to discover why the have. Have at least one alternate candidate for the position whom you can call if your first choice does not accept the offer. Make sure you notify those that you did not hire.. This would most certainly pay huge dividends down the road..
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