Hiring and Onboarding Work-at-Home Agents

July 13, 2020

An estimated 60% – 80% of contact center agents are currently working at home, and at least 30% of those agents are expected to remain working from home even after there is a vaccine for COVID-19. For years, contact centers leaders have voiced frustration about their inability to find and recruit the quality and number of resources they needed. DMG believes that the pandemic will usher in new approaches and practices for contact centers, some of which are in the areas of hiring, training and onboarding, that will enhance their operations.

Below is a list of practices for hiring work-at-home (WAH) employees for contact centers. All of these practices have been proven in the field, although what works for one company does not always succeed in another. So, please try these out and select the ones that facilitate your hiring process, and modify the ones that are less successful.

Create a formal WAH program for your contact center staff and include agents, supervisors, managers, quality management specialists, business analysts and all other contact center jobs in the program. (This program will have many components and should include a 3-month trial period.)
Update all job descriptions and ensure they accurately reflect all job responsibilities, time frames and WAH guidelines.
Create a WAH agreement that addresses all employment requirements.
Create a multi-tier interview process to limit the time required of hiring personnel.
- For starters, use a competency-based assessment tool as part of the hiring process to ensure that candidates have the necessary skills and are highly motivated self-starters.
- Conduct behavior-focused interviews; this can be done using a hiring application and/or by live interviewers.
- Interview candidates in each of the channels they will be supporting.
Perform thorough background checks on prospects who pass the multi-tier interview process

Once your new employees are hired, they will need to be trained. A surprisingly large number of contact centers that employ WAH staff require them to come into the office to be trained. As this is not currently possible, companies need to come up with new practices to fully train their staff remotely. It’s likely that providing remote training will improve the success of your WAH program, as it is likely to expand the geographical market for your labor pool. Here are some best practices for onboarding new contact center employees. Again, each company should give them a try, select the ones that work, and modify others, as needed.

Create a comprehensive new-employee training program for each category of workers – agents, supervisors, managers, QM specialists, BI analysts, etc. If you already have training programs, update and modify them so they can be delivered 100% remotely.
- If the budget allows, hire training content creation specialist(s) and at least one stand-up trainer who can deliver the training courses either live (via video) or recorded.
- DMG recommends creating a series of discrete modules to be used with relevant groups of employees and be modified easily as requirements change.
- All training modules should include quizzes and/or assessments to measure training efficacy and skill competencies.
- Each module should include practice sessions.
- Acquire an eLearning and coaching solution that helps automate and manage the training process for new employees and on an ongoing basis.
At the completion of the formal training program, employees should have a minimum 2-week “nesting” period where they have immediate access to a highly knowledgeable team leader whose priority it is to assist them.
Use a knowledge management (KM) solution and keep it current, to ensure contact center staff has access to the information they need to perform their jobs.
Use a chat application to enable bi-directional communication between agents and supervisors and agents and agents. Additionally, allow for online communities to facilitate the sharing of ideas.
Use the workforce management solution to schedule a daily communication session between each employee and their supervisor or manager.
Use mobility to engage employees and make them active participants in setting and managing their schedules.
Design and encourage team-building activities.
Keep all employees up to date about operational, procedural and system changes and enhancements.
Use a formal employee feedback process to understand their motivation, perceptions and suggestions, so that they feel part of the team and enterprise mission.

The benefits of hiring WAH employees is that they can be located in any place, domestic or international. And while the lack of geographical boundaries opens up new labor markets for companies and opportunities for prospects, it also presents legal and practical challenges that companies will need to take into consideration. However, on balance, the benefits appear to far exceed the challenges, and companies can focus their hiring on the states or countries where they want to operate, limiting their risk exposure and regulatory constraints.

For more information, please review the additional content at our WFM solution page https://workforce-management/.

About the Author

Richard Correia

Richard has many years of experience in Product Management and Product/Solutions Marketing, with time at Cisco, Turin/Force10, Dell, and CyrusOne. Accomplishments include managing the product direction and revenue of Turin/Force10 data center solutions from a few million, to just under a hundred million. At Dell, he was focused on marketing the different hardware and software components of the data center solutions. At CyrusOne, he changed the direction and strategy of marketing, focusing on greater ROI. Richard holds a bachelorï¿½s in Mechanical Engineering from University of Rhode Island and advanced degrees in Business & Engineering from Southern Methodist University.

See All Blogs

Hiring and Onboarding Work-at-Home Agents

More from the blog