Something you might think of when Hiring a CSR.

[johnsharp]

Your team is the face of your agency to your prospects and clients. They represent you and everything that you work hard to build and maintain.

Here is a good idea you can use when hiring a new CSR. Do the normal interview and then give them a task.

I'll usually ask them to show a sample of creativity in the business like a sample of writing an email or thank you note or asking a sales producer where they would begin prospecting. I don't give a due date and with no specifics on how to do the assignment. Tell them to submit by email.

Basically the point is…

You'll learn more about the person from this one little task then from the entire interview. First, how much do they want the job? Look at the response time. If they take longer than 24 hours, I wouldn't hire them. You want people who WANT the job and that are proactive.

How hard did they try? Is the work good? Were you impressed? This is why you don't make too many guidelines. You really want to see what they come up with on their own.

Don't settle for a mediocre person to represent the business that you work hard in every day.

 

[pcbinsurance]

I would tell them to do the assignment on the spot at the interview. It would be better than those bogus personality/aptitude tests. Otherwise, if they leave the interview and go home to do the "assignment", anyone can do it for them.

 

[johnsharp]

I would tell them to do the assignment on the spot at the interview. It would be better than those bogus personality/aptitude tests. Otherwise, if they leave the interview and go home to do the "assignment", anyone can do it for them.

I agree with you as far as the quality of work, but the assignment also gives you a chance to see how proactive they are. If they respond in an hour or less, they really want the job and are dedicated to making a great impression. If it takes a day or two, they probably don't know what to write and aren't as serious. If they don't respond at all, then you've just saved yourself the hassle of dealing with them.

 

[JCK818]

john


Thats a great idea. I'm going to use that.

 

[reductable]

Great idea asking them to do a task. I might use that idea and the next time we need to hire, ask to input a policy in the agency management system for me to check.
If you are looking for knowledge, experience or a real resume buster, try handing them a dec page and asking them to tell you about it. It can't be faked. My colleagues tell me it is awkward and insulting but it works for me and I am happy with my hires and not so happy with theirs (and neither are they). The first time I tried this I admit my expectations were too high and I started with a large property schedule statement of values and asked a lady to explain what she was looking at. I was looking for effective dates, named insured, this column is the locations and this column is the buildings, etc.. Well, she was lost and it was obvious to me as much as it was her. After that experience, I went to using a commercial auto dec page and discovered a guy who had "5 years commercial experience" coming from an independent agency had no clue what auto liability symbols meant or what hired and nonowned auto was. It is amazing what you find out testing the real job skills of the position.
I agree with hiring for personality/attitude and training for skill but sometimes you need to test their resume.

 

[GeminiGroup]

@Johnsharp......
Love your approach to saving, yourself a LOT of grief.......
It's waaaaaay better to TRY to weed out lazy, excuse-making, energy-sucking, pay me top dollar anyway f--kers before you hire 'em and owe THEM money. (I can't stand working to pay some dumb lazy schmuck....that didn't/won't EARN his/her living)

@reductable
Your approach is great for those that streeeetch out that experience on the ole resume, then get in and don't know zhit....
meanwhile you missed out on a REAL candidate.....so I say kudos to BUSTING a resume.

If 'hands on experience isn't important, just 'testing' attitude and commitment like @Johnsharp is GREAT but
if you need 'em to know... go ahead and bust 'em before they bust you.

 

[Soaringagent]

That is interesting idea