1.(CRS): Whether hiring an entry-level CRS or an experienced one, the job description must accurately reflect the roles and responsibilities, incorporating the organization's values, benefits, and career growth opportunities. 2.Screening and assessing CRS candidates: Avoid keyword-based filtering by using persona-based screening through tools like EasySource. 3.Interviewing CRS candidates: Ask insightful questions to gauge candidates' understanding of customer retention, their experience with targets, skill development, and problem-solving. Conducting automated video interviews, such as those supported by EasyInterview, adds depth to the hiring process, allowing recruiters to make informed decisions. 4.Engaging and conducting reference checks: Use communication tools like EasySource’s Candidate Engagement Module to personalize messaging and keep CRS candidates engaged throughout the hiring process. Conduct thorough reference checks to verify work history, performance, teamwork, and cultural adaptability. 5.Selection, onboarding, and offer: Share a comprehensive offer letter with details on the position, including title, duties, salary, benefits, start date, and any probationary period. During onboarding, introduce the CRS to the organization's culture, values, and mission, and provide specific training on product or service knowledge and customer personas. It ensures a smooth transition and sets the stage for a successful journey with the company. To read the full article, visit https://www.hirequotient.com/how-to-hire/technical-customer-success-manager