Call simulators can be nice tools when you want to provide supplemental training and practice for your agents, but they can’t replace the hands-on experience they’d get from dealing with real customers. In other words, call simulators work, but they’re not very practical for training purposes—especially in the long term.
Instead, the best call center training stems from having your agents handle live calls, evaluating those calls, and offering them constructive feedback in areas they can or need to improve.
If you’re tunnel-visioned about using a call simulator, one of the best times to do so is during the recruiting process for new hires. This way, you can test a candidate’s performance in a mock situation that won’t have any effect on your actual customers.
However, the way a candidate behaves and reacts in a simulation is not always indicative of how they’ll perform on a real call, so it’s important to use call simulators sparingly, if at all.
Call Simulator: A Detailed Look
The typical call center simulation software can integrate with your existing solution and offer screening, hiring, and assessment modules to test the aptitude, personality, and technical skills of aspiring candidates.
Usually, a call simulator can be built right into your call center architecture, but depending on the solution you may have to access the mock assessments remotely. In this second case, the simulator software lives outside of your center and can be thought of as a separate training course.
The most modern call simulators have AI-generated voices, scripts, or both—with or without the help of a certified trainer—that can adapt to multiple departments and verticals such as marketing, software development, sales, accounting, and customer support.
In practice, a mock call presents the candidate or agent with a scripted sequence that they must treat like a real…