While building out our bilingual center and taking what we have learned so far we have implemented a certification process. This allows us to make sure that every agent hired to take bilingual calls provides the same quality of service across the company. We want to make sure that our clients and their customers get consistency on every call. Â The first part of the interview process for a bilingual agent consists of me asking some interview questions in English and some in Spanish. This allows me to get a feel for the agentâ€™s ability to translate at a momentâ€™s notice and their ability to hold a conversation in both languages. In a lot of cases some candidates have trouble holding a conversation in one language and end up speaking Spanglish. If agents are able to show that they can hold a conversation in proper Spanish then I have the candidateâ€™s translate a document from English to Spanish, in addition to a spelling test that the agents take in English. The way I built the document was by using words that I have seen agents struggle to translate. I used words that we frequently use and translate on a daily basis. This process has really helped me in the selection process because if they struggle with the words we use every day then I know they are not the right fit. The document really helps me see if the candidates can translate and spell words in Spanish. As we move forward with growing our team I know we will make changes along the way to make our team better and stronger. So if you work with a bilingual group or have experience working with one, tell me what processes have you implemented to make sure you hire nothing but the best? What are your suggestions for someone like me that is growing their team?