Diese Präsentation wurde erfolgreich gemeldet.
Wir verwenden Ihre LinkedIn Profilangaben und Informationen zu Ihren Aktivitäten, um Anzeigen zu personalisieren und Ihnen relevantere Inhalte anzuzeigen. Sie können Ihre Anzeigeneinstellungen jederzeit ändern.
10 Steps to Hiring the Right Reps &
Building an Unstoppable Sales Force
www.PersistIQ.com
$563,500
That’s the cost of a sales rep mis-hire.
Hiring the Right Person
www.PersistIQ.com
Greatness in sales cannot and should not be
measured by selling skills alone.
Rather, what makes a sales rep successful is...
What’s the best way to do this?
Have a consistent, well-thought-out hiring
process.
How to Hire
www.PersistIQ.com
1. Clearly Identify Your Needs for the Role
2. Determine Roles and Responsibilities for the Open Position
3. Write a Compe...
1. Clearly Identify Your Needs for the Role
2. Determine Roles and Responsibilities for the Open Position
3. Write a Compe...
www.PersistIQ.com
For a more in-depth look at hiring, visit the full and
complete guide to hiring on the PersistIQ blog.
1) Clearly Identify Your Needs for the Role
www.PersistIQ.com
Assess your team’s abilities and identify what’s
missing. What role, if filled, will have the largest
impact on your team’...
After you identify missing links in your team, examine
what characteristics and personal attributes are
important for your...
2) Determine Roles & Responsibilities
www.PersistIQ.com
A great way to do this is to identify the phase in the
sales process the candidate owns, then describe
the responsibilitie...
Example for Sales Development Rep:
• Lead generation
• Lead qualification
• Objection handling
• Account strategy
(more ap...
3) Write a Compelling Job Description
www.PersistIQ.com
How can you make your job listing stand out from
all the other listings for sales roles? What matters
most is why they sho...
Paint a picture of your company culture and make it
about being part of something bigger.
Hiring mistake: making the job p...
“􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂
􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂
􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂
􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂
􏱂􏱂􏱂􏱂􏱂􏱂...
4) Source Top Candidates
www.PersistIQ.com
Just as sales reps are responsible for keeping their
pipeline full with prospects, it’s your job as a sales
leader to keep...
Here are some of the best channels to source candidates:
• Manually prospect on LinkedIn, AngelList and other
professional...
5) Initial Phone Screen
www.PersistIQ.com
The first step in the interview process is the phone
screening. Limit these to 20-30 minutes. Make your
decision to cut th...
Things to look/listen for:
• Was the candidate on time?
• Was the candidate well spoken, and did the
candidate communicate...
6) Take-Home Sales Exercise
www.PersistIQ.com
The take-home test is intended to provide you with
more data, not to be the tool to make the hire/no-
hire decision. It wi...
Here is our full SDR candidate exercise
(click to download):
www.PersistIQ.com
6) Take-Home Sales Exercise
Here’s what you should be looking for:
1. Can the candidate follow instructions?
2. How much attention to detail does he/s...
“The best predictor of how someone
will perform in a job is a work sample
test (29 percent).”
-Laszlo Bock,
Google’s VP of...
7) In-person and Mock Call
www.PersistIQ.com
Hiring mangers are constantly on the hunt for the best questions. Here are
some of our favorites:
• Since you have decided...
• What do you do to continue and we develop your sales skills?
• How do you research prospects and companies before callin...
The second part of the in-person interview is the mock call.
For SDR/BDR candidates, we do a mock qualification call.
For ...
8) The Culture Interview
www.PersistIQ.com
Before you think about how to hire for
cultural fit, you must define and understand
your current company culture.
Each new...
If you’re hiring for a more sales senior role,
have at least one person junior, one person
senior and one peer to that can...
Here’s a list of some good culture questions to ask:
• What can you add to the team?
• What gets you out of bed and excite...
“Your company doesn’t have a culture.
It is a culture.”
-Simon Sinek,
Author, Speaker, Consultant
“Start With Why”
www.Per...
9) Conduct Your Reference Checks
www.PersistIQ.com
When you’re calling the references, don’t expect
someone to give you all the nitty-gritty, dirty details on
their former e...
Here are a few baseline questions to ask:
• What is your relationship to the candidate?
• Can you confirm the candidate’s ...
10) Make the Offer or Thank the Candidate
and Part Ways
www.PersistIQ.com
The final decision shouldn’t fall on any single person.
It’s important to debrief with your team to get a wide
variety of ...
Here’s our full sales rep score card
(click to download)
www.PersistIQ.com
10) Make the Offer or Thank the Candidate
and P...
If your candidate passes, then make the offer!
There should not be any new information in the offer.
There is no downside ...
If you decide not to move forward, it’s important to
follow up in a timely manner. You don’t want to part
ways with a bad ...
“Great vision without great people
is irrelevant.”
-Jim Collins,
Author of Good To Great
www.PersistIQ.com
www.PersistIQ.com
For a more in-depth look at hiring, visit the full and
complete guide to hiring on the PersistIQ blog.
@PersistIQ
PersistIQ
#MeasuringSalesMetrics
This presentation was brought to you by PersistIQ
Our software empowers sales ...
Nächste SlideShare
Wird geladen in …5
×

10 Steps to Hiring the Right Reps and Building an Unstoppable Sales Force

3.176 Aufrufe

Veröffentlicht am

$563,500
That’s the cost of a sales rep mis-hire.1
According a report by Dr. Brad Smart of Topgrading Inc., a firm that helps companies assess candidates for top positions, “Based on our studies, the average cost of a mis-hire can be six times base salary for a sales rep, 15 times base salary for a manager, and as much as 27 times base salary for an executive.”
This Slideshare outlines the 10 steps you must follow to hire the right team.
- - - - - - - -

by Brandon Redlinger
Brandon.Redlinger@gmail.com
Twitter.com/Brandon_Lee_09
LinkedIn.com/in/BrandonRedlinger
SlideShare.net/BrandonRedlinger

Veröffentlicht in: Business
  • Als Erste(r) kommentieren

10 Steps to Hiring the Right Reps and Building an Unstoppable Sales Force

  1. 1. 10 Steps to Hiring the Right Reps & Building an Unstoppable Sales Force www.PersistIQ.com
  2. 2. $563,500 That’s the cost of a sales rep mis-hire. Hiring the Right Person www.PersistIQ.com
  3. 3. Greatness in sales cannot and should not be measured by selling skills alone. Rather, what makes a sales rep successful is the relationship between the candidate and the company. It’s a two-way street. The Sales Hiring Myth www.PersistIQ.com
  4. 4. What’s the best way to do this? Have a consistent, well-thought-out hiring process. How to Hire www.PersistIQ.com
  5. 5. 1. Clearly Identify Your Needs for the Role 2. Determine Roles and Responsibilities for the Open Position 3. Write a Compelling Job Description 4. Source Top Candidates 5. Initial Phone Screen 10 Steps to Hiring the Right Reps www.PersistIQ.com
  6. 6. 1. Clearly Identify Your Needs for the Role 2. Determine Roles and Responsibilities for the Open Position 3. Write a Compelling Job Description 4. Source Top Candidates 5. Initial Phone Screen 6. Take-Home Sales Exercise 7. In-person and Mock Call 8. The Culture Interview 9. Conduct Your Reference Checks 10. Make the Offer or Thank the Candidate and Part Ways www.PersistIQ.com 10 Steps to Hiring the Right Reps
  7. 7. www.PersistIQ.com For a more in-depth look at hiring, visit the full and complete guide to hiring on the PersistIQ blog.
  8. 8. 1) Clearly Identify Your Needs for the Role www.PersistIQ.com
  9. 9. Assess your team’s abilities and identify what’s missing. What role, if filled, will have the largest impact on your team’s overall performance? If you don’t know exactly what you’re looking for, how will you know when you’ve found it? www.PersistIQ.com 1) Clearly Identify Your Needs for the Role
  10. 10. After you identify missing links in your team, examine what characteristics and personal attributes are important for your team. The performance indicators that we use to find the best sales reps are: • Drive and ambition • Coachability • Positivity and optimism • Empathy • Curiosity www.PersistIQ.com 1) Clearly Identify Your Needs for the Role
  11. 11. 2) Determine Roles & Responsibilities www.PersistIQ.com
  12. 12. A great way to do this is to identify the phase in the sales process the candidate owns, then describe the responsibilities for each phase. www.PersistIQ.com 2) Determine Roles & Responsibilities
  13. 13. Example for Sales Development Rep: • Lead generation • Lead qualification • Objection handling • Account strategy (more applicable for Account Based Sales Development) www.PersistIQ.com 2) Determine Roles & Responsibilities Example for Account Executive: • Account strategy • Objection handling • Needs development • Pricing Negotiation • Presentation/Demo • Account management
  14. 14. 3) Write a Compelling Job Description www.PersistIQ.com
  15. 15. How can you make your job listing stand out from all the other listings for sales roles? What matters most is why they should work for you. Inspire people! www.PersistIQ.com 3) Write a Compelling Job Description
  16. 16. Paint a picture of your company culture and make it about being part of something bigger. Hiring mistake: making the job posting about how much money they can make at your company. www.PersistIQ.com 3) Write a Compelling Job Description
  17. 17. “􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂 􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂 􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂 􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂􏱂 􏱂􏱂􏱂􏱂􏱂􏱂Job descriptions should sell the job. If you can’t capture their attention and interest, who the hell cares about the fine print?” -Trish Bertuzzi, President at The Bridge Group www.PersistIQ.com
  18. 18. 4) Source Top Candidates www.PersistIQ.com
  19. 19. Just as sales reps are responsible for keeping their pipeline full with prospects, it’s your job as a sales leader to keep your hiring candidates pipeline full. Don’t wait to start the hiring process until you need someone – or it will be too late. It always takes more time and energy than you anticipate to find, hire, and ramp employees. www.PersistIQ.com 4) Source Top Candidates
  20. 20. Here are some of the best channels to source candidates: • Manually prospect on LinkedIn, AngelList and other professional social site for top talent. • Utilize staffing and recruiting firms. • Use your network. • Get employee referrals. Don’t rely on any one single source. Use 3+ to keep your funnel full! www.PersistIQ.com 4) Source Top Candidates
  21. 21. 5) Initial Phone Screen www.PersistIQ.com
  22. 22. The first step in the interview process is the phone screening. Limit these to 20-30 minutes. Make your decision to cut them or move to an in-person interview quickly. www.PersistIQ.com 5) Initial Phone Screen
  23. 23. Things to look/listen for: • Was the candidate on time? • Was the candidate well spoken, and did the candidate communicate clearly? • Was the candidate comfortable on the phone? • Was the candidate able to build a relationship, sell him/herself well and determine next steps? www.PersistIQ.com 5) Initial Phone Screen
  24. 24. 6) Take-Home Sales Exercise www.PersistIQ.com
  25. 25. The take-home test is intended to provide you with more data, not to be the tool to make the hire/no- hire decision. It will help you confirm performance indicator matches and mismatches. The mismatches reveal areas that need to be explored more in the in-person interview. www.PersistIQ.com 6) Take-Home Sales Exercise
  26. 26. Here is our full SDR candidate exercise (click to download): www.PersistIQ.com 6) Take-Home Sales Exercise
  27. 27. Here’s what you should be looking for: 1. Can the candidate follow instructions? 2. How much attention to detail does he/she have? 3. How much research did he/she do on the people, company and industry? 4. How proficient is the candidate with written communication skills? www.PersistIQ.com 6) Take-Home Sales Exercise
  28. 28. “The best predictor of how someone will perform in a job is a work sample test (29 percent).” -Laszlo Bock, Google’s VP of People Operations www.PersistIQ.com
  29. 29. 7) In-person and Mock Call www.PersistIQ.com
  30. 30. Hiring mangers are constantly on the hunt for the best questions. Here are some of our favorites: • Since you have decided to make a job change, what criteria are you using to select your next job? • What steps did you take to prepare for this interview today? • No one is perfect – what is one thing that you are working to improve? • How do you create value for your clients? • How do you stay up to speed on the news and trends in your industry? • What books have had the most impact on your sales career? www.PersistIQ.com 7) In-person Interview and Mock Call
  31. 31. • What do you do to continue and we develop your sales skills? • How do you research prospects and companies before calling them? • What do you feel it takes to be successful in sales? • How do you feel salespeople should be managed? • Rejection is a big part of sales-how do you handle it? It’s not enough to ask these questions one after another and go down the list until you’re done. For each answer, dig a little deeper with probing questions. The full list of 30+ questions here. www.PersistIQ.com 7) In-person Interview and Mock Call
  32. 32. The second part of the in-person interview is the mock call. For SDR/BDR candidates, we do a mock qualification call. For AE candidates, we do a mock demo call. 1. Give them all the background/info they need 2. Conduct a 5 minute mock call 3. Let them do a self-assessment, then give your feedback 4. Conduct another mock call (did they incorporate your feedback?) www.PersistIQ.com 7) In-person Interview and Mock Call
  33. 33. 8) The Culture Interview www.PersistIQ.com
  34. 34. Before you think about how to hire for cultural fit, you must define and understand your current company culture. Each new hire that you bring on should not only fit into your culture, but enhance it. www.PersistIQ.com 8) The Culture Interview
  35. 35. If you’re hiring for a more sales senior role, have at least one person junior, one person senior and one peer to that candidate. This will give you a chance to get multiple perspectives. Furthermore, it will help suss out people that are overly focused on politics. www.PersistIQ.com 8) The Culture Interview
  36. 36. Here’s a list of some good culture questions to ask: • What can you add to the team? • What gets you out of bed and excites you to start the day? • If you won the lottery, what would you do? • What one factor would you attribute to your success? • What do you like to do on the weekends and in your spare time? • How do you define success? • What does your ideal role look like? www.PersistIQ.com 8) The Culture Interview
  37. 37. “Your company doesn’t have a culture. It is a culture.” -Simon Sinek, Author, Speaker, Consultant “Start With Why” www.PersistIQ.com
  38. 38. 9) Conduct Your Reference Checks www.PersistIQ.com
  39. 39. When you’re calling the references, don’t expect someone to give you all the nitty-gritty, dirty details on their former employees. In fact, most people will be highly reticent of talking bad about them. Rather, a great question to ask is: “Given what you know about this person, in what type of sales environment would he/she thrive?” Another one is “ “What advice would you give to Jane’s new boss?” www.PersistIQ.com 9) Conduct Your Reference Checks
  40. 40. Here are a few baseline questions to ask: • What is your relationship to the candidate? • Can you confirm the candidate’s job title, dates of employment and work duties? • What sales activities was the candidate mainly responsible for? • Why did the candidate leave a position? • What do you think the candidate needs to really continue his or her career development and professional growth? • Is there anything else I should know about this candidate? www.PersistIQ.com 9) Conduct Your Reference Checks
  41. 41. 10) Make the Offer or Thank the Candidate and Part Ways www.PersistIQ.com
  42. 42. The final decision shouldn’t fall on any single person. It’s important to debrief with your team to get a wide variety of perspectives. This is where a hiring scorecard can come into play. www.PersistIQ.com 10) Make the Offer or Thank the Candidate and Part Ways
  43. 43. Here’s our full sales rep score card (click to download) www.PersistIQ.com 10) Make the Offer or Thank the Candidate and Part Ways
  44. 44. If your candidate passes, then make the offer! There should not be any new information in the offer. There is no downside to providing a candidate with a great interview experience. www.PersistIQ.com 10) Make the Offer or Thank the Candidate and Part Ways
  45. 45. If you decide not to move forward, it’s important to follow up in a timely manner. You don’t want to part ways with a bad taste in either party’s mouths. You never know what people will say on social media, and you never know who is listening. www.PersistIQ.com 10) Make the Offer or Thank the Candidate and Part Ways
  46. 46. “Great vision without great people is irrelevant.” -Jim Collins, Author of Good To Great www.PersistIQ.com
  47. 47. www.PersistIQ.com For a more in-depth look at hiring, visit the full and complete guide to hiring on the PersistIQ blog.
  48. 48. @PersistIQ PersistIQ #MeasuringSalesMetrics This presentation was brought to you by PersistIQ Our software empowers sales reps to easily create personalized outbound campaigns at scale. Move faster and sell smarter than ever before. Try PersistIQ for free at www.PersistIQ.com www.PersistIQ.com

×