Finding the right representative is imperative when launching an outbound sales campaign. Sticking to a formulated hiring method will help you find the best candidates for your business’ needs.
The need for top talent in the sales industry has vastly continued to grow in the past years, making it more difficult for companies to attain and onboard highly skilled sales professionals. Due to the amount of resources that companies pour into the hiring process, hiring the right candidate is pivotal to the success of any outbound sales or cold calling campaign. The effects of hiring the wrong candidate can be extremely costly, time consuming, and overall detrimental. The hiring process for the competitive sales market has proven to be strenuous and lengthy, with common concerns as to how to hire, who to hire, and where to hire from. However, by employing the right strategy, companies are able to find and hire the most qualified representative for their specific industry needs.
Having a clear cut strategy will help cut out any potential errors and save time during the hiring process. Some essential components to building a strong sales team include understanding your business needs, establishing job roles & skill set, defining a budget, setting up a vetting process and hiring the best fit for your company. These 5 tips will provide an outline to ease you through identifying and hiring the best candidate to suit your business’ needs.
Tip 1: Identifying Business Objectives
The first tip is to identify your business objectives. Having a clear outline of your company’s mission, targets, and strategy will allow you to see the gaps in your existing operation and determine what roles need to be filled. One way of orchestrating this assessment is to identify the weak spots or pain points within your organization and pinpoint the steps that will help you to respond and eliminate these issues. Conducting this assessment will allow you to identify the type of position required and set a budget accordingly.
Tip 2: Defining The Position & Determining the Skill-Set
The second tip is to define the positions that need to be filled and determine the necessary skill-sets required. Some possible positions that should be considered for sales and customer communication industries include sales closers, appointment setting agents, B2B selling agents, and cold calling experts. Keep in mind that you will need to determine the necessary level of experience and industry knowledge that you are seeking any candidate to have. Certain sales positions would require experience in lead generation, cold calling, appointment setting, and telemarketing. Additionally, when determining the skill-set it is imperative to think about the business’ target market. Some questions that should be asked to best understand your market include: What is the customer persona? What time zone do they live in? What languages do they speak? Insight on your customer base will allow you to identify the skills to best communicate with them.
Some examples of essential skills & experience are :
- Communication skills
- Writing skills
- Technical skills
- Language proficiency
- Knowledge of core sales principles
- Sales experience
- Specific industry Experience
Tip 3: Allocating A Budget
Allocating a budget towards hiring is a very important step in the hiring process. Your budget should include the amount in wages, commissions, and monetary benefits that you are willing to pay for a new in-house or remote representative. To help allocate a budget, it helps to research the industry standards and going rate for the position you are looking to fill. Doing this gives you a general idea of the rate you will need to pay for experienced candidates; you are also able to determine how much you are willing to deviate from the standard.
Tip 4: Vetting Skills & Selecting a Candidate
The next step is determining a process to vet the candidates based on the required skill set. Although the vetting process can be quite daunting, when done correctly, it will allow you to quickly filter out the non-viable candidates. Some vetting methods include pre-screening calls, live interviews, online assessments, writing samples, mock sales calls, and reviewing candidates work history. It is important to note that although these options can be effective it can be very time consuming and expensive for the employer. To shorten the process, it helps to work with a cost-effective freelancer platform like Overpass. Overpass gives you the ability to select your hiring preferences and does all the leg work for you to instantly find remote freelancers tailored to your business. You will be able to compare the skill sets of potential candidates, see their past industry experience, and even filter down based on time of day flexibility. Business owners typically choose this option because they are able to vet, hire, train, and deploy candidates all in one platform.
Tip 5: Submitting An Offer
Once you have identified your key objectives, defined the role and skill set, allocated a budget, vetted, and selected a candidate, the next step is to submit an offer. Make sure the offer is realistic and falls within industry standards. It will be greatly beneficial to be extremely clear about your expectations from the onset. Now it is time to submit an offer and get started!