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Key Takeaways from the Sales Development Playbook, part 3 - recruiting

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Key takeaways, section-by-section from the Sales Development Playbook: Build Repeatable Pipeline and Accelerate Growth with Inside Sales
In The Sales Development Playbook, author Trish Bertuzzi shares 3 decades experience on building pipeline and speeding up growth.
In this takeaway:
Part 3 - Recruiting
Chapter 10 - Hire with urgency
Chapter 11 - Spot qualities of qualified candidates
Chapter 12 - Write job descriptions, not sleep prescriptions
Chapter 13 - Compensate at market rate
Chapter 14 - Build attractive compensation plans
Chapter 15 - Source candidates effectively
Chapter 16 - Glassdoor like a pro

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Key Takeaways from the Sales Development Playbook, part 3 - recruiting

  1. 1. THE SALES DEVELOPMENT PLAYBOOK PART 3 - RECRUITING KEY TAKEAWAYS From:
  2. 2. wheredatapp.com PART 3 Recruiting
  3. 3. wheredatapp.com HIRE WITH URGENCY sales development: a field with high demand and not enough supply
  4. 4. Need to out-hire your competitors wheredatapp.com
  5. 5. Make recruiting a TOP 3 priority wheredatapp.com
  6. 6. 3 REASONS to hire groups of two or more: wheredatapp.com
  7. 7. simplified on-boarding wheredatapp.com 1
  8. 8. better efficiency wheredatapp.com 2
  9. 9. better bonding between new hires wheredatapp.com 3
  10. 10. FIND QUALIFIED CANDIDATES wheredatapp.com
  11. 11. Have a solid candidate profile a standard against which to measure candidates wheredatapp.com
  12. 12. 4 candidate profiles to keep in mind: recent grads experienced SKRs military to civilian transitions job shifters wheredatapp.com
  13. 13. 3 CHARACTERISTICS of the best candidates wheredatapp.com
  14. 14. PASSION “perseverance and grit over the long term” wheredatapp.com 1
  15. 15. COMPETITIVENESS look for those who want to win, but not at the expense of their teammates wheredatapp.com 2
  16. 16. CURIOUSNESS “curious people ask the best questions” wheredatapp.com 3
  17. 17. WRITE JOB DESCRIPTIONS, NOT SLEEP PRESCRIPTIONS wheredatapp.com
  18. 18. The description should sell the job, not the duties Think of it as a “role elevator pitch” wheredatapp.com
  19. 19. Impression to give: “this is the place to advance my career” wheredatapp.com
  20. 20. wheredatapp.com Don’t present a laundry list of duties; show candidates how they will learn and grow in the position
  21. 21. wheredatapp.com DO: DON’T: Describe what they’ll be doing everyday Demonstrate why to work here
  22. 22. speak to their aspirations wheredatapp.com market towards your target demographic
  23. 23. COMPENSATE AT MARKET RATE wheredatapp.com
  24. 24. Pay competitive wages and offer attractive compensation packages wheredatapp.com
  25. 25. 5 VARIABLES that affect compensation wheredatapp.com
  26. 26. REGION 
 (northeast, midwest, etc.) wheredatapp.com 1
  27. 27. REQUIRED SALES EXPERIENCE (none, one year, etc.) wheredatapp.com 2
  28. 28. MODEL (introductory meetings vs. qualified opportunities) wheredatapp.com 3
  29. 29. AVERAGE SALES PRICE (<$10k, $50k+, etc.) wheredatapp.com 4
  30. 30. TYPE OF PRODUCT (software, service, etc.) wheredatapp.com 5
  31. 31. Know the market compensation for your region wheredatapp.com
  32. 32. FAST, MOBILE SALESFORCE ACCESS WhereDatApp.com/salesforce
  33. 33. ATTRACTIVE COMPENSATION PLANS wheredatapp.com
  34. 34. Great compensation plans have 3 THINGS in common: wheredatapp.com
  35. 35. 1. CLARITY core plans should have no more than 2 moving parts wheredatapp.com
  36. 36. 2. PAYMENT CLOSELY FOLLOWS ACTION don’t wait 2-3 quarters to give out payments wheredatapp.com
  37. 37. 3. REPS CONTROL THEIR OWN DESTINIES don’t award or penalize reps for things outside their control wheredatapp.com
  38. 38. 2 general rules: Base plan should be 60-70% of total compensation Pay incentive compensations monthly; don’t make them wait for payday wheredatapp.com
  39. 39. SOURCE CANDIDATES EFFECTIVELY wheredatapp.com
  40. 40. wheredatapp.com 2 broad buckets of candidates: GREEN CANDIDATES EXPERIENCED SDRs
  41. 41. GREEN CANDIDATES no prior experience • spend time marketing the position to them wheredatapp.com
  42. 42. wheredatapp.com Potential Sources: VETERAN GROUPS UNIVERSITIES
  43. 43. wheredatapp.com Use inbound marketing on job boards: ‘RECENT GRADS’ ‘FOR VETERANS,’ ‘ENTRY LEVEL’
  44. 44. EXPERIENCED SDRs make them understand you’re the best path towards THEIR end game wheredatapp.com
  45. 45. Pursue passive candidates who are currently employed / not actively looking wheredatapp.com
  46. 46. 2 COMPONENTS to “activating” passive candidates: wheredatapp.com
  47. 47. 1. THE MESSENGER have the CEO, SVP of sales or senior hiring manager message them directly, not a recruiter wheredatapp.com
  48. 48. 2. THE ASK Don’t ask for their resume Only sell the next step: a 5 minute phone conversation or a reply to the e-mail wheredatapp.com
  49. 49. 3 TACTICS for sourcing passive candidates: wheredatapp.com
  50. 50. LinkedIn + Messenger + Ask subject: why should they listen? message: why should they care? Ask for a one line reply or a 5 minute phone call wheredatapp.com 1
  51. 51. PROMPT EMPLOYEE REFERRALS best source for candidates wheredatapp.com 2
  52. 52. SET A NETWORK QUOTA set realistic and measurable goals for example: 1 phone interview every day, or 1 face-to-face interview every week wheredatapp.com 3
  53. 53. LIKE A PRO wheredatapp.com
  54. 54. Make sure Glassdoor reviews are helping your company, not hurting it wheredatapp.com
  55. 55. Claim your Glassdoor profile SPICE IT UP: add pictures, videos, awards, culture information, etc. wheredatapp.com
  56. 56. Rating and review goals: aim for 3.7 out of 5 stars and 80% “recommend to a friend” and “approve of CEO” wheredatapp.com
  57. 57. TREAT HIRING LIKE A SALES PROCESS wheredatapp.com
  58. 58. 6 STEP FRAMEWORK: wheredatapp.com
  59. 59. 1. APPLICATION + SURVEY attach a brief 5 minute web survey to the application to help determine "fit" wheredatapp.com
  60. 60. 2. PHONE SCREEN screen for red flags—don’t evaluate skills wheredatapp.com
  61. 61. 3. PHONE INTERVIEW keep it 20 minutes or less great candidates will come prepared wheredatapp.com
  62. 62. 4. ON-SITE INTERVIEW ask behavioral questions make the sure candidate "closes" at the end of the interview. wheredatapp.com
  63. 63. 5. SDR SHADOW Let them see the position firsthand and ask candid questions wheredatapp.com
  64. 64. 6. OFFER Aim for 10 business days from application to offer If you claim to be a fast-paced, agile culture, then prove it with your hiring process wheredatapp.com
  65. 65. ENABLE YOUR FIELD REP AND DIRECTOR TO CALL THE SAME FORECAST (NO EXCEL REQUIRED) WhereDatApp.com/salesforce

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