The unemployment rate in the US is at its lowest point since 1969, but with COVID-19 and associated layoffs, first-time claims for unemployment benefits increased by 3,000% between March and April. Let’s talk more about the bench hiring process.

The last full week of March saw 6 million Americans file for their first unemployment benefits. This is a historic high.

Companies should look for in-house employees who can be put into revenue-generating jobs, like sales.

When you’re in a tough economy, it’s important to focus your resources on one area that will help keep the company afloat: stronger sales. Now, let’s take a look at how to do the bench hiring process.


Need Help Automating Your Sales Prospecting Process?

LeadFuze gives you all the data you need to find ideal leads, including full contact information.

Go through a variety of filters to zero in on the leads you want to reach. This is crazy specific, but you could find all the people that match the following: 

  • A company in the Financial Services or Banking industry
  • Who have more than 10 employees
  • That spend money on Adwords
  • Who use Hubspot
  • Who currently have job openings for marketing help
  • With the role of HR Manager
  • That has only been in this role for less than 1 year
Just to give you an idea. 😀

How a Good Bench Hiring Process Can Benefit Your Company

It’s hard to find good salespeople. They need to be driven, engaging, and trustworthy with clients.

In a bench hiring process, finding the right salesperson can be difficult. But, if you look within your company for an employee who could work well in a sales position, it will make finding them much easier.

We don’t just preach hiring sales team members from within at my company. Every member of our sales team came to us with experience in other departments.

We have a lot of employees who’ve been with us for years, which means they all know our clients and services well. This is important because it allows them to be truly passionate about what they do.

Knowledge and dedication to the company’s mission can help salespeople have a huge impact on multiple areas of business. 

Hiring from within can have 3 main benefits. Let’s take a look at each one.

1. Build a Passionate Team of High Performers

One of our best salespeople has been with the company for over six years. He was previously a member of account services, and he served clients.

He is passionate about what he does and has a deep knowledge of the field. This leads to more successful partnerships.

When it comes to the bench hiring process, it often takes an external hire several months, if not years to fully acquire the expertise and passion needed for a sales position.

Our sales team is made up of people who have worked in other departments, which means they know more about our industry and service offerings.

In order to keep up with your company’s veterans, the marketing team should create content for them. This will help equip salespeople and trainees who are looking for new ways of selling their products. It is also beneficial if they observe other roles in the company so that they can see how a product gets delivered or what it looks like from a customer perspective.

Keep your salespeople in the loop about what’s happening with the company. Send them regular updates, letting them know of any changes to products or services and how you want those items positioned.

2. Alleviate Some Retention Pain Points

If a high-performing employee has expressed the desire to learn new skills or venture into sales, be willing to provide that training. It keeps employees engaged and invested in their work.

When you hire an employee for a sales position, they will be more loyal. Plus, the individual can grow their career.

One of our account managers once approached the director of sales about a position we had open for inbound sales. The account manager claimed that she would be better suited as an individual contributor on the team instead of being part of a service-oriented role.

She was a great employee, and it only took one conversation to change her career path. She’s been with us for two years now, and she has consistently closed valuable new businesses.

When considering an internal team member for a sales position, take the time to analyze their skills and how they might transfer over to selling.

Does the candidate have a good work ethic? Are they polite and friendly to others in your company? Do you think someone like this would be able to empathize with their coworker’s needs, or are they just here for themselves?” Article: When I first began hiring salespeople, I just assumed pay along with commissions and bonuses would be enough sales motivation. Paraphrase 1: With my first few hires at the start of my career as an entrepreneur, it seemed natural that base salary plus commission was all that mattered.  I didn’t realize how wrong I was until years later when discussing this point during one of our board meetings.   The rest of them looked back on what had happened before me was there too – every hires prior only ever received these two things without any other benefits besides vacations, sick days, etc., so naturally, those were never given consideration because why should we do anything differently if no one else has done it before us? But now, looking back on

These are important skills that can be found in any team member, no matter what role they have now.

3. Create a Good Sales Experience

When sales reps are knowledgeable, passionate about what they’re pitching, and really believe in it – sleazy pitches don’t need to be used.

Hiring from within can help because members of your sales team know the company and how to speak its language.

Instead of a scripted approach, you can have your new reps rely on their personal knowledge and experiences to build rapport with prospects.

They are confident about their understanding of the process and inner workings, which allows them to speak with accuracy and enthusiasm.

Longer sales processes also mean more time for the lead to get educated about our product, which leads them to be better prepared and therefore makes it easier when they’re ready.

Dos and Donts in the Bench Hiring Process

Internal hiring is a great way to fill positions, but there are some things that you should keep in mind before proceeding.

In a bench hiring process, one of the best ways to create a sales team is by looking at people’s strengths and seeing what they could be transferred over.

Give your employees the option of changing departments. If they are happy with their current position, it might not be a good idea to transfer them into new roles.

Providing reskilling and training for internal hires will help them feel more confident in their new role. It also helps the company because they’ll see better results.

With the economy and job market so unstable, it’s harder than ever to build an all-star sales bench. The key is hiring from within.


Need Help Automating Your Sales Prospecting Process?

LeadFuze gives you all the data you need to find ideal leads, including full contact information.

Go through a variety of filters to zero in on the leads you want to reach. This is crazy specific, but you could find all the people that match the following: 

  • A company in the Financial Services or Banking industry
  • Who have more than 10 employees
  • That spend money on Adwords
  • Who use Hubspot
  • Who currently have job openings for marketing help
  • With the role of HR Manager
  • That has only been in this role for less than 1 year
Just to give you an idea. 😀
Editors Note:

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Justin McGill
About Author: Justin McGill
Justin McGill is the Founder of LeadFuze - a lead generation platform that discovers new leads for you automatically. Get 25 leads free.