You should start by mapping out your company’s grand vision and building the inside sales team in manageable chunks.
A common question I get is:
Should I hire someone who is experienced in more than one field or should I just go for a specialist?
1. When hiring salespeople, it’s important to remember that the base pay plus commissions and bonuses are not always enough of an incentive on their own. 2. More companies are focusing on diversity during the hiring process by diversifying candidates so you have better odds at finding qualified individuals with different backgrounds, experiences, skillsets, etc..
In the past five years, specialized sales models have become more popular due to an increase in specialization and a decrease in generalism.
If you aren’t careful with the decisions you make on how to build an inside sales team early on, your levees will start to break quickly.
My best advice in creating an inside sales department is to hire the right people, set clear goals for them, and offer competitive pay.
1. Hire Management As Early as You Can
Organizations often make the mistake of promoting a salesperson to management and getting rid of their best salespeople in one go.
Don’t do it. I can rant about this some other time, but for now you need a hacker” someone who knows how to build processes and understands Salesforce.
2. Create a Scalable Recruitment Methodology
Mark Roberges’ book, The Sales Acceleration Formula is one of the best books I have read in a while. He lays out an amazing recruitment process that will help you determine how successful your hires are and what to focus on during the hiring process.
The way we recruit at Lucid Software is to take a close look at the individual’s strengths, weaknesses and interviewing process before making any hiring decisions. Once they are hired, it becomes easier for us to repeat this recruitment strategy in order to consistently hire top reps or adjust our screening process based on pre-hire assessments.
In the end, as a sales manager you want to find new hires from local schools and establish relationships with those departments. You will spend more time training these recruits, but if they’re put through the right training programs then they can be molded into your ideal employee.
3. Establish a Good Sales Process
The most important thing in a sales process is visibility and metrics. A good manager will know what to look for and how to track it.
A good sales process is important for organization, while a weak one can lead to confusion and frustration. When reps are frustrated, they often start looking for other places to store their information.
The hardest part in a sales organization is having an effective hiring process.
Map it out, visualize what you want to happen and test the direction of your sales organization as you scale.
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
Want to help contribute to future articles? Have data-backed and tactical advice to share? I’d love to hear from you!
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