Post on 17-Jan-2017
10 Steps to Hiring the Right Reps amp Building an Unstoppable Sales Force
wwwPersistIQcom
$563500
Thatrsquos the cost of a sales rep mis-hire
Hiring the Right Person
wwwPersistIQcom
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 Itrsquos a two-way street
The Sales Hiring Myth
wwwPersistIQcom
Whatrsquos the best way to do this
Have a consistent well-thought-out hiring process
How to Hire
wwwPersistIQcom
1 Clearly Identify Your Needs for the Role2 Determine Roles and Responsibilities for the Open Position3 Write a Compelling Job Description4 Source Top Candidates5 Initial Phone Screen
10 Steps to Hiring the Right Reps
wwwPersistIQcom
1 Clearly Identify Your Needs for the Role2 Determine Roles and Responsibilities for the Open Position3 Write a Compelling Job Description4 Source Top Candidates5 Initial Phone Screen6 Take-Home Sales Exercise7 In-person and Mock Call8 The Culture Interview9 Conduct Your Reference Checks10 Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
10 Steps to Hiring the Right Reps
wwwPersistIQcom
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
wwwPersistIQcom
Assess your teamrsquos abilities and identify whatrsquos missing What role if filled will have the largest impact on your teamrsquos overall performance If you donrsquot know exactly what yoursquore looking for how will you know when yoursquove found it
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
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
bull Drive and ambitionbull Coachabilitybull Positivity and optimismbull Empathybull Curiosity
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
2) Determine Roles amp Responsibilities
wwwPersistIQcom
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
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Sales Development Rep
bull Lead generationbull Lead qualificationbull Objection handlingbull Account strategy (more applicable for Account Based Sales Development)
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Account Executive
bull Account strategybull Objection handlingbull Needs developmentbull Pricing Negotiationbull PresentationDemobull Account management
3) Write a Compelling Job Description
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
$563500
Thatrsquos the cost of a sales rep mis-hire
Hiring the Right Person
wwwPersistIQcom
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 Itrsquos a two-way street
The Sales Hiring Myth
wwwPersistIQcom
Whatrsquos the best way to do this
Have a consistent well-thought-out hiring process
How to Hire
wwwPersistIQcom
1 Clearly Identify Your Needs for the Role2 Determine Roles and Responsibilities for the Open Position3 Write a Compelling Job Description4 Source Top Candidates5 Initial Phone Screen
10 Steps to Hiring the Right Reps
wwwPersistIQcom
1 Clearly Identify Your Needs for the Role2 Determine Roles and Responsibilities for the Open Position3 Write a Compelling Job Description4 Source Top Candidates5 Initial Phone Screen6 Take-Home Sales Exercise7 In-person and Mock Call8 The Culture Interview9 Conduct Your Reference Checks10 Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
10 Steps to Hiring the Right Reps
wwwPersistIQcom
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
wwwPersistIQcom
Assess your teamrsquos abilities and identify whatrsquos missing What role if filled will have the largest impact on your teamrsquos overall performance If you donrsquot know exactly what yoursquore looking for how will you know when yoursquove found it
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
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
bull Drive and ambitionbull Coachabilitybull Positivity and optimismbull Empathybull Curiosity
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
2) Determine Roles amp Responsibilities
wwwPersistIQcom
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
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Sales Development Rep
bull Lead generationbull Lead qualificationbull Objection handlingbull Account strategy (more applicable for Account Based Sales Development)
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Account Executive
bull Account strategybull Objection handlingbull Needs developmentbull Pricing Negotiationbull PresentationDemobull Account management
3) Write a Compelling Job Description
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
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 Itrsquos a two-way street
The Sales Hiring Myth
wwwPersistIQcom
Whatrsquos the best way to do this
Have a consistent well-thought-out hiring process
How to Hire
wwwPersistIQcom
1 Clearly Identify Your Needs for the Role2 Determine Roles and Responsibilities for the Open Position3 Write a Compelling Job Description4 Source Top Candidates5 Initial Phone Screen
10 Steps to Hiring the Right Reps
wwwPersistIQcom
1 Clearly Identify Your Needs for the Role2 Determine Roles and Responsibilities for the Open Position3 Write a Compelling Job Description4 Source Top Candidates5 Initial Phone Screen6 Take-Home Sales Exercise7 In-person and Mock Call8 The Culture Interview9 Conduct Your Reference Checks10 Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
10 Steps to Hiring the Right Reps
wwwPersistIQcom
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
wwwPersistIQcom
Assess your teamrsquos abilities and identify whatrsquos missing What role if filled will have the largest impact on your teamrsquos overall performance If you donrsquot know exactly what yoursquore looking for how will you know when yoursquove found it
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
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
bull Drive and ambitionbull Coachabilitybull Positivity and optimismbull Empathybull Curiosity
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
2) Determine Roles amp Responsibilities
wwwPersistIQcom
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
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Sales Development Rep
bull Lead generationbull Lead qualificationbull Objection handlingbull Account strategy (more applicable for Account Based Sales Development)
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Account Executive
bull Account strategybull Objection handlingbull Needs developmentbull Pricing Negotiationbull PresentationDemobull Account management
3) Write a Compelling Job Description
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
Whatrsquos the best way to do this
Have a consistent well-thought-out hiring process
How to Hire
wwwPersistIQcom
1 Clearly Identify Your Needs for the Role2 Determine Roles and Responsibilities for the Open Position3 Write a Compelling Job Description4 Source Top Candidates5 Initial Phone Screen
10 Steps to Hiring the Right Reps
wwwPersistIQcom
1 Clearly Identify Your Needs for the Role2 Determine Roles and Responsibilities for the Open Position3 Write a Compelling Job Description4 Source Top Candidates5 Initial Phone Screen6 Take-Home Sales Exercise7 In-person and Mock Call8 The Culture Interview9 Conduct Your Reference Checks10 Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
10 Steps to Hiring the Right Reps
wwwPersistIQcom
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
wwwPersistIQcom
Assess your teamrsquos abilities and identify whatrsquos missing What role if filled will have the largest impact on your teamrsquos overall performance If you donrsquot know exactly what yoursquore looking for how will you know when yoursquove found it
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
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
bull Drive and ambitionbull Coachabilitybull Positivity and optimismbull Empathybull Curiosity
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
2) Determine Roles amp Responsibilities
wwwPersistIQcom
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
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Sales Development Rep
bull Lead generationbull Lead qualificationbull Objection handlingbull Account strategy (more applicable for Account Based Sales Development)
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Account Executive
bull Account strategybull Objection handlingbull Needs developmentbull Pricing Negotiationbull PresentationDemobull Account management
3) Write a Compelling Job Description
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
1 Clearly Identify Your Needs for the Role2 Determine Roles and Responsibilities for the Open Position3 Write a Compelling Job Description4 Source Top Candidates5 Initial Phone Screen
10 Steps to Hiring the Right Reps
wwwPersistIQcom
1 Clearly Identify Your Needs for the Role2 Determine Roles and Responsibilities for the Open Position3 Write a Compelling Job Description4 Source Top Candidates5 Initial Phone Screen6 Take-Home Sales Exercise7 In-person and Mock Call8 The Culture Interview9 Conduct Your Reference Checks10 Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
10 Steps to Hiring the Right Reps
wwwPersistIQcom
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
wwwPersistIQcom
Assess your teamrsquos abilities and identify whatrsquos missing What role if filled will have the largest impact on your teamrsquos overall performance If you donrsquot know exactly what yoursquore looking for how will you know when yoursquove found it
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
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
bull Drive and ambitionbull Coachabilitybull Positivity and optimismbull Empathybull Curiosity
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
2) Determine Roles amp Responsibilities
wwwPersistIQcom
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
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Sales Development Rep
bull Lead generationbull Lead qualificationbull Objection handlingbull Account strategy (more applicable for Account Based Sales Development)
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Account Executive
bull Account strategybull Objection handlingbull Needs developmentbull Pricing Negotiationbull PresentationDemobull Account management
3) Write a Compelling Job Description
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
1 Clearly Identify Your Needs for the Role2 Determine Roles and Responsibilities for the Open Position3 Write a Compelling Job Description4 Source Top Candidates5 Initial Phone Screen6 Take-Home Sales Exercise7 In-person and Mock Call8 The Culture Interview9 Conduct Your Reference Checks10 Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
10 Steps to Hiring the Right Reps
wwwPersistIQcom
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
wwwPersistIQcom
Assess your teamrsquos abilities and identify whatrsquos missing What role if filled will have the largest impact on your teamrsquos overall performance If you donrsquot know exactly what yoursquore looking for how will you know when yoursquove found it
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
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
bull Drive and ambitionbull Coachabilitybull Positivity and optimismbull Empathybull Curiosity
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
2) Determine Roles amp Responsibilities
wwwPersistIQcom
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
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Sales Development Rep
bull Lead generationbull Lead qualificationbull Objection handlingbull Account strategy (more applicable for Account Based Sales Development)
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Account Executive
bull Account strategybull Objection handlingbull Needs developmentbull Pricing Negotiationbull PresentationDemobull Account management
3) Write a Compelling Job Description
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
wwwPersistIQcom
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
wwwPersistIQcom
Assess your teamrsquos abilities and identify whatrsquos missing What role if filled will have the largest impact on your teamrsquos overall performance If you donrsquot know exactly what yoursquore looking for how will you know when yoursquove found it
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
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
bull Drive and ambitionbull Coachabilitybull Positivity and optimismbull Empathybull Curiosity
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
2) Determine Roles amp Responsibilities
wwwPersistIQcom
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
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Sales Development Rep
bull Lead generationbull Lead qualificationbull Objection handlingbull Account strategy (more applicable for Account Based Sales Development)
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Account Executive
bull Account strategybull Objection handlingbull Needs developmentbull Pricing Negotiationbull PresentationDemobull Account management
3) Write a Compelling Job Description
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
wwwPersistIQcom
Assess your teamrsquos abilities and identify whatrsquos missing What role if filled will have the largest impact on your teamrsquos overall performance If you donrsquot know exactly what yoursquore looking for how will you know when yoursquove found it
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
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
bull Drive and ambitionbull Coachabilitybull Positivity and optimismbull Empathybull Curiosity
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
2) Determine Roles amp Responsibilities
wwwPersistIQcom
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
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Sales Development Rep
bull Lead generationbull Lead qualificationbull Objection handlingbull Account strategy (more applicable for Account Based Sales Development)
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Account Executive
bull Account strategybull Objection handlingbull Needs developmentbull Pricing Negotiationbull PresentationDemobull Account management
3) Write a Compelling Job Description
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
Assess your teamrsquos abilities and identify whatrsquos missing What role if filled will have the largest impact on your teamrsquos overall performance If you donrsquot know exactly what yoursquore looking for how will you know when yoursquove found it
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
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
bull Drive and ambitionbull Coachabilitybull Positivity and optimismbull Empathybull Curiosity
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
2) Determine Roles amp Responsibilities
wwwPersistIQcom
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
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Sales Development Rep
bull Lead generationbull Lead qualificationbull Objection handlingbull Account strategy (more applicable for Account Based Sales Development)
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Account Executive
bull Account strategybull Objection handlingbull Needs developmentbull Pricing Negotiationbull PresentationDemobull Account management
3) Write a Compelling Job Description
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
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
bull Drive and ambitionbull Coachabilitybull Positivity and optimismbull Empathybull Curiosity
wwwPersistIQcom
1) Clearly Identify Your Needs for the Role
2) Determine Roles amp Responsibilities
wwwPersistIQcom
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
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Sales Development Rep
bull Lead generationbull Lead qualificationbull Objection handlingbull Account strategy (more applicable for Account Based Sales Development)
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Account Executive
bull Account strategybull Objection handlingbull Needs developmentbull Pricing Negotiationbull PresentationDemobull Account management
3) Write a Compelling Job Description
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
2) Determine Roles amp Responsibilities
wwwPersistIQcom
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
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Sales Development Rep
bull Lead generationbull Lead qualificationbull Objection handlingbull Account strategy (more applicable for Account Based Sales Development)
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Account Executive
bull Account strategybull Objection handlingbull Needs developmentbull Pricing Negotiationbull PresentationDemobull Account management
3) Write a Compelling Job Description
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
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
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Sales Development Rep
bull Lead generationbull Lead qualificationbull Objection handlingbull Account strategy (more applicable for Account Based Sales Development)
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Account Executive
bull Account strategybull Objection handlingbull Needs developmentbull Pricing Negotiationbull PresentationDemobull Account management
3) Write a Compelling Job Description
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
Example for Sales Development Rep
bull Lead generationbull Lead qualificationbull Objection handlingbull Account strategy (more applicable for Account Based Sales Development)
wwwPersistIQcom
2) Determine Roles amp Responsibilities
Example for Account Executive
bull Account strategybull Objection handlingbull Needs developmentbull Pricing Negotiationbull PresentationDemobull Account management
3) Write a Compelling Job Description
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
3) Write a Compelling Job Description
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
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
wwwPersistIQcom
3) Write a Compelling Job Description
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
ldquo111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154111315411131541113154
111315411131541113154111315411131541113154Job descriptions should sell the job If you canrsquot capture their attention and interest who the hell cares about the fine
printrdquo
-Trish Bertuzzi President at The Bridge Group
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
4) Source Top Candidates
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
Just as sales reps are responsible for keeping their pipeline full with prospects itrsquos your job as a sales leader to keep your hiring candidates pipeline full
Donrsquot wait to start the hiring process until you need someone ndash or it will be too late It always takes more time and energy than you anticipate to find hire and ramp employees
wwwPersistIQcom
4) Source Top Candidates
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
Here are some of the best channels to source candidates
bull Manually prospect on LinkedIn AngelList and other professional social site for top talent
bull Utilize staffing and recruiting firmsbull Use your networkbull Get employee referrals
Donrsquot rely on any one single source Use 3+ to keep your funnel full
wwwPersistIQcom
4) Source Top Candidates
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
5) Initial Phone Screen
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
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
wwwPersistIQcom
5) Initial Phone Screen
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
Things to looklisten for
bull Was the candidate on timebull Was the candidate well spoken and did the
candidate communicate clearlybull Was the candidate comfortable on the phonebull Was the candidate able to build a relationship
sell himherself well and determine next steps
wwwPersistIQcom
5) Initial Phone Screen
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
6) Take-Home Sales Exercise
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
The take-home test is intended to provide you with more data not to be the tool to make the hireno-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
wwwPersistIQcom
6) Take-Home Sales Exercise
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
Here is our full SDR candidate exercise (click to download)
wwwPersistIQcom
6) Take-Home Sales Exercise
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
Herersquos what you should be looking for
1 Can the candidate follow instructions2 How much attention to detail does heshe have3 How much research did heshe do on the people
company and industry 4 How proficient is the candidate with written
communication skills
wwwPersistIQcom
6) Take-Home Sales Exercise
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
ldquoThe best predictor of how someone will perform in a job is a work sample
test (29 percent)rdquo
-Laszlo Bock Googlersquos VP of People Operations
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
7) In-person and Mock Call
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
Hiring mangers are constantly on the hunt for the best questions Here are some of our favorites
bull Since you have decided to make a job change what criteria are you using to select your next job
bull What steps did you take to prepare for this interview todaybull No one is perfect ndash what is one thing that you are working to improvebull How do you create value for your clientsbull How do you stay up to speed on the news and trends in your industrybull What books have had the most impact on your sales career
wwwPersistIQcom
7) In-person Interview and Mock Call
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
bull What do you do to continue and we develop your sales skillsbull How do you research prospects and companies before calling thembull What do you feel it takes to be successful in sales bull How do you feel salespeople should be managedbull Rejection is a big part of sales-how do you handle it
Itrsquos not enough to ask these questions one after another and go down the list until yoursquore done For each answer dig a little deeper with probing questions
The full list of 30+ questions here
wwwPersistIQcom
7) In-person Interview and Mock Call
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
The second part of the in-person interview is the mock call For SDRBDR candidates we do a mock qualification call For AE candidates we do a mock demo call
1 Give them all the backgroundinfo they need2 Conduct a 5 minute mock call3 Let them do a self-assessment then give your feedback4 Conduct another mock call (did they incorporate your
feedback)
wwwPersistIQcom
7) In-person Interview and Mock Call
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
8) The Culture Interview
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
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
wwwPersistIQcom
8) The Culture Interview
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
If yoursquore 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
wwwPersistIQcom
8) The Culture Interview
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
Herersquos a list of some good culture questions to ask
bull What can you add to the teambull What gets you out of bed and excites you to start the daybull If you won the lottery what would you dobull What one factor would you attribute to your successbull What do you like to do on the weekends and in your spare timebull How do you define successbull What does your ideal role look like
wwwPersistIQcom
8) The Culture Interview
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
ldquoYour company doesnrsquot have a culture It is a culturerdquo
-Simon SinekAuthor Speaker ConsultantldquoStart With Whyrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
9) Conduct Your Reference Checks
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
When yoursquore calling the references donrsquot 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 ldquoGiven what you know about this person in what type of sales environment would heshe thriverdquo Another one is ldquo ldquoWhat advice would you give to Janersquos new bossrdquo
wwwPersistIQcom
9) Conduct Your Reference Checks
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
Here are a few baseline questions to ask
bull What is your relationship to the candidatebull Can you confirm the candidatersquos job title dates of employment and
work dutiesbull What sales activities was the candidate mainly responsible forbull Why did the candidate leave a positionbull What do you think the candidate needs to really continue his or her
career development and professional growthbull Is there anything else I should know about this candidate
wwwPersistIQcom
9) Conduct Your Reference Checks
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
The final decision shouldnrsquot fall on any single person Itrsquos important to debrief with your team to get a wide variety of perspectives
This is where a hiring scorecard can come into play
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
Herersquos our full sales rep score card(click to download)
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
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
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
If you decide not to move forward itrsquos important to follow up in a timely manner You donrsquot want to part ways with a bad taste in either partyrsquos mouths You never know what people will say on social media and you never know who is listening
wwwPersistIQcom
10) Make the Offer or Thank the Candidate and Part Ways
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
ldquoGreat vision without great people is irrelevantrdquo
-Jim CollinsAuthor of Good To Great
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
wwwPersistIQcom
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 reps to easily create personalized outbound campaigns at scale
Move faster and sell smarter than ever before
Try PersistIQ for free at wwwPersistIQcom
wwwPersistIQcom
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 wwwPersistIQcom
wwwPersistIQcom