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

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

  • THE

    SALES DEVELOPMENT

    PLAYBOOK PART 3 - RECRUITING

    KEY TAKEAWAYS

    From:

  • wheredatapp.com

    PART 3

    Recruiting

    http://wheredatapp.com/salesforce

  • wheredatapp.com

    HIRE WITH URGENCY

    sales development:

    a field with high demand and not enough supply

    http://wheredatapp.com/salesforce

  • Need to out-hire your competitors

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • Make recruiting a

    TOP 3 priority wheredatapp.com

    http://wheredatapp.com/salesforce

  • 3 REASONS to

    hire groups of two or more:

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • simplified on-boarding

    wheredatapp.com

    1

    http://wheredatapp.com/salesforce

  • better efficiency

    wheredatapp.com

    2

    http://wheredatapp.com/salesforce

  • better bonding between new hires

    wheredatapp.com

    3

    http://wheredatapp.com/salesforce

  • FIND QUALIFIED CANDIDATES

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • Have a solid candidate profile

    a standard against which to measure candidates

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 4 candidate profiles to keep in mind:

    recent grads experienced SKRs

    military to civilian transitions job shifters

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 3 CHARACTERISTICS

    of the best candidates

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • PASSION perseverance and grit

    over the long term

    wheredatapp.com

    1

    http://wheredatapp.com/salesforce

  • COMPETITIVENESS look for those who want to

    win, but not at the expense of their teammates

    wheredatapp.com

    2

    http://wheredatapp.com/salesforce

  • CURIOUSNESS curious people ask the

    best questions

    wheredatapp.com

    3

    http://wheredatapp.com/salesforce

  • WRITE JOB DESCRIPTIONS,

    NOT SLEEP PRESCRIPTIONS

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • The description

    should sell the job, not the duties

    Think of it as a role elevator pitch

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • Impression to give:

    this is the place to advance my career

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • wheredatapp.com

    Dont present a laundry list of duties; show candidates how

    they will learn and grow in the position

    http://wheredatapp.com/salesforce

  • wheredatapp.com

    DO: DONT:

    Describe what theyll be doing

    everyday

    Demonstrate

    why to work here

    http://wheredatapp.com/salesforce

  • speak to their aspirations

    wheredatapp.com

    market towa

    rds your

    target demo

    graphic

    http://wheredatapp.com/salesforce

  • COMPENSATE AT MARKET RATE

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • Pay competitive wages and offer attractive

    compensation packages

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 5 VARIABLES that

    affect compensation

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • REGION (northeast, midwest, etc.)

    wheredatapp.com

    1

    http://wheredatapp.com/salesforce

  • REQUIRED SALES EXPERIENCE

    (none, one year, etc.)

    wheredatapp.com

    2

    http://wheredatapp.com/salesforce

  • MODEL (introductory meetings vs.

    qualified opportunities)

    wheredatapp.com

    3

    http://wheredatapp.com/salesforce

  • AVERAGE SALES PRICE (
  • TYPE OF PRODUCT (software, service, etc.)

    wheredatapp.com

    5

    http://wheredatapp.com/salesforce

  • Know the market compensation for

    your region

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • FAST, MOBILE SALESFORCE ACCESS

    WhereDatApp.com/salesforce

    http://wheredatapp.com/salesforce

  • ATTRACTIVE COMPENSATION

    PLANS wheredatapp.com

    http://wheredatapp.com/salesforce

  • Great compensation plans have 3 THINGS

    in common:

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 1. CLARITY core plans should have no more than 2 moving parts

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 2. PAYMENT CLOSELY FOLLOWS ACTION

    dont wait 2-3 quarters to give out payments

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 3. REPS CONTROL THEIR OWN DESTINIES dont award or penalize reps for

    things outside their control

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 2 general rules:

    Base plan should be 60-70% of total compensation

    Pay incentive compensations monthly; dont make them wait for payday

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • SOURCE CANDIDATES EFFECTIVELY

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • wheredatapp.com

    2 broad buckets

    of candidates:

    GREEN CANDIDATES

    EXPERIENCED SDRs

    http://wheredatapp.com/salesforce

  • GREEN CANDIDATES

    no prior experience

    spend time marketing the position to them

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • wheredatapp.com

    Potential Sources:

    VETERAN GROUPS

    UNIVERSITIES

    http://wheredatapp.com/salesforce

  • wheredatapp.com

    Use inbound marketing on job boards:

    RECENT GRADS FOR VETERANS,

    ENTRY LEVEL

    http://wheredatapp.com/salesforce

  • EXPERIENCED SDRs

    make them understand youre the best path towards

    THEIR end game

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • Pursue passive candidates who are

    currently employed / not actively looking

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 2 COMPONENTS to activating passive

    candidates:

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 1. THE MESSENGER have the CEO, SVP of sales or

    senior hiring manager message them directly, not a recruiter

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 2. THE ASK Dont ask for their resume

    Only sell the next step: a 5 minute phone conversation or

    a reply to the e-mail

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 3 TACTICS

    for sourcing passive candidates:

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • LinkedIn + Messenger + Ask subject: why should they listen? message: why should they care?

    Ask for a one line reply or a 5 minute phone call

    wheredatapp.com

    1

    http://wheredatapp.com/salesforce

  • PROMPT EMPLOYEE REFERRALS

    best source for candidates

    wheredatapp.com

    2

    http://wheredatapp.com/salesforce

  • SET A NETWORK QUOTA set realistic and measurable goals

    for example: 1 phone interview every day, or 1 face-to-face

    interview every week

    wheredatapp.com

    3

    http://wheredatapp.com/salesforce

  • LIKE A PRO

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • Make sure Glassdoor reviews are helping your company, not hurting it

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • Claim your Glassdoor profile

    SPICE IT UP: add pictures, videos, awards,

    culture information, etc.

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • Rating and review goals: aim for 3.7 out of 5 stars and 80%

    recommend to a friend and approve of CEO

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • TREAT HIRING LIKE A SALES PROCESS

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 6 STEP FRAMEWORK:

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 1. APPLICATION + SURVEY attach a brief 5 minute web survey to the application to

    help determine "fit"

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 2. PHONE SCREEN screen for red flagsdont

    evaluate skills

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 3. PHONE INTERVIEW keep it 20 minutes or less

    great candidates will come prepared

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 4. ON-SITE INTERVIEW

    ask behavioral questions

    make the sure candidate "closes" at the end of the interview.

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 5. SDR SHADOW Let them see the position

    firsthand and ask candid questions

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • 6. OFFER Aim for 10 business days from

    application to offer

    If you claim to be a fast-paced, agile culture, then prove it with

    your hiring process

    wheredatapp.com

    http://wheredatapp.com/salesforce

  • ENABLE YOUR FIELD REP AND DIRECTOR TO CALL

    THE SAME FORECAST (NO EXCEL REQUIRED)

    WhereDatApp.com/salesforce

    http://wheredatapp.com/salesforce