Key Takeaways from the Sales Development Playbook, part 3 - recruiting
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THE SALES DEVELOPMENT PLAYBOOK PART 3 - RECRUITING KEY TAKEAWAYS From:
Transcript of Key Takeaways from the Sales Development Playbook, part 3 - recruiting
THE
SALES DEVELOPMENT
PLAYBOOK PART 3 - RECRUITING
KEY TAKEAWAYS
From:
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HIRE WITH URGENCY
sales development:
a field with high demand and
not enough supply
Have a solid candidate profile
a standard against which to measure candidates
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4 candidate profiles to keep in mind:
recent grads experienced SKRs
military to civilian transitions job shifters
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PASSION “perseverance and grit
over the long term”
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1
COMPETITIVENESS look for those who want to
win, but not at the expense of their teammates
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2
CURIOUSNESS “curious people ask the
best questions”
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3
The description
should sell the job, not the duties
Think of it as a “role elevator pitch”
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Impression to give:
“this is the place to advance my career”
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Don’t present a laundry list of duties; show candidates how
they will learn and grow in the position
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DO: DON’T:
Describe what they’ll be doing
everyday
Demonstrate
why to work here
speak to their aspirations
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market towards your
target demographic
Pay competitive wages and offer attractive
compensation packages
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REQUIRED SALES EXPERIENCE
(none, one year, etc.)
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2
MODEL (introductory meetings vs.
qualified opportunities)
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3
1. CLARITY core plans should have no more than 2 moving parts
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2. PAYMENT CLOSELY FOLLOWS ACTION
don’t wait 2-3 quarters to give out payments
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3. REPS CONTROL THEIR OWN DESTINIES don’t award or penalize reps for
things outside their control
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2 general rules:
Base plan should be 60-70% of total compensation
Pay incentive compensations monthly; don’t make them wait for payday
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2 broad buckets
of candidates:
GREEN CANDIDATES
EXPERIENCED SDRs
GREEN CANDIDATES
no prior experience
• spend time marketing the position to them
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Use inbound marketing on job boards:
‘RECENT GRADS’ ‘FOR VETERANS,’
‘ENTRY LEVEL’
EXPERIENCED SDRs
make them understand you’re the best path towards
THEIR end game
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Pursue passive candidates who are
currently employed / not actively looking
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1. THE MESSENGER have the CEO, SVP of sales or
senior hiring manager message them directly, not a recruiter
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2. THE ASK Don’t ask for their resume
Only sell the next step: a 5 minute phone conversation or
a reply to the e-mail
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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
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1
PROMPT EMPLOYEE REFERRALS
best source for candidates
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2
SET A NETWORK QUOTA set realistic and measurable goals
for example: 1 phone interview every day, or 1 face-to-face
interview every week
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3
Make sure Glassdoor reviews are helping your company, not hurting it
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Claim your Glassdoor profile
SPICE IT UP: add pictures, videos, awards,
culture information, etc.
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Rating and review goals: aim for 3.7 out of 5 stars and 80%
“recommend to a friend” and “approve of CEO”
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1. APPLICATION + SURVEY attach a brief 5 minute web survey to the application to
help determine "fit"
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2. PHONE SCREEN screen for red flags—don’t
evaluate skills
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3. PHONE INTERVIEW keep it 20 minutes or less
great candidates will come prepared
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4. ON-SITE INTERVIEW
ask behavioral questions
make the sure candidate "closes" at the end of the interview.
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5. SDR SHADOW Let them see the position
firsthand and ask candid questions
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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
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ENABLE YOUR FIELD REP AND DIRECTOR TO CALL
THE SAME FORECAST (NO EXCEL REQUIRED)
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