Hiring SDRs is an exciting, fun, and tricky process. Here are some tips from the bottom of the SDR floor:
Interview everyone on Zoom.
While in-person interviews are better, sitting down with someone face-to-face to gauge their virtual charisma is a must. In fact, the first thirty seconds of your interview should tell you more about the candidate than the interview itself. Remember: that first impression they give you will be the one they give customers.
Charisma can't be taught.
Everyone who has worked on the floor of a sales operation knows that a degree is not necessarily a perfect predictor of performance.
Finding people with a natural talent for being likable will be a boon to your sales organization in the short and long run.
Make sure they are trustworthy.
Sales reps have a nasty reputation for a reason. Throughout history, and in many people's personal experiences, sales reps have persuaded them and their loved ones to buy things against their best interest.
This behavioral model works in certain industries, but not B2B solution sales.
Hire researchers to do reconnaissance.
Set up a great training program.
Training is becoming more and more important to sales teams as business moves into the cloud and solutions become more niche and complex. A great rep understands and listens to the customers, but some customers are very hard to understand. Representatives must learn the business and space as a whole.
If your company can provide SDRs with the tools to take their careers to the next level, your company will be a much more attractive place to work. Helping people crush their quotas is the most important aspect, and the best way to crush your quotas is to focus on the customer.
Look for customer obsession.
Nobody cares about you, they only care about how great you can make them. Ask if they have any previous experience or interest in the spaces your customers are in.
A sales rep who is passionate and excited to speak with potential customers on a cold call will boost morale on the sales floor and overall performance.
Hire people who can establish rapport and communicate industry knowledge to provide value long-term to both companies, and give them the training and resources needed to continuously upskill in these categories.
