Podcast episode
Lead Playbook Part 1: Armand and Mark on What to Look for When Hiring Great Sales Talent
30 Minutes to President's Club18 Apr 202423 min
Description
FOUR ACTIONABLE LEADERSHIP TAKEAWAYS Name and define your competencies Be extremely intentional about how you are going to interview those competencies. Get into the nitty gritty about how you are going to assess for work ethic. Test for traits like IQ, EQ, coachability, and work ethic earlier in the process as they are the hardest to teach. Industry domain expertise and even skills like prospecting are much easier to teach. Match sales cycle and sales environment. Don’t put an SMB rep into an enterprise role and don’t put an Oracle rep into the first sales hire role at a startup. RESOURCES DISCUSSED Join our weekly newsletter Things you can steal 30MPC Training: 30mpc.com/training
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But the moment they hit mid-market and they start losing deals, the reps who don't know how to self-diagnose or be able to test for conscious competence, in other words, do you know why you're not good? I find that that is oftentimes the biggest wall or ceiling that people hit, is when you aren't being coached by all these people around you, “do you have the ability to connect the dots on what's going wrong in your own sales cycles?” and ZoomOut.
In Hiring SDRs
Are you good at prospecting, discovery, and process? And then you have their industry or domain expertise. Of the three, the third one is the easiest to teach. You can teach someone about your industry unless you're in some crazy convoluted space. And you can usually teach at least one of the sales skills. “For example, you can teach someone to get better at process if they're amazing at prospecting” and discovery, but it's really hard to teach work ethic and it's really hard to teach things like EQ. So test for those things earlier in the process. And then lastly, number four, when I'm looking at the background of any given hire, it's
In Hiring SDRs
For example, you can teach someone to get better at process if they're amazing at prospecting and discovery, but it's really hard to teach work ethic and it's really hard to teach things like EQ. So test for those things earlier in the process. And then lastly, number four, when I'm looking at the background of any given hire, it's “really important that you're matching sales cycle and sales environment.” Sales cycle don't put an SMB rep into an enterprise role. Sales environment don't put an Oracle rep into the first sales hire role at an early stage company where there's no product market fit and no sales engineers. All righty, folks. So if you like this one, we'll reference this again.
In Hiring SDRs
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