All sales managers know that it’s important to have a full staff of salespeople in order to hit your goals. But you know how risky and ineffective it is simply to hire anyone who can fog a mirror. It’s essential to hire only the right people.
When searching for the right talents, skills, and experience, strong sales managers recognize that talent is primary. If a salesperson doesn’t have the talent, he or she can’t be highly successful. Once onboard, the right coaching will turn those talents into skills. That leaves experience. Research tells us, and it’s kind of counterintuitive, that experience is the least accurate indicator of future success—which is why many good sales managers hire some pretty green salespeople.
But just because prior experience (even lots of it) doesn’t guarantee success doesn’t mean that lack of experience isn’t going to be a problem. Of course, it will be. Talented newbies are still newbies. They’ll be great one day and your decision will be very smart in retrospect, but you can’t wait 12 months to see if they’re going to make it. You need to play a proactive role in their development so they gain the needed experience as quickly as possible.
Many companies we work with have a pretty good onboarding plan, yet nearly every manager wants to know if there is something more they can do to get these rookies productive sooner. The answer is yes. Here is what I recommend to help those new to sales ramp up quickly.