Before we talk about how to hire sales representatives, let's look at the reasons that make it hard actually to find SDRs.
Knowing where the optimal sales reps are and how to approach them will bring you success in getting the best of the best.
Here's why you might still struggle with that.
Access to qualified people requires a strong network
The most common issue employers run into when looking for identifying qualified talent is that they are unable to find enough suitable candidates to fill open positions
Finding the best SDRs can therefore be a challenge. The best ones are usually not open to work because of the high value they bring. Their companies and bosses want to hold them as long as possible. Also, an SDR who is satisfied with his job wouldn't think about leaving his position.
These types of SDRs are called passive candidates because they are currently working in a position while you or your team are trying to reach out to them. The consequence is that passive candidates normally don't look for a new position - they are less likely to apply for open roles
As a result, you have to take a more active approach.
Finding passive candidates is usually possible through a good network
. Having a good network with strong relationships with possible candidates is extremely important. The problem is finding the right candidates and pitching the job offer that actually convinces them.
Consider that good SDRs who have great positions and get high salaries are constantly getting job offers. Making a great offer that differentiates you as part of your pitch is necessary. You must put more effort into persuading passive applicants to choose your business
over your rivals.
If you don't have a network with candidates that would fit your job role, we might have a solution for you, as you will soon see. Time is money
If you ever had a bigger hiring campaign running in your organization, you probably know that hiring requires a lot of time.
It starts with a job posting and reviewing the applications, doing small intermediate tests, several interview rounds, and deciding with the team which applicant is the right until finally the right person can be onboarded. An interview session with follow-up interviews can cost your organization a lot of time, even though the early phase is just learning more about the applicant.
Sometimes this whole process takes forty days or more.
The applicants have to wait for many weeks hoping to be chosen.
The more time it takes to receive a response, the more likely it is that skilled appliers might lose interest and step out: 62% of US professionals say they stop being interested in a job
if they don't hear back from the employer within two weeks or ten business days following the initial interview. If there isn't a status update within three weeks, that percentage increases to 77%.
The time you take to evaluate SDRs and check if they match the job role can cost you qualified SDRs because they don't want to wait for weeks without any feedback. Good sales reps know how much value they can deliver, so pitching your job role turns out to be highly important for the first impression.
To ease the process of finding and hiring SDRs, we created SalesPipe Marketplace.