Hiring Sales Reps:
How to Do It Painlessly

Are you looking to expand your sales team with SDRs, or do you want to hire the first sales rep for your company?

Finding the right sales rep can be difficult if you don't clearly define what an SDR is supposed to do for you. And what qualities they should bring to the table.

Before you spend too much time looking for the right person to fit your role, you can reach out to those SDRs who are part of your network on LinkedIn.

But does your network cover experienced or qualified sales reps for your role?

Will you have to expand your network first or start long recruitment campaigns, although you don't have the time for that?

This article will discuss the pain points of hiring an SDR and show how it can be done simply and quickly.

Knowing when the time is right to find the ideal SDR for your team is important.

If you and your marketing team are not generating enough leads through inbound marketing, an SDR can assist from that point on in filling the sales funnel with potential customers.

Outbound prospecting through various sales channels should belong to daily tasks and be part of every SDR toolbox.

The marketing team would also struggle to create good relationships with leads. An SDR can take over at this point and relieve the marketing team of this work. Of course, an SDR is also very important when more leads simply need to be added to achieve greater goals, such as more revenue.

This is why it is essential for the sales manager to set the sales metrics for the sales team.

If the current staff is not enough to reach the goals, then one or more SDRs should be hired to help bring enough customers on board. So if your sales and marketing need support to fill up the sales funnel, then you have reached the right time.

Hiring at the right time is also very important to present your company attractively and show its potential to possible candidates. Demonstrating why they are needed and which tasks are expected will get the right sales reps on your team. It will make hiring that much easier when the time comes.

But you might run into a few issues you need to look out for when it is time to hire.

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.

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.

If you ever had a bigger hiring campaign running in your startup, 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.

SalesPipe provides an overview of SDRs with experience from many different industries. The access is simple and uncomplicated, and you immediately have on one page different SDRs that you can filter through based on your requirements.

The platform has proven to be particularly useful for HR teams and recruiters when it comes to finding and hiring qualified sales reps.

Information such as work experience, language, qualifications, or certificates is available.

You can find the best match in SDRs with previous experience and connections in your field, or go further out and look into expanding your market by specifically looking for an SDR that speaks another language.

The diversity of languages that SDRs have is particularly advantageous.

Through SalesPipe, SDRs who speak English can be matched with language skills in Spanish, Portuguese, German, and more. This allows you to expand to new markets quickly without suffering from a language barrier.

So if you are looking for an SDR who can do his job in, for example, Spanish and even for a specific country, is definitely worth checking: we have bilingual SDRs who can do the job in another language besides English.

Passive candidates are often a particularly good match for your job offer. The only problem is that these SDRs usually get many requests from recruiters at the same time and can choose their position at will.

With SalesPipe, you have already saved a lot of time and can inform SDRs about your job offer quickly and specifically.

SDRs are one of the most important employees to keep a company running. Finding the best of the best is difficult - but not impossible.

If it is time for your company or team to hire SDR(s), then a good source like a personal network or a platform like SalesPipe Marketplace can be worth gold.

Endless long recruitment campaigns can cost time and resources.

Especially when you urgently need sales reps because the marketing team has its hands full or because meetings need to be booked: you need to react quickly and expand the sales team.

If you are interested in signing up for SalesPipe better, fill out this form, and we will be in touch soon.