How to Hire & Onboard Great IT Sales People

Peer Group Program for Business Owners

THE SITUATION

Hiring a qualified, results-producing seller can be a challenge, especially if you rarely do it. After all, sales people are supposed to sell you the advantages of things, and they can be exceptionally good at selling themselves.

This is one of the most critical roles you’ll hire in your company. A successful seller means business growth.

But here’s the issue:

• Often business owners who don’t have a sales background are uncertain how to hire.
• They expect that a sales rep will instantly produce new leads and close sales.
• Yet, owners and managers are frequently disappointed.
• They find themselves letting their sellers go after 6 or 9 months with no new revenue to show for it.

Business owners feel let down, having invested too much in salary and commission draws with little to show for it.

They know they need a sales force to achieve their business growth goals, but are concerned about repeating the mistakes of the past.

HOW YOU CAN ADDRESS IT

1. Successful hiring begins with knowing exactly what you need a seller to do, then finding candidates with proven experience in those areas. All sales roles aren’t equal. You need to clearly define the sales responsibilities and implement an interview process that will weed the imposters from the gems.
2. From there, you want the tools to efficiently on-board and manage your seller. Being fully prepared before your new sales rep joins the company is critical to speeding time to productivity and managing to your expectations.

You need a training plan and performance metrics that will guide you through the first 6 months with your new rep. It’s not unusual for business owners to believe they can’t train or manage sales reps because they themselves don’t understand how to sell. So, they leave it up to their seller to figure out how to sell their solutions, then to manage himself. When owners recognize red flags, they aren’t sure how to address them with this unfamiliar role.

With a detailed on-boarding plan, performance plans and accountability metrics, you have the tools to train and manage a seller, even if you aren’t confident in your own sales abilities.

3. Compensation may also be a concern for you. Many owners over-pay their sales reps for the results achieved. You may ask yourself:

• How much salary do you have to pay?
• How high does the commission percentage need to be?
• Can you hire a seller on 100% commission?
• What if a candidate wants to earn $175K and you aren’t budgeting anywhere near that?

WHAT THIS PROGRAM GIVES YOU

You need a proven IT sales rep hiring strategy that guides you in hiring and on-boarding a seller who can produce quickly.

For those of you who aren’t comfortable hiring sellers but have made the decision to do so, join sales strategist Kendra Lee for this dynamic peer group program designed exclusively for IT solution providers.

Throughout the program we’ll guide you through hiring a qualified seller within the next 90 days.

After the second session you’ll be prepared to begin your hiring process.

At the end of this program you will have defined:

• A job description for the sales role you want to hire immediately
• The ideal compensation plan for your company and the sales role you’re hiring
• A best-in-class interview process that fits your organization
• The first 12 month expectations you’ll hold the new rep accountable to
• A sales accountability dashboard in your CRM system
• A realistic, implementable 30-day Sales Rep On-boarding Plan

Says one IT solution provider client…
“I needed a defined methodology to find top notch talent. This program allowed me to bring in a level of talent that I wouldn’t have found otherwise.”

RESULTS YOU CAN EXPECT

Every session is packed with detailed, proven strategies to guide you in hiring and on-boarding a great IT sales rep that fits your organization’s needs.

** You’ll be prepared to hire a qualified seller within the next 90 days. **

Session 1: Defining and Aligning the Sales Role and Attributes You Really Need

• Identify the differences between the 6 primary sales roles and which one is the role you need in your organization right now.
• Uncover the sales process responsibilities you need handled and who will fill the gap.
• Determine the critical responsibilities and characteristics you need for your sales role.
• Eliminate responsibilities you don’t want a rep to waste time on.

Session 2: Writing & Posting a Job Description That’ll Garner Qualified Candidates

• Learn the 8 components of an effective sales job description.
• Identify the 5 best places to post to attract qualified candidates.
• Discover the role social networking plays in drawing candidates.
• Post your job description.

Session 3: What You’ll Pay for What You Want – Compensation Planning

• Grasp the 8 compensation terms you may have heard but never understood.
• Use the 2-step formula to the compensation split you’ll offer between 4 allocation areas.
• Determine how you’ll handle the other 5 concerns in commission planning.
• Pinpoint the exact reimbursable expenses you need to include in your sales rep’s compensation plan.

Session 4: The Interview Process that Weeds the Best from the Rest

• Establish an interview scoring mechanism to quantify candidates.
• Learn how to decipher the sales lingo to effectively screen candidate resumes.
• Embrace the 16-step, proven interview process that will identify unqualified or undesirable candidates.

Session 5: Defining New Rep Expectations for Results – The First 1 - 6 Months

• 24 Questions you need to answer to set your rep’s performance expectations.
• Set expectations for the first 30, 60 and 90 days, and then the 3-months following.
• Learn strategies to use performance expectations in your interview process.

Session 6: Setting Up an Accountability Plan

• Discover the litmus test to assess the feasibility of the performance expectations you’ve defined. Make adjustments to your performance expectations.
• Set up a weekly sales monitoring dashboard.
• Identify the sales activities to consistently monitor and manage.

Session 7: Establishing an Onboarding Plan that Speeds Time to Productivity

• 5 Factors that impact how quickly your new seller will become fully productive.
• Uncover what every onboarding training must include, even if you hire an experienced seller.
• Create your onboarding training plan.

Session 8: Implementing your Onboarding Plan with Limited Resources

• Integrate hands-on practice in 7 different ways.
• Find out 9 tips to onboarding training success.
• Manage your new hire using the 5 practices of highly successful sales managers.

Throughout the program you’ll have the opportunity to share your hiring materials and get expert feedback. You have a support system in place to guide you in hiring a sales rep that meets your business objectives.

If you’re ready to hire as soon as possible, you can begin posting a job description after the second session. You don’t have to wait until the program is over.

You can also share your results with the group to get their tips as you move through your hiring process.

Click Here to Reserve Your Spot

LIMITED SPACE

Space is limited to 20 people so we can review your hiring materials and give you good solid feedback on ensuring they’ll get you the candidates and results that meet your business needs. Please understand that once the program is full, you will no longer be able to attend this live series.

If you’re serious about hiring an IT sales rep and want to ensure hiring success, sign up to attend.

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LOGISTICS

The program starts on September 8th at 4:00pm EDT and includes 8 sessions. It’s delivered over the web, so you don’t need to travel anywhere. Just mark the sessions on your calendar and dial in to the number you’ll receive when you enroll.

Each session is 75 minutes in length and meets twice a week for people serious about hiring a great IT sales person.

Plan to spend an additional 30-45 minutes between sessions developing the components of your hiring plan using the tools, resources and guides we’re giving you.

This program is limited to 20 members per peer group to be sure you receive individual attention and input on the tools you’re creating for your hiring plan.

You can begin your hiring process after the second session. No need to wait until the end of the program. As you do, we’ll analyze the results and make adjustments while you’re interviewing! The tweaks you make will enhance your results immediately.

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Program Pricing

$599.00 per individual participant
INCLUDES: Downloadable MP3 recordings of all sessions, accompanying workbook, on-line tools, and some extra special resources

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