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March 20, 2016
The Hiring & Onboarding Process Needed to Make Your Number
By: Melissa Freitag
It is critical that organizations have the talent to execute the functional strategies. Companies will make their numbers only if they place the right talent in the right performance conditions. So, what should your hiring and onboarding process look like? You must have your talent strategy in place. It will help you build a great team to lead the functional departments in the company.
This is particularly important inside the sales organization. This is one of the most talent-intensive areas. A certain type and quantity of sales people will be required to hit revenue growth goals. So, where can you find the best reps?
The first step is defining what an ‘A’ player is. This should be defined by your sales strategy. The definition is going to be very specific to the role and your company. This means every organization will have a different definition of an ‘A’ player.
Oftentimes, people think that there is one profile for a sales rep, almost irrespective of industry, or solution offering. Instead, ask yourself some important questions such as:
Once you have a profile in place, the next step is to hire these ‘A’ players. Here are some tips to ensure you hire the right rep:
By following these steps you will know exactly what talent you need. And how to find them.
Once you have the right people in place, organizations must constantly develop this talent to keep pace with the market. But many times, this piece is overlooked. This is a mistake. Your talent strategy must create programs to support and enable the talent for the revenue growth team.
After the hiring process, an onboarding plan is the next key component. What does your onboarding program look like? Is it just a series of administrative events with some product training thrown in? It needs to be more than that. It needs to shorten the road to productivity by providing the necessary knowledge, skills, and behaviors to perform the job. Some questions to ask yourself here include:
Once new hire onboarding is complete, employees next need an individual development plan. This will correct or reinforce necessary behaviors. Some questions to ask yourself here include:
In the end, you need a talent strategy and program that supports the needs of the other revenue-generating functions, particularly sales. To do this, you need great talent in optimal performance conditions. If you need more help with your hiring and onboarding process, download our workbook, How to Make Your Number in 2016. We’ll guide you through the process of developing your talent strategy.
Melissa joined SBI as Director of Recruiting to source top talent for the firm. She has successfully recruited multiple professionals to join SBI and recently has been sourcing executives for many of the firm’s clients.
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