The DriveSales™ | How to hire and build a remote sales team for your business!
It is the new era of digitization and if you want to take your business to heights, you need to keep up with the changing trends of the world. Currently, almost seventy percent of the sales are done remotely. Thus, if you are up-to-date with the ongoing trend, you have a better chance at closing deals successfully.
However, as fascinating as it sounds, building a remote sales team is a challenging process. You need to consider multiple factors before welcoming someone into your team. There will be several questions that you might want an answer to before taking the plunge.
What am I looking for in a candidate? How will I determine the remote sales skills? What should be the flow of the hiring process? When do I stop my search?
If you are serious about your business, you have already encountered these questions. Don’t worry!! We have got you!!
You will now look at the steps to build an awesome remote sales team and learn all the tips and tricks of this challenging process.
Steps to build a remote sales team:
1) Document your requirements for your remote sales team — This is the first and the most important step of the entire process. You need to know what you want for your business and the direction you want to head your company in. Talk to your team members and figure out the broad vision of your remote team. Don’t just think and start the process. Document your requirements well and be sure about your needs before jumping ahead. A few important factors that you might want to consider can be work experience, inspiration, equipment availability, etc.
2) Have a broad perspective — Since the remote team trend is fairly new in the market, you need to keep in mind that not a lot of candidates will fit into your set of requirements. So, be prepared to invest your resources in the drive with fewer expectations of fruitful results. Have patience and look beyond the present — straight into the future.
3) Look for experience — You need to understand that not many candidates will hold experience in this domain and thus, you need to hire seasoned people whom you can trust with your sales work. Nevertheless, you can offer a probation period to inexperienced candidates, just like n internship. You can train them according to your needs and then add them to your team once you are sure of their skills.
4) Look for interpersonal skills — Understand that your remote team will be responsible to bring in business for your company. The sales situation is not amicable and smooth all the time. Coupled with remote sales methodology, you could set yourself up for a disaster if your team doesn’t know how to handle difficult situations. So, always try to find people that have good interpersonal skills and can smartly tackle difficult situations.
5) Keep a proper record of the scores while hiring — When the recruitment process is on, amidst the interaction, you can very well lose track of the scores you were supposed to give to the candidate. Thus, it is important to have a definite system for scoring the candidate. The best approach would be to use digital mode for the scoring process and have properly defined parameters you want to judge a candidate on.
Now, as an effective SALESPERSON! We can do three things from here.
1. Not ignoring the opportunity and blaming the situation for revenue loss.
2. Taking important notes and going back to revisit your sales strategy with the growth mindset.
3. Reaching out to The DriveSales™ if you need any specialized help for sales.
To conclude, what you choose to think also provides some idea of your development as a consultative salesperson. It is something like Tiffani Bova quotes “How you sell matters, what your process is matters, but how your customers feel when they engage with you matters more.”
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