Whether or not you’re looking to implement your agency’s first inside sales team, or are just seeking a fresh perspective, these expert tips and suggestions can help guide you through this period of change.

When hiring for your inside sales team, it becomes crucial to know where your perspective employees have been to fully understand where they will go. Do they have a competitive nature? Do they have a track record of involvement? Explaining their past successes and proving a sense of motivation are both great indicators of their overall “fit” for the job – even if they do not have previous experience in the sales field.

Hiring an investment

Because of the current state of the economy, it becomes even more important to find the best employees from the get-go. Hiring someone is expensive, and is a large investment of time and money for the agency. Because of this, who you hire can make or break an inside sales team. “Especially during these economic times, there is no time or resources to waste on hiring someone blind,” said Dave O’Brien, chief marketing officer at Zywave.

Quantitative testing

So, besides interviewing, assessment testing is another way to determine who is qualified for the position and will help you avoid this “blind” hiring. Setting a standard for quantitative testing at your agency is also important in determining who is qualified. Using hiring tools to assess potential candidates, such as the Caliper, is a great way to initially weed out from your pool of perspective employees even before you bring them in for an interview. “Hire the right person, not just someone that might fit,” said Eric Bluhm, inside sales manager at Zywave. “Even if it takes longer and costs a bit more to find a hire, it’s well worth it in the long run.”

Finding the right fit

But how do you do that? “Hire with your head, not your heart,” said Eric. This means taking a very close look at how each perspective employee could contribute to your agency’s sales – not just who would make a great addition to your golf league. There is a very fine line (and maybe a huge difference, depending on your agency) between someone who you would be friends with outside the office, and someone that will work well with your agency. During the interview process, concentrate on how each perspective employee would fit into the culture at your workplace. Think about how you see the dynamics of your inside sales team unfolding over the next few years. “There can be a difference between hiring someone who you connect well with, and hiring someone who you want to manage,” said Eric. “Bottom line – hire the person that you can effectively manage.”

Previous achievements

Whether you’re hiring someone right out of college, a few years past graduation, or a seasoned producer, it is important to assess their previous achievements. “Finding someone who exhibited collegiate involvement or achievements at their previous job is a good indicator of this,” said Dave. Make sure they have a solid track record, every step of the way. Whether that’s involvement in collegiate athletics, success in a previous sales position, or simply participation in a volunteer initiative – you want your inside sales team to have a track record of achievements, even before they start selling for you.

Competitive nature

Obviously, a competitive nature tends to coincide well with a career in sales. And looking for a background in competitive sports is usually representative of this trait. But it’s important to remember the importance of finding employees that have the drive and determination to succeed specifically as a part of your inside sales team. “Traits compatible with sales are obviously part of the process, but ultimately no one can train an employee to want to take the extra step,” said Eric.

This is part one in a five-part series on building a successful inside sales team.

© Copyright 2009 Zywave, Inc.