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if you have a difficult time staying organized in your new higher sales rep onboarding process then this video is for you let's go [Music] hey guys it's Ryan Holman founder of sales recruiting University back with another weekly video srgu sales recruiting University is a 47 person sales recruiting service and coaching company we recruit over a thousand commission-based sales reps every single month and growing and help clients with things like compensation onboarding training management culture retention and more now although this is applicable to literally any position you'll ever hire for today we're going to talk about staying organized specifically in the new hire process for commission-based sales roles now put yourself in the candidate shoes and let's say that I persuaded you to come and work for me and let's pretend our opportunity is at 1099 all commission opportunity and it's B2B the sales cycle is kind of long you know you have to self-generate and close your own deals historically reps are not going to make money for 45 days and there's a six week lag into getting an income rolling and for the cam that you're taking the risk on my opportunity well in that case even more than an opportunity that maybe has training pay or salary or leads they deserve a very organized onboarding process and if they come on board and you're not organized and you're all over the place their doubt is going to increase and you're going to have higher attrition rates in your hiring process which is obviously what you don't want you want people to come on board for you to be organized for them to get the support that they need for you not to drop the ball on any administrative or training items that they need to have success and for them to be more confident in your opportunity and get to whatever that ramp up time is so they're making money and happy with your organization and one of the easiest ways to stay organized is implementing a new hire checklist and so this checklist can be as long as you want every opportunity is going to be a little bit different maybe you have an entry level appointment setting role and the majority of the training is literally in their first three days of working maybe Monday Tuesday Wednesday or maybe you have more of a senior level role and you have a lot of heavy upfront training in the first two weeks regardless of what the training timeline is this new hire checklist idea really starts from the time that they complete their 1099 or W-2 agreement and goes typically through the end of their new hired training experience so as I shoot this video today it's Wednesday and maybe you sign me up and I'm going to start this coming Monday right so there's 5 stays leading up to the time that I start and I'm going to complete my 1099 agreement or whatever it is and there's ideally some administrative items that I get access to or complete or maybe some downtime training that I do leading up until Monday and then also I get to Monday and there's things that are happening on day one of training if your you know program is a week long so there's five days of training or whatever there's gonna be something different that the new hire myself needs to plug into and complete every single day to ensure by the time that I get to the end of that first week I've gotten all the information I need to really get through my ramp up period And as high of a chance as possible and really what this checklist idea is is you're listing off everything that happens from the time that the rep signs their agreement all the way through the end of their initial training whether that's the three days one week two week three week whatever and everything that happens in between that time right they're completing their agreement they've received their welcome email they've created their company email they've gone through the initial downtime training they've read the script whatever the pre-start things are typically administrative items that's listed out right in the pre-admin center section and then if it's a two-week training program you literally have Monday through Friday for the first two weeks and every little tiny administrative and training and checklist thing that they need to complete Monday through Friday for their first two weeks or whatever the timeline is to ensure they've gotten everything and the reason this process is so important is because the sales manager the director of sales the owner whoever is leading the new higher onboarding and management process it is really easy to drop the ball on all these miscellaneous details that need to happen to ensure the success of the candidate and if you can imagine a one-page or two-page document that listed out everything that needed to happen administratively and from a training perspective day by day leading through the end of the training program and if you can imagine being the leader tracking with the rep well all you're doing is saying hey day one did you get the pre-administrative items oh you're missing this this and this let's make sure to get that done today on Monday you have these five things that we need to complete so I'm going to be helping you with these two that's going to be live training and these are the three downtime things that you need to complete to ensure we're on track for Monday leading into day two tomorrow Tuesday which is going to be a list of seven things that need to be completed right there can be a lot of information miscellaneous items that happen in the new higher training experience that are actually the things that need to happen to ensure the success of the rep and this checklist allows the rep to stay organized and to understand what they need to complete and this checklist also allows the leader not to drop the ball in the new higher onboarding process which is really easy to do what happens if there's six things that need to happen before Monday and four things that need to happen on Monday and six on Tuesday and seven on Wednesday and three on Thursday and five on Friday to ensure that rep has everything that they need well you know that's really easy to drop the ball as the leader and so the leaders literally on track with the new hire the rep and making sure okay end of day we got everything done on Monday great oh we missed this one let's make sure that we catch up tonight or tomorrow morning okay Tuesday we got all these things done great we're on track Wednesday great we're on track and you're not dropping the ball and this is even more important when you're hiring volume like a lot of our clients when we bring on clients maybe they have like a 33 retention rate or a 25 retention rate whatever it is and let's pretend that it's 33 which means you have to hire three people ticket one to stick and up to quota but let's say that the company's goals based on their you know Revenue that they want to accomplish requires them to retain five reps well if I'm retaining one out of three and I want five reps to hit my goals well that means that I need to onboard 15 people to retain five and hit my Revenue goals well in that case a lot of the times clients they're like how do we get to these revenue and retention goals as soon as possible well that requires you to have systems to onboard volume well let's say that I create systems to literally onboard three people at a time every two weeks or whatever it is to ensure every two weeks I'm retaining one rep leading up to quota well in that case versus just hiring one rep it's even easier to drop the ball as the sales leader when I'm hiring three because if there's these 27 things that need to happen within the first week on the checklist and I have three people well imagine if you didn't have that organization together you're even more likely to drop the ball with the majority of those people which is killing your success with your new hires and so ultimately the new hired checklist allows you to not miss anything allows the rep to know if they're on track at the the beginning phases of the training program it allows the leader to stay organized and not drop the ball which the marketplace your candidates deserve they deserve an organized process where they get everything that they need and that just ultimately increases your retention rates which is obviously the goal when you're hiring sales people so I would create a one-page document list out everything you know that comes to mind from the time that they sign their agreement leading up to the end of your training program and try to Benchmark that pre you know start date and then Monday through Friday for however long it's necessary and get those things organized to ensure you improve your next new higher onboarding class so hopefully you found value hopefully this made sense if you liked the video like drop a comment and subscribe and we'll look forward to next week's video thank you [Music]