Streamline the opportunity sales process in Onboarding forms

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in this video I'm going to show you two strategies that will help cut down the learning curve for your new sales reps and the new higher onboarding process let's go [Music] hey guys it's Ryan Holman founder of sales recruiting University back with another weekly video SRU is a 44 person company and growing we recruit well over a thousand commission-based sales reps every single month and growing on track for 15 000 this year and we help our clients with things like obviously recruiting onboarding training Management systems and more and again today what we're talking about is two strategies that we've been working on internally within our sales team and our clients for several months that is cutting down the learning curve for new sales reps in the onboarding process by 25 and sometimes up to 50 percent which is huge let's pretend it's 50 and you have a 30 or 60 day learning curve to ramp up into quota for your sales opportunity and now that 60 days goes down to 30. obviously that would be a huge thing it's a huge thing for the sales leaders because that means less of a Time investment less difficult to get the Reps ramped up and a better job experience for the new hires because they're collapsing their income and scaling up to quota or whatever you call it by 25 to 50 less so this is going to benefit your onboarding process in the ramp up period for your new hires in a massive way and that's the goal of this videos for you to implement this regardless of your sales model your opportunity whether it's a entry level appointment setting role a senior level sales role a closer role an in-home sales role a B2B roller remote roll it doesn't matter the sales model this is going to be applicable to all of you and what we're calling this right now is call recording homework so to give you a couple examples we have an SDR role and a closer role within our internal sales team in our SDR role when they come on board now they go through 15 call recordings okay three call recordings per day Monday through Friday that's 15 call recordings and after each call recording they actually email leadership with what they've learned on that call so 15 times in the first week for the Setters they listen to 15 recorded calls by the way these are calls that were appointments that were set that turned into closes for closers so we know those calls that were set are the ideal type of calls because they turned into Revenue but the new Setters are the sdrs we call them sdrs within our team they go through these 15 call recordings and provide feedback around what they learn to their leader and what it does is it allows the leader to offset some of the time investment into the new hire training and also see if the rep is actually committed to doing their part so as an example if we laid out hey 15 call recordings three per day for your first five days Monday Tuesday Wednesday Thursday Friday and the new hire totally just skips Monday that's our red flag that they're not really bought in and they're probably going to be cycling out if they commit to it on time and their call feedback or their homework is in detail and they have 5 to 10 15 things listed out for each call that is showing them that they're learning a lot from each call that's a really good sign and also what it's doing is it's offsetting some of the learning curve around our specific sales process and this is huge because there's all these nuances that happen within your sales process which at times is kind of the harder thing to learn within a sales model and offsetting this is homework for your new hires collapses that timeline now for the SDR side in our company the calls are short they're like 10 to 15 minutes which is why we have the new hires do three per day on The Closer side they go through a similar process but just less calls we actually have them do 10. those calls are more like 45 sometimes up to 60 Minutes as quick as 30 minutes but we have 10 call record earnings when we hire closer in their first week they're going to go through two per day Monday through Friday that's the 10 call recordings they're going to provide the feedback what they learned and that shows us that hey they're committed to doing their part they're learning on their downtime on top of the other strategies that we have within our onboarding process and they're sticking to the plan and they're getting their learning curve collapsed down because they're doing that on their downtime and this is something really simple that everybody can Implement all you have to do is go out there and get the call recordings or the pitch recordings easy to do in a call center or remote environment because you can implement the sales Tech if you don't have that to record calls and maybe not as easy to do it in an outside sales environment so you have to be a little bit more strategic with that but your goal should be to get 10 to 15 call recordings that ideally turned into closes so you can Implement that into your onboarding process and it doesn't have to be just like I explained to you if you had hypothetically 20 call recordings and you wanted them to do that over four weeks one per day Monday through Friday for the first four weeks that's cool too at a high level what you're trying to understand is that this is going to cut down the learning curve by 25 most likely compared to whatever you're doing today which is a beneficial thing for both you and the new hire and again what's so cool about this is you get to see many things happening you get to see if they're committed to what they've been told to do you get to see how engaged they are you get to see how much they're trying in the process so as an example if a new hire did their call recording homework and all they put was something like it was a great call I learned a lot obviously they're not clear what needs to happen they're maybe not that bright they're not learning what they need to or maybe they're being kind of lazy call homework feedback should look something like this we'll put this up on the screen but good energy to open the call got Prospect to engage with the joke pre-frame purpose of the call clarified what the prospects business does outline what SRU does that's our company confirm the prospect understands and asked about specific goals positive comment about the prospects business model verified parent Revenue ask for permission to schedule a call with the senior advisor of verified day and time two times handled objection and kept the appointment so that specifically was Larry Allen he's a new hire a new closer on our team yesterday was Tuesday and that was his fourth call recording homework right he did two on Monday two yesterday he's going to do two today which is Wednesday 10 in his first week and so that's the kind of feedback that you want to see and what that allows me in our DP to understand within our Leadership Model is hey this person's committed to it they're learning a lot they're learning the right things and we maybe get to follow up with coaching opportunity as well so you get it that's the first strategy call recording homework you guys will love that regardless of your sales model the second strategy which can start to eliminate more of the learning curve for the deal hire is the leader if you have the time to do it providing call feedback and so as an example for that closer role Larry he's doing 10 call recording homeworks in his first week again two day Monday through Friday next week he's actually going to start taking calls and then Monday through Friday for the following two weeks for us that's week two and three we're going to review and prep fight feedback on one call per day and so he's going to email us at the end of the day with his favorite call we're going to listen to that and provide coaching and feedback around that and we'll provide that feedback either in a loom video which is just a recording software where we'll have our bullet list that we've kind of you know the things that stuck out on the call for us it will verbally just talk through the things that we learned and the two to three things that they probably need to focus on the most or that call review based on the time availability that you have as a leader that can be done on a call as well but the point is is we have call recording homework at the beginning during that learning curve and ideally the cherry on top if you're able to invest the time as a leader and I understand not all of you are is listening and providing feedback on their first like five to ten days of calls or pitches or whatever your sales model to provide them coaching these two things together will literally cut down the learning curve for new hires by 25 and up to 50 that second strategy again if you're a smaller business owner if you're a solo business owner and you got you know 60 plus hour work weeks you may not have time to do the call recordings and that will have to be delegated to a leader eventually but you can do a lot with the call recording homework so hopefully this makes sense hopefully you implement this and it immediately impacts your onboarding process for your new hires and we'll look forward to next week's video thank you foreign [Music]