So the key thing to do is see how they sound on the phone. This means listening to them on voicemail, doing role plays, and having the candidate make actual calls and see how they do. If they can successfully make calls and they sound good on the phone, then you know that they are a very good potential candidate. Testing in this way before you make the hire will cut down on wasted time, money and tears.
Set Clear Expectations for Your ISAs
Next, it is essential that you clearly set out your 30/60/90 day expectations for your ISA in their role. That way, if they turn out not to be right for the job you will know MUCH sooner than waiting the 6 months it typically takes for them to ramp up. This means tracking things like number of dials made, number of contacts made, contact to appointment ratio, number of appointments set vs. appointments converted—and having benchmarks for where the ISA should be with each of them at each time mark.
Use a Lead Conversion Training Program
So once you evaluate, hire, and lay out a benchmark plan for your ISA, now you have to effectively train them. And since you are busy running your business, the best way to train them is to use an awesome lead conversion training program. This will keep you out of the trenches using time you don’t have, and take the burden of making sure your inside sales team is getting consistent, uniform training.
With a training like Smart Inside Sales’ Conversion University (excuse the shameless plug), you can be sure that your ISAs are learning much more than scripts. They will master overcoming objections and learn how to have enjoyable, successful sales calls.