When you need to hire an inside sales agent (ISA), or really any sales person, it can be difficult to know where to start. Nowadays there are tons of online resources for finding candidates, but you still have a process in place, know which questions to ask, know what to look for in a good candidate, know how to conduct interviews, and the list goes on.
In a previous article of mine I discuss the correct structure of the ISA hiring process and how best to evaluate someone BEFORE you hire them as an inside sales agent for your real estate team. In that article, I touched on how the hiring process should be: performance, interview, hire, train.
In other words, the first step in the new hire process should be testing whether or not this person is actually capable of the job you need done. Learn that before you invest tons of time and effort in an interview.
In any industry and every business, sales people are the foundation of profit and success. And make no mistake, inside sales agents need to be top notch sales people. Although the most important skill for a potential ISA hire to have is to be able to speak well on the phone and have meaningful and productive sales conversations, I would argue that equally as important in an inside sales candidate is teachability and the drive to learn and improve.
You want at least some base phone and sales skills, but what you also want is a past history of tangible value creation. I would say don’t get caught up on whether or not the candidate has tons of real estate experience—you want them to prove to you that they know what it means to create value for a business, that they’ve created value in the past, and that they are motivated to create value for you.
Now, it’s easy to say all that. But how do you actually determine those things throughout the hiring and interview process?
Here are some tips of things to look for when hiring an inside sales agent for your real estate company.
Ever wonder why 9 out 10 new agents FAIL? Hint: it’s *not* lack of training, hard work, or any of common excuses.
This new training shows you why.
Plus, you’ll learn how to make money as an agent while you SLEEP.
When hiring an inside sales agent, if you come across a candidate who is both good on the phone in your initial evaluation and then demonstrates a few or all of the above tips, they are definitely a candidate worth considering for the ISA position.
Just remember, each part of the hiring process should be framed within a context of creating value. You need them to bring more money in to your real estate business then you pay them, it’s as simple as that. And they should show that they know that too.