- 13 Sales Tips To Help You Survive In The Payroll Service Industry
- 5 Tips To Help You Write A Money-Making e-Mail Campaign
- 7 Reasons Why Your e-Mail Campaigns Aren't Working At Your Payroll Service
- 6 Tips For Hiring A Payroll Salesperson
- 6 Steps To Developing An E-mail Marketing Strategy For A Payroll Service Bureau
- June 2019 (1)
- April 2018 (1)
- July 2017 (2)
- June 2017 (1)
- November 2016 (1)
- August 2016 (1)
- February 2016 (1)
- August 2015 (1)
- July 2015 (1)
- May 2015 (1)
- April 2015 (6)
- February 2015 (2)
- December 2014 (2)
- October 2014 (5)
- November 2013 (1)
- October 2013 (1)
- September 2013 (1)
- August 2013 (2)
- July 2013 (1)
- June 2013 (1)
- January 2013 (9)
- December 2012 (3)
- November 2012 (4)
- May 2012 (1)
- October 2011 (2)
- September 2011 (3)
- August 2011 (3)
- July 2011 (3)
- June 2011 (2)
Thursday, August 20 2015
Hiring A Payroll Salesperson?
When you consider 50% to 66% of all payroll salespeople quit or are fired in their first 3- to 9-months of employment, an independent payroll service needs to ensure they are hiring the right person. But more importantly, have a formal onboarding process.
This is especially important when you consider the following costs for a new hire:
This One Payroll Service Lost $200,000 With 5 Bad Hires.
8 Tips To Help Avoid A Poor Hiring Decision.
Tip #1: Don’t Rush Things - While you may want a salesperson on your staff, keep in mind the cost of hiring the wrong person; therefore, take a careful look at your interviewing, reference checking and onboarding process.
Tip #2: Pay A Bounty - Go to your staff, database of contacts and vendors and say, “I will pay you $5,000 in cash if you can help me recruit a successful salesperson to my company.” What you need to do next is hand this person a one-page overview of what you are looking for and how the $5,000 in cash is paid. By the way, you will only pay the $5,000 if the salesperson produces $X in revenue in their first 12-months of employment.
Tip #3: Check References - References are the best chance you have at gauging whether someone can perform a sales job at your company. By the way, don’t think for one minute that this salesperson will have the same success at your company as they did at their previous employer; especially if they are coming from another payroll service.
Tip #4: Ask Past Employers This Question - “If you had the chance, would you hire <first name> again?” Their response, or lack of a response, will be eye opening to you.
Tip #5: Look Deep Into Your Rolodex, LinkedIn Contacts And Vendors - When you have an open sales position, reach out to your contacts to see if they know of anyone (or maybe themselves) who might be interested in a sales position at your company.
Tip #6: Test Them On The Computer - The days of not being computer savvy are pretty much over for a salesperson. Because of this, test every candidate on their ability to use a CRM program and Outlook BEFORE you hire them.
Tip #7: Don’t Hire Salespeople Who Will Work From Home - If you can avoid it, hire a salesperson that is within a reasonable driving distance from your office. I have seen more salespeople fail who work from home - especially when a payroll service doesn’t have a formal onboarding process and a dedicated sales manager.
Tip #8: Develop A Formal Onboarding Process - BEFORE you even consider hiring your next salesperson, heed this sage advice: Make sure you have a formal onboarding process (sales training manual, sales tracking reports, databases, sales scripts, etc.) before you hire another salesperson.
Executive Summary: When you want to hire a salesperson, here are some additional suggestions:
Bottom line: Hiring, as with any other aspect of business, isn't something you want to do without a lot of thought and preparation. Period.
About The Author
© Drip Marketing, Inc. All right reserved. No portion of this publication can be reprinted or used without the express written permission of Drip Marketing, Inc.