Month: March 2023

SaaS Sales Hiring for Beginners: How to Build a Winning Team From the Ground Up

Posted on by hiredna

Besides having an amazing product, SaaS sales hiring is arguably the most critical part of building a successful business. It’s also one of the most daunting, with Bersin Research, reporting that 75% of companies struggle with SaaS sales hiring.

Even for established companies with deep pockets and a dedicated recruiting team, it can be tricky. But if you’re a new startup just getting your bearings, it can be truly intimidating.

For this post, I’m going to lay down a simple template you can follow to build a winning SaaS sales team from the ground up so you’ll know which specific areas to address and assemble a team of true rockstars. Let’s get right into it.

Figure Out What Type of Culture You Want

It may sound a little cliche, but I believe that building a great SaaS sales team starts with first setting a firm foundation. And perhaps the most integral part of establishing a foundation is deciding what you want your culture to be like.

Why?

Because your culture will set the tone on how you approach sales hiring, what type of salespeople you want, what skills and characteristics you want them to have, and so on. Without a clearly defined culture, you’re almost guaranteed to lack direction, which will throw off every subsequent step in the formula.

So I recommend taking the time to crystallize exactly what type of culture you want. It will likely evolve over time, but having a clear initial snapshot should help you get started out on the right foot. For guidance on this, check out this Forbes article.

Create an Ideal Candidate Profile

Once you have a grasp on the company culture you’re going for, you’ll want to use that to create an ideal candidate profile. This can include industry experience, hard skills, soft skills, talent needs, working style, and so on. The more specific you get, the more likely you’ll be to find winning candidates that will thrive in your sales environment.

A tool you can use to streamline this process is HireDNA, which will help you build an ideal candidate from scratch.

With it, you can pinpoint exactly what you’re looking for in a SaaS salesperson, leaving no stone unturned, which brings us to our next step.

Use Data-Driven Sourcing, Assessments, and Screening

SaaS recruiting has advanced dramatically in recent years. Rather than relying on “old school” tactics for sourcing, assessing, and screening candidates, you can now leverage cutting-edge technology and concrete data that simply wasn’t possible in the past.

With HireDNA, for example, you can tap into a national network of hundreds of thousands of SaaS salespeople — both active and passive candidates — to find relevant professionals based on your ideal candidate profile.

For assessment, HireDNA uses a data-driven evaluation, looking at key factors like the role, your culture, required experiences, and unique selling skills. Each candidate receives a score in each category, and those with a match score of 75% or higher qualify for the position.

And for screening, HireDNA uses a sophisticated science-based skills assessment that tests 21 core selling competencies, such as the will to sell, motivation, and responsibility.

That way, every candidate in your talent pool is thoroughly vetted, and you can narrow it down to the absolute cream of the crop. From there, it’s just a matter of interviewing the list of candidates you’ve shortlisted and choosing those that best match your culture and ideal candidate profile.

Set Your Sales Reps Up for Success

Up until this point, I’ve talked about the steps leading up to the pre-hire moment. But for the rest of the post, I’ll focus on everything post-hire, starting with equipping your salespeople with what they need to succeed.

This typically begins with robust onboarding, which is something I’ve covered extensively in this post. Some essentials of SaaS onboarding include:

  • Offering new reps an end-all-be-all orientation resource to quickly get them up to speed
  • Formally training them on the software they’ll be selling
  • Educating them on buyer personas
  • Educating them on your UVP and competitor strengths and weaknesses

Another big piece of the puzzle is providing salespeople with proper mentorship and coaching, especially during the initial stages. This should ensure they have the built-in support system needed to “get in the groove” with minimal friction. Not to mention, it’s an effective way to reduce turnover.

Also, simply making it a point to consistently check in with SaaS salespeople to see how they’re doing and if they’re comfortable can go a long way.

Objectively Assess Performance with Analytics

Finally, you’ll want to identify a list of core metrics that most essential to success and stay on top of them with analytics. You don’t need to go crazy with it and measure every single metric, per se, but you should analyze those that are critical to your bottom line like maximizing revenue, increasing efficiency, and fueling growth.

Some examples include:

  • The number of qualified prospects a rep reaches out to
  • Conversion rate
  • Length of the sales cycle
  • Gross revenue
  • Long-term sales growth

You can find a list of the best SaaS sales analytics platforms here.

Winning with Your SaaS Sales Hiring

The fact that three-quarters of companies struggle with SaaS sales hiring speaks to the inherent difficulty of the process, especially for beginners. But by following a proven template that checks all the key boxes, you’ll know how to systematically approach the process and assemble a team of professionals that will position your business for success.

To learn more about how HireDNA can help with SaaS candidate sourcing, assessments, screening, and more, schedule a demo today. Companies that use HireDNA are able to cut their hiring time in half and eliminate 96% of hiring mistakes.

The Surefire Way to Create an Elite SaaS Sales Culture

Posted on by Nick Mann

Let’s be honest. The word “culture” has basically become a buzzword and, in many ways, is now diluted. But despite its slightly annoying ubiquity, having a strong SaaS sales culture is nevertheless highly important.

Why? Because it helps attract better reps, reduces turnover, increases synergy, and generally makes your company a better place to work. In turn, this makes your business more competitive, more profitable, and sets the stage for long-term growth.

While numerous factors contribute to an elite SaaS sales culture, here’s what you should focus on above all else.

Use a SaaS Sales Recruiting Platform to Find Top Talent

In my opinion, the first step of building a great culture starts from the top by not just finding next-level talent but finding next-level talent that’s compatible with your company. These days, a one-size-fits-all approach simply won’t cut it, and you only want to recruit candidates that check all the right boxes. This means choosing candidates based on obvious factors like knowledge, experience, and selling abilities, as well as more subtle factors like thriving in your unique selling environment and being a great cultural fit.

If you can do this effectively, you should make significantly fewer bad hires and lower turnover, which will naturally strengthen your culture.

A proven way to find top talent is by using a SaaS sales recruiting platform like HireDNA. It takes a scientific, data-driven approach where you first create an ideal candidate profile.

Based on this information, HireDNA sources top talent via a national network of active and passive candidates.

From there, candidates are screened…

…and the best ones are then given a sales skills assessment.

Then it’s just a matter of making your choice while having quantifiable data at your fingertips.

SaaS companies that use HireDNA are able to eliminate 96% of wrong hires and lower turnover by a staggering 50%. You can learn more about HireDNA’s recruiting process here.

Build a Framework That Promotes Collaboration and Communication

One of the quickest ways for a culture to turn toxic is to have reps silo information and “go rogue” where each person works individually instead of as a team. While independence is fine and should be encouraged to some extent, it’s important to create an environment where there’s strong collaboration and communication. And this won’t necessarily happen on its own.

As a leader, you’ll want to intentionally build a framework that facilitates this type of teamwork. A good example would be using Slack to create a centralized digital space where your reps can interact, share information, offer tips, and so on.

Besides that, it eliminates much of the back-and-forthing that comes from using email and is perfect for building rapport.

Encourage Friendly Competition

Another critical component of establishing a winning SaaS sales culture is creating an environment that’s conducive to friendly competition. Notice the key word here is “friendly” — not cutthroat where reps try to steal each other’s leads and outdo each other to the point that it becomes toxic.

Ideally, there will be an atmosphere where your sales team gets along and “has each other’s backs” but also has a healthy competitive spirit where everyone consistently does their best. But how do you achieve that?

Here are some ideas:

  • Offer incentives for top performers
  • Hold contests
  • Encourage reps to keep reaching new personal bests and beat their old records
  • Give kudos for achievements

Let Reps Be Themselves

Each salesperson has their own unique strengths and brings something of distinct value to the table. The last thing you want to do as a leader is to suppress that and try to put them into a box. Rather, you want to let each rep tap into their specific skillset and personality so they can fully leverage it and extract their full potential.

This, admittedly, is often easier said than done, and you want to obviously have some type of structure in place rather than letting reps “run wild.” But there are two specific things you can do that will help reps be themselves.

One is to avoid micromanaging and take a step back if you find yourself “hovering.” I think this quote from The Harvard Business Review sums it up perfectly. “Recognize that your way is not the only way, or even necessarily, the best way.” Adopting this mindset should help you avoid this common issue among many leaders.

The other strategy is to give your salespeople more freedom, which can include:

  • Letting them work from where they’re the most productive (e.g. home vs. in the office)
  • Giving them some wiggle room during sales presentations rather than following a detailed script
  • Offer support without telling them what to do

Promote Ongoing Learning

The final piece of the puzzle of building an amazing culture is making learning a habit. Here’s what Forbes has to say about it.

“One characteristic that routinely sets top-performing reps apart is their habit of always staying open to ongoing training, coaching, and development. When we surveyed more than 150 senior sales leaders, top performers earned an average score of 7.5 in this category versus 5.9 for the rest of the reps.”

Whether it’s giving them free access to innovative sales courses and lectures, having them participate in sales programs, or simply sending a team-wide email featuring an interesting YouTube video to help hone their craft, creating this type of atmosphere can do wonders for your culture.

Setting Your Team Up for Success

Given that SaaS sales culture trickles down into virtually every other area of your business, it’s something that demands top priority. While finding success will look a little different for each company, the strategies listed here address the key areas you’ll need to create the perfect environment.

And if you’d like to learn more about HireDNA and see it in action, be sure to schedule your free demo today.

Why Companies That Use a Sales Assessment Have Reps That Are 24% More Likely to Exceed Performance Goals

Posted on by hiredna

When it comes to sales candidates, what you see isn’t always what you get. One study found that nearly four out of five sales resumes are misleading, and up to 46% contain straight-up lies! This isn’t to say all sales candidates are deliberately trying to be deceptive. But the fact of the matter is that you simply can’t take everything at face value. That’s where a sales assessment comes in.

Though not a magic bullet, there’s a solid body of evidence that shows effectively using a sales assessment can have a dramatic impact on recruiting, with companies that use it having a noticeable advantage over those that don’t. Allow me to explain.

Some Eye-Opening Stats

Most sales recruiters acknowledge that sales assessments have some type of impact on recruiting. But many don’t realize the extent of the impact. So let’s quantify.

One of the most telling studies comes from Aberdeen Group, which found “organizations that use pre-hire assessments are 24% more likely to have employees who exceed performance goals.” That alone I found to be highly impressive and, right off the bat, it shows the correlation between evaluating the skills a potential candidate claims and making smart hiring decisions.

But that’s not all.

Additional research found that “hiring managers who utilize pre-employment assessments report 36% more satisfaction with their final decision than those who don’t.”

So not only are salespeople who are hired after completing a sales assessment far more likely to thrive, hiring managers are far more likely to be satisfied with their decision.

Why is a Sales Assessment So Beneficial?

Again, a sales assessment isn’t a cure-all, and there’s no guarantee that by using one you’ll find the perfect salesperson 100% of the time. But there’s no denying that it can be an immensely helpful tool. I think Aberdeen Group summarizes it well with this quote.

“While this technology might not predict every facet of an employee’s tenure with a company, it certainly is an improvement over making hiring decisions based on interviews, references, resumes, and/or gut feel — together or separately.” By objectively evaluating a sales candidate’s knowledge and skills, you can approach recruiting much more confidently than in the past. And the odds of the person you hire working out long-term are much higher.

But what are some specific reasons why companies that use a sales assessment have reps that are much more likely to exceed their performance goals? Here are three of the biggest.

You Can Verify a Sales Candidate’s Claims

Perhaps the most obvious benefit is that this tool gives you a means of “fact-checking” a sales candidate to ensure they truly possess the skills they claim to have on their resume. Going back to the data in the intro, the majority of resumes are misleading, and, unfortunately, close to half contain some type of lie. So you shouldn’t assume that every candidate you encounter is as good as they say they are.

But with a sales assessment, you can see exactly what they bring to the table. And because all candidates answer the same questions and perform the same tasks in their assessment, you can accurately compare each one side-by-side to see who’s the best fit for your company.

You Can Get a Feel for a Sales Candidate’s Personality

Besides finding someone with the right hard skills, it’s also important to take soft skills like communication, problem-solving, and organization into account. While you can get a general sense of a candidate’s personality through interactions and interviewing, this doesn’t always tell the whole story.

Another big advantage of a sales assessment is that it goes beyond traditional interviewing where you can ask questions to gauge their personality and see how good of a match they would be for the specific role and your overall company culture.

You Can Eliminate Bias

One reason why some sales recruiters make the wrong hire is that they “fall in love” with a particular candidate, even if they’re not the optimal choice. Say, for example, a candidate is incredibly charismatic, shares the same interest, and went to your same college. There’s a good chance you would be compelled to hire them over another candidate that didn’t check these boxes even if they’re not objectively the better fit.

At the end of the day, human bias is always a factor and can easily cloud a recruiter’s judgment. The great thing about a sales assessment is that it eliminates bias so each candidate can be evaluated objectively.

Sales Assessment Tools to Use

At this point, I think we can agree that, when used correctly, a sales assessment can be a huge asset. But what specific tool should you use?

One that many sales recruiters have success with is HireDNA, which offers the industry’s number one skills assessment solution. Here’s an overview of what HireDNA has to offer.

With it, you can assess core selling competencies like lead hunting, the ability to reach decision-makers, relationship-building, and more.

You can also measure “sales DNA competencies,” such as being able to control emotions, comfortably discuss money, and handle rejection, as well as development traits like the will to sell and coachability.

Aftering setting up your ideal candidate profile, you can use HireDNA to filter and screen candidates 10x faster, and recruiters that use it are able to eliminate 96% of hiring mistakes. You can get a full overview of HireDNA and learn more about it here.

Wrapping Up

Sales recruiting isn’t something you want to leave to chance. Fortunately, technology like a sales assessment has created a framework that allows you to evaluate potential candidates from all angles while eliminating many of the inefficiencies that recruiters had to deal with in the past. With a clear correlation between using a sales assessment and reps exceeding their goals, it’s definitely a technology worth implementing if you haven’t done so already.

Ready to take the next step? Schedule a live HireDNA demo today.