So, you\u2019ve decided you want to hire your own team of Sales Development Representatives (SDRs) for your scale-up but don\u2019t know where to start. That\u2019s fair enough because it\u2019s not that easy. You can\u2019t just put out a recruitment ad and expect everyone who applies to be a real winner. What you can do though is maximise your chances of having the right kind of people apply. The first thing you need to consider therefore is what you want your SDR to be doing. You see there\u2019s not just one kind of SDR. If you want them to take a multi-pronged prospecting approach then that\u2019s who you need to be speaking to. You don\u2019t want to be attracting people who only do one type of prospecting. Also, another difference between SDRs is there are those who only want to work as an SDR for a year or two before looking for a promotion to a Business Development Manager role and those who have realised that they like being an SRD, they\u2019re good at it, so why not try to make a career of it? <\/p>\n\n\n\n
So, this means that when you get round to writing your recruitment ad, you\u2019ll know exactly who you\u2019re targeting. That\u2019s really important too because you will not only want to attract good candidates, but your ad must also actively discourage the wrong type of people from applying. You can do this in your ad by doing such as not asking for a cover letter \u2013 good candidates will apply with one anyway. You can also eliminate certain types of candidate by being very honest. If the job requires a minimum number, put it in the ad. It will help to eliminate some people. <\/p>\n\n\n\n
By now, the CVs should have come in and you have to evaluate who you\u2019re going to call for interview. If you can create a checklist from your recruitment requirements and cross reference it with the application, this should be a relatively easy task. You can\u2019t do that with the interview though and you will have to do your homework. To conduct an effective interview you may want take notes on the candidates CV and have it to hand for reference, you\u2019ll also want to prepare your questions in advance and check the candidate\u2019s answers with what they wrote in their application. After that, give the candidate a score based on a metric you\u2019ve decided on beforehand and see if it\u2019s enough to get them to the second round. Continue this process until there\u2019s only one person left. <\/p>\n\n\n\n