In any kind of business, hiring the right person for the job is a crucial activity. This is what makes all the difference in the success or failure of your company. That is also the main concern for those involved in B2B appointment setting campaigns.
You see, the risk of hiring the wrong man is a real problem. It can cost your company a big deal in terms of lost sales leads, not to mention the loss of good will and rapport, in case your new hire is not that good in public relations. Now, just imagine if the job vacancy is in the telemarketing department. Just think of the mess that it would create for you to fix.
Mind you, that does not come cheap. In that case, why not do it right the first time? If you just know how to do it, then you will be in the right path.
- Take it slow – you know, the hiring process should never be rushed. Sure, you know that upper management has their demands, and that they set deadlines, but you need to wait a little bit more, in case the right candidate comes up. Waiting for resumes to come in takes time, and that is something you can never rush.
- Consider hiringas a sieve– in order for you to hire the right people for B2B appointment setting services, you need to basically weed out the worst from the best candidates. Basically, you can only do that if you have a lot of candidates, which means you keep contacting as many candidates as you want. And if you put the right rules and processes in place, like interviews or special instructions, you can truly get the best ones.
- Have checkpoints – for longer hiring processes, it would be sensible to set up check points. This will allow you to screen out applicants based on specific skills or knowledge that your company may need. Also, this gives you more time to decide on who you should really hire to get your B2B leads.
- Give out correct tests – this is one portion of the hiring process that is so important, but one that usually creates a lot of misunderstanding on the part of your hiring team. You see, test scores can only do so much, especially if what you give them is just a generic type of test. Maybe you need to conduct more exams, or probably more interviews to really bring out a candidate’s skill.
- Ask your team – after you have evaluated the values, methods and skills of your candidates, and seeing them as acceptable in your eyes, try asking your own team, hear what they say. They might be able to give you additional input about their skills, or provide you a perspective that is different from what you initially thought of.
Yes, hiring more people for your lead generation campaign is a necessity. All it takes is for you to take a concrete effort to choose your people properly.
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