By MaryBeth Carroll, Carroll Consulting Group.
Here's a step-by-step guide to help you find and integrate the perfect candidate:
Define the role: Clearly outline the responsibilities, expectations and qualifications for the roofing salesperson role. This will help you attract candidates who align with your company's needs.
Create a compelling job description: Craft a job description that highlights the unique aspects of your roofing company, the benefits of the role and the potential for growth. Be specific about required skills, experience and any certifications.
Utilize various recruitment channels: Advertise the job opening on your company website, social media platforms, relevant job boards and industry-specific websites. Additionally, consider tapping into your professional network and asking for referrals.
Conduct thorough interviews: Screen candidates through phone or video interviews to assess their communication skills, industry knowledge and enthusiasm for the role. Ask behavioral questions to gauge their problem-solving abilities and customer-oriented mindset.
Technical assessment: Provide a roofing-related scenario or case study and ask candidates to demonstrate how they would approach it. This will help you assess their technical understanding of roofing solutions and problem-solving skills.
Check references: Contact their previous employers or colleagues to verify their performance, work ethics and compatibility with team dynamics.
Welcome package: Prepare an informative welcome package that includes company background, values, mission and an overview of the roofing industry. This will help the new salesperson understand your company's culture and vision.
Buddy system: Team your new salesperson with someone in the organization outside of sales that lives your culture and understands the company vision. This person will help the new hire navigate their new role and responsibilities. They will also have someone to go to when they have a question about the company processes or any other issue they may have about your company.
Mentorship: Assign an experienced sales team member as a mentor to guide the new salesperson during the initial weeks of your sales process. This will facilitate faster integration into how your company sells roofing. It will also let them see how a successful salesperson operates.
Training plan: Develop a comprehensive training program that covers product knowledge, roofing materials, installation processes, industry regulations and effective sales techniques. Provide resources such as manuals, videos and online courses.
Client shadowing: Allow the new salesperson to shadow experienced colleagues (PM, estimators and sales people) during client meetings and site visits. This hands-on experience will help them understand real-world scenarios and customer interactions.
Role-playing exercises: Conduct role-playing exercises where the new salesperson can practice various sales scenarios, objection handling and negotiation techniques. Provide constructive feedback to enhance their skills.
Set clear goals and expectations: Define achievable sales targets, expectations and key performance indicators (KPIs). Regularly review progress and provide guidance to ensure the salesperson is on track.
Continued learning: Encourage ongoing professional development by offering access to industry conferences, workshops and additional training resources. This will keep the salesperson updated on industry trends and innovations.
Open communication: Maintain open lines of communication with the new salesperson. Schedule regular check-ins to discuss their progress, address concerns and provide feedback.
Team integration: Organize team-building activities, lunches or meetings to foster a sense of belonging and collaboration among team members.
By following these steps, you can increase the likelihood of recruiting and successfully onboarding the right roofing salesperson who will contribute to your company's growth and success.
Next – Part 3, how to make your sales team successful.
If you would like to learn more about transitioning your business, please reach out to the Carroll Consulting Group.
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