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Inside sales recruitment

Inside Sales Recruiters

Inside sales recruiting has changed. Inside sales reps (BDRs, SDRs, AEs) strongly prefer to work remotely and are commanding higher salaries.

We have found that almost 75% of all inside sales candidates now prefer to work remotely and some will not even consider roles not offering this option.

The effect this has on a company is in increase of hiring costs and an inside sales recruitment cycle that runs at least as twice as long for organizations not offering a remote option.

Additional Inside Sales Recruiting Insights

Inside sales professionals now strongly prefer to have a flexible schedule. Flex hours provide the freedom factor and a quality of life that so many in today’s workforce are seeking. Paid time off is a benefit that ranks high on the list of considerations for job applicants.

Who is running inside sales recruitment campaigns?

The technology sector is just one of many that are conducting inside sales recruiting campaigns to build their team. We see a wide spectrum of companies building new and adding to their existing teams including:

  • Medical
  • Manufacturing
  • Media
  • Education
  • Engineering
  • Finance

Common Inside Sales Recruiter Questions

When wearing an inside sales recruiter hat here are some helpful questions to ask:

  • How many outbound B2B calls did you make each day?
  • What was your average revenue per sale?
  • How long is your sales cycle?
  • What was your close ratio?
  • How were you compensated?
  • What are you looking for in a new job?

As the world’s leading inside sales recruiting firm, we believe the best question a hiring manager can ask is “Can they do the job?”

When you are recruiting an inside sales team, your model will determine the skill set needed.

Inside sales models have evolved. Some organizations use the channel to set meetings for outside and inside sales reps. Other models include an inbound component. Using a full-sales cycles is also a common practice for many companies. When you are building a team or hiring just one person the inside sales recruiting process need to favor in the model structure and skill set required.

Inside Sales Recruiters: How they do what they do.

An inside sales recruiter will first determine what the client needs as it relates to the existing or planned inside sales model. He/she will ascertain the compensation structure, competition, start date, benefits plan, company culture, skill set required and intangible factors.

The inside sale recruiter will then configure and deploy an inside sales recruitment campaign that includes posting ads on job broads, looking at existing candidates in a database, and contacting potential inside sales candidates on LinkedIn.

Inside sales recruiting is not for the feint of heart. It involves a lot of work that is less than glamorous. An inside sales recruiter will be able to distinguish who has the right skill set and aptitude for the role that needs to be filled.

As companies continue to adapt and integrate remote selling models the role of the inside sales recruiter and their ability to deploy an effective inside sales recruitment initiative will become and remain a critical function in today’s economic environment.