Sales rep policy and procedures
I. Recruitment and Onboarding
- Identify key responsibilities and duties.
- Outline necessary skills and qualifications.
- Include company culture and values.
- Specify performance expectations and metrics.
- Define each step from job posting to hiring.
- Involve relevant stakeholders in the process.
- Set timelines for each recruitment phase.
- Ensure a consistent candidate experience.
- Obtain consent from candidates for checks.
- Verify employment history and qualifications.
- Contact references for insights on candidates.
- Document findings and address any discrepancies.
- Develop training modules relevant to sales roles.
- Include company policies and product information.
- Utilize various formats (videos, manuals, workshops).
- Ensure materials are easily accessible.
- Select experienced team members as mentors.
- Outline mentor responsibilities and support areas.
- Encourage regular check-ins and feedback sessions.
- Foster a welcoming environment for new hires.
- List essential and desirable qualifications.
- Include soft skills and personality traits.
- Align profile with company values and team dynamics.
- Review and update profile regularly.
- Post job openings on various job boards.
- Leverage social media for outreach.
- Encourage employee referrals with incentives.
- Monitor channel effectiveness and adjust strategies.
- Establish criteria for initial screening.
- Use software for automated resume filtering.
- Review applications for relevant experience.
- Create a shortlist for interviews.
- Prepare a standard set of questions.
- Assess communication skills and enthusiasm.
- Evaluate alignment with company culture.
- Document interview notes for review.
- Schedule interviews with relevant team members.
- Prepare interviewers with candidate information.
- Use a structured evaluation form.
- Gather diverse perspectives on candidates.
- Communicate key dates for each recruitment stage.
- Outline what candidates can expect next.
- Set expectations for feedback and updates.
- Ensure clarity to reduce candidate anxiety.
- Include a clear breakdown of salary and bonuses.
- Outline benefits and other perks.
- Specify job title, responsibilities, and start date.
- Ensure compliance with legal requirements.
- Encourage interviewers to share insights promptly.
- Use a standardized feedback form for consistency.
- Facilitate a discussion to reach consensus.
- Document decisions and rationales.
- Include branded merchandise (e.g., mugs, shirts).
- Provide a company handbook and resources.
- Add a welcome letter from leadership.
- Ensure package is presented professionally.
- Plan an agenda covering key topics.
- Invite department heads to present their areas.
- Provide new hires with orientation materials.
- Encourage questions and interaction.
- Select a user-friendly onboarding platform.
- Track progress on training and tasks.
- Automate reminders for important milestones.
- Facilitate document submission and access.
- Schedule regular check-ins (weekly, monthly).
- Encourage open communication about challenges.
- Document feedback and action items.
- Adjust support as needed.
- Create a feedback form for new hires.
- Encourage candid responses and suggestions.
- Review feedback regularly for insights.
- Implement changes based on constructive feedback.
Use in Manifestly