How should my hiring process change when hiring entry-level versus experienced reps?

You cannot have a one-size-fits-all sales hiring process. Based on your organization’s needs and goals, tailor the strategies for hiring entry-level sales reps and experienced reps. The process may vary in the following ways:

1. Emphasis on potential: When hiring entry-level reps, you may place a greater emphasis on a candidate’s potential and their ability to learn and grow in the role. For experienced reps, you may place a greater emphasis on their track record of success.
   
2. Training and development: Entry-level reps may require more training and development in order to become proficient in the role. As a result, you may need to allocate more resources to their onboarding and development.
   
3. Interview process: The interview process for entry-level reps may involve more structured and behavioral-based questions to assess their potential and fit for the role. For experienced reps, you may focus more on their past sales achievements and their ability to hit the ground running in the role.
   
4. Compensation: Entry-level reps may have a lower salary expectation than experienced reps, given their lack of experience. As a result, you may need to consider offering a lower starting salary or other incentives, such as training and development opportunities, to attract top entry-level talent.

Overall, it is important to tailor the process to the level of experience and expertise you are seeking in a candidate.