You’re Limiting Your Hiring Pool And You Don’t Even Know It!!

In my last article, I highlighted that one of the biggest signs your Sales Onboarding Program is broken is that you see a string of unsuccessful new hires. Now the thoughtful, intelligent person (Yes, that’s you) will say to themselves “Ira, I get it but let’s be real – there are a number of reasons that this can happen and onboarding isn’t the highest on the list.” The same thoughtful, intelligent person (Yes, that’s you again) may even say that the most likely reason for this is related to hiring the right people. NOW WE’RE COOKING! At face value, most would likely agree. And for a long time, I would have agreed with you.

Your Ability To Build An Effective Funnel OfQualified Candidates Is Essential To Scaling Your Sales Org

Here the thing – There is a strong tie between building that funnel and onboarding your new hires effectively. When you lack an effective Sales Onboarding Program, you drastically narrow your available talent pool. Let me explain. If you know that you need to hire extremely motivated self-starters, you would likely pass on an interviewee that was sitting on the bubble because of the perception that it will require more time and attention that you can provide. I would do the same thing.

But what if you could expand your pool of potential talent? What if that interviewee that you thought would require more time than you could give was no longer on the bubble, but rather fit well within your requirements for a successful hire? How would that impact your business? (More on that in a future post)

An effective Onboarding Program expands your qualified talent pool. When your reps get a strong foundation at the beginning of their tenure, they are more competent, more confident, and able to ask better questions (Meaning they learn more effectively). This means that you can consider a broader base of talent while also being able to differentiate your company from the competition in the hiring process.

We have all seen this line posted many times on LinkedIn:

CFO: What happens if we train them and they leave? CEO: What happens if we don’t and they stay?

The cost to an organization to too high to ignore. Train your people, provide them with the tools and foundation to succeed. You may just find that the hiring process becomes much less painful that it used to be.


Ira is the Owner of RAMPT Consulting, where he helps funded companies scale their business by building custom, on-demand onboarding programs that are made to scale.

4 Signs Your Sales Onboarding Program Is Broken

People that have worked or are working for startups – do you remember your 1st day of new hire Onboarding? My guess is that if I get 10 answers to that question I will hear 10 very different stories and experiences. But why is that? After all, businesses hire employees to help the company be successful, right? How many times have we heard the line “Set you up for success”, only to look around and wonder what the “Set you up” really meant and/or consisted of.

I get it – in the startup world, it’s all about “speed”and “bootstrapping” with what you got. And in the very early stages of a startup, that makes sense. But there comes a time when things need to adjust for the demands of the business and for the people who contribute to its success. In a follow-up article, I will talk a little bit about the implications and impact of not having an effective Onboarding program, but for now let’s talk about some of the signs that you should look out for to know it’s time for a change.

Sign #1 – You don’t have an Onboarding program

That’s right… It’s more common than you think. I’ve spoken to many salespeople that have walked in to their 1st day of work and been handed a laptop, shown their cube, and then guided to sit with the veteran rep on the floor and learn from them. It’s not effective, not scalable, and certainly doesn’t make the new employee feel like they are being invested in.

Sign #2 – Your last couple new hires didn’t cut the mustard

Even the best sales leaders that have great skills in hiring sometimes get it wrong. But if performance of new hires continues to fall below expectations, it’s time to ask deeper questions around “why”. There are many variables that can impact the success or failure of a sales rep, but having a long string of unsuccessful reps should be a red flag.

Sign #3 – “Drinking through the fire hose” is your company mantra

Part of the fun of working in fast-growing startups is the fact that things change every day and you get to wear many hats in a short period of time. But as with many things, we need to ask ourselves if we are taking this to an extreme. People learn in different ways and at different speeds. It’s okay to have a culture that is fast-paced and requires employees to be self-sufficient (Being able to figure it out yourself). In return, it’s critical for companies to be clear in the interview process as to what makes a successful employee.

Sign #4 – You keep getting the same simple questions from reps months into the job

If you require reps to only learn via “On the job training”, you are much more likely to get the same questions over and over again. Why? Because they likely don’t have a foundation of knowledge in which to build off of. Even the most seasoned sales professionals need to understand the things that are unique about the company they work for. Those unique things (Think vision, messaging, product) are imperative to ramping a new sales hire quickly.

What other red flags do you think should be on this list?


Ira is the Owner of RAMPT Consulting, where he helps funded companies scale their business by building custom, on-demand onboarding programs that are made to scale.