Introduction:

Since the average cost of recruiting, hiring, and training an employee is typically 200% of an employee’s annual salary, you want to make sure they actually stick around.

According to HubSpot, in an Allied Workforce Mobility Survey it was revealed that only 66% of companies train their new employees.

On average, the cost of onboarding a new hire is just $67. Compare this to the cost of recruiting, hiring and training a sales employee (over $100,000), and you've got a clear, logical reason to use a proper salesperson onboarding process.

Let’s jump into this salesperson onboarding checklist to help ensure your new hire successfully integrates into your company with ease. 

Before first day:

These tasks should be completed before the new hire's first day. 

Record basic information

Before the onboarding process can begin, you’re required to prepare any necessary paperwork and information before your new hire’s first day. You can start preparing this paperwork by recording the following information in the form field below:

Prepare paperwork

When hiring a new employee you need to remember the basics - all forms must be intact and passed on to the HR department. Save copies of these vital forms using the form fields below:

If you require some examples of the necessary forms, see below.

  1. Intellectual property and assignment agreement (Customizable example)
  2. Non-Disclosure agreement (Customizable example)

You can also edit what paperwork you want to upload during this onboarding process by adding the workflow to your library and clicking 'Edit.' 

Approval:

Will be submitted for approval:
  • Prepare paperwork
    Will be submitted

Create company email

Great! Now that you’ve completed the employee paperwork, you can go ahead and create a company email for your new hire. 

Send a welcome email

Once you've provided the new hire with their company email, you can send a welcome mail to this address. This can also be an opportunity to remind them of their start date and keep them interested in this new position. 

First day:

These tasks should be completed by the new hire's first day of employment. 

Schedule introductory session

Five9 recommends you to follow this process for an introductory session that will make new hires feel at home:

  • 1
    Greet new agents with name tags/place cards
  • 2
    Present a fun gift that reinforces your company culture
  • 3
    Describe your contact center’s vision, mission, and passion
  • 4
    Explain the importance of the new agent’s role
  • 5
    Pair your employee up with an experienced buddy/sponsor/mentor
  • 6
    Get an executive to welcome new arrivals
  • 7
    Make sure everyone has a buddy or fellow new-hire to chat with at lunch

The goal of the introduction session is to introduce everyone and create an awesome environment.

Assign a mentor

When assigning a mentor, be clear about their roles. Identify the criteria and expectations to ensure the mentor is fully aware of their duties. Record the assigned mentor with the form field below.

Don't follow the job title hierarchy or pick a person with a higher job title or a person that has been in the company the longest. Instead, it’s best to find a person who knows the most about the tasks regardless of their job title. Tasks for mentors might include:   

  • 1
    Ensuring the new hire is familiar with the product 
  • 2
    Keeping understand company processes 
  • 3
    Understanding the competition 
  • 4
    Explaining the company culture 
  • 5
    Being the person a new hire can come to if any problems occur

Tour facility and work areas

A full tour lets new employees feel comfortable in the area while giving them a chance to meet their co-workers. During the tour (perhaps using your phone) tick off the below sub-checklist items to make sure you don't miss anything.

    (Source: welcome.mit.edu)

    • 1
      Restrooms
    • 2
      Break/lunch rooms
    • 3
      Kitchen, including any department procedures/norms
    • 4
      Closest dining hall, coffee/tea location, and vending machines
    • 5
      Local lunch options and locations
    • 6
      Supply room, including any department procedures/norms
    • 7
      Emergency and first aid supplies
    • 8
      Photocopy, fax machine, and scanner (including instructions on use)
    • 9
      Mail Room
    • 10
      Transportation services and stops

    [CONDITIONAL] Read through the employee handbook

    To get a better idea of the company you're working for, you can read through the employee handbook. Here are the sections you should be paying attention to. You can tick each one off once you've finished reading through the relevant section. 

    {{form.Employee_handbook}}

    • 1
      Introducing the company history
    • 2
      Explaining the time off policy
    • 3
      Discussing employee behavior
    • 4
      Define pay and promotions
    • 5
      Inform about benefits
    • 6
      Explain company goals
    • 7
      Explain who your customers are and why they buy from you
    • 8
      Formulate desired outcome
    • 9
      Explain the company culture
    • 10
      Explain what they buy and the purpose
    • 11
      Know the competition

    Schedule end-of-day-meeting

    This is the perfect opportunity to check in with your new hire and see how their first day went. During this meeting, you can let them know about what they can expect within the following weeks, the projects they have coming up, and their roles and responsibilities at this point. 

    First week:

    These tasks should be completed within the new hire's first week of employment. 

    Hold orientation with the required tools

    Your new hires should be familiar with any required tools you might be using before they start to work independently. Organize a training session to test your employees on these tools and provide the necessary training. 

    Make them read support conversations

    Once the salesperson is familiar with your product through testing, you should introduce them to your customer base by getting them to read (or even interact with) your support conversations.

    This is a fantastic way to show both the breadth of questions and objections they will later be faced with, but also give them a sense of the background and desires of your customers first hand.

    If you’re planning to have your new hires react to support conversations, you should properly brief these employees through a meeting. 

    Meet with them regularly during the first week

    Having daily check-ins with your new hire can be incredibly beneficial to ensure they are integrating well into the company. You won’t need to do this for the entire onboarding process, but doing so during the first week will help provide the new hire with some direction and support. 

    Following the end of the 90 days:

    Schedule weekly 1-on-1 meetings

    As time goes on, you won't need to check up on how your new employee is doing so regularly. Limiting correspondence to weekly meetings means that the most important issues of the week can be ironed out on the spot.

    It's best not to schedule a meeting like this on Friday, so action can be taken straight afterwards. Also, ensure that you do not overload them with feedback - focus on a few key areas of improvement at a time, as this will not only make it clear what they have to focus on before the next meeting, but they also avoid walking away with their confidence in tatters.

    (Source: inc.com)

    Assign project

    Each onboarding process should come with a project, as this helps managers and mentors assess the new hire’s progress during the initial onboarding. When looking at a salesperson onboarding checklist, assigning a live calls project offers great benefits. 

    This project can involve the employee cold calling various potential customers. During this project, they can apply everything that they have learned so far in the onboarding process. From here, the calls can be recorded, process tracked, and number of sales they accumulated. 

    Have a meeting with your new hire to discuss this project and lay out everything that needs to be done. The end of the project could be after reaching a certain number of hours’ worth of cold calling. 

    Give feedback and schedule any required extra training

    Now that your new hire has reached the targeted number of cold calling hours, it’s time to review how they did.

    On a scale of 1 to 10 (10 being the best): 

    After you’ve assessed their performance, you can go ahead and schedule a meeting to provide feedback. This is also a great opportunity to discuss future plans and goals with the new hire. 

    Assess the outcome

    Decide whether the employee needs more orientation or is good to go by looking at the following aspects and comparing them to your expectations:

    • 1
      Project completion
    • 2
      Testing
    • 3
      Practice certifications
    • 4
      Overall performance

    Bring in their assigned buddy for the assessment to help you clear up anything you're not sure about.

    Approval:

    Will be submitted for approval:
    • Assess the outcome
      Will be submitted

    Sources:

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