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Whistle Certified SDRs: The Vetting Process

Whistle Certified SDRs: The Vetting Process

Lauren Newalani

Lauren Newalani

Content Writer for Whistle with multidisciplinary experience spanning over a decade.

LinkedIn

Table of Contents

Having a team of exceptional SDRs can make all the difference in the highly competitive world of sales. Whistle takes great pride in their rigorous vetting process that ensures that those who are trained and placed as Whistle Certified SDRs are top-notch talent who are skilled, competent, and equipped to excel in their roles. We will walk you through the comprehensive Whistle Vetting Process, where over 100 parameters are scrutinized in order to handpick the crème de la crème of talent who possess the skills, experience, and qualities needed to be called Whistle Certified.

 

First Interview

 

Criteria Verification

The first step in the vetting process involves verifying specific criteria that are considered crucial for a successful candidate. These criteria include time availability, previous training, and the required skill set. By assessing these factors early on, it can ensure that candidates meet the basic requirements and are well-positioned to succeed in their roles.

 

Quality and Skills Assessment

Once the initial criteria are met, the candidate progresses to the next step in which their quality and skills are evaluated. This assessment helps to gauge their level of competence and determines their suitability for the position. Their abilities, experience, and aptitude for sales are carefully analyzed to identify those who possess the necessary qualities to excel in the role. 

 

Competency Assessment

In addition to evaluating their skills, a competency assessment is conducted to understand how well candidates can perform in real-life scenarios. This assessment provides valuable insights into their ability to handle various challenges and effectively communicate with potential clients. Assessing their competency ensures that the SDR is equipped with the necessary attributes to navigate the complexities of sales.

 

Second Interview

 

Simulation Call and Email Grading

To further evaluate candidates’ skills in real-world scenarios, simulation calls and email proficiency tests are conducted. This stage is crucial in determining their understanding of cold calling techniques and prospecting. The simulation call and email grading process allows for the assessment of several key factors that contribute to the candidates success and the overall success of their potential employers’ campaigns. 

 

How Talent is Graded

During the simulation call and email grading, the candidates are assessed on various parameters.

 

Communication Skills

Clear and effective communication is vital in sales. The candidates’ are evaluated on their accents and their ability to minimize filler words, ensuring that they can convey their message confidently and professionally.

 

Introduction

The initial interaction with a potential client sets the tone for the conversation. That is why the candidates’ introduction skills are evaluated. This determines their ability to make a positive impression and engage prospects effectively.

 

Conversation Skills

Engaging in meaningful conversations with prospects requires finesse. The assessment of the candidates’ conversational abilities includes active listening, asking relevant questions, and adapting to different customer preferences.

 

Research Abilities

In-depth research is a crucial aspect of successful prospecting. Candidates are evaluated on their research skills, including their ability to gather information from platforms like LinkedIn and social media, as well as their general research capabilities.

 

Overcoming Objections

In sales, objections are common. It is crucial to assess the candidates’ ability to address objections confidently and provide persuasive responses that alleviate concerns and move the conversation forward.

 

Outro

The final part of the call focuses on the candidate’s ability to smoothly transition into booking a meeting and verifying relevant information. They are evaluated on their effectiveness in concluding the call with a clear next step. 

 

Tech and CRM Proficiency

Proficiency in technology and CRM systems is vital for efficient sales operations. The candidates’ tech and CRM experience is evaluated to ensure they can seamlessly navigate these tools, allowing them to focus on building meaningful relationships with prospects.

 

Pass Rate and Academy Rate

To maintain high standards, a pass rate of 85% is required for candidates during the simulation call and email grading. Should the candidate fall short of this requirement, but shows potential and promise they are transferred to the Whistle Academy, where they undergo further training and development. The Academy pass rate is set at 90%, ensuring that only the most promising individuals move forward in their journey to become Whistle Certified SDRs.

 

Reference Checks

To validate the candidates’ suitability and performance, three reference checks are conducted for those who successfully pass the simulation grading. These references provide valuable insights from previous employers or colleagues, confirming the candidates’ capabilities and reinforcing the decision to grant them a Whistle Certification.

 

Security Verification

To ensure new candidates have the necessary tools to perform their roles effectively, a tech and security verification process is completed. This includes verifying their laptops and storage capabilities, backup power, performance equipment such as headsets and internet speed. An independent security consultant then verifies and secures their devices to ensure all data and client information is protected. By ensuring a secure and reliable technology infrastructure, the SDRs are empowered to focus on their core responsibilities and their employees can rest easy knowing that their information is safe.

 

Sourcing and creating exceptional talent requires a meticulous and multi-faceted vetting process. Whistle prioritizes hiring candidates who meet all necessary criteria, possess the required skills, and demonstrate competency in real-world scenarios. By implementing a comprehensive assessment system and providing rigorous training, a pool of outstanding talent has been developed. A commitment to excellence in the vetting process enables Whistle to provide unmatched SDRs who can assist businesses in driving sustainable growth and long-term success.