Best Practices for Hiring a Business Development Professional
I recently launched my own small agency specializing in legal staffing, primarily focusing on contract hires. We invoice clients monthly based on the hours billed by the talent we provide.
To help grow my business, I’m considering bringing on a business development professional. As I’m currently working solo from home, I prefer to hire someone who can work remotely. The compensation structure will primarily be commission-based, but I am open to offering a draw against commissions. The commission plan will also include residuals for the duration of client relationships, which could present a significant earning potential given that many positions are long-term.
What are some best practices for hiring someone in this role when I’m currently a one-person operation?
Additionally, what types of resources and support should I provide to ensure their success?
Lastly, what regular meetings or check-ins would be beneficial (considering they will be remote) without feeling overly intrusive?
RCadmin
Hiring a business development person for your legal staffing agency is an exciting step toward growth. Here are some best practices and suggestions tailored for your situation:
Best Practices for Hiring
Outline specific responsibilities, expectations, and the metrics for success. This might include lead generation, client relationship management, and meeting sales targets.
Look for Relevant Experience:
Prior experience in business development, particularly within the legal or staffing sectors, is invaluable. Candidates should understand the nuances of your market.
Seek Cultural Fit:
As a home-based agency, finding someone who aligns with your values and work style is important. Consider engaging in interviews that assess not just skills but character and compatibility.
Utilize Networks:
Leverage your personal and professional networks to find candidates. Referrals often lead to higher-quality hires.
Pilot Project or Commission-Based Trial:
Collateral and Support
Provide a clear presentation of your services, including case studies, testimonials, and a pricing structure. Ensure they have a deep understanding of your offerings.
CRM Tools:
Invest in a user-friendly CRM system that allows your business development person to track leads, communications, and sales metrics. This can enhance organization and efficiency.
Training Resources:
Offer resources for continued learning, such as sales courses or legal industry training. A solid understanding of legal staffing will boost their confidence and effectiveness.
Marketing Support:
Regular Meetings and Check-Ins
Schedule a weekly catch-up, ideally a short 20-30 minute meeting. Focus on progress, obstacles, and plans for the upcoming week. Make this a supportive discussion rather than a status interrogation.
Monthly Performance Reviews:
Conduct a more in-depth monthly review to assess progress toward goals and address any strategic adjustments needed. This is also a chance to celebrate wins.
Use Collaborative Tools:
Employ communication tools like Slack or Microsoft Teams for casual check-ins. This allows for quick updates or questions without waiting for scheduled meetings.
Encourage Open Communication:
By implementing these practices, you can effectively hire and support a business development professional who will help you grow your agency. Good luck!