Best Practices for Hiring a Business Development Specialist
I’ve recently launched my own small agency focusing on legal staffing, primarily offering contract hires. We invoice our clients monthly based on the hours worked by the talent we provide.
I’m looking to grow my business by bringing on a business development specialist. Since I’m currently working from home and am a one-person operation, I prefer this role to be remote. The compensation would primarily be commission-based, but I’m open to offering a draw against commissions. The commission structure would also include residuals as long as the client relationship is maintained, which could translate into significant earnings, especially since many of the roles we fill are long-term.
What best practices should I follow when hiring for this position in a solo-owned company?
What kind of resources and support can I provide to ensure their success?
What types of regular meetings or check-ins would be effective for a remote worker without feeling overwhelming?
RCadmin
Hiring a business development person for your small agency is a crucial step in scaling your operations, especially in a specialized field like legal staffing. Here are some best practices to consider as you make your decision:
Best Practices for Hiring
Define the Role:
Clearly outline the specific responsibilities, objectives, and metrics for success. Are they focused on finding new clients, managing relationships, or both?
Experience and Industry Knowledge:
Look for candidates with experience in business development, particularly in staffing or legal services. They should understand your industry’s dynamics and have established networks.
Cultural Fit:
Since you’re a small operation, it’s essential to find someone who aligns well with your work culture. During the interview, assess their communication style, values, and adaptability.
Performance-Based Compensation:
A compensation structure that includes a base draw against commissions can be appealing, especially if they’re tasked with generating leads and closing deals. Make sure the commission structure is clear and motivating.
Recruitment Strategy:
Leverage your network, professional groups, and platforms like LinkedIn to find candidates. You might also consider staffing or recruitment agencies that specialize in business development.
Supporting Their Success
Training and Resources:
Provide them with training on your services, processes, and systems. Equip them with marketing materials, case studies, and any existing client testimonials to aid their outreach.
CRM Tools:
Invest in a customer relationship management (CRM) system that allows them to track leads, manage client relationships, and analyze performance metrics easily.
Collateral Materials:
Create essential collateral such as brochures, email templates, and presentations they can customize when reaching out to potential clients.
Lead Generation:
Consider offering them access to existing leads or introducing them to your network for initial outreach, which can build confidence and momentum.
Regular Check-Ins
Weekly Check-Ins:
Schedule short, weekly meetings (15-30 minutes) to discuss progress, challenges, and goals. This keeps communication open without being overwhelming.
Monthly Performance Reviews:
Conduct more in-depth monthly reviews to analyze the success of strategies and adjust goals as needed based on performance metrics and feedback.
Open Communication:
Foster an environment where they feel comfortable reaching out anytime. Use tools like Slack or email for ongoing communication.
Feedback Loop:
Encourage them to provide feedback on any bottlenecks they encounter. This empowers them and may provide you with insights on how to improve processes.
By implementing these best practices and support structures, you’ll help your new business development person to thrive and drive growth for your agency. Good luck!