You might think that, because Betts is a recruitment firm, people only rely on us for help with sourcing great talent, and that once the interview process starts, they take it from there. In reality, this is off by quite a bit. Our partners turn to us for guidance on all sorts of things, even extending past the offer stage and into the first few weeks of a new hire’s tenure at their company. Employee onboarding best practices, 30-60-90 day plans – we hear about all of it.
That’s why our new guide, How to Onboard New Hires Smarter and Faster, tackles important post-hire questions for hiring managers and company executives. With a focus on sales roles, the guide leverages exclusive industry data to offer an inside look at common practices around 30-60-90 day plans and onboarding. Then it identifies opportunities for enhancing and accelerating those processes.
Below is a quick preview of what you get from the new guide, as well as the methodology behind it.
“The guide leverages exclusive industry data to offer an inside look at common practices around 30-60-90 day plans and onboarding. Then it identifies opportunities for enhancing and accelerating those processes.”
What you’ll take away from the guide
When it comes to employee onboarding and 30-60-90 day plans, managers have a lot of questions. Lucky for them, we’ve got answers. Here are just a few of the questions we answer in the new guide:
- What are the key elements of a great 30-60-90 day plan?
- Do most managers request these plans during the interview process, or during the employee onboarding process?
- How long do managers expect new sales reps to take to get up and running?
- What are some techniques for ramping up AEs and SDRs more quickly?
- Should internally-promoted AEs ramp faster than externally-hired ones?
Our answers to these questions combine our primary survey data with expertise we’ve built over years of working with companies on their hiring and onboarding processes.
A tech leader shares insight into 30-60-90 day plans and employee onboarding
In putting together the guide, we turned to our network to find out what they’re seeing on the ground, and what they think companies should be doing differently. Some of the most interesting insight came from Scott Britton. Scott is the founder of Troops.ai, and has seen a lot of great onboarding and 30-60-90 day plans. He’s also seen plenty of plans that went wrong.
We talked to Scott to get his insight into the importance of having a 30-60-90 day plan that stands out and engages. He also talked to us about why surveying new hires is key to successful onboarding. As he says: “You’d be surprised what you learn and what people are willing to communicate in a form that doesn’t come out face-to-face.”
The specific survey questions he suggests are in the guide.
Hey Betts, how do you know all this stuff, anyway?
Scott Britton wasn’t the only person we connected with. Our methodology for creating this guide involved surveying hundreds of our partners in tech sales about their practices. The survey presented them with 10 questions that painted a detailed picture of their expectations around onboarding and 30-60-90 day plans. In their answers, we got a look at what the tech industry sees as the standard benchmarks in these areas. From there, we identified opportunities for improvement and added our insight.
“Anyone can do a quick Google search and come away with enough insight to put together an eBook. But we wanted primary data. We wanted to know exactly who we were talking to, and hear directly from them about their experience and expectations. This enabled us to make the new guide as informative and valuable as possible to you, the reader.”
It was important for us to do it this way. Anyone can do a quick Google search and come away with enough insight to put together an eBook. But we wanted primary data. We wanted to know exactly who we were talking to, and hear directly from them about their experience and expectations. This enabled us to make the new guide as informative and valuable as possible to you, the reader – and that’s what really matters at the end of the day.