If you are like most of our clients, before you take the plunge and try a lead generation program you spend a lot of time debating whether or not you should try it in-house.

Before you run out and post your “help wanted” ad on a free job board, let’s chat a little bit.

Let’s assume you’re the leader of a growing company and you are still involved in the day-to-day sales process, like it or not.  You dream of a stream of steady leads, or qualified appointments.  You are not a “natural born salesman”, and you are living the usual entrepreneurial feast and famine lifestyle.  You need new business, but the minute you step away from managing your business to begin building your business, your current clients have a crisis that requires your immediate attention.  Any headway you made looking for new business begins to slip away as you miss call back commitments and push back meetings while you keep your current clients happy.  You get a new client and your business building activities stop entirely while you  on-board this new client.  And then?  Crickets.

You’re not alone, most small businesses go through this.  It’s cliché, but you have to spend money to make money.  You know you are going to have to, and you make the decision to do so. Doing the math, it looks like hiring a telemarketer is the way to go.  It will cost you, what?  $10.00 an hour?  Looks like a good deal, right?  Especially when boutique telemarketing firms cost four or five times that?

Respectfully: most minimum wage telemarketers are hired en masse.  Hundreds are hired, a handful rise to the top and the rest get fired or quit immediately.  Large companies have the ability to hire this way.  They budget for that margin.   The callers are given a script, thrown in a cubicle, and are managed and monitored non-stop until they sink or swim.

You don’t have time to make your own sales calls.  Do you have time to find, educate, train, and manage someone who has also applied to the ads directly above and below yours to fold T-shirts or flip burgers?

Let’s say you don’t hire a minimum wage caller.  Let’s say you hire someone just a little  more experienced than that.  Their resume looks pretty good, they sounded great in the interview.  Now, contract signed, they are sitting in your office.  What are you going to do with them?  Who is going to teach them about your company?  Your sales process?  Your CRM system?

You don’t HAVE a process or a CRM system?  Are you expecting them to create one?  Are YOU going to create one?  How are you going to manage and monitor your new hire?  Are they going to operate independently?

Here’s the best case scenario:  you hire someone who is just as good in real life as they are on paper.  They are a self-starter, a go-getter, a fast learner, totally professional and they need very little help from you. Week two or three they start generating great sales meetings, and week five or six you start closing new business.

Guess how often that happens?

You’re right.  Almost never.  The truth of it is this – inexpensive, self-starting, go-getting, fast-learning sales superstars are hard to come by, and when you find one, you retain them and incent them to stay in any way you can.  A twelve dollar an hour superstar doesn’t come along very often, and they don’t stay making twelve dollars an hour for long.  If someone with multiple years of experience is looking to make a vertical move, you need to ask yourself why?

Sales reps all sound great in interviews.  Good ones and bad ones, they sound the same.  You won’t know for 90-120 days (and longer if your sales cycle is long and you have no CRM and no reporting process in place) that you made a poor hire, and by then your numbers for the year are shot.

Worst case scenario?  You make a bad hire and 9 months later you are right back where you are today with not even one piece of new business or you’ve lost business.

Outsourcing means plug and play, set-it-and-forget-it.  Leaving all of it – the training, managing, CRM, reporting, coaching, hiring, firing, incenting – to someone else.

Hiring in-house means more work than you’re doing right now, guaranteed.  With results that are definitely NOT guaranteed.  It’s a huge risk.  While it may not look like a big risk financially – what’s ten bucks an hour for 90 days?  Not that much.  But consider it like this:

First, what is YOUR time worth?

The time you’re going to invest first in finding this person, then in hiring them, training them, building them up?  It’s going to be substantial.

What is the opportunity cost?

How much could you be doing to grow your client base instead of dealing with that new rep?  Could you be closing  new business?   Up-selling current clients?

Ever tried to fire someone?

You’re not going to like it.  It’s not good times.

Outsourcing isn’t for everyone, either.  Whether you choose to go in-house or outsource, you should carefully explore your options.  Do your research, CHECK REFERENCES, and find the right fit.

We would, of course, be happy to tell you more about how we do it here at Cold Calls.  (204) 995-4589

Happy Selling!