In this blog, we’ll cover how you can find good cold callers for your sales functions, and what kind of questions you should ask them to determine if they are a good fit.
Contents
- 1 Make the Cold Caller Job Description Clear
- 2 Define the Skills a Good Cold Caller Should Have
- 3 Use a Variety of Sources to Get More Applicants
- 4 Prepare and Conduct a Productive Interview Process
- 5 Set and Share Clear, Achievable Goals for the Position
- 6 Promote What Your Business Has to Offer Them
- 7 Key Takeaways
Make the Cold Caller Job Description Clear
Finding the right cold callers starts with crafting a clear job description that aligns with your company’s services and goals.
A comprehensive job description must outline the essential duties and responsibilities that your cold callers are expected to perform. Be precise when detailing daily activities to set clear expectations from the start. Some key cold calling tasks might include:
- Initiating calls to potential clients and introducing your product or service
- Following a predetermined script to convey a consistent message
- Answering questions and addressing concerns from prospects
- Identifying common objections and defining how to overcome them
- Recording call details and client information for follow-ups
- Meeting or exceeding sales targets and call quotas
Define the Skills a Good Cold Caller Should Have
Building a team of high-performing cold callers requires pinpointing the right traits and skills. Cold calling is a challenging endeavor and to excel, individuals need a specific set of skills that will not only help them make the initial contact but also foster a relationship with potential clients. As you seek to hire cold callers, consider the following essential abilities.
Quality Communication Skills
Articulating service offerings persuasively is at the heart of cold calling. A successful cold caller must be able to convey the features and benefits of a product or service in a clear, concise, and convincing manner. This includes crafting compelling scripts and tailoring the message to the prospect’s specific pain points or interests.
Consistent Persistence and Resilience
Dealing with rejection is a daily routine for cold callers. The key is managing rejections and maintaining high-quality efforts throughout. Successful cold callers demonstrate a tenacious spirit, quickly recover from setbacks, and remain motivated to reach their targets, showing that resilience is not just beneficial but essential in this role. Even when things aren’t going great, effective cold callers must maintain a positive forward-thinking mentality throughout the day and continue to strive to get the best results.
Active Listening Skills
While communicating effectively is crucial, understanding client needs and feedback is equally important. Skilled cold callers use active listening to identify and respond to prospects’ concerns, which not only helps in personalizing the conversation but also builds trust and rapport with potential clients.
- Effective communication to convey value propositions.
- A resilient disposition that thrives on challenge and persistence.
- Superior listening capabilities that can decode customer signals and adapt accordingly.
I'm Eric Watkins, president at Abstract. So cold calling is really the foundation for sales enablement for a lot of reasons. First reason, there's no more impactful form of marketing than actually having person. Ideally, we'd love for that to be face to face, but in this day and age, it's just not possible. So without that direct connection in person or over the phone, all of your marketing is really just in the background. And what cold calling does, it makes your emails more real, it makes your ads more real, it makes your LinkedIns more real, because now you are a real person that has talked to me, and I've had a conversation, and I know who your business is. So there's a lot of ways you can attack a cold call. And depending on who you talk to, everybody has ten different ideas. And frankly, all of them could be right. One thing that we use here is because I believe in as simple as possible is the best solution, is what we call our engage call process. And so it's just an acronym that stands for the different principles of how we want to attack a cold call. So the e stands for establish credibility. Right off the bat, we need to make sure we let this person know why they should be having a conversation with us. Because frankly, they're busy, and we caught them in the middle of their day, and they weren't planning on our call. If you can't establish some credibility on why you're calling me right away, I'm probably hanging up and moving on to what's next. Second from there is we wanna neutralize resistance. Inevitably, after we establish credibility, there's gonna be a little skepticism. There's gonna be a little hesitation. And what we wanna do is neutralize that resistance. And the way you neutralize it is you address it. You don't act like it's not there. You don't act like you didn't bother them. You bring it out into the open, and you appreciate them taking the time to have a conversation with you. Once we've done those two steps, we're now in the conversation. And what we wanna do is the g, which is gather information. This is where we wanna ask good, open ended questions to get the prospect talking. Find out more about their current state and their current situation and what's going on. And then once we've done that, the next step is a, actively listen. We don't wanna just ask our questions and then go to the next question. We wanna truly hear what they're saying. If something didn't add up, say, hey. That didn't make much sense to me, could you explain that a little bit further? Or oh that's really interesting, tell me more about that. That is the goal of the call. When we actively listen is where we uncover the pain, we uncover the problems on how we could eventually have a solution that could help them. Then after we've actively listened, that's when we're gonna generate interest. So we're gonna take everything we learned from actively listening and gathering information in the conversation, and then we're gonna correlate that to our value prop. And we're gonna talk about how the problems they're experiencing and the solutions that we could potentially provide that they should be open to hearing about, in sitting down and meeting with us how we could solve their problem. And then once we've done we've done that, we're going to engage the prospect. And that's the final step. We're gonna lock down a calendar invite. We're gonna send them some materials pre call. We're gonna confirm the meeting. We're gonna make sure that when we show up on that meeting, we're prepared to have a great conversation. And we need to remember, this was a cold call. They didn't reach out to us. They weren't looking for anything. So when we go out to that meeting, we need to act as such. We need to thank them for taking the time to hear about our solution. We need to address that they may not be looking to make a switch today, but let them know that we have some really good information that we'd love to share with them. And then if there's potential interest, we would love the opportunity to partner together. And that framework is really simple. It's worked across thousands of different industries and verticals that we've called on behalf of. And I think it's really good to have a consistent approach, because if not, you're just guessing. At the end of the day, you don't know what works and what doesn't. Where I think people go wrong with cold calling is they think about, I have a list of a thousand people. I'm gonna call through that list, and I'm gonna see who's interested. The reality is at any given time, maybe five percent of the market is actually interested in your services. So the value in cold calling is not in the five percent. It's in the ninety five percent. And so that ninety five percent, if you nurture and you build relationships and you follow-up and you talk to them consistently, they actually come to you instead of going to Google or asking for a referral. So I truly think where people get outbound cold calling wrong is they think of it as a quick fix. Where in reality, what they really need to do is they need to continue to call build relationships. And once you do this for long enough, it turns into more of an inbound type lead because you've already established that relationship. It almost becomes like a referral. We've had companies that call us and say, hey. I'm ready to work with you. Frankly, you've called me more than my current vendor calls me. And that's really where cold call works the best. So cold calling has definitely gotten harder over the last five years. And, you know, five years ago and ten years before that, it was pretty simple. You pick up the phone, you dial a bunch of numbers, and, you know ten percent are going to pick up. But contact rates have continued to drop. Now they're dropping for a couple reasons. One of the reasons is your number is getting flagged. So you constantly have to have the tools and technology and systems in place to make sure every number you're calling from is cleaned and you're not showing up as spam. The second reason why it's gotten harder is because it's effective. Because it has worked so well, there's a lot more people doing it and making calls. So you can't just rely just on the cold call anymore. You really need an omnichannel approach. So when you make that cold call, they recognize the number, they recognize the name of the company, and then that cold call isn't a cold call at all. It's not a warm call when we're reaching out to these prospects. In my opinion, it's the most important piece of the puzzle, but it's still a piece of the puzzle. Cold calling alone doesn't work as well as it used to. You need a variety of other channels and ways to get in front of prospects in a day and age where everybody's fighting for prospects' attention. But, if you master this and you do it right and you build this process in, it will make everything else you do that much more effective.
Use a Variety of Sources to Get More Applicants
Finding the right talent for cold calling roles can be a challenging but essential process. To build an effective sales team, it’s crucial to know where to look for qualified candidates.
Here are a few of the most impactful sources of getting more cold calling applicants:
Leveraging Online Job Portals and Industry Networks
Many recruiters turn to online job portals as their primary resource. Posting your job description on popular sites can attract a large pool of applicants. Additionally, tapping into industry-specific job boards and forums can help you connect with professionals who are already familiar with the intricacies of cold calling and telemarketing.
Using Social Media to Find Good Talent
Social media platforms like LinkedIn provide a treasure trove of potential candidates. By searching for professionals with experience in telemarketing or related fields, you can reach out to passive candidates who might not actively be looking for a job but are open to new opportunities. Crafting targeted ads on these platforms can also increase the visibility of your job posting among relevant audiences.
Implementing Employee Referral Programs
Employee referral programs can serve as an excellent source for discovering new talent. Encourage your current staff to refer candidates by offering incentives. Since your employees understand your company culture and the demands of the position, they can help identify individuals who will be a good fit and likely to succeed in a cold calling role.
- Utilize websites like Indeed, Monster, and Glassdoor for job postings.
- Join LinkedIn groups related to sales and outbound calling to network with potential candidates.
- Create a structured employee referral program with clear incentives and guidelines.
Prepare and Conduct a Productive Interview Process
Finding the perfect cold caller for your team is less about sifting through resumes and more about understanding the nuances during the interview process. Here’s how you can make sure your interviews not only identify who has the skills but also who fits the culture and heart of your company.
Preparing a List of Questions That Reveal the Candidate’s Suitability
Beginning with the right questions is crucial. Your interview should uncover not just past experience but also reveal the candidate’s potential for future success as a cold caller. Consider questions that dig deeper into their:
- Resilience: How do they handle rejection?
- Preparation: How do they research and approach a cold call?
- Adaptability: Ask for examples of how they’ve adapted their approach based on customer responses.
- Closing ability: Have them discuss their strategies for steering conversations toward a sale.
Assessing Communication Skills During an Interview
As communication is the bedrock of cold calling, listening to the candidate’s verbal skills gives you a glimpse into their potential effectiveness. Pay attention to:
- Clarity: Are they articulate and clear in their speech?
- Conciseness: Can they deliver information efficiently without unnecessary fillers?
- Engagement: Do they engage you with their storytelling and question-asking skills?
- Listening: Are they actively listening and responding thoughtfully to questions?
While all the skills above are necessary to being effective cold callers, one trait may be most important above all the rest: attitude. Cold calling requires such a significant mental element that not everyone may acquire. You must hire for attitude above all, not aptitude. You may be able to teach people how to do the job, but they must be eager to learn more and continue to advance their skills.
Cold calling still works—when it’s done right. Our team connects you with real decision-makers and fills your pipeline fast so you can close more deals.
Set and Share Clear, Achievable Goals for the Position
Establishing clear objectives and key performance indicators (KPIs) is essential for the success and accountability of your cold calling team. By outlining what’s expected and how it will be measured, you set the foundation for growth and performance optimization.
Identifying Crucial KPIs to Measure Cold Calling Success
The effectiveness of a cold calling team can be gauged through various metrics. Key performance indicators should include:
- Call volume: Number of calls made per day/week.
- Conversion rate: Percentage of calls that result in a desired outcome, such as a sale or appointment.
- Average call duration: Reflects the depth of conversations and potential customer engagement.
- Lead quality: The potential value each call brings, based on lead scoring systems.
- Customer feedback: Client satisfaction and feedback from calls.
Establishing Achievable Goals for Individual Cold Callers and the Team
Goals need to be realistic and attainable to keep your team motivated and on track:
- Set individual targets based on the cold caller’s experience and skill level.
- Establish team goals that encourage collaboration and collective effort.
- Periodically review and adjust targets to stay aligned with your company’s evolving objectives.
For example, for our cold callers, we expect each appointment setter to hold 20 sales meetings a month with 35 pitches. 60% of these should be sales meetings, whether they close the month of or within the next 60 days. This helps us measure the quality of the appointment call and identify whether or not the pitch strategy needs to be adjusted for greater impact.
Aligning Incentives and Rewards with Performance Metrics
Linking incentives to KPIs can profoundly impact your team’s drive to succeed:
- Implement a reward system that reflects individual and team achievements.
- Ensure the rewards are desirable and hold real value for the cold callers.
- Regularly recognize top performers to maintain high levels of encouragement and competition.
Focusing on clear KPIs and harmonizing them with meaningful goals and rewards allows you to create a roadmap for success within your cold calling team. This strategic approach to goal-setting not only boosts performance but also fosters a motivated and results-driven culture.
Welcome back to part five of our five part series on things you should look out for if you're gonna build an SDR team internally. Today, we're talking about not the sexiest or most exciting thing to look out for, but it's probably the realest. You are going to have to manage people who are gonna need to make between a hundred and a hundred and fifty cold calls every single day. And I gotta tell you something, that is no easy task. You're gonna have to deal with motivation. You're gonna have to deal with resilience. You're gonna have to deal with accountability in a way you probably haven't before if you've never had to manage people, making a hundred and fifty cold calls a day, getting rejected ninety eight percent of the time, and really, like, not wanting to do it. Because after a few months, it's really hard to get people to make cold calls. So if you're gonna do this internally, you better think long and hard about how you're gonna motivate, how you're gonna make your team resilient, and how you're gonna make sure you're holding them accountable to the activities that quite frankly, a lot of people, most people, hell, nearly all people don't wanna do.
Promote What Your Business Has to Offer Them
In the hiring process, it’s crucial to consider not only if candidates are a fit for your company but also if your company aligns with their needs. Highlight unique offerings like growth opportunities, culture, and perks to attract top talent. Assessing cultural fit during interviews involves evaluating alignment with core values and the work environment, looking beyond mere compatibility with coworkers to shared aspirations for success.
Candidates should grasp the work environment they’re entering and its compatibility with their preferences. Whether your workplace thrives on competition or fosters a supportive atmosphere, this understanding attracts candidates who fit best culturally. In both job descriptions and interviews, it’s essential to communicate team dynamics, growth prospects, work-life balance policies, company values, and available support systems like training and mentoring programs. These insights empower candidates to make informed decisions while ensuring alignment between their expectations and your company’s offerings.
Key Takeaways
As you’ve explored the intricacies of hiring cold callers, it’s become clear that the strength of your sales team hinges on the efficacy of your hiring strategy. The dedication you put into identifying, interviewing, and nurturing your cold calling candidates will resonate deeply in your campaigns’ success metrics. It’s an investment that demands attention to detail, an understanding of skill sets, and a commitment to ongoing development.
If you’re looking for a seamless experience and want to ensure your company benefits from a team of professional cold callers, Abstrakt Marketing Group is here to meet your needs. With our expertise, we provide businesses with exceptional outsourced cold calling services that deliver results.
Connect with the lead generation experts to start your proven cold calling strategy today!

Madison Hendrix
Madison has worked in SEO and content writing at Abstrakt for over 5 years and has become a certified lead generation expert through her hours upon hours of research to identify the best possible strategies for companies to grow within our niche industry target audiences. An early adopter of AIO (A.I. Optimization) with many organic search accolades - she brings a unique level of expertise to Abstrakt providing helpful info to all of our core audiences.
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Eric Watkins
Eric Watkins serves as the President of Abstrakt Marketing Group, where he leads more than 500 employees and 1,700 client partnerships across the country. He joined the company in 2012 as an unpaid intern and quickly rose through the ranks, restructuring key divisions and spearheading initiatives that helped fuel a 140% workforce expansion.
Under Eric’s leadership, Abstrakt has earned its place on the Inc. 5000 list nine times and has been recognized with dozens of national awards, including Best Onboarding Program by Brandon Hall and Top Workplaces USA. Eric himself was honored with the STL Titan Award in 2022 and named a Workforce Magazine Game Changer in 2018 for his impact on culture and team development.
With a background in marketing and economics from the University of Missouri-Columbia, Eric brings a data-driven, people-first approach to growth. In addition to leading Abstrakt, he co-hosts The Grow Show podcast, sharing frontline stories and practical lessons for other leaders looking to scale. His specialties include business operations, culture building, and turning complex challenges into simple, scalable solutions.
