How to hire a phone sales

How to hire a phone sales, step by step

Here's a step-by-step phone sales hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a phone sales job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new phone sales
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a phone sales, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A phone sales's background is also an important factor in determining whether they'll be a good fit for the position. For example, phone sales from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of phone sales and their corresponding salaries.

   Type of Phone Sales	Description	Hourly rate
   Phone Sales		$12-34
   Sales Representative Internship	In a sales representative internship, an intern's duties depend on the directives of a supervising staff or manager. Typically, they are responsible for gaining industry insights while performing clerical tasks such as preparing and processing documents, greeting visitors, disseminating and organizing files, and running errands as needed... Show more	$12-20
   Sales Consultant	Sales consultants are employees who work in the sales department of a company. They are usually more skilled than usual sales employees... Show more	$17-46

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Inbound Calls
   • Customer Calls
   • Outbound Calls
   • Credit Card Payments
   • Product Knowledge
   • Sales Floor
   • Cold Calls
   • Customer Orders
   • Customer Inquiries
   • Cell Phones
   • Sales
   • Computer System
   • Outbound Sales
   • Windows

   Check all skills

   Responsibilities:

   • Manage call center productivity levels by maintaining CSR schedule adherence.
   • Maintain productive relationships with existing customers through exceptional follow-up after sales.
   • Major responsibilities include answering and resolving initial service inquiries, while making effective and smooth transitions into sales opportunities.
   • Perform telemarketing duties for online advertisement/marketing
   • Perform telemarketing duties for online advertisement/marketing

3. Make a budget

   Including a salary range in your phone sales job description is a great way to entice the best and brightest candidates. A phone sales salary can vary based on several factors:

   • Location. For example, phone sales' average salary in louisiana is 54% less than in oregon.
   • Seniority. Entry-level phone sales earn 63% less than senior-level phone sales.
   • Certifications. A phone sales with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a phone sales's salary.

   Average phone sales salary

   $43,787yearly

   $21.05 hourly rate

   ---

   Entry-level phone sales salary

   $26,000 yearly salary

   Updated December 17, 2025

4. Writing a phone sales job description

   A phone sales job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a phone sales job description:

   Phone sales job description example

   Inside Phone Sales Representative
   Are you an inside sales professional who is looking to join an expanding, dynamic organization? Do you thrive in a fast-paced environment where your contributions are valued and where you can see the immediate impact of your work? If you have the vision and motivation to help grow our business and our Small Business Customers, then we want to hear from you!
   The Inside Sales Representative is responsible for selling our top-rated digital marketing services to SMB prospects. You would be cold calling new business - this role is 100% phone based. You will make up to 200 dials a day to build the momentum needed to hit your sales goals. Leads are provided in our proprietary CRM system - prospecting is done for you.
   
   This position has excellent earnings potential, working in a fun, highly competitive culture for an organization recognized as one of the nation's fastest growing companies (Inc 5000) and accreditation for conducting business with the highest standards of ethics and compliance (A+ BBB rating).
   About BizIQ
   Located in the trendy Arcadia/Biltmore area of Phoenix, BizIQ is an Inc. 5000 Company, and was recently named the 25th fastest growing company in Arizona , and one of the top 1000 fastest growing companies in the United States. We’re industry leaders in local SEO, website design and development, and other online marketing strategies. Unlike most agencies, we’re built with small businesses in mind. We’re proud to be one of the most trusted online marketing agencies for small businesses in the USA, with over 26,000 small business partners.
   Job Duties:
   Cold calling new business. You will make outbound calls via an auto-dialer to small business owners. Consistently following scripts and sales structure in a “one call close” model Use expert sales ability and knowledge of products or services to influence prospects to commit to the sale Complete orders by entering customer details by use of electronic equipment Navigation of the internet for quick research to better understand the prospective client and their business Strict adherence to company policies, procedures and regulations Contribute to team success by accomplishing daily and weekly sales goals Overcome customer objections
   Job Requirements and Qualifications:
   1 year proven B2B telemarketing or call center outbound sales experience. If you are a CLOSER this job is for you! Professionalism, great phone etiquette and the ability to articulate effectively Strong self-motivation and dedication to make and close sales deals Exceptional work ethic and strict adherence to attendance policies Time management skills and a goal-oriented personality Must be trustworthy, with a positive attitude and a desire to go the extra mile Outstanding sales and negotiation skills Strong knowledge of technology, internet navigation, and great typing skills.
   Benefits of working with BizIQ:
   Uncapped Commission that is Based on a Sliding Scale up to 70% of Your Total Sales for the Week with Earing Potential Exceeding $1,500 PER WEEK!! Base Pay and Commissions are Both PAID WEEKLY! Onboarding bonus opportunities and incentives - earn an additional bonus of $1,500+ in your first 3 months! BizIQ Bucks! - peer-to-peer recognition rewards program With Prizes Including Amazon Gift Cards and More Exciting Prizes!!! 401K with generous profit share United Health Medical plans, MetLife Dental plan, Vision plans, Life Insurance, Disability Insurance and more! 3 Weeks Paid Time Off Paid Holidays and Floating Holiday (10 total) Fun, energetic atmosphere
   No weekends required Relaxed and social company culture

   Copy this example

   

5. Post your job

   There are a few common ways to find phone sales for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your phone sales job on Zippia to find and recruit phone sales candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit phone sales, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new phone sales

   Once you have selected a candidate for the phone sales position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new phone sales first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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