1.Craft a compelling job description Whether you are hiring an entry-level SDR or an experienced one, the job description should truly represent the roles and responsibilities of the position. It should mention the organization's values, benefits, and career path for the position. 2.Discover relevant candidates EasySource’s Candidate Discovery Module can instantly surface relevant SDRs from active, passive, and hidden talent pools based on your job description or simple prompts. 3.Screen candidates EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description or prompts and finds SDRs with relevant skills, profiles, and work experience. This persona-based screening also ranks candidates based on their relevancy so that recruiters can prioritize their outreach. 4.Assess candidates EasyAssess offers pre-built and customized adaptive skill assessments that validate SDRs’ technical and workplace skills as well as personality traits. 5. Engage candidates EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization. 6. Selection and onboarding An offer letter is important because it helps to protect both the employer and the employee To read the full article, visit https://www.hirequotient.com/how-to-hire/sales-development-representative