Starting a new sales job is stressful enough—don’t make onboarding harder than it needs to be. If you’re in charge of sales enablement, building a clear, no-nonsense training path for new hires can cut down on confusion, wasted time, and endless “where do I find this?” questions. This guide is for anyone who needs to set up and assign sales training in Saleshood and wants to skip the fluff.
Let’s walk through the whole process, step by step, from building a path that actually works to getting it in front of your new folks.
Step 1: Figure Out What Your New Hires Actually Need
Before you even log in to Saleshood, get clear on the basics:
- What do new reps need to know in their first week? What about their first month?
- What’s genuinely useful vs. what’s just company trivia?
- What’s already working (or failing) in your current onboarding?
If you dump every sales pitch, product video, and process doc into a single path, you’ll end up with overwhelmed reps and low completion rates. Talk to some recent hires, check your current training stats, and cut the noise.
Pro tip: You don’t need a 40-step path. Focus on the “must-haves”—the things that actually help new hires ramp faster and sell better. You can always add more later.
Step 2: Map Out Your Sales Training Path
Think of your training path as a playlist, not a textbook. Each step should have a purpose. Here’s how to map it:
- List the key skills and knowledge areas.
Examples: product basics, messaging, CRM walkthrough, pricing, objection handling. - Group them in logical order.
Start simple, then build. Don’t throw them into a pitch contest on Day 1. - Decide on the best format for each topic.
- Quick video?
- Interactive quiz?
- Peer discussion?
- Live session recording?
- Keep time in mind.
If your path takes 10+ hours, be honest: almost no one will finish it.
What works:
- Mixing up formats (video, docs, quizzes)
- Setting clear expectations (“Complete this by Friday”)
- Giving “what’s in it for me” context for every step
What doesn’t:
- Endless passive videos
- Huge info dumps with no practice
- Training that doesn’t match how your team actually sells
Step 3: Build the Training Path in Saleshood
Now you’re ready to get your hands dirty in Saleshood. Here’s the step-by-step:
3.1 Create a New Training Path
- Log in to Saleshood.
- In the sidebar, click Paths (sometimes labeled “Learning Paths”).
- Hit the Create Path button.
- Name it clearly—something like “New Sales Rep Onboarding - [Month/Year]” so you can find it later.
- Add a short description. Tell folks what they’ll get out of it.
3.2 Add and Organize Content
- Add modules for each main topic you mapped out.
- Click Add Module and pick your content type (video, document, quiz, etc.)
- Upload files or link to existing Saleshood content.
- Use sections to group modules and keep things tidy.
- Set prerequisites if you want reps to complete modules in order.
- Add completion criteria (e.g., must score 80%+ on quizzes to pass).
Reality check: Don’t stress about making everything perfect on the first try. You can—and should—update your path as you see what works.
3.3 Make It Engaging (Without the Cheese)
- Keep videos short (under 5 minutes is ideal).
- Use real-world examples from your own team.
- Avoid cramming in “motivational” filler content. No one needs another stock image of a handshake.
- Add a discussion board if you want new hires to interact or ask questions.
Step 4: Assign the Training Path to New Hires
Once your path is built, it’s time to get it in front of your new folks.
4.1 Choose How to Assign
- Manual Assignment:
Good for one-off hires or small teams. - Automated Assignment (via Groups):
Best if you want every new sales hire to get the path automatically. - Link Sharing:
You can share a direct link, but tracking progress is harder.
4.2 Assign to a User or Group
- Open your Path in Saleshood.
- Click Assign (usually top right).
- Select users or groups. If you’ve set up a “New Sales Hires” group, use that—it’ll save you time.
- Set a due date. Don’t be afraid to nudge people if they fall behind.
Pro tip: If you use HR software or an identity provider (like Okta), ask your admin about syncing groups to Saleshood. Saves you a ton of manual work.
Step 5: Track Progress and Tweak As You Go
This is where most enablement folks drop the ball—don’t set it and forget it.
- Use Saleshood's analytics:
See who’s started, who’s stuck, and who’s finished. - Look for bottlenecks:
If 80% of new hires get stuck on the CRM module, it’s probably confusing. - Ask for feedback:
A quick “Was this helpful?” survey works. Or just ask them directly. - Update and trim:
If a module is useless or outdated, cut it. Don’t let your path get stale.
Honest take:
Most sales training paths get bloated over time. Don’t be afraid to slash what isn’t working—even if someone spent hours making it two years ago.
What to Ignore (or Not Overthink)
- Gamification for the sake of it:
Badges and leaderboards sound fun, but rarely drive real learning with new hires. - “Best practice” templates:
Use them as a starting point, not gospel. Your company’s sales motion is probably unique. - Trying to make it perfect:
Launch, watch, and adjust. If you wait for perfect, you’ll be waiting forever.
Quick Checklist
Before you roll this out, double-check:
- [ ] Path covers only what new hires need to ramp
- [ ] Steps are in a logical order, with clear instructions
- [ ] Content isn’t too long or overwhelming
- [ ] Assignments are set up (manual or automated)
- [ ] You know how to pull completion reports
- [ ] You’ve set a reminder to review and update the path in a month
Keep It Simple, Iterate, Repeat
Here’s the truth: no sales training path is ever “done.” The best ones are short, focused, and get updated as your business changes. Start small, watch what works, and don’t be afraid to cut the fluff.
If you do that, you’ll have happier, faster-ramping new hires—and a lot fewer “where do I find this?” emails in your inbox.