Bringing new salespeople up to speed is never as easy as it should be. You want them closing deals, not drowning in old PDFs or chasing tribal knowledge. This guide is for sales managers, team leads, and anyone tired of onboarding chaos. If you’re considering using Hf training tools to onboard your sales team, here’s a practical, hype-free look at what works, what to skip, and how to avoid common traps.
Step 1: Map Out What Actually Matters
Before you start uploading content or building courses, hit pause. Most sales onboarding fails because it tries to cover everything—when in reality, most reps only need the basics to get started.
What’s worth focusing on? - Core product knowledge (what you sell, who needs it, why it’s better) - Sales process (how leads come in, what steps reps take, what’s expected) - Tools and systems (CRM, quoting tools, anything they’ll touch daily) - Real talk: common objections and how to handle them
Skip the fluff: - Endless company history - Deep dives into every product feature - “Motivational” videos that add no value
Pro tip: Ask a tenured rep what they wish they’d known on day one. That’s your gold.
Step 2: Set Up Your Hf Environment
Assuming you’ve picked Hf for onboarding (good choice if you want something more interactive than slides but less fiddly than an LMS), get the basics in place before inviting new hires.
Do this first: - Set up user accounts for each new hire. - Decide who manages the content—don’t make it everyone’s job. - Pick the right structure: modules for each topic, or a linear course if your process is dead simple.
What works well in Hf: - Short videos or screen recordings (keep it under 5 minutes) - Interactive quizzes or checklists to force engagement - “Day-in-the-life” walkthroughs using real tools
What doesn’t: - Dumping 50 files into a folder and calling it onboarding - Long, unedited Zoom recordings - Content with no context (“Here’s our CRM” is useless without showing how it’s used)
Step 3: Build Training That’s Actually Useful
Now for the content. Hf lets you combine text, images, video, and interactive elements. But just because you can upload everything doesn’t mean you should.
How to make it stick: - Use real examples: Show actual calls, real emails, live demos—not generic templates. - Keep instructions dead simple: “Click here, do this, watch out for X.” - Tie everything to one or two key outcomes (“You’ll know how to qualify a lead” or “You’ll be able to create a quote in the CRM”).
Sample module structure: 1. Intro: What the rep will learn, why it matters 2. Demo: Video or screen share of the process in action 3. Hands-on: Checklist or mini-quiz in Hf 4. Real-world tip: “Here’s what trips up most new reps…”
Don’t overthink it: - You’re better off with a few good modules than 20 mediocre ones. - Skip fancy animations or over-produced videos. One take is fine if the info’s clear.
Step 4: Make It Interactive (But Not Annoying)
Engagement is good. Busywork isn’t. Hf has features to keep people involved, but you don’t want grown adults feeling like they’re back in school.
Best bets: - Quick quizzes that test real knowledge (“What’s our biggest competitor’s weakness?”) - Checklists for tool setup (“Connect your email,” “Log into CRM,” etc.) - Discussion prompts for shadowing or peer reviews (“Watch this call—what would you have done differently?”)
What to avoid: - Overly gamified elements—badges and points don’t close deals - “Click next to continue” screens that add zero value - Forcing reps to repeat modules just to get a passing score
If you’re not sure: Ask for feedback. If reps say something is pointless, cut it.
Step 5: Assign a Real Person to Guide the Process
No tool replaces a human. Pair every new rep with a mentor, buddy, or manager responsible for checking in—at least weekly for the first month.
What works: - Set up a standing 15-minute check-in over coffee or video - Give mentors access to Hf progress reports (but don’t micromanage) - Encourage real questions—“What’s still confusing?” is more helpful than “Did you finish the training?”
What doesn’t: - Hoping folks will just “figure it out” - Leaving new hires to ping random Slack channels for help - Making managers chase down progress because the tool doesn’t notify them
Tip: Use Hf’s analytics to see where people get stuck—but don’t obsess over completion rates. If someone’s struggling, it’s usually obvious.
Step 6: Adjust and Improve (Without Rebuilding Everything)
The reality: your onboarding will never be perfect out of the gate. New products, new objections, new tools—it all changes. The trick is making small updates, not nuking your whole process every quarter.
How to keep it fresh: - Review content every 2-3 months (or sooner if reps flag something outdated) - Add quick “what’s changed” modules for product or process updates - Archive stuff that’s no longer relevant—don’t let old material pile up
What to ignore: - Fancy “course completion” rates—what matters is whether new hires can do the job - Pressure to add new modules just because another team did
Step 7: Don’t Forget The Human Stuff
Onboarding isn’t just about tools and process. New salespeople want to feel like part of a team, even if everything’s remote.
Easy ways to help: - Add an “intro to the team” module with short video hellos (kept casual) - Set up a group chat or channel just for new hires to swap tips (and commiserate) - Share a calendar of key meetings, trainings, and team events so no one feels left out
Watch out for: - Overloading new hires with too many “optional” sessions or resources - Assuming culture will just “happen” if you throw everyone in the same Zoom
Wrapping Up: Keep It Simple, Keep It Real
Onboarding salespeople with Hf training tools doesn’t have to be complicated. Focus on what actually helps new reps sell, cut the fluff, and make sure someone’s checking in along the way. Update what’s broken, ignore what’s working, and don’t fall for shiny features that don’t move the needle. Your goal: get new folks productive, confident, and connected—without wasting anyone’s time.
Iterate as you go. If you keep things simple and listen to feedback, you’ll end up with an onboarding process that actually works.