New sales reps have a lot to learn, fast. If you’re using Seismic to get them up to speed, you’re in the right place. This guide is for enablement pros, sales managers, or anyone stuck with the “onboarding” hat. We’ll walk through how to actually use Seismic—[seismic.html]—to build and deliver onboarding that doesn’t just tick boxes, but actually gets new reps ready to sell.
Let’s skip the buzzwords and get straight to what works (and what doesn’t).
Step 1: Get Clear on What New Reps Really Need
Before you even log into Seismic, do this: Write down the tasks and knowledge every new rep must have by the end of onboarding. Be ruthless—cut the fluff.
- What do they truly need to do in their first 30/60/90 days?
- What gets them to their first closed deal, or first successful customer call?
- What info can wait?
You’ll use this list to shape your Seismic setup. Don’t try to cram every existing doc or training video into your onboarding—reps will tune out.
Pro tip: Ask recent hires what was missing or overwhelming in their onboarding. Use that feedback to trim or tweak your content.
Step 2: Organize Your Content in Seismic
Now you’re in Seismic. Here’s where most teams get stuck: dumping every asset into one folder and calling it a day. Don’t do that.
Folders, Workspaces, or “Learning Paths”?
- Folders are OK for simple storage—but not for learning journeys.
- Workspaces can work if you want a private spot for onboarding teams and trainers.
- Learning Paths (or "Guides") are Seismic’s version of onboarding tracks. Use them.
How to Structure It
Set up a dedicated “New Hire Onboarding” learning path. Break it into bite-sized modules, each focused on a key topic or task.
Example modules: - Company overview (keep it short) - Product basics (what you actually sell) - Sales process (what happens, step by step) - Tools and tech (CRM, email, etc.) - Messaging and pitch practice - Role plays or call shadowing
Inside each module, add only what’s essential. Link out to deeper resources for anyone who wants more.
What to skip: Don’t upload giant PDFs of every pitch deck. Don’t assign two-hour videos. Prioritize action-oriented materials.
Step 3: Build Out the Learning Path
This is where Seismic can actually help you (if you keep it simple).
- Create a new Learning Path or Guide.
- Break it into short, logical sections (modules).
- For each module, add:
- Short videos (2-5 min beats 45 min every time)
- Playbooks or checklists
- Quizzes (only if they reinforce must-know stuff)
- Links to practice exercises (like mock calls)
- Optional deep-dive docs (mark them as optional!)
Pro tip: Use Seismic’s analytics to see which content gets used and which gets ignored. If nobody opens that 30-page product guide, it’s probably not needed.
Honest take: The built-in authoring tools in Seismic are… fine. If you want slicker videos or interactive content, create them elsewhere (Loom, Google Slides, whatever) and upload or embed them.
Step 4: Assign and Track Progress (Without Micromanaging)
Seismic lets you assign learning paths to new reps and track their progress. This is useful—if you don’t get obsessed with 100% completion rates.
How to do it: - Add new hires to your onboarding group in Seismic. - Assign the learning path. - Set simple deadlines (like “finish modules 1 and 2 by Friday”). - Check progress weekly, not daily.
What to watch: - Look for reps who get stuck or skip key modules. Reach out and ask if something’s unclear or off-putting. - Don’t chase people about optional resources. Focus on the must-haves.
What doesn’t work: Forcing reps to “click next” through endless screens just to log completion. That’s busywork, not learning.
Step 5: Tie Onboarding to Real-World Activities
Seismic can walk reps through your playbooks, but it can’t teach them to sell on its own. The magic happens when you connect digital learning with real work.
- After the “pitch” module, have reps record their own mock pitch and upload it for feedback.
- After the “CRM” section, get them to log a real opportunity.
- Use Seismic’s assignments or just post instructions: “Go do X, then upload your result here.”
Pro tip: Ask managers or experienced reps to review submissions. Even a quick comment beats radio silence.
What to ignore: The temptation to automate everything. Some onboarding steps need a human touch.
Step 6: Use Seismic Analytics—but Don’t Worship the Numbers
Seismic gives you data on who’s viewed what, how long they spent, quiz scores, and more. This is helpful for spotting trends, but don’t overthink it.
- If everyone bails halfway through a module, it’s probably too long or not useful.
- If new reps consistently fail a quiz, the training isn’t clear enough.
- Use completion data to nudge, not punish.
What matters most: Are reps actually performing better, faster? Data is a tool, not the goal.
Step 7: Keep Improving (and Don’t Be Precious About Content)
Resist the urge to “set and forget” your onboarding in Seismic. Things change—messaging, product, processes.
- Review feedback from new hires every quarter.
- Archive outdated materials. If nobody’s used a doc in six months, kill it.
- Add new content only if it solves a real problem for new hires.
Pro tip: Keep a master checklist of all onboarding modules and assets in a shared doc (outside Seismic, if needed). Makes it easier to update and audit.
What Works, What Doesn’t, What to Ignore
Works: - Short, focused modules with clear actions - Mixing video, text, and real-world assignments - Tracking progress without being a hawk - Regular feedback loops
Doesn’t: - Dumping all your sales content into one folder - Long, unbroken videos or giant PDFs - Over-complicating with too many “interactive” features
Ignore: - Vanity metrics like “100% content viewed” - Overly polished training if it slows you down—good enough is good enough - Any feature you don’t understand after 10 minutes of poking around
Wrap-Up: Keep It Simple, Iterate Often
Seismic is a solid tool for onboarding, but it won’t fix broken training or turn bad content into good learning. Focus on what new reps actually need, keep your modules short, and connect digital learning to real sales activities. Use Seismic to organize and track, but don’t let the tech drive the process.
Start simple. See what sticks. Make small tweaks as you go. That’s how you get onboarding that works—and that new reps won’t dread.