5 Steps to Build an Effective Remote Lead Research Team

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Image by PDPics.
Image by PDPics.

Lead generation—it’s one of the most important things for any business. It’s not a marketing project that you start when it’s needed. It’s a process, and something as integral as lead generation should be done well, and only by the right people.

Amanda Nelson, director of marketing at RingLead says that it “requires a great strategy, clean data, strong technology, and a little blood and sweat.”—and you need people who can meet these requirements. At Bolton Remote, we provide companies with lead researchers who have the skills and know-how to generate high-quality leads. We know it’s not an easy job, so we help companies through the process from start to finish.

For this post, we’re sharing a step-by-step guide on how you can prepare your current lead generation method to hand over to a remote researcher, what you should look for in your employee, making the first hire, and eventually growing your team.

Let’s get started!

Step # 1: Establish your process.

Before even starting your search, you need to look into your own process first.

Where do you get your leads? What kind of data do you need about your leads that’s useful for your marketing campaigns? What is your current process for lead generation? Establishing this process and implementing it allows you to generate the average data you can use to set performance expectations.

This is also the time where you can audit your process and make sure it’s not “a mix of manual sorting and inefficient communications that risk losing leads and the all-important timing between a bottom-funnel request and a sales response.” shares John McTigue of KunoCreative.

You can always make changes to your process as you go along, but for now you can use what you have to start the next step in the research team building process.

Step # 2: Identify important researcher skills.

There are numerous skills you should be on the lookout for that determines success in research. Here are a few suggestions you might want to consider:

  • Fast learner. A researcher who is a quick study will quickly adapt to your process. Execution will be smooth because the process will quickly become second nature to them. Fast learners also adapt better to changes—and lead generation is a constantly evolving process.
  • Effective communicator. All your employees should be excellent communicators, regardless of level, position, or location. If there are issues to the process, they need to be quick and articulate in airing it out.
  • Detail-oriented. Your leads database is your company’s life-blood. One tiny mistake, and you could lose a lead. A detailed-oriented person also ups the standards of work done. “When a task is not completed to the highest standards, it needs to be redone, which takes time.” says Linda Ray of Demand Media. The more time used to clean up and correct your leads database, the less time you have to research new ones.
  • Analytical. You should always be improving your process, and a researcher with an analytical mind will help you formulate strategies that keep your database flush with fresh leads. They’ll be able to assess what’s working or not and make suggestions that could drastically improve your results.

Depending on your industry, you might need to require specific skills your researchers will have. A little industry know-how will help them come up with keywords and search terms that will help them find leads and information a lot faster. They’ll also be able to spot whether they have found a quality lead or not.

Step # 3: Hire your first researcher.

Your first hire is integral to your research team’s success. You can’t be careless with this step. This person will be the one to help you smoothen your process, and give your leads database that initial boost. This person will also serve as the benchmark of what you should expect from future researchers.

You will get a good sense of your potential hires through the interview. Consider asking these questions:

  • What do you think of routine work? When the research process is established, researchers can focus on the quantity of leads and the correctness of the data. Veering away from the process might cause them to miss their goals.
  • How adaptable are you to change? There’s always a new technique, new tool out there that can help companies find leads. When your researcher is too stuck in their process, it might stunt your lead growth. They should be open to adapt to quick changes as needed.
  • What do you do when problems suddenly arise? Something could go wrong, but that doesn’t mean the research process halts. Your hire should know how to deal with problems swiftly and move on. Shop it To Me, Inc. CEO, Charlie Graham, suggests: “Check for this by asking interviewees to describe an experience in which things did not turn out as hoped and see how they react.”

When after the interview you realize that you’ve found the right person, hire!

Step # 4: Train, test, and refine.

The sooner you can get your researcher on board and familiarized with your process, the sooner they’ll meet targets and hit goals. They need to be trained well and trained quickly. A documented process is “how you train your employees and retain consistency,” according to Donald Todrin of Second Wind Consultants, Inc.

Of course, tools will speed up training and ensure better results, wherever they are in the world. Here are some tools that we recommend:

  • GoToTraining – user-friendly software that’s easy to set up to help you and your new researcher with the onboarding process.
  • Worksnaps time-tracking tool that can also take screenshots to make sure your researcher is able to follow the process properly.
  • Iridize – helps you create guides to train new hires to follow your process or learn how to use SaaS tools you use.
  • Forgett – create simple to complicated checklists that your researcher can use to be familiarized with your process.

Test and see if your researcher can meet the goals you have set. See if there are rooms for improvement to the process based on their results and feedback. This is how you refine the lead generation process and prepare it for growth.

If your researcher is meeting his or her goals without issue, and you're hoping for more numbers, then it might be time to bring in more researchers into the fold.

Step # 5: Grow your team.

The bigger your database grows, the more data you need from your research. When you're dealing with more data, it's better to have specific people focused on a specific part of the process. You can also have people dedicated to researching key roles or keywords, making sure you always have a source of new leads.

“A customer database increases in value when everyone works together on populating it with essentials.” says Hans Christian Grønsleth of SuperOffice. Make sure the people you bring in works well in teams.

Wrapping Up

The amount of leads you will have depends on the people you bring in to get the job done. When you find the right person, provide them with necessary tools, and constantly work with them to improve, analyze, and scale your process, pretty soon you’ll have a strong team.

Hopefully, this post has helped with establishing the steps you need to take from finding and hiring that first researcher to eventually growing your team.

We know how crucial it is to find the right people to be part of your research team. That’s why we make sure to provide our clients with top talent with the skills that will help them grow their leads. Visit our website at www.BoltonRemote.com and we’ll help you start your own offshore remote research team in the Philippines.

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Bolton Remote

Bolton Remote helps businesses grow with dedicated remote teams. To find out more about remote staffing, visit BoltonRemote.com.
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About Bolton Remote

Bolton Remote helps businesses grow with dedicated remote teams. To find out more about remote staffing, visit BoltonRemote.com.

  • Hello, Bolton Remote! Thank you for including us on your list. Very useful article, definitely sharing!