Here's how you can create a successful sales internship program.

Consider these goals: Intern Growth: Offer interns a thorough introduction to sales as a career, including basics of prospecting, running sales calls, and using sales tech systems. Talent Pipeline: Evaluate interns' ability to manage a sales cycle from prospecting to closing, identifying potential hires. Leadership Development: Provide your experienced reps with management experience by mentoring interns, fostering leadership skills. Each goal should have specific, measurable objectives to ensure the program is both beneficial for the interns and aligns with your company's needs. This structured approach helps maximize the internship's impact and the professional growth of both interns and team members.

A manager I worked with introduced me to the concept of “happy, hungry, humble” and that’s what I would look for in a candidate. Happy because sales career really has its ups and downs and you have to stay positive. Hungry because it takes discipline to go out there every day and actually do the job instead of staring at numbers on an iPad all day. Humble because you cannot rest on your laurels in sales. You can be a top producer one year, but if you’re not humble enough to realize that you have to keep doing the work, the job will humble you right quick.

When selecting candidates for a sales internship, prioritize these qualities: Customer-Facing Experience: Candidates with backgrounds in retail, door-to-door sales, or similar roles often have foundational people skills. Drive and Hunger: Look for individuals who are eager and motivated—traits that are essential for success in sales. Competitiveness and Teamwork: Consider former athletes who thrive in team settings and have a competitive edge. Tech Savviness: Assess familiarity with software and systems used in their previous roles or education. These criteria help identify interns who not only fit academically but also demonstrate the emotional intelligence and practical skills necessary for a career in sales.

There are 3 kinds of interns you will find: a) lazy; b) hidden liars; and c) dedicated & open to learning. You need to be TOUGH in your interview so that: i) you can scrap 'a' types (they are not meant for you and for sales) ii) I put the remaining candidates through a 4 hour video training & ask them to submit a report. Now, I know some of them can be smart in the world of 'AI', so I act 'oversmart' & have them video brief me without the report being in front of them. I know which ones are out and which ones qualify for 'c' iii) I and type 'c' work closely as mentor-mentee, I tell them in 1 year they will be talking a language their friends will not understand, you will 'wow' your parents, and you will have the ability to talk to CXOs

For your sales internship program, align training with new hire onboarding to ensure consistency: Comprehensive Training: Include sales basics, product knowledge, value proposition, and buyer profiles. System Familiarity: Teach them to use CRM and other essential sales tools. Shadowing: Arrange for interns to observe and learn from experienced reps across different sales stages. Practical Skills: Focus on prospecting, cold calling, and other outreach techniques. Broader Exposure: Beyond SDR/BDR tasks, introduce them to account executive responsibilities to enhance their understanding and potential. This approach not only prepares interns for immediate tasks but also equips them with a broader perspective on sales roles.

Creating a successful sales internship program involves several key steps. Start by defining clear objectives and outcomes for the internship, ensuring alignment with your company's goals. Develop a structured training plan that includes both theoretical knowledge and practical experience. Assign experienced mentors to guide interns and provide regular feedback. Encourage interns to participate in real sales activities to gain hands-on experience. Foster a supportive and inclusive environment where interns feel valued and motivated. Finally, conduct regular evaluations and gather feedback to continually improve the program. By following these steps, you’ll build a robust internship program that cultivates future sales talent.

Mentorship Beyond Sales Skills: Cultivating Soft Skills and Emotional Intelligence Don't stop at product knowledge! Sales interns need soft skills & emotional intelligence (EQ) to thrive. Here's how: Mentorship Magic: Pair interns with experienced pros for coaching on communication, listening & negotiation. EQ in Action: Integrate training to develop self-awareness, empathy & conflict resolution skills. Sharp technical skills plus strong soft skills & EQ = future-proofed sales stars & valuable assets for your team.