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Is getting demos a science?
In today’s episode, we talk to sales teams. Product teams. Demo teams.
We ask the question “Is getting demos a science?”
The answer:
Not really, but here’s the Captain Obvious “tea” on this: To sell software, you have to demo the software to someone that can pay for it. You absolutely need to demo. That’s why we have a whole SDR/BDR community in most tech orgs; there’s a whole crew of people who just demos all week and gets paid a salary for it.
You need to demo. So if you’re not getting more demos in the pipe, well, where’s the friction?
Level 1: How about you make it easier on your website?
A lot of websites aren’t very transparent about pricing or scheduling a demo. If you can figure out the tech internally, you should have a button to do a demo right then and there.
Or make it super easy for them to move towards a scheduled demo. And hey, while we’re discussing your website, cut the 35,000-foot buzzwords and just say “This is what we do and this is how you benefit.” And if the cost is one of those reasons, say it. It’s OK.
You’ll end up with more demos, we’d reckon.
Have a regularly-scheduled demo every week
Say, Wednesdays at 4pm. (Whenever.) Use your house list to segment prospects and move them towards that at least once a month, or break prospects into four tiers and send them to all four across a month.
It makes it easier.
We worked with one software company once who sent an email every two weeks that read
“Hey, do a demo of our software.”
Nothing else. No content. No links (except the demo).
Nothing flowery. No buzzword-laden header.
Just “Hey, do this.” Ask.
It’s OK. Content, content, content, content … but at some point, you need to ask.
The RecruitingDaily Podcast
Authors
William Tincup
William is the President & Editor-at-Large of RecruitingDaily. At the intersection of HR and technology, he’s a writer, speaker, advisor, consultant, investor, storyteller & teacher. He's been writing about HR and Recruiting related issues for longer than he cares to disclose. William serves on the Board of Advisors / Board of Directors for 20+ HR technology startups. William is a graduate of the University of Alabama at Birmingham with a BA in Art History. He also earned an MA in American Indian Studies from the University of Arizona and an MBA from Case Western Reserve University.
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