For many builders, hiring an inexperienced salesperson feels like too big a gamble.
They don’t know the building process. They can’t answer client questions. They might even get overwhelmed and walk. So, instead, many builders play it safe — opting for consultants with construction backgrounds, industry experience, or a portfolio of previous sales roles.
But according to leading sales coach Anthony Kirby, this mindset is holding builders back.
“Hire for personality and train for skill,” says Kirby, founder of Build Mentor and a trainer who’s worked with thousands of new home consultants across Australia and New Zealand. “You can’t train someone out of a bad attitude — but you can absolutely teach someone how to sell homes.”
Rethinking What Makes a Great Consultant
In an episode of The Good Builder Podcast, Kirby shared his playbook for turning rookies into top performers — and why they often outperform those with more experience.
“I love hiring rookies,” Kirby says. “Because they haven’t picked up bad habits. They’re open, hungry, and willing to learn.”
He recalls one consultant who entered the industry with zero experience — and within 12 months became the highest performer in her franchise. What made the difference? Simple: a strong onboarding process, clear systems, and consistent coaching.
You Don’t Need to Teach the Whole Industry
One of the biggest misconceptions builders have, Kirby says, is that a new hire must understand the entire construction process before they start.
“If someone asked you about a book, and you’d only read Chapter One, you’d still be able to talk about Chapter One,” he explains. “You don’t need to teach them the whole book. Just make sure they’re great at the first chapter — the first step.”
That first step could be booking appointments, qualifying leads, or building trust in the initial conversation. Once they master that, you train them on the next step. And so on.
It’s a method that reduces overwhelm and allows rookies to gain confidence while delivering real value early.
The Rookie Advantage
Fresh consultants come with a few key advantages:
- They’re coachable — no bad habits to unlearn.
- They’re relatable — often closer in age and tone to the modern buyer.
- They’re digital-first — naturally inclined to use social media, video, and CRMs.
- They’re not overconfident — which leads to better listening and more genuine conversations.
And perhaps most importantly: they reflect the kind of energy the building industry desperately needs.
“This is a people-first business,” Kirby says. “Clients don’t buy from people who know everything. They buy from people they trust.”
How to Onboard a Rookie the Right Way
Kirby’s framework is simple but effective:
- Focus on Step One – Train them to confidently lead the first interaction, not the whole sales cycle.
- Provide a Clear Path – Use tools like CRMs, playbooks, and scripts to remove guesswork.
- Pair Them with a Mentor – Let them shadow an experienced team member before flying solo.
- Check in Weekly – Progress should be reviewed in short, sharp bursts — not left to chance.
He also encourages builders to make room for personality. “A rookie with energy, empathy and drive will always outperform a disengaged pro.”
A New Perspective for Builders
In a time where finding experienced talent is harder (and more expensive) than ever, Kirby’s message is refreshing: look for potential, not pedigree.
“If you’ve got someone who’s keen, coachable and consistent — you’re 90% of the way there.”
And in a market where buyers are more informed, more cautious, and more likely to research online before speaking to a human, the role of the salesperson has shifted. It’s not about being the expert in everything. It’s about making the buyer feel confident and supported.
Rookies, it turns out, might just be the perfect fit for that job.
📩 Want to learn more about training a high-performing team from scratch?
Visit buildmentor.com.au or explore more stories at thegoodbuilder.com.au.
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