{"id":719,"date":"2007-09-03T23:06:05","date_gmt":"2007-09-04T06:06:05","guid":{"rendered":"https:\/\/www.peaksalesrecruiting.comblog\/a-players-attract-a-players\/"},"modified":"2015-05-04T19:46:21","modified_gmt":"2015-05-04T19:46:21","slug":"a-players-attract-a-players","status":"publish","type":"post","link":"https:\/\/www.peaksalesrecruiting.com\/blog\/a-players-attract-a-players\/","title":{"rendered":"\u201cA\u201d Players Attract \u201cA\u201d Players and \u201cB\u201d Players Attract \u201cC\u201d Players"},"content":{"rendered":"

Unless you have a product that sells itself (no such thing?), then you need an overachieving sales team to deliver growth.<\/p>\n

\u201cA\u201d players in the context of sales, simply means that they consistently
\ncreate revenue from thin air, outsell their peers and make the company look exceptional. Because \u201cA\u201d players are creative and successful, they raise the value of everyone around them.<\/p>\n

Unfortunately, we too often see teams led by someone who over simplifies the sales mission and hires accordingly.\u00a0 Most recently, we had the misfortune of watching a young, unproven sales manager build a team of journeymen salespeople who lacked the skills and experience to deliver revenues. He hired people who will fill the chair but not the bank account and is now dealing with the issue of missing targets and expectations.<\/p>\n

Why did this happen?\u00a0 A lack of experience, forethought and vision?\u00a0 Hiring people who can provide the desired results requires a hiring strategy, a vision for how you will entice the candidate to join you, a demonstrable pathway to success, and a set of criteria in terms of skills, experience and personality traits.\u00a0 You must also do a ton of due diligence to make sure you are hiring the person you think you are hiring.\u00a0 If you are the hiring manager and you can\u2019t see any of this yourself, you should consider stopping the process of hiring and ask yourself why you are there in the first place.<\/p>\n

\u201cA\u201d players want to know how they are going to succeed. If this is not clear, they will walk to a place where the team is stacked for success with other \u201cA\u201d players. If you act like a \u201cB\u201d player or skip key steps in the process of hiring top talent, the best you can hope for is to attract other mediocre team members.<\/p>\n

Whether you are the CEO or the hiring manager, when you are hiring, never settle.\u00a0 Have a set of success criteria that is matched to the role and continue searching until you get those people.\u00a0 Don\u2019t be afraid to set the bar high.<\/p>\n

As sales leaders we should always expect more as the companies we work for
\nwill always expect more from us\u2026<\/p>\n

-Brent<\/p>\n

<\/p>\n
\n

Related posts<\/h3>\n
<\/div>\n
<\/div>\n

<\/p>\n

<\/p>\n
\n
<\/div>\n
Inside Salespeople: Our Quick-Start Guide to Hiring<\/div>\n<\/div>\n

<\/a><\/p>\n

\n
<\/div>\n
A Statistical Look at Toronto’s Sales Hiring Landscape<\/div>\n<\/div>\n

<\/a><\/p>\n

\n
<\/div>\n
3 Key Strategies to Quicker Hiring With a Bench of Sales Talent<\/div>\n<\/div>\n

<\/a><\/div>\n

<\/p>\n

<\/div>\n<\/div>\n

<\/div>\n

close<\/p>\n

\n