We get it. Great salespeople are hard to find. We’ve heard the story 1000 times. You’ve found the perfect candidate. They crush the interview, they “WOW!” everyone, and then 6 months later, they haven’t sold a thing and you’re back at square one.
The Secret Sauce
It’s all about meeting revenue goals, not finding resumes.
The secret sauce to finding “A” players is to focus on the end goal(s), what the candidate is expected to accomplish. Traditional hiring focuses on experience and credentials. This approach shifts the focus away from what it is you’re trying to get done to an arbitrary set of perceived success measurements. At A Sales Guy Recruiting, our approach maps your goals and objectives to the capabilities of the candidates, thereby ensuring they can actually DO what you need them to do.
“A” Players are hard to find. “A” Players that can actually deliver what you need delivered, well, that’s an even greater challenge.
At A Sales Guy Recruiting:
- We know how to identify “A” Players that can deliver for you.
- We know where to find the best talent. The best are happily employed and we know where to find them.
- We can build you a killer “A” Player profile that gets salespeople who can make the numbers, not just a pretty resume.
- We keep you from hiring “B” and “C” players because you couldn’t find an “A” Player fast enough.
- We connect you with the best candidates for your unique goals and objectives
“A” Players attract “A” Players – ’nuff said!
“A” Players deliver 67% more revenue than your average sales guy.
Yeah, “A” Players are that much better than your “B” and “C” players. That’s why we take recruiting so seriously. Talent is the largest and most vital investment an organization makes and this is no more evident than in sales.
A Sales Guy Talent
A Sales Guy Recruiting delivers best in class sales talent. We search out and identify driven, experienced, gritty, creative, and innovative sales professionals who are dedicated to the advancement of their craft. Our candidates are leaders in their organizations. They embrace winning and don’t accept failure as an option. Our candidates have the expertise to transform sales organizations, grow revenue and penetrate markets. They understand the complexities of selling and thrive off the challenges associated with sales. They embrace their role as “A” Players and deliver.
89% of new hires fail because of attitudinal reasons. ASG talent comes attitude ready.
The ability to look at something like no one else is a competitive advantage. We deliver creative candidates who see there is always more than one way to get things done and know how to do it.
Need we say more? ASG talent are winners, period.
Winners make better choices. Winners arrive at better choices by solving more complex problems. Critical thinking is at the core of complex problem solving. Our candidates go deeper, dig further to solve the most complex sales problems that are in the way of achieving revenue. Those who solve the most complex problems the best, win!
The single most important trait in a salesperson or sales leader. Coachable salespeople are adaptable, humble, flexible, and open to change. We deliver talent that is confident in their capabilities and yet aware of their faults. Personal improvement is part of their value.
Determined and Gritty
Pushing when all else seems lost, never saying; “I quit.” Never succumbing to outside challenges, that’s what badass salespeople do. They have grit and determination. We find those gritty players who are in it to win it for you and your organization. Find out if you would make the cut, take the sales grit test now!
We’ve got your back with these hiring and recruiting resources.
Recruiting! The Good, The Bad, and the Ugly
The recruiting industry is growing rapidly both for recruiting services and for technology resources. Within all of this growth, people often fail to understand the differences in services. Here, we will break down some of the perks, the do’s and don’ts, and the NEVER. Let’s start with the NEVER! I don’t exactly know how this even became a thing, but it did: the resume farm. We receive cold calls weekly from global resume farms where
Men Vs Women in Sales
The statement is always preceded by some version of “not to sound biased” or “not to sound sexist” or “not to cross any legal lines” BUT… In recruiting, we hear this constantly when going over the wants of a position. I sit and listen to the typical statements of university degrees and years of experience and industry experience (FYI, none of which are actual hiring criteria). Eventually, the conversation will end up with some
Hey Recruiters, Your Job Descriptions Suck!
Whether you are posting it on a job board or a recruiter is directing traffic to it, job descriptions are an influential part of the hiring process. Yet so many people get it wrong! Over and over I read the same boring “duties are…” or “candidate must have…” Which is followed by the driest descriptions that completely miss the mark at presenting a clear understanding of the role! What are the REAL job responsibilities
Leadership 101: Don’t Be an Asshole
I know…so many people don’t like the word asshole. But really, there isn’t a better word to comprehensively represent the characteristics we are about to discuss. I’m not alone in drawing this conclusion either. Dr. Cameron Sepah is a psychiatry professor and graduate of UCLA and Harvard. He has laid out the “Anatomy of an Asshole” because this word, while not a clinical word, embodies a shared understanding of a clearly categorized behavior pattern. (Well
How to Hire A Players
Hiring “A” Players is the key to a killer sales team. Knowing how to hire “A” players is the challenge. Reduce your hiring failures with this ebook.Download
Open Sales Position Cost Calculator
If you have an open sales position that’s not being filled, it’s costing you money, potentially lots of money. This cost calculator will tell you exactly how much you losing by not filling the seat faster or at all.Download