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.
5 Mistakes Candidates Make with Recruiters
Are you looking to make a change in the new year with your job? Or have you been contacted by a recruiter and are not sure if you should move forward in conversations? If so, we have a few helpful insights to help partner with a recruiter in your search. Here are some tips on what not to do when working with a Recruiter. Assuming Recruiters are all the same: All recruiters are not
Why Recruiting Good Talent is Always Jagged
Todd Rose is the Director of Mind, Brain, and Education at Harvard University and author of The End of Average, easily one of my top 5 favorite books. The book, as the name suggests, is focused on the social impact of making critical decisions on averages of people. Rodd Rose presents the idea of jagged talent, more commonly referred to strengths and weaknesses. In this, he devotes a substantial part of the book to
The Audacity of Leaders
If you have explored the ASG website or downloaded any of our hiring tools, you know we hold a very clear stance on identifying talent. We look for gritty, creative, driven people. Those that regardless of their experience are true leaders with an appetite for learning and mastering their professional skills. We do this because these are the people who will think differently and have the audacity to take the big risks for
Be Good to your Candidates…
I recently read a post that has since been deleted (Backlash Perhaps?) Anyhow, to sum it up it was an internal/corporate recruiter making a comment about how she doesn’t appreciate candidates reaching out to her without being “proactive” about first researching open positions within her organization. She stated that it’s annoying & unprofessional and to not waste her time. In closing her rant, she added “But if you have this background/experience message me!” … Wait…What?
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