Building Your 'A' Team

Often times, your best sales hires come from a group known as the 'not in play players'.  A 'not in play player' is an individual who is currently employed at another organization, and may not be actively looking for a job. They may be the perfect addition to your team.  If you can find them and engage them, then you could persuade them to join you.

There are specific steps that you can follow to find and attract a "not in play player.'  While these steps won’t ensure that you’ll always land the best candidate in the market, they will ensure that you’re improving your chances for success.

Finding the Right Candidates

Plan

Every victory, whether in life or in business, always starts with a solid plan. The problem is, most managers don’t go through this planning process. Many managers assume that since their team is full, there is no need to make a plan for adding additional talent. Others have an immediate need (e.g., vacancy, under performing seller, etc.) but simply don’t take the time. Regardless of your situation, every manager should have a plan in place for improving their team and adding additional bench strength.

Profile

A key component of your plan should be a solid hiring profile, that clearly defines the knowledge, skills and capabilities of someone with the right DNA.  We call this document a Success Profile.

Source

To source the right candidates, you'll have to find creative ways to identify who and where they are. A truly successful manager knows how to "participate in his own rescue” and won't count on HR to provide him with the perfect candidate.

Here are some great ways to find great candidates:

1. Reach out to the new hires within your company. They tend to be eager to please and excited about helping you find additional team members. Call them in their first few weeks and ask them who else from their previous organization might also be successful in your organization.
2. Leverage your Champions and your Customers, particularly during win/loss reviews. Ask your customers, “What sales teams have impressed you the most and why?” or “Who would you buy from if they had a better product?” They may have names of people who would be a good fit for your team.
3. Gather names during interviews. Ask the candidate if they were the #1 seller in their previous organization. If not, who was? 

As a manager, you should always be on the lookout for the ideal candidate. You should constantly be creating your own network and identifying individuals who can build your bench strength. Remember the Rule of Three and plan accordingly.

Rule of Three:

Always Be Prepared for the Rule of 3: 

1. Someone will be promoted 
2. Someone will resign or be fired 
3. Someone will surprise you

Sales talent management needs to be a consistent priority for sales managers, who want to attract, hire and retain top sales talent. Human resources can help, but they shouldn’t be the lead owner of your recruiting efforts. You, as a sales manager, need to participate in your own rescue by developing an effective strategy for talent management. It's a crucial component to the success of your team.

For additional tips to attract and retain the best sellers, download our eBook, 6 Key Actions for Successful Sales Talent Management