Posted on: August 25, 2021 Posted by: Biên tập Viên Comments: 0

Today, we are going to talk about how to recruit a player, marketing talent to grow your revenue. So A-players, so actually it gets a little complex here. There’s actually a book on called StrengthsFinders. So an A-player, there’s actually three types that you know, that Neil. No you’re muted. I did not. Okay. So before we go into this, there’s three types of A-players. You have an 83 player and a two player and a one player. Okay. An eighty-three three player is someone that can do the job really well, but they don’t necessarily want to become managers.

Nor do they want to, what. They don’t. Yeah. They don’t want to, nor are they like really qualified to, okay. So that’s eight, three eight, two is someone that can be promoted one level. And then a one is someone that can be promoted two plus levels. These are your superstars. So when we talk about A-players, we’re talking about it from a three through, through a one we don’t want to talk about the BS or deceased. Okay. Neil, what are your thoughts? First? The easiest way that I’ve gone a players is I go to LinkedIn. I go and see, who’s worked for competitor, not like someone who has marketing experience at a different random company.

I’m talking about direct competitors. And I look for someone who’s actually got promoted multiple times because that shows me that they were seen as being valuable to get promoted. And I looked for someone who stayed at the company for a long time. And I look for someone who has been at. Multiple companies. They don’t all have to be competitors. They stayed for a long time and they got promoted at both of them for awhile, because if they stick around for a while, they’re loyal. If they got promoted multiple times, that someone finds them being valuable because when you interview people, they all say that they’ve done well. And they’re amazing. And they produce amazing results. But promotions actually show that someone finds value in them. And by them working for direct competitor, which is the third thing, that the chances are, if they can do it for direct competitor, they can usually do it for you as well. That’s our recruiting method. You go to LinkedIn, you hammer, you hit up a ton of people. It’s a numbers game. That’s who you look for. And those are the people who tend to do the best for you.

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And they tend to also know other A-players and they bring you more over time as well. Yeah, there’s a book called hoot that’s w H O with a question, mark, there’s entire framework on this. And what I like about who is, oftentimes we might say, oh, we need to hire, but okay, what are you trying to hire for? So it’s really important to define the outcomes. So maybe someone that’s managed a $10 million P and L that has recruited a, a team of VPs before maybe they’ve pitched RFPs. So you want to define exactly the outcomes that you’re looking for.

Maybe it’s three, four, five outcomes. And then, you want to also identify the competencies, right? So what are they actually good at? And then from there you have a definition and then you can go reach out to these people to Neil’s point where I’ve screwed up before is giving people that they haven’t done it before a chance and a chance for too long, and that actually ends up setting the company back. So what you want to do exactly is. Defined outcomes first, have they done this before? If they haven’t done this, then don’t even do it because if you have to grow them, if you have to do the job for them, if you have keep looking behind your shoulders that says they’re not doing their job. And at the end of the day, It’s your fault for hiring them. Okay. Having a process like who, again, who, with a question, mark, that’s the book setting the scorecards up, having a good heart and process, and then just reaching out to the people that have done it and then asking your network too, or let’s say at at a Neil’s company. If I have people on my team, let’s say my executive team, I might just go to their LinkedIns and look for 10 people that I think are great to talk to. And I’ll be like, Hey, Neil I looked at these 10 people on your LinkedIn, so who should we talk to here? That would be a good fit for the company and that makes it easy. That’s also known as referral recruiting. Okay. Anyway, Neil, I’ll turn it back over to you. Last thing I have from my end is what we learned is when you’re hitting people up on LinkedIn, those eight players, it’s hard to get them. If you just pitch them directly, it’s easier to get them. If you ask them, if they know anyone like them. And a lot of them will just say, Hey, I’m actually interested in the job. And then you can end up getting on the phone. But when you do a direct approach of saying, Hey, do you want this job? I know I’m cutting it short more. So you would send them a nice paragraph or so with some fluff in there, but we’ve just found that doesn’t work as well as more so asking them, do you know anyone else that would be a good fit? All right. So that is it for today. Go to marketing school on the IO slash live that’s L I V E. And to hang out with me on myself, September 9th, 19th to the 22nd. And we’ll catch you later.

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