Why Do I Have To Recruit When I Have An Internal Recruiting Team?

From Spreadsheet Manager to Leader: A Shift in Perspective

Early in my leadership journey, I operated under the assumption that I could mold any team member into a top performer with enough structure and process. Think spreadsheets, strict routines, and a heavy emphasis on "fixing" B and C players (a term I now recognize as derogatory). My goal was to turn everyone into an A player, like trying to make Tom Brady a star running back. While well-intentioned, this approach led to inconsistent performance, low morale, and a team that wasn't thriving.

A pivotal moment came when a mentor challenged my methods. He questioned my reliance on internal recruiters and my lack of personal involvement. His words hit hard: "The goal of being a sales leader is not to transform B and C players into A players; it's to take A players and enhance their abilities."

This was a game-changer! I realized that leadership isn't about forcing people into a pre-defined mold but attracting and empowering those with the drive and talent to excel.

Why Leaders Must Own Recruiting

Regardless of your industry, you're in the people business. There's constant movement in this business: promotions, departures, and, unfortunately, sometimes, people are managed out. This means that even with a whole team and a dedicated recruiting department, your job as a leader is constantly recruiting.

The Challenge of Letting Go

It's easy to get caught up in the day-to-day business of closing deals and "saving the day." This can feel rewarding, especially in the early stages of leadership. However, you must shift your focus to build a truly successful and fulfilling team.

The Key Takeaway

Dedicate as much time, if not more, to recruiting as you do to close deals. Own the process, connect with potential A players, and build a thriving team. Remember, your success as a leader hinges on the quality of your team.

Good luck, and happy leading!