Change The Game - Networking Event
Alex Opacic
Founder at Athlete2Business | Host at Athlete2Business Podcast | Published Author ??
When professional athletes and elite business executives come together in the same room to share their tips and tools on success, how to deal with pressure and how to be more resilient!
Wouldn’t you wanna be a fly on the wall in that room?
Well, you can be in the room! (As a human, not a fly)
I’m super excited to be sponsoring and part of the panel at the next Change The Game event hosted by Steve Tolen MD of Pinpoint Talent at the Expert360 offices in Sydney on Thursday 24th October at 3pm.
We’re going to have #talentacquisition experts Laura Cole (Hopes) Ksenia Tkachenko and yours truly (me) talk about the recruitment and sales landscape now and what to expect in 2025!
We’re going to have pro a boxer Marco Romeo Olympic Waterpolo athlete Sienna Hearn, AFL - Australian Football League W player Brenna Tarrant talk about their elite athlete mindset and how we can all be more resilient in business!
If you’re an athlete wanting to network and learn from elite business executives, you need to be here!If you’re a business executive wanting insights into business development and how to apply the athlete mindset in business, you need to be here!
See you there! ????
This Week’s Free Agent Sales Talent
Retired NRL Player - After a 10 year career in the NRL, this athlete is looking to transition into the business world and is interested in exploring a career in recruitment or real estate. Scored very high on our CHEC-list!
Former Olympic Athlete - Participant in the Athens Olympics, has sales experience across professional services and insurance. Would need $130k + super + comms
World Champion Rower - An incredible female athlete with 5 years experience in sales. Was also a lawyer prior to getting into sales. Exceptional talent! Would need $100k + super + comms to move. ?
If you’d like to meet any of these high performers, get in touch now.
The New Cold Calling
Cold calling…
Something I’ve changed my mind about in the last 12 months.
12 months ago I thought that cold calling was fairly easy as less and less people were doing it.
Decision makers were answering phone calls less, but when they did pick up, they loved the phone approach so closing was easier.
Therefore my dials were huge, my connection was low but my close rate was high!
Today, I’m sensing cold calling is almost dead, here’s why…
- Hardly anyone answers numbers they don’t recognise, therefore dial rates are high, answer rates are lowest they’ve ever been so as a seller you’re wasting time dialling.
- Credibility from cold calls is lower, as buyers are thinking, “if I haven’t heard of you or don’t know you, you must not be good! And I’d prefer to have been referred to you by a trusted source.”
- Today, I actually get a better return/pick up rate from cold Inmails than I do from cold phone calls, so I’m almost ready to cull cold colds from my life (I’m holding on to it as secretly I enjoy it and I’ve been doing it since 2012, is that bad?)
What’s the solution?
- Become better at social selling, create an online presence as a trusted advisor in your field and generate warm leads, call those leads!
- Become an expert at copywriting and Inmails. Use chatGPT to prompt you but NEVER copy exactly what it suggests.
- Create smart partnerships for referrals and attend networking events.
- There is still room for cold calling, but it’s follow ups from LinkedIn DMs, emails and try calling before 8am or after 4pm where chances of someone picking up are higher.
In today’s sales landscape, an effective salesperson is as good at copywriting as they are at cold calling. For a comprehensive sales strategy on how I generate new leads, shoot me an email and I’ll come back to you asap - [email protected]
5 Deadly Mistakes Hiring Managers Make When Hiring Salespeople
(Click HERE for a visual explanation)
Mistake #1: The Years of Experience Trap
“$150k, must have 7+ years of experience!” Sound familiar? This is one of the oldest hiring tropes, yet it’s flawed. Years of experience often get mistaken for competence, but shouldn't we be asking, “$150k, must be very fkn good at what you do!” instead?
Consider Anthony Edwards, a 22-year-old NBA player who’s already one of the top 5 players in the world, and Steven Bartlett, a 31-year-old CEO and investor worth millions. These guys aren’t excelling because of their age or the years they've been working; they're excelling because they’re just very fkn good at what they do.
When hiring your next salesperson, throw the years of experience out the window. Focus on:
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Cultural Fit: Do they align with your company's values and work ethic?
Achievements: Look at their numbers and what they've actually accomplished.
Communication Skills and EQ: Can they connect with clients and colleagues effectively?
Continual Learning: Are they students of the game, constantly improving their skills?
Remember, sometimes 7 years of experience can just be 1 year of bad habits repeated 7 times. It’s all about performance and competence, not just time served.
Mistake #2: Sticking to Industry Insiders
Another common mistake is the tendency to hire salespeople from within your industry. It's tempting to think, "They’ll get up to speed faster," but this can be a trap. The best salespeople have a proven sales process, love the game, and know how to build relationships – qualities that transcend industry lines.
When you restrict your search to industry insiders, you're just regurgitating the same talent pool. Think about it: Why would someone leave their current job to do the same thing at your company? Unless you're offering a significant pay bump, they're likely moving because of poor performance. And remember, all salespeople excel at interviews – it’s part of their skill set. They’ll sell themselves convincingly, and you might be blindsided by their industry experience, missing the fact that they might just be good at maintaining an existing client list rather than generating new business.
The other pull towards industry experience is their network, but here's why that's overrated - There's non compete clauses, it's usually hard for companies to cancel one provider and go to a new one just because their previous sales rep is there now. And most importantly, what happens when they run out of their network? Are they going to chase new business? So, prioritise a sales hunter closely related to your product/service who's network might be a fit, not someone directly in your industry who is a bonafide Account Manager but in the interview will seem like a hunter because he/she is very good at interviewing.
By opening your search to candidates from outside your industry, you’re giving yourself a chance to find high performers who can bring fresh perspectives and proven sales success.
Mistake #3: Overvaluing Charisma Over Substance
Charisma is great. It can charm clients, boost team morale, and close deals. But too often, hiring managers are dazzled by a candidate’s charisma during the interview and overlooking the actual substance. It’s easy to be impressed by a confident, smooth-talking salesperson, but charisma should be the icing on the cake, not the whole dessert.
Instead, dig deeper:
Charisma can help open doors, but it’s competence and a solid track record that will keep those doors open.
Mistake #4: Ignoring Cultural Fit
A salesperson might have stellar numbers and great industry experience, but if they don’t fit into your company’s culture, it’s a recipe for disaster. Cultural fit doesn’t mean hiring clones; it means finding people who share your company’s values and can work well within your team’s dynamic.
Consider how they approach teamwork, handle stress, and align with your company’s mission and values. A great cultural fit will enhance team cohesion and long-term success.
Mistake #5: Neglecting Ongoing Development
The hiring process doesn’t end when the offer letter is signed. One of the biggest mistakes is thinking your job is done once you’ve hired a top performer. High performers crave growth and development. If you’re not providing opportunities for them to learn and advance, they’ll start looking elsewhere.
Invest in training programs, offer mentorship opportunities, and encourage continual learning. Show your salespeople that you’re committed to their growth, and they’ll be more committed to your company.
An Athlete’s Guide To A Successful Post Sport Career (Book) - Get your signed copy!
Who Am I?
My name is Alex Opacic and I’m the founder of Athlete2Business. I’ve dedicated my career to finding former elite athletes who have transferred that elite athlete mentality into success in business.
I’ve obsessed about headhunting these individuals, building relationships with them and placing them into revenue generating teams.