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Breaking the Fortress Difficult for Promoters With the gradual deepening of China's market economy, human resources have also been pushed to the "buyer's market" along with commodities. It stands to reason that all kinds of talents, especially marketing talents, should present a situation of oversupply, but this may not be the case in the promoter market. At present, more and more daily chemical manufacturers and distributors are struggling to recruit promoters. They all feel the same way. "All marketers are easy to find, but promoters are hard to find." How to break the bottleneck in the recruitment of cosmetics promoters? Below, we will start with the analysis of the main reasons why it is difficult to recruit cosmetics promoters, and discuss the solutions with you. Through the communication with the daily chemical distributors who are puzzled by the recruitment of promoters, combined with the investigation and interviews with many women aged 18-35, we summed up several main reasons why it is difficult to recruit promoters: 1, local girls with certain education are unwilling to engage in promotional careers. Influenced by the traditional concept of employment in China, promoters are still regarded as "salesmen" by many people in society, and their work can not be recognized and respected by the whole society to some extent. It seems that girls are inferior to others as promoters. This concept has led the girls who have just left the campus 18-25 to disdain the position of "extension worker" when choosing a job, let alone being local. 2. Girls with low local education are unwilling to stay here for promotion. These girls either go out to work or receive re-education locally. What makes us think deeply is that if they are really "desperate" in the local area, they would rather be shop assistants than promoters, because they always think that shop assistants are more stable and reliable than promoters of manufacturers. 3. The objective environment does not allow foreign women to come here for promotion. The basic salary of promoters is generally very low, mainly relying on the commission of sales, while foreign women, as promoters, have to solve the rent problem themselves and worry about being fired by their bosses because of poor performance. So for foreign women, promotion is a very unstable career. Married women from other places are not allowed to go out unless they come with their families. At the same time, in the communication with some dealers, we also found that most dealers always think that foreign languages are inconsistent with local languages, and the promotion quality can not be guaranteed. It can be seen that most dealers are not optimistic about promoters in other places. 4. Other service industries "robbed" the promoters. The definition of promoters is sometimes vague, and society usually regards them as "waiters, salespeople and salesmen". First of all, from the perspective of marginal occupations of promoters, we find that the number of potential promoters is diverted from these industries, such as female employees in clothing stores, hotel waitresses, saleswomen in shopping malls, and female saleswomen in manufacturers. In addition, with the intensification of market competition, manufacturers and merchants from all walks of life are aware of the importance of promoters in promoting sales, thus sharing this originally small cake, resulting in a shortage of promoters. Faced with the current situation that promoters are difficult to recruit, many manufacturers and distributors have racked their brains. Some of them run between the office and the talent market, some risk being fined by urban environmental protection personnel, put up recruitment posters in the streets, and some even use the most advanced recruitment methods to publish recruitment information online on the local "talent online", but these have little effect. Only when we hit a wall did we find that the original talent market was aimed at middle and high-educated talents, and promoters generally did not come here to apply for jobs; Posting posters in the streets will not only damage the city appearance, but also make job seekers doubt the strength and credibility of your company; Although the recruitment on the website is also an important recruitment window, after all, there are more and more people online now, but as we all know, do promotion experts who really want to quit jobs still need to look online? In addition, there are very few promoters who really have time to surf the Internet. And now the information on the Internet is too confusing, even if the promoters read it online, most people will not come to the door easily. So, how to successfully solve the recruitment problem of promoters? The author thinks: first, make clear the recruitment demand, and then choose the recruitment channel in a targeted way. If you want to train a promoter yourself, you must broaden your recruitment ideas, go to the talent market, post recruitment information on the website, and post posters on the bulletin board of the community if possible. If you want to recruit experienced promoters and use them, then aim at shopping malls and supermarkets (see if there are suitable promoters of other brands who can be recruited with high salaries; Second, see if you can ask other brand promoters to help introduce her sisters; Third, see if the manager of the supermarket can help you recommend the right person and so on. ), and at this time, it is undoubtedly useless to choose the talent market, publish online and paste posters. Secondly, the recruitment ideas should be broad and the horizons should be broad. There is a general view in the promotion circle that third-rate promotion is the promotion of food stalls in restaurants or streets, second-rate promotion is the promotion of clothing stores, and first-class promotion is the promotion of cosmetics. Because the promotion of cosmetics is engaged in promoting beautiful things, it is relatively fascinating for promoters. So, if you find it difficult to dig a corner from other manufacturers for a while and want to solve the urgent need, why not broaden your mind and look for it from the second-and third-rate promotion teams that can be seen everywhere? The purpose and standard for any manufacturer or distributor to recruit promoters is to find someone who can talk and sell goods to help you improve your market sales. As long as you find that she has good facial features, good skin, cheerful personality, talkative and decent style, what are you waiting for? Please come here at once! Combine your product knowledge and cosmetics promotion skills for training, and I believe you will become a promoter in a short time. We must always be clear that there are no professional institutions and schools in the world to train extension personnel. No matter how good a promoter is, he is definitely not a promoter at first, isn't he trained by manufacturers or distributors? Besides, you want to find excellent promoters who can be good at fighting. Manufacturers or distributors of other brands want it more than you do, so why use "poaching" as a wooden bridge? Thirdly, we should establish the recruitment concept of "big input and big output". If you take a fancy to a promoter of a certain brand in the supermarket and want to invite him to be your promoter, you should first try to find out her current basic salary, commission point and her general monthly income, and then you should be willing to offer better treatment than her now. According to the author's past experience, if you want to impress her, your basic salary should be at least 65438+ 0.5 times his current salary, plus the commission point that can motivate her. Promoter is the most realistic profession, and everyone has an abacus in his heart. If they think your salary is much better than her present situation, won't she get into your sedan chair? If your current brand is still too unknown and you want to find excellent promoters, it is even more so, otherwise only a fool will be willing to get on your "sedan chair"! Finally, the following points should be noted when recruiting promoters: 1. If you want to recruit promoters from other brands for your use, I suggest you go to a brand manufacturer whose brand image is similar to yours or not as good as yours to find excellent promoters, so the chances of success will be higher. 2. Always establish the concept that "there will never be an excellent promoter in the market, only your promoter is the best", because any best promoter in other companies may not be suitable for you when she comes, and no one can guarantee that your company is also the best. The key lies in whether you have properly cultivated and managed her after her arrival, and whether your company can create a good atmosphere for her growth and outbreak. Digging someone else's corner is always an act of quick success and instant benefit, and it is even more difficult to satisfy. The key to a good promoter is how to cultivate himself. In addition, it must be remembered and noted that you can recruit promoters from other brands, and other brands will naturally recruit them for you. Therefore, after solving the recruitment problem, how to reasonably motivate, guide, manage and make good use of your promoters is the key to deciding not to leave outsiders and solving the recruitment problem of promoters. Because practice tells us that the cost of maintaining a good promotion is several times lower than that of recruiting a new promotion.