The sales director was very successful in the interview!

The sales director was very successful in the interview!

? My friend Z Jun is now the national sales director of a project of a listed company. He told me that he could be the sales director of H company by the regional manager. For other reasons, I have to thank some headhunting companies and employers for interviews. These interviews have taught him a lot, especially some interviews that can find his own shortcomings. I have arranged the conversation with him as follows, and I hope to share it with you.

The company where Z Jun worked before was the number one company in the industry, and he often received calls from headhunters. At first, Z Jun thought that no matter how tempting it was, doing his job well was the first choice. So, there are many rejections. After 2-3 years, the work went smoothly. He also began to move, and after receiving a call from the headhunter, he used his spare time to interview. He also summed up the success or failure in the interview? Interview? Some headhunters and employers were hired. He divided these interviews into two categories: one is non-interview interviews; One is a real interview. Non-interview interviews are divided into spy interviews, ideological interviews and talent interviews. The latter category is an interview that benefited him a lot, which will be mainly introduced.

A, spy interview:

There are many headhunting companies at present. Some headhunting companies sometimes don't really have jobs that match hunters, but take the opportunity to ask hunters for some information, such as organizational structure, operation mode, performance and team situation, salary structure, and some even ask hunters' colleagues, directors and general managers for contact information. Z Jun's company is very well-known in the industry, and it also attracts many competitors to attract interviews with attractive positions. The interview questions are mostly related to H company: What was the output value of your company last year? What are the main ways to expand channels? What is the effect of new projects this year and so on. This kind of interview, Z Jun said, he can still hear the implication of the other party. Sometimes he gives a virtual number, and sometimes he simply refuses because it involves trade secrets. There was once a listed company in Fujian that paid for Z Jun's flight interview. After he went, he asked H company's marketing figures, one after another, and they were aggressive. The female boss of a Singapore listed company in Beijing spent three hours inquiring about the website and e-commerce operation of H company, because they were about to participate in a similar project. Z Jun said, anyway, it's just talk, virtual reality, true or false. The human resources director of a French-funded enterprise is also unhappy because Z Jun refuses to tell the current performance figures. The director of the second video interview also asked about the performance figures, and Z Jun declined. A few minutes later, the interview was over. After the headhunter called, he persuaded Mr. Z that although the industry is the same, the goods are different. There is no need to hide it, but it is just as well to say it. Z Jun insists that no one likes an employee who casually reveals his company's business secrets.

Second, seek operational ideas:

Coincidentally, there are also two headhunting companies in Beijing and Tianjin that recommended Z Jun as the director of the new business department of a Korean company, but the former has not been heard from, and the latter headhunting company has sent Z Jun to Beijing for an interview. Z Jun exchanged English and Chinese with the Koreans who interviewed him for a while. Koreans are obviously amateurs, and finally they say in blunt Chinese that you have good experience and excellent professional knowledge, but I want to see your operation ideas. Can you submit a market development plan? I also ridiculed that you were recommended by two headhunting companies! Z Jun nodded as soon as he heard it. He hated this practice and reluctantly agreed. After communicating with headhunters, Z Jun consulted some industry data and wrote a satisfactory expansion plan after market research. Koreans asked Z Jun to come to the company to explain the operation plan. Piece of cake. Z jun is good at this. During the explanation, Koreans kept nodding and asking questions, and Z Jun explained them one by one. Finally, the Korean said that he would give the news within three days after consulting with the chairman. The result has been no news. Z Jun asked the headhunter afterwards, and the headhunter said that all the references he had made in the past were required to write a plan. Z Jun is not worried about giving his ideas to others, but worried about misleading children, and his views are not necessarily right. Of course, good places also hope to become a reality. In addition, every time you write a plan, it is a further improvement of the market operation ideas.

The human resources director of a company in Fujian called Z Jun directly and said that a new department of the company (like the project Z Jun is working on) wanted to recruit a sales director. In the evening, the new general manager of the business department, Taiwan Province Province (a designer), called him and asked to write a market operation plan. Z Jun spent several nights writing down his new ideas about work. After sending it, the director of human resources called him and talked for nearly an hour. He said he would look at the plan and that he would conduct a background check. Turns out he's still investigating. Z Jun joked that maybe there were many shortcomings in his plan, so there was no news. But the new ideas written by myself do have some operability.

Third, the talent reserve interview:

A headhunter called Z Jun at 9: 30 p.m. in Shanghai, saying that there was a unit recruiting the operation director of China District; At 8: 30 the next night, HR of the company called and said that the chairman of the company knew him and wanted to talk to him. Can he come to Shanghai recently? Z Jun is in Beijing on business and can't go back. After a while, Z Jun went to Shanghai to meet HR and the chairman of the company during his annual leave. It turns out that this unit has raised hundreds of millions of dollars this year, and it is going to recruit talents everywhere in several projects. When recruiting talents, it takes a bigger position as a gimmick. This HR and some colleagues of Z Jun, as well as colleagues who have already worked in this unit, have known Z Jun many times. In fact, the appropriate position is the general manager of Beijing branch, but the earliest establishment of Beijing branch is six months later. It is said that the chairman's understanding and the position of China District Operations Director are just signs.

When others interview him, he is also interviewing others. Going to those units for an interview is a good opportunity, which can help him understand the development of his competitors and help him improve his job. Some units have really become customers of Z Jun.

The second kind of interview is called growth interview or defect interview, which means to help you grow up or find shortcomings: this kind of interview impressed Z Jun very much because headhunters and employers have high requirements. He doesn't want to mention the interviews in the units he doesn't want to go to. What benefited him a lot were those interviews where he could find his own shortcomings. He is very grateful to these headhunters and employers. A headhunting company headquartered in Hong Kong asked many questions to examine his professional knowledge, and his answers were all nerve-racking. I called the mobile phone twice, each time for more than an hour. The human resources director of a listed company in Ningbo directly pointed out that the resume did not reflect the key points during the interview. A headhunter in Beijing told him bluntly that your spoken English is not fluent and so on. He said that these excellent headhunters and HR people let him learn and improve in the following aspects after the interview. ?

1, professional knowledge and ability: Z Jun said that although he has held some high-end positions and many actual combat cases, sometimes speaking some professional terms will be insufficient. This reminds him to supplement and learn some novel business management terms in time; Some problems existing in enterprises should be cultivated into a good habit of observing and thinking about essential work at ordinary times and find solutions. For example, the impact of the financial crisis on the industry; In daily work, how to let superiors quickly absorb their own rationalization suggestions and how to improve team performance as soon as possible. He said that since eating this bowl of rice should keep pace with the times, it is necessary to constantly improve its theoretical basis; It's no harm to think more and study more. Time is like a sponge, as long as you decide to study, you can spare time.

2. Career planning: Professional managers should have a clear career plan and know what to do next. A clear career plan can help us prepare for opportunities that come at any time. Opportunities are for those who are prepared, and this sentence is no joke. Usually, you should be prepared to engage in your favorite position. Have a good understanding of the strategy and tactics, marketing and sales, team and goods, management and incentives related to the corresponding work of this position. The more carefully you think about your career planning, the more you need to do it after an interview or a real job. Doing this position well will certainly help to attack the next position.

3. Self-confidence: You must show great interest and self-confidence in the position you are applying for. Of course, you can't be blindly confident. Especially when the position introduced by headhunters is exactly the position they dream of, you must never say that you are incompetent and temporarily difficult to take on. Mr. Z said that a southern company has a position of national sales director. During the interview, in order to play hard to get and show the so-called honesty, he really told the human resources director that he was only familiar with the northern market and the southern market was weak. This kind of answer makes the enterprise feel that Z Jun does not have the ability to take on greater responsibilities, and has the feeling of muddling along, which limits himself and makes it difficult for him to make innovations and breakthroughs in his work. Finally, a colleague of Z Jun who is in charge of the South China market was hired to do the job, and the salary was three times that of the original.

There is a more ridiculous second interview. Z Jun said that after giving an impassioned speech on the new project of the enterprise in front of several bosses of the enterprise, he came to the conclusion that the prospect of the project is not very promising. This kind of opposition to the company naturally makes the company say to him? Goodbye! ? .

4. Organization: Everyone has their own inherent problems. Z Jun said that he was born in sales, and sometimes he talked about some business problems. When the spark of thought is generated, it is bound to show passion and excitement. In this case, the speech is a bit messy, and the shortcomings are easily exposed, leaving a bad impression on the interviewer. Therefore, with the increase of the number of interviews, he seems to be more and more calm, and the first and second can answer questions. . . . . Speak slowly and answer the reporter's questions like an official. Z Jun said that you can't get excited during the interview, but when you really mobilize the team, you must use passion to stimulate the team's fighting spirit. Some occasions need to be calm, and some occasions need passion.

5. Listen: Z Jun said that most professional managers always tell their subordinates to listen more and talk less when training or guiding their subordinates. But sometimes in order to show my ability and experience, I will keep talking and even grab words. Once, he had an argument with the human resources director of a medium-sized company because of a certain problem. The other party was young, and it was no different after thinking about it.

6. Don't talk about salary for the first time: Good positions generally have decent salaries. Whether to change jobs depends on the development potential of the position, whether it is a career position or a part-time position. As a professional manager, of course, we should show interest in career-oriented positions and actively prepare. If both parties are satisfied, it is not too late to talk about salary next. Otherwise, it's no use talking.

Z Jun said that in addition to the above matters, we should also pay attention to cultivating eloquence and thinking ability. Oral English is very important. To cultivate your self-cultivation and exercise, you should improve 1% every day.

In addition, he said that the human resources directors of some enterprises also have some problems, some of which are very domineering; Some people seem to know a lot about business, and the HR director's estimation of the interviewer's business ability based on the business level that he is not good at is very fallacious. The human resources manager of another listed company communicated with Z Jun by telephone, and a man who claimed to be in charge of human resources work in this unit called. At that time, Mr. Z suspected that he was a director and wanted to check. After asking several times, the other party was vague and only replied that he was in charge of human resources work and did not report the specific position. Z jun feels like a sore throat and doesn't understand. This situation is naturally more speculative.

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