What should I pay attention to when applying for the Pearl River Beer Sales Representative?

Recruitment of sales representatives should first pay attention to the following issues:

1. Recruiting a sales representative is to recruit future working partners with a warm and friendly cooperative attitude.

2. The best way to reduce the mobility of personnel is to adhere to the principle of "Que Ning does not abuse" and strictly control the entrance.

3. The recruitment standards are clear, with equal emphasis on recruitment, training, use and evaluation, and the overall employment system is perfect. You only need to master the most basic quality requirements when recruiting, and other skills will be solved in future training.

Below, let's talk about the recruitment link in detail:

First, prepare in advance.

1, recruitment criteria:

Make clear what kind of people to recruit and what kind of promotion work to do. If you do the work of dealer management, you need to choose a type that can establish friendship with your age; Open up new business and choose mature, individual and enterprising ones; To be a sales representative of technical support, you need to have a certain degree, professional technical ability and close relationship with customers.

There are many standards for qualified sales representatives, and the author's experience is mainly-first, be honest, and the sales representative communicates with customers on behalf of the company, with the premise of gaining trust; At the same time, sales representatives have high mobility and great freedom, and may independently master the company's resources, lacking the constraints of the company's working atmosphere. Therefore, personal moral standards must be high. Secondly, a positive attitude towards life. The efforts and achievements of salespeople mainly depend on their enthusiasm, not their promotion ability. Sales representatives face more setbacks than successes every day. Only people who have the ability to reject emotions and are full of enthusiasm can impress customers. In addition, recruiting people with a certain degree of education, the reason why people with a degree are chosen is not only because they have the ability to learn, but more importantly, they have more team spirit and higher moral standards than others.

2, internal preparation should be sufficient:

List the competency requirements and job descriptions in detail, and be specific in order to answer the candidates' questions.

To arrange the recruitment of examiners, we should unify our understanding in advance and do a good job in the division of work such as initial examination, re-examination and re-examination.

Elaborate the release of advertisements, signboards and leaflets. This work can't be ignored, and it is the starting point to show corporate image and attract talents' attention and goodwill. External publicity materials and the overall image of the enterprise should be unified, concise and trendy to attract the attention of young people.

Second, the choice of recruitment channels.

1. Talent exchange meeting:

This method is characterized by directness, short time and quick effect. In the talent exchange meeting, the flow of personnel is fast, and the layout of enterprise booths should be paid attention to: signboards and advertisements should be eye-catching; The staff have a clear division of labor and are best dressed; Materials should be fully prepared; Individual conversation time should not be too long. You can arrange more candidates to come to the company for a second interview, "it's better than losing."

2. Media:

Newspaper advertisements have a large circulation and can attract many applicants, but the qualified rate is generally low. You need to specify the qualifications of the applicant in detail, so the effect will be better. Better choose the layout position and release time to avoid drowning in the ocean of advertising information. Advertising in professional magazines is better for recruiting higher-level talents, but it is necessary to introduce the company's image to attract talents.

3. Institutions of higher learning

This is the main way to recruit fresh graduates. At present, there is also a special session for fresh graduates. It is best to post advertisements in the school 1-2 weeks before the job fair and distribute corporate publicity materials. It would be better if VCD films of corporate image could be played repeatedly at the job fair.

When recruiting fresh graduates, it should be noted that, generally speaking, the psychological quality, social adaptability and personal expectations of fresh graduates have a mature adaptation process; The understanding of sales work is slightly one-sided; There are also some graduates who, considering the difficulty of employment, "ride a donkey to find a horse" and change jobs after a while. Sales work is a very practical work, which requires a high degree of psychological maturity and needs to be done with heart. So large enterprises can recruit fresh graduates. They have a perfect training system and have the ability to support a long training period (such as six months to one year) to help them grow psychologically and technically. Small and medium-sized enterprises should generally be treated with caution, but they can be considered individually and should not be recruited in large quantities.

4. Other ways

Anyone can make use of employment agencies, internal recruitment and business contacts, but it is necessary to unify standards and strict procedures, and do not lower standards because of personal affairs.

Although there are many ways to recruit, it is necessary to publish information in place and collect information comprehensively. Beware of the sales representatives of competitors in the same industry, which will bring doubts to customers. For example, it is generally inappropriate to hire a job-hopping person for a competitor's sales representative as a whole, unless you have made a plan to use it for a period of time and can control it.

Third, the selection and re-examination stage

Interview is often the main way to apply for on-site sales staff, and large-scale enterprises also have some written tests.

1. Selector:

Initially, Tao Tai filled in the application form, arranged an interview, conducted a test interview in the sales department, conducted a background check, and decided to hire a medical examination in the interview of senior executives.

2. How to conduct the test and interview:

The time for arranging candidates to apply for jobs in enterprises should be considered comprehensively, starting from the reception work, and it is not advisable to keep candidates waiting for too long. After completing the application form, the application form should include resume, work unit, time limit, telephone number, supervisor's name, major, etc. , and specifically indicate what kind of punishment will be imposed if there is any discrepancy. When arranging to do intelligence and personality test questions, it is mainly to test candidates' memory, thinking ability, understanding, temper and adaptability. The topic can be multiple-choice questions, not too many, and it is appropriate to finish it in 15-30 minutes.

If you apply for more than one person at a time, you can arrange a group game test. Personal performance, let candidates perform a joke and a speech in front of everyone, so as to discover their desire for expression and agile intelligence. Work together to make blocks, houses and puzzles. Testers will not interfere in order to observe the team cooperation and communication ability of candidates. Behavior reflects personality, and there are often many discoveries in this process.

The initial test shall be presided over by the heads of the personnel department and the sales department, and it is best to have more than two people. The time for individual interviews should be 40 minutes to 50 minutes, and the time is too short to find the problem. Generally speaking, candidates have made some preparations in advance, and they are highly vigilant at the beginning of the interview. After 30 minutes, people's attention will drop, and some more formal ideas will be revealed. The key information of the interview is in the last 10 minute.

3. Interview skills:

The interviewer should prepare in advance, change as needed, and create a harmonious atmosphere; Gentle attitude, peace of mind to be a listener; Take notes properly, listen more and talk less. The assistant interviewer is a good observer, paying attention to the candidate's behavior, tone, change, reply attitude and posture response.

4. Questions and purposes to be asked during the interview:

1. Briefly introduce your admission experience ―― check with the items on the application form, ask for discrepancies and check your integrity.

2. Need the original education, professional title and work certificate-carefully observe and identify the authenticity. If in doubt, please introduce the school, department and class, and check the integrity.

3. Understand the reasons for each resignation-judge the authenticity, individuality and cooperation of the language.

4. Ask some developmental questions, such as what are the difficulties often encountered in working in the original company-observe their psychological endurance.

5. Ask continuous questions, such as what is the highest monthly sales, what is the lowest monthly sales, quantity, unit price, average and so on. When working in an enterprise-judge its integrity and working ability.

6. Evaluate the direct supervisors, colleagues and best friends of the former company-observe their personality, team spirit, friend standards and sense of cooperation.

7. What important work have you done in school and what are your strengths? Know their general abilities.

8. Hope salary level-know your motivation, behavior and values.

9. Short-term and medium-term life goals in the future-understanding his life values.

10, what do you do when you are not working-life, work attitude, learning ability.

1 1. What books do you usually read? Talk about your learning experience-observe your learning ability.

These questions need the interviewer to do around the purpose of inquiry and jump at random to disturb the candidates' preparation in advance and explore the real thing. The interview should have an equal atmosphere, and finally give people an opportunity to let candidates supplement their answers.

After the interview, the interviewers get together, collect their own observations and opinions, conduct a telephone survey on the background materials and evidence of the applicants' needs, ask about their original work enterprises, and ask about their working hours. And ask questions professionally and sincerely to avoid being rejected by the other party. It may be considered that the superior supervisor of our company will come forward to talk to the person in charge of the other party to understand the real situation.

5. In any of the following circumstances, you can consider not hiring:

1, suspicious credit, bad record in the original enterprise, and serious falsification of resume;

2. Have a record of bad habits;

3. There are physical defects or continuous hospitalization records in recent years;

4. I have changed more than 5 work units in the past;

5, often change addresses, life is unstable;

6. The unemployment period is too long;

7. Recently divorced, separated or widowed;

8. Borrow money from colleagues and don't pay it back for a long time.

Preliminary interview, investigation and confirmation of qualified people, and then analysis, reported to the next higher level of executives to meet again, in order to clarify some issues. Questions that have been asked in the preliminary interview can be asked repeatedly to observe their consistency. This kind of interview is based on open topics to evaluate their personality ability.

After passing the re-examination interview, if you decide to hire, you should talk clearly about the salary conditions and job requirements, and then go through the formal employment procedures.

Recruiting the right sales representative is the greatest wealth of the enterprise, and it is also the most concerned issue of the enterprise executives. When it comes to "people", there is no small matter. Doing a good job in recruitment requires clear standards, necessary procedures, strict operation, and an attitude of "seeking talents and being thirsty".

It should help you after reading it. I hope your interview will be successful.