How to recruit sales staff

& gt0 1

The principle program of selection: take the selection of sales personnel as the company's long-term basic strategy.

First, reveal an algorithm of invisible cost: how much will the company always give a salesperson who has worked in the company for more than half a year? The interview cost, management cost, training cost, operating cost, telephone cost and other costs add up to one, which is about 65438+ 1 person, and the intelligence-intensive industry will be higher than 30 thousand.

In such an important position, something that costs so much money, something that can change the fate of enterprises, enterprises often take extensive and arbitrary collisions to solve problems; At the same time, the department that does this: Human Resources Department, many enterprises are not very high in positions and salaries (generally speaking, salaries are directly proportional to abilities), so there will be people who take good care of human resources, but they can't go to the president. The new business personnel are excellent and agree with the president very much. As a result, they were forced to run away by an asshole manager!

So when we can't find a good salesperson, the president should do the following self-check:

1. Are there really no excellent salespeople?

2. How much time did you spend selecting excellent salespeople? (The president needs at least 10% of the time)

3, don't expect to transform a person, you can only choose one that suits you! How much effort have you put into software and selection methods?

4. Are the personnel of Human Resources Department familiar with the business?

5. Is there a suitable team manager?

Through this basic self-examination, we know that there is a problem. People are not good or bad, only suitable or inappropriate!

& gt02

Talent standard: the direction of choice

The most difficult thing in the selection is: what is the standard of talents?

Almost everyone comes to the market with the standard of taking it for granted. When a subsidiary recruits salespeople, the company's president sets the selection criteria: 1, and has worked for more than 2 years. 2, learn agriculture 3, but also understand marketing 4, long and pleasing to the eye 5, hard work.

See how many people can find one. Preliminary estimation of talent distribution

1, working for more than 2 years. 80%

2. 10% students studying agriculture.

3, but also understand marketing 30%

4, long pleasing to the eye 30%

5. Diligent 20%

In the end, all of them are multiplied =0.00 144, 1000 people. There is a person who feels the level of multinational companies. Whether this person can stay is also a problem. Channels and operational capabilities are big problems.

Therefore, the standard should proceed from reality and take the person who stays as the standard. This person stays and explains the pH of your soil.

If the recruitment standard is established, then the key job of recruitment is how to solve it through technology: what is the standard?

In practice, the standards of talents are divided into two categories: team consistency and inconsistent selection methods, and there is no difference between enterprises.

1, a large group with more than 1000 employees has a very stable business and needs to establish a quality model for comparison. If there is an industry quality model, it will be more accurate. For example, automobile industry, home appliance industry and so on.

2. Team inconsistency means that when the turnover rate and cultural differences are great, you can refer to the characteristics of your excellent sales staff to establish standards. Private enterprises are particularly suitable.

Finding the standard is the direction to solve the problem of selection, and the accuracy of selection must be confirmed by the results of practice.

& gt03

What is an excellent sales talent? Find patterns, not surface features.

Most sales talents are born. It has been proved by psychology for 5000 years that all aspects of a person may change, and only his personality will change after 20 years (a major blow may also lead to personality changes). Therefore, we start with the unchangeable things inside the salespeople, which are called genes in image.

1, like to deal with people, especially strangers.

2. Self-confidence-the ability to recover from rejection

3, savvy-a strong desire to understand

4. Ability to solve problems

5. Persistence-consistent self-management ability

Although only a few words can express the genes of salespeople, giving full play to these advantages of excellent salespeople is the only way to improve performance, because the cost is lower and the management is simpler.

At the same time, I just talked about basic genes, but in terms of sales positions, there are seven different types: development, maintenance, technical support, market planning, management, strategy and training, and each type has subtle differences.

& gt04

Team advantage: excellent manager

Many salespeople were killed by jerk managers. If the president can't drop talents in an eclectic way or talents can't volunteer, the success rate is very low.

Sales is a highly flexible and stressful job. If no one can successfully release a salesperson from his misunderstanding and pressure, then one result must be resignation, and the result of the company is poor performance.

An excellent sales manager is such a person. With this core, a team can be considered, and members can fight for the honor of the team, and their performance will naturally be good!

& gt05

Enterprise environment: the soil for talents to survive

It is suggested that Gallup's employee engagement survey Q 12 and customer loyalty survey ce 1 1 should be used for testing, but it needs to be adjusted.

Through this test, we can know where the cultural atmosphere and management in the enterprise are. Ask the interviewer in advance during the interview to reduce unnecessary losses. At the same time, you can also take stock of talents.

& gt06

Matching: Appropriate is the best.

Not the best salespeople can make achievements in your enterprise, nor the worst market developers can't use them. The key is to see if it is suitable:

1, with appropriate capacity

2. Experience is suitable

3. Appropriate values (salary)

4. Cultural adaptation (being able to abide by the unspoken rules without rules)

These items need to be compared with the standards of talents, the genes of talents and excellent managers. More qualified job seekers.

In a word, people's problem is the biggest problem for enterprises. If you want to solve it, you must spend time and energy to do it. Believe in professionalism!