How to recruit sales staff?

Excellent talents can lead the company in the right direction and achieve the set goals. For many HR leaders, selecting the right salespeople has become the trickiest part of the job. The reasons why recruitment is so difficult are roughly as follows: 1. Recruitment channels are narrow and recruitment methods are single. Some HR leaders believe that “it’s best to go with your gut,” and therefore overly trust the gut feelings of interview candidates. This narrow approach to hiring can often lead to big mistakes later on. Working on a temporary basis and recruiting only when a crisis arises will often result in very few qualified candidates. This will only set the stage for future trouble. HR leaders may only be exposed to a few information channels without investing enough time and energy in hiring decisions. Doing so is bound to lead to trouble down the road. 2. The recruitment cycle is too long. Take too long to make hiring decisions, and some of the best candidates will look elsewhere. Many managers often regret this. 3. The quality of sales staff varies. If a company wants to recruit sales personnel that are suitable for itself, it depends not only on the internal environment of the company, but also on the social environment and humanistic environment outside the company. The quality of current sales personnel generally needs to be further improved. 1. If the company cannot recruit excellent sales personnel, the company will pay a heavy price for this. Quality management guru Deming once said that the cost of mistakes is both "unknown and unknowable." But the cost of recruiting mistakes can be quantified, at least in the short term. Here's how: Find out the first-year performance of your company's salespeople Total income (note that total income includes salary, performance and various benefits). Let's say 100,000 yuan. If the sales representative leaves within a year, according to some expert estimates, your loss could be as little as 100,000 yuan, or as much as three times this amount, or 300,000 yuan. The "unknown" part is the benefits that the salesperson may bring from existing customers, potential customers, and within the company. This part of the cost is difficult to quantify. When you know the answers to the three questions above, you can make informed decisions. Of course, the ideal recruiting approach for HR leaders will vary from person to person. But as HR leaders work to improve their recruiting processes, consider the following factors: 2. Opportunity recruiting. Pay attention to ideal sales talents anytime and anywhere. The sales elites of a certain company are sometimes discovered by discerning eyes while waiting for a taxi, dining, or shopping. 4. Comprehensively understand the applicant's situation. Candidates will only refer to people who will give them positive reviews. Even so, it's still a good idea to call these references to check in and ask them if anyone else knows anything about the candidate's professional or personal qualities. Then, call these people to get a deeper understanding of the candidate. Candidates who can successfully pass the above procedures are your ideal candidates. 2. When a company recruits excellent sales personnel, it should start from its own actual needs and find suitable talents that match the position. We believe that companies fail to position and recruit personnel based on demand, which is an important reason for the incompatibility between personnel and companies and unsatisfactory recruitment results. Therefore, formulating personnel standards in advance that meet the company's requirements and recruiting talents according to the map is the first step to ensure successful recruitment. Basic standards of personnel: three matching degrees of personnel. The basic standards of personnel refer to the most basic requirements for him to be qualified for the position he is applying for. It is mainly defined from three aspects, namely: matching of personnel skills and job responsibilities; personnel personality and position characteristics. Match; people values ??match organizational values. Only when the three matching degrees of a person meet the requirements of the enterprise can he possibly adapt to the work of the enterprise. 1. Matching personnel skills with job responsibilities. Matching personnel skills with job responsibilities mainly refers to the requirements for being qualified for the job. What basic skills do talents need to have, including academic qualifications, majors, experience, etc. Having these skills is the prerequisite for doing a job well. . To understand this, companies need to conduct a job analysis, clarify job responsibilities, and compile the job content, characteristics and skill requirements of the recruited positions into job descriptions, so that applicants can know the conditions for the position. What to do. Doing so will also allow the company's recruiters to be well aware of the situation. Nowadays, when some companies recruit, because there are no clear job responsibilities and job requirements, they are often attracted by the excellent personal conditions of the candidates. There is a phenomenon of blind high consumption when recruiting personnel, and even back office and clerks are not required to have undergraduate degrees. Especially as the employment pressure tightens, many companies are even more selective in their talent selection. It is very common to overqualify and underuse talents. Some highly educated talents are even regarded as vases for decoration and have no actual use.

This not only causes a waste of personnel, but also creates hidden dangers for future personnel loss. 2. Personnel personality matches the characteristics of the position. Personnel personality is also an important factor to be considered in recruitment. As the professional division of labor becomes more and more detailed, teamwork becomes more and more important. If people are self-centered and have poor cooperation skills, they are not suitable for working in a team. The other is the complementarity of personnel and teams. Team members have strong personalities, and employees who are good at coordination can play a role. A lifeless team needs people with cheerful personalities to enliven the atmosphere. Therefore, by analyzing the characteristics of the team and recruiting new employees who are highly cooperative and complementary, the team can produce the effect of 1+1>2. Of course, team spirit should be promoted in most situations, and people with independent personalities cannot be eliminated at will. For corporate management, quality inspection and other positions, people who adhere to principles are more useful. In the design and planning department, mavericks may have creative sparks at any time. Therefore, before recruiting, you must be clear about where to place new employees, what requirements the position has for the personnel's personality, etc., and you must also consider the new employee's career orientation and possible promotion position, etc., so that the recruited employees can "fit into the right position" and play their best. own value. 3. Match personnel values ??with corporate values