How can HR improve the stability of sales?

How can HR improve the stability of sales?

How can HR improve the stability of sales? We should do a good job in the initial stage of recruitment, so as to reduce the turnover rate in the later stage. At the same time, we should establish a strong salary system, welfare advantages and effective promotion incentive mechanism to see how HR can improve the stability of sales.

How can HR improve the stability of sales 1 1? Main reasons affecting sales stability

In fact, the high turnover rate of sales is traceable. Let's find out the corresponding reasons first, and then solve them one by one.

(1) There is a vast space for social sales talents.

Every industry and every company needs sales staff, which leads to a result that the whole society needs sales. There are countless companies to choose from for good sales, and they will consider whether to stay or not more subjectively.

(2) The company lacks cohesion.

When the overall state of a company is "lazy", the company must review itself.

If the company wants to develop and maintain sales, it must have a development vision, actively create a good working atmosphere, and let employees and the company move towards a goal.

(3) Low internal salary adjustment.

Most conventions tell us that "the salary obtained by job-hopping will be higher than that obtained by internal salary adjustment". Sales also know this truth, so many people will choose to quit after a year or two.

Sales job-hopping is not terrible at first, but it is terrible to take away the company's original customers and resources by the way.

(4) There is a problem with team communication.

In a sales team, communication between people is particularly important.

There will inevitably be contradictions and doubts in the work. If problems are not found and solved in time, it is easy to lead to discord and separation among team members.

(5) insufficient training

Sales is a position to face people, publicize and sell products. The times are constantly developing and the information outside is constantly updated, so the training demand for sales positions is also great.

If the company's training is not in place, it is impossible to plan and train employees, and salespeople will easily walk into a dead end in sales, resulting in low sales ability, low salary and no sense of persisting in working in this company.

Then I believe that the final result is definitely not what everyone wants to see.

Second, how to improve the stability of sales?

In addition to the above five reasons, I believe there are many reasons that have not been mentioned, but I will briefly discuss them today. If it is the above five reasons, how to solve the problem?

(1) Strictly control recruitment.

It is necessary to do a good job in the early stage of recruitment, so as to reduce the turnover rate in the later stage.

When recruiting, try to understand the stability of the applicant, how long you have worked in which company before, and whether there are any job changes or company changes?

You also need to communicate clearly with the candidates during the interview, seeking truth from facts, and what is the company environment? Is it easy for the company to sell? What are the benefits of the sales position?

If possible, take the applicant to all departments of the company in advance during the interview, so that the applicant can know the company situation in advance.

(2) Establish a strong salary system and welfare advantages.

We should always pay attention to the changes of industry salary, learn more about the company's performance, and then adjust the salary system and welfare benefits.

Not to say that we must have an advantage over other companies, but we must reach the lowest average; If the salary is not good enough, then afternoon tea benefits, holiday benefits, etc. Should be enough?

(3) Establish an effective promotion incentive mechanism

We can set up a career development channel for sales, mainly to let them see that through their own efforts, they can gain the recognition of the company, whether from salary or career development, so as to motivate and retain sales talents.

How long does the performance last? Can you rank first in by going up one flight of stairs? Can enough working teenagers go to by going up one flight of stairs and increase their basic salary? Are all one-way.

As we all know, if people want to stay, they have to give money or force. Establishing promotion incentive mechanism can not only retain some talents for the company, but also promote the steady increase of sales performance!

(4) Provide more training opportunities for sales staff.

Now is the people-oriented economic era, and training is productivity.

However, many companies only provide training when sales are on the job, and let it develop at other times. It's actually wrong. Training should be a continuous action. In the final analysis, there is only "sharpening the knife and not cutting the wood by mistake".

(5) Strengthen equal communication between sales and departments.

It is common to be annoyed by the sales target in the sales process, have conflicts with colleagues, and have differences with leaders at work.

However, all these common situations do not mean that these emotions do not need to be taken seriously, on the contrary, they must be taken seriously. Any small straw may be the last straw to crush a camel.

Therefore, it is necessary to detect this kind of emotion in time, then communicate frankly with the sales staff, vent all the bad emotions, and nip the existing contradictions in the bud.

(6) Pay attention to resignation management.

Sales turnover rate is high, so we should pay more attention to turnover management.

When submitting the resignation application, the sales department should conduct resignation interviews with employees in time to find out the reasons for more employees' resignation, then classify the shortcomings and think about new problems.

We should also maintain a good relationship with turnover sales to reduce the impact of sales on the company.

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Although it is normal for most companies that the turnover rate of sales staff remains high, I believe that only by doing a good job of preventing the turnover rate can we contribute to improving the stability of sales of the company.

Come on! HR！

How can HR improve the stability of sales? 2 HR How to improve the interview success rate of sales staff?

First, the recruitment information should be updated at any time. For example, if someone reads a recruitment information that has been published for a long time, and the current date is very long, they may wonder if the company is not good and has not been fully recruited for such a long time. I suggest you delete the original information, edit it again, make it look like a recent thing, and make everyone more interested in the information of this position.

Second, do an industry survey to see if some of the benefits of business people in this industry are not as good as those of other companies.

Third, there should be a detailed and attractive company introduction-whether oral or written recruitment network introduction; Then the job responsibilities, job content, working hours, working place, salary and benefits of the recruitment position are clearly introduced on the recruitment website;

Fourthly, consider recruitment channels, not online, whether we can go to job fairs on the spot, whether we can introduce ourselves through employees, whether we can expand our circle of friends, and whether we can use micro-recruitment methods such as Weibo and WeChat. How to choose specific recruitment channels;

1, cyber attack: a local recruitment website and a national recruitment website were opened.

2. Internal recommendation: let the company employees introduce and reward.

3. Job fairs and campus recruitment: there are many recruiters on campus, with low cost and great momentum. On-site job fairs have a strong desire to apply for jobs, so join them quickly.

Fifth, the telephone invitation method should be appropriate. Whether the words, tone and intonation are appropriate, and whether the time for calling is appropriate.

In short, in order to improve the interview success rate of sales staff, HR should first refine the requirements and responsibilities of recruitment positions, so that candidates can better understand the content of their positions; Secondly, publicize the advantages of the company, provide highlights and attract people's attention; Pay and benefits should be highlighted according to the actual situation; Then, choose more recruitment channels; Finally, improve the efficiency of resume screening and interview, and notify candidates in the shortest time.