How to recruit salespeople?

Do a good job in the pre-planning of sales recruitment: judge the sales staff to be recruited according to the company's development, products and industries. What kind of people does the company need for sales, professional knowledge or strong expression skills? With goals and plans, you can get twice the result with half the effort by finding the right person.

Step 2: Screen recovery

With the popularity of online recruitment today, using appropriate recruitment tools can effectively simplify some steps and set up talent conditions more scientifically and reasonably. For example, when searching for talents at first, you can set the conditions relatively low, such as your current location, whether you have updated your resume recently, and whether you have a strong willingness to enter the industry. In addition, HR should not have too high expectations and grasp of resume screening. Resume is only a preliminary understanding of a person, and comprehensive judgment needs more tests.

3. Intelligence

The interviewer's mentality plays a leading role in the whole interview process. The first thing that needs to be corrected is the condescending judge mentality. Nowadays, in the recruitment field, information is highly developed, job fairs, recruitment magazines and online recruitment information abound, and there are many job opportunities, not to mention sales positions. The interviewer is no longer the judge who dominates the fate of the candidate's position.

According to local statistics, at present, sales are the dominant position in major recruitment markets. As soon as a resume with sales intention is released, all kinds of interview calls will follow, and the resume you think is suitable may have been browsed by countless companies. So, how does the interviewer make a good impression on the candidate through a phone call? First of all, the attitude of sincere communication is very important. You can't communicate with job seekers equally on the phone, or even put on a condescending posture, which can only make job seekers resist the interview invitation put forward by recruiters.

In addition, how to make candidates interested in the interview invitation put forward by the recruiter is a popular practice: "talent marketing". In the telephone invitation, the interviewer should "sell" his company through language, so that job seekers can recognize the working environment of the recruiter, which requires a brief package of the company on the phone. Without advantages and highlights, it is difficult for candidates to be interested in a company that sounds unknown.

4. Opening remarks

"hello! I am the personnel manager of a company. Please come to our company for an interview at a certain time and place. " This is the simplest and most common telephone interview invitation. As mentioned above, when the applicant receives several calls, he will not pay special attention to similar calls. Therefore, expecting a polite response when the other party answers is often quite different from the actual invitation effect. Relevant persons have summarized the following points for reference only:

A) "hello! Is it XXX? " Confirm the identity of the other party and give the other party time to react.

B) "I'm from a department of a company." Tell me who you are.

C) "Are you looking for a sales job?" According to the job intention in the resume, reconfirm the other party's job demand in the shortest time. If the other party's job intention does not match the resume or the company's recruitment needs, the call should be terminated immediately.

D) Ask some questions at will, give the other person a chance to say three sentences in a row, and judge a person's language expression ability and thinking.

E) Examine the previous working ability of the other party.

F) Best performance in the past.

G) Average monthly income (whether it is in line with the company's situation, and the other party who is higher than ours should give up).

H) What kind of sales method do you like (judge whether you can accept the company's sales method).

I) Reasons for leaving the company (although few people are telling the truth, it depends on whether the other person can justify himself and re-judge his own expression ability).

5. Time and place of notification

Interview time: Urban enterprises can arrange time according to the company's situation, and enterprises outside urban areas such as development zones should try to arrange it at 2 pm, so that individuals have enough time to take the bus.

Interview location: tell the detailed address down to the house number. It is best to provide a personal bus route, and the interviewer should also have a sense of service.

Last sentence: repeat the company name.

The whole telephone interview time should be controlled within 5 minutes.

6. Interview appointment

After making so many phone calls, the final interview will finally be held. All the preparatory work before is to meet the right person smoothly in the last link.

From the perspective of talent marketing, what the interviewer should do in the interview is to present the best things of the company to the individual. The best place is where the company attracts talents to stay. The interviewer must confidently convey the company's products, industry status and development prospects to the candidates, thus infecting the candidates.

The other most important thing is welfare. Some interviewers are afraid to talk about this problem. Looking for a job. Why? Change jobs. Why? Wage is more often the deciding factor. Recruitment and job hunting should meet each other's needs. Tell the basic salary directly, and emphasize the percentage of commission if there is no basic salary, so that candidates can clearly understand what kind of return they can get from hard work for one month, and convey an idea to candidates: hard work will pay off, and those who get the most return must be the hardest. In addition, complete welfare protection is also one of the focuses of individual job seekers, and it is also the embodiment of enterprise standardization, so it is a necessary factor to successfully recruit sales talents to convey this information to individual job seekers at an appropriate time.