What qualities must be examined when recruiting salespeople?

For salespeople, the skills needed are definitely related to products and industries. If it's a medical product, you obviously want the salesperson to graduate from medical school or related school and have a certain understanding of medicine. Therefore, skills first depend on your products and industries. I think this may be known to all recruiters in the actual recruitment. So, I think the question you asked is actually about quality.

In terms of quality, I think the most important thing is that salespeople must have a result-oriented quality. If the salesperson is only enthusiastic, diligent and tireless, but walking around is just a process, but there is no result in the end, it will definitely not work. The salesman is very important to the survival of the company, and the most important thing is whether he has achieved anything. Therefore, when selecting and interviewing a salesperson, we must see whether he is a result-oriented person. If this person is too organized, analytical and logical, he may not be a good salesman.

. Maybe there is such a person who looks rough and doesn't speak so politely, but he always thinks he must sell the product, and he never forgets the final result, so he is a result-oriented person. Maybe he is a little rough in the whole sales process, which is exactly what he needs to cultivate, develop and package after entering the company.

First, salespeople should love dealing with people in essence, because salespeople are not selling things on machines, they must be right.

Second, he should like the products he sells, that is, interest-oriented or even passion-oriented. If a person who hates smoking is asked to sell cigarettes, he can't have a good performance. On the contrary, a woman who doesn't look like a salesman, because she has children, is particularly interested in software to develop children's intelligence, and she will be particularly aware of the benefits of such software. If we let her go to every house to sell, she will do well. Because she is interested and enthusiastic about it, she can go on and on, explaining the benefits of her products to developing the brain, and spare no effort to demonstrate and so on. This effect is completely different.

So when recruiting sales staff, at least the above aspects should be considered.

The last measure should be to imagine from the customer's standpoint. When recruiting a salesperson, you should imagine: If I am a customer, will I like this person when I meet him? Can he sell me his things? What are the chances of selling it to me? This may sound vague, but if you can judge correctly, it is actually very effective. If you are looking for a salesperson who specializes in promoting women's cosmetics, when an applicant approaches you, you feel that this person is not very comfortable in dressing, then no matter how good the brand-name cosmetics are, if you let her promote them, your confidence in the products will be difficult to intuitively relate to her sales process. On the contrary, if another person comes in, although her dress is simple and simple, it can make people guess at a glance what skin care products she must have used, and it will feel very different. So finally, when recruiting sales or service personnel, the last question you should ask yourself after interviewing the candidate should be: If I am a customer, how did I feel when I first met him? Will I buy his things?