How to recruit a sales manager?

The personnel department should pay attention to the following points when publishing foreign recruitment advertisements:

1. Advertising design should highlight the corporate logo;

2. The advertising content should be drawn up according to the job description provided by the employing department;

3. Advertising design must use words of encouragement and stimulation;

4. The advertisement must explain the position, the number of recruits and the required qualifications, and indicate the treatment;

5. If you need to recruit scientific and technical personnel, you should advertise in newspapers with strong academic characteristics; The recruitment of other categories of personnel must also use the news media in a targeted manner as mentioned above to save expenses for enterprises.

□ Preliminary selection

(1) Job application form is one of the means of enterprise primary selection, which aims to obtain the background information of candidates and eliminate those who do not meet the requirements.

(2) The initial screening interview is conducted when the candidates fill out the job application form.

(3) Employment test

1. Employment test is the last link of preliminary selection;

2. For technicians, craftsmen, typists, stenographers and other personnel, due to their strong technical work, they should be tested on the spot;

It is impossible for a person with no knowledge and versatility to hold a senior position. Such people can examine their own works and inventions, and also check their education and experience to identify their qualifications.

□ interview preparation

(A) the composition of the interview selection team

The interview selection team consists of the following three parties:

1. Representative of the employing department.

2. Specialized personnel in the personnel department.

3. Independent judges. Independent appraisers should have a deep understanding and close working relationship with job vacancies.

(2) The interview method is collegiate interview (or staged interview), and the opinions of the person in charge of the employing department play a decisive role, and the opinions of other members of the selection team play a staff role.

(3) According to the job description of the recruitment position, design the interview evaluation scale.

The interview evaluation elements are divided into the following nineteen items:

1. Appearance;

2. Outlook on life, society and occupation;

3. Life design;

4. Personality maturity (emotional stability, mental health and psychological concealment, etc.). );

5. Personal cultivation;

6. Job hunting motivation;

7. Work experience;

8. Relevant professional knowledge;

9. Language expression ability;

10. Logical thinking;

1 1. Adaptability;

12. Social skills;

13. Self-awareness;

14. Leading ability;

15. coordination and guidance ability;

16. sense of responsibility, time concept and discipline concept;

17. analytical and judgment skills;

18, adaptability;

19, decision-making ability.

(v) Selection of interview place and environmental control

1. The interview environment should be quiet and comfortable;

2. The position of the interviewer should avoid the backlight;

3. Avoid putting the subject in the center of the house;

4. People can't walk around freely during the interview;

Don't be interrupted during the interview.

(6) Interviewing applicants who have passed the preliminary examination.

□ Interview implementation and result feedback

(a) during the interview, the interview selection team members should fill in the interview record form, indicating the opinions and conclusions of the candidates.

(2) After all the interviews, the members of the selection panel should discuss their opinions on the candidates. When the team members fail to reach a unanimous conclusion, the representative of the employing department will make the final decision. The evaluation results should be filled in the Letter of Recommendation for Interview Results, and sent to the person in charge of the employing department and the personnel department for the record as the basis for the next action.

(3) The personnel department issues the employment notice to the selected candidates.

(4) The personnel department will inform the unsuccessful candidates of the interview results.

□ probation period

The probation period is usually one to three months.

The probation period is calculated from the date when the employee takes up a new job.

The purpose of the trial is to correct the mistakes in the choice.

□ Final employment

Those who pass the trial will be officially hired. From the date of formal employment, enjoy the salary grade of similar personnel in this enterprise.