Practical information: Five key points for recruiting excellent sales personnel

In the past two days, I have been preparing a sales team building plan with my customers. Let me share my experience on how to recruit excellent sales! I hope it can help you set up your own sales team as soon as possible!

Recruiting sales elites is definitely a long-term battle and cannot be opportunistic!

Recruiting talents is the foundation of team building and the core of achieving sales performance. Therefore, recruiting suitable talents is the first step to building an excellent team. The ability to recruit star sales is the key for every company to create extraordinary value!

Principle of selection: regard the selection of sales personnel as a long-term basic strategy of the company.

The first point: Calculate the accounting for recruitment and sales!

Let’s first reveal an algorithm for hidden costs: How much does it cost the company president to recruit a salesperson who works for the company for more than half a year? The interview cost, management cost, training cost, operating cost, telephone cost, and other costs plus one cost are about more than 10,000 per person. In intelligence-intensive industries, it will be more than 30,000.

For such an important position, such a thing that costs so much money, such a thing that can change the destiny of the company, companies often adopt extensive and arbitrary luck-taking methods to solve problems; at the same time, There is a person who is very good at human resources, but he can't go to the president; or the new business person is very good and agrees with the company very much, but he is forced to leave by an asshole manager!

So when we can’t find good salespeople, please do the following self-examination:

1. Are there really no good salespeople?

2. How much time do you spend selecting excellent salespeople?

3. Don’t expect to transform a person, you can only choose the one that suits you! How much effort have you put into software and selection methods?

4. Am I familiar with the business?

5. Is there a suitable team manager?

Through this basic self-examination, you will know where there is a problem. There are no good or bad people, only suitable and inappropriate ones!

The second key point: Be clear about who you want, clarify the talent standards, and the direction of selection.

The most difficult thing in selection is: What are the talent standards?

Almost everyone comes to the market to recruit with the criteria they take for granted. To recruit a salesperson for a seed company, the president of the company has set the selection criteria: 1. Work for more than 2 years; 2. , study agriculture; 3. Also understand marketing; 4. Look pleasing to the eye; 5. Bear hardships and stand hard work.

How many people does it take to find one? Preliminary estimate of talent distribution

1. 80% for those who have worked for more than 2 years

2. 10% for those studying agriculture

3. 30% for those who need to know marketing

4. 30 for pleasing appearance

5. 20 for hard-working and hard-working

In the end, the multiplication of all the results = 0.00144. Choose one out of about 1,000 people to catch up with the standards of multinational companies. , and whether this person can be retained is also a problem. Channels and operational capabilities are big issues.

So the standard should be based on reality, and the people who stay should be the standard. If this person stays, it means that the pH of your soil is just right! If recruitment standards are established, the key task of recruitment is how to solve it through technology: what is the standard.

In the process of practice, the standards of talents are divided into two categories: there is no difference between enterprises, the difference is the selection method of team consistency and inconsistency.

1. For large groups with more than 1,000 people and stable business, it is necessary to establish a quality model for comparison. If there is an industry quality model, it will be more accurate. For example, in the automotive industry, home appliance industry, etc.

2. Team inconsistency refers to situations where the attrition rate and culture are very different. You can refer to the characteristics of your own internal excellent sales staff to establish standards. Private enterprises are particularly suitable.

Finding the standards is to solve the problem of the direction of selection, and the accuracy of selection must be confirmed through practical results.

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The third point: What is an excellent sales talent? Find patterns, not surface features.

Most sales talents are born. 5,000 years of psychology confirms that all aspects of a person may change. Only personality can change after 20 years (a major blow can also lead to personality changes) change). So we start with the things that remain unchanged within a salesperson, which is called genes.

1. Like to deal with people, especially strangers.

2. Self-confidence - the ability to recover from rejection

3. Comprehension - a strong desire to understand

4. Problem-solving ability

5. Persistence - continuous and consistent self-management ability

Although only a few words can be used to express the genes of sales personnel, but giving full play to these advantages of excellent sales personnel is to improve performance The only way to do it is because the cost is lower and the management is simpler.

At the same time, what I just mentioned is the basic genes, but from the perspective of sales positions, there are: development type, maintenance type, technical support type, market planning type, management type, strategic type, training type, etc. 7 There are different types, and there are subtle differences in each type.

The fourth point: A team needs leaders to unleash the power of the team: You first need to find a good manager

Many salespeople are led to death by bastard managers. If the president cannot demote talents in an eclectic way or the talents cannot recommend themselves, the success rate will be very low.

Sales work is a highly flexible and high-pressure job. If no one can successfully release a salesperson from his own misunderstandings and pressures, then one of the consequences will be resignation. The result is poor performance.

An excellent sales manager is a person with such a role. Only with this core can we be considered a team, and only then can members fight for the honor of the team, and the performance will naturally be good!

The fifth point: There are many excellent talents, but the ones that belong to you are the ones that match you, and the right one is the best

It is either the best salesperson or the one who can work in your company. It is not that the worst market development personnel cannot be used to generate performance. The key is to see whether it is suitable:

1. Suitable ability

2. Suitable experience

3. Values ??fit (salary)

4. Culture fit (able to abide by unspoken rules even when there are no rules)

These items need to be approved by talents Compare standards, talent genes, and excellent managers. Qualified candidates will be hired.

Brother Zhongyuan concluded: Sales recruitment is definitely a matter of time. Don’t be anxious, because people are the biggest problem for an enterprise. If you want to solve it, you must spend time and energy on it. I believe in professionalism! Believe in Brother Zhongyuan!

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