How to find excellent salespeople?

Lack of people is a common problem in many enterprises. Whether it is the enterprise or the dealer team, everyone is short of people, especially the lack of excellent sales staff, which directly affects our sales performance. Therefore, how to find the right salesperson quickly has become a topic of concern to all of us.

Tell two stories first.

When I was selling home appliances, I was responsible for the sales in Shaoxing. At that time, Suning Appliance Ke Qiao Store opened, and the manager wanted to give me a death order. If you can't recruit a promoter within a week, your family will leave. In fact, at that time, it was not my house that was empty, but everyone was empty, so I could understand the urgency of taking charge. Shops bully customers, and customers bully stores for a reason. We should never force others to force me. Our brand is not as hard as others.

It's really hard for me to recruit people in a week. After all, I am a stranger in Ke Qiao. What do we do? Small advertisements, online recruitment, competing products, retail stores ... all the tricks we can use are used, but we can't recruit. I was in a hurry to go to the hospital, so I tried my luck in the local labor market in Ke Qiao. When I arrived at the labor market, I chatted with several stall owners about a small car intermediary and various recruitment advertisements. When they helped the enterprise recruit, they didn't charge the enterprise the expenses at that time. If the candidates are accepted by the enterprise, they will receive the money from the applicant. I think so, too. Factory workers work hard, earn less money and are not paid as well as our shop assistants. I don't ask how good this man is, as long as he can talk. First, recruit people to fill the post, so that even if I give the supervisor an explanation, as long as I don't quit, I'll find someone else later.

Fortunately, I recruited a junior college student, Xiao Yin, in the labor market. Xiao Yin said that he is a junior college student in a school in Guangxi, and now he is looking for a job internship in Ke Qiao, because his sister is in Ke Qiao. I think silver is gentle and witty. He said our salary at that time, probably because he just wanted to find an internship. Maybe he thinks it's better to be a shop assistant in a home appliance store than to work in a factory. Anyway, he agreed. Later, Xiaoyin hung out in the shop and was finally invited by Suning Appliance to be his assistant. Silver got Suning's offer before she graduated, and naturally she was full of gratitude to me. This is another story.

In fact, there is only one core point in my story. When we complain that it is difficult to recruit people, we should reflect on whether we have really gone all out, post it in the recruitment information circle of some recruitment websites, and then expect someone to come for an interview. This idea is unacceptable. Recruiting people should be the top priority of any sales manager, especially the key training object of the core backbone. You can't recruit people just by sending messages. This requires us to pay attention to and observe everywhere at ordinary times, and we can dig people anytime and anywhere when we see seedlings suitable for sales, restaurants, retail stores and even entertainment places.

Speaking of retail stores can also dig people, I went to Kunming early last year to train an excavator agent team. The boss of the company said that he hired a little girl who used to sell clothes in the store. As a result, the girl came to their company and sold six excavators in just three months, each worth about one million yuan. No comparison, no harm. This girl's performance is the sales performance of many old sellers in one year. The agent boss said this to stimulate old sales, and another purpose was to be a little complacent. Looks like I hired the right person. You don't have to have an industry to recruit people, and it has nothing to do with age. The key is whether he has the potential to do sales.

As long as you put recruiting people at the top of all your work, recruiting people should also be the top priority of many managers. Don't expect a radish and a pit. Radish is hard to find, so it is necessary to find radish seeds, cultivate them slowly in the enterprise, and finally let the seeds grow into a radish.

Now that you have written radish seeds, let's tell the second story.

I have a friend who runs a diatom mud shop. The biggest confusion for her is that she doesn't understand the management of the store. Although I used to work in the home building materials industry, diatom mud, paint, pipes and furniture, curtain cloth and lamps are different, so I want to find a knowledgeable manager.

She took aim at the manager of a paint shop, and people didn't intend to quit, so they had to slowly guide and persuade, move with emotion and learn with reason. It turns out that this store manager gets 5 thousand salary a month, and she gives 8 thousand to others when she opens her mouth. Do you think such a store manager can dig it out? But my friend told me privately that this store manager can only use it for one year. I have arranged for a shop assistant to follow the manager quietly. A year later, when the time is right, I will be promoted directly to the manager. I was shocked to hear the news. Just like infernal affairs. My friend also said that the manager's ability is really good now, but his character is not good and he is not with me, so he will be fired sooner or later.

At that time, I felt that my friend was very scheming, and it made sense to think about it later! When and who to use, the key is to transform the ability of a store manager into organizational ability; In fact, not only the store manager, but also the clerk. If your company has a strong ability to organize sales, that is to say, you can quickly train a rookie into a top sales soldier within three to five months, then you won't be short of people at all, because as long as you can almost recruit, you can be used by me. Either you are trying to recruit people, or you are trying to train people.

The core talents in key positions can only be found slowly by the sales manager. This is a recruitment requirement. Always put the recruitment problem in the first place, it is hard to get a thousand dollars! At the same time, we should actively build our own enterprise training system and mechanism. Are you afraid that there are buttonwood trees that can't recruit golden phoenix?