How to break the recruitment bottleneck of cosmetics promoters?

In addition to the serious shortage of beauticians and beauty instructors, more and more daily chemical manufacturers and distributors are also struggling to recruit promoters. They all feel the same way. "All marketers are easy to find, but promoters are hard to find." How to break the bottleneck in the recruitment of cosmetics promoters? Next, we will start with the analysis of the main reasons for the difficulty in recruiting cosmetics promoters, and discuss the solutions with you.

With the gradual deepening of China's market economy, human resources have been pushed into the "buyer's market" together with commodities. It stands to reason that all kinds of talents, especially marketing talents, should present a situation of oversupply, but this may not be the case in the promoter market. At present, more and more daily chemical manufacturers and distributors are struggling to recruit promoters. They all feel the same way. "All marketers are easy to find, but promoters are hard to find." How to break the bottleneck in the recruitment of cosmetics promoters? Next, we will start with the analysis of the main reasons for the difficulty in recruiting cosmetics promoters, and discuss the solutions with you.

Through the communication with the daily chemical distributors who are confused about recruiting promoters, combined with the investigation and interviews with many women aged 18-35, we come to the conclusion.

Several main reasons why it is difficult to recruit promoters:

1, local girls with a certain degree of education are unwilling to engage in promotion careers. Influenced by the traditional concept of employment in China, promoters are still regarded as "salesmen" by many people in society, and their work can not be recognized and respected by the whole society to some extent. It seems that girls are inferior to others as promoters. This concept leads to the fact that 65,438+08-25 girls who have just left campus disdain the position of "extension worker" when choosing jobs, let alone being local.

2. Girls with low local education are unwilling to stay here for promotion. These girls either go out to work or receive re-education locally. What makes us think deeply is that if they are really "desperate" in the local area, they would rather be shop assistants than promoters, because they always think that shop assistants are more stable and reliable than promoters of manufacturers.

3. The objective environment does not allow foreign women to come here for promotion. The basic salary of promoters is generally very low, mainly relying on the commission of sales, while foreign women, as promoters, have to solve the rent problem themselves and worry about being fired by their bosses because of poor performance. So for foreign women, promotion is a very unstable career. Married women from other places are not allowed to go out unless they come with their families. At the same time, in the communication with some dealers, we also found that most dealers always think that foreign languages are inconsistent with local languages, and the promotion quality can not be guaranteed. It can be seen that most dealers are not optimistic about promoters in other places.

4. Other service industries "robbed" the promoters. The definition of promoters is sometimes vague, and society usually regards them as "waiters, salespeople and salesmen". First of all, from the perspective of marginal occupations of promoters, we find that the number of potential promoters is diverted from these industries, such as female employees in clothing stores, waitresses in hotels, salesgirls in shopping malls and salesgirls in manufacturers. In addition, with the intensification of market competition, manufacturers and merchants from all walks of life are aware of the importance of promoters in promoting sales, thus sharing this originally small cake, resulting in a shortage of promoters.

Faced with the current situation that promoters are difficult to recruit, many manufacturers and distributors have racked their brains. Some of them run between the office and the talent market, some risk being fined by urban environmental protection personnel, put up recruitment posters in the streets, and some even use the most advanced recruitment methods to publish recruitment information online on the local "talent online", but these have little effect. Only when we hit a wall did we find that the original talent market was aimed at middle and high-educated talents, and promoters generally did not come here to apply for jobs; Posting posters in the streets will not only damage the city appearance, but also make job seekers doubt the strength and credibility of your company; Although the recruitment on the website is also an important recruitment window, after all, there are more and more people online now, but as we all know, do promotion experts who really want to quit jobs still need to look online? In addition, there are very few promoters who really have time to surf the Internet. Moreover, the information on the Internet is too confusing now. Even if the promoters read it online, most people will not come to the door easily.

First of all, make clear the recruitment needs, and then select the recruitment channels in a targeted manner. If you want to train a promoter yourself, you must broaden your recruitment ideas, go to the talent market, post recruitment information on the website, and post posters on the bulletin board of the community if possible. If you want to recruit experienced promoters and use them, then aim at shopping malls and supermarkets (see if there are suitable promoters of other brands who can be recruited with high salaries; Second, see if you can ask other brand promoters to help introduce her sisters; Third, can the manager of the supermarket recommend the right person for you?