How to recruit good salespeople

How to recruit good salespeople

In the 21st century, enterprises have entered an era of "production determines sales", and the company's sales determine the company's profits and even survival. The position of sales personnel in the enterprise is particularly important. Sales itself is an industry that requires relatively high personal abilities and qualities, and it is also an industry with a relatively high turnover rate. On the one hand, many companies spend a lot of money to train their sales staff, hoping to improve their business level and abilities in all aspects through training. On the other hand, companies are afraid of their job-hopping. Analyzing the reasons for job-hopping, the broad aspects can be divided into two categories: First, one's own abilities cannot meet the requirements of the industry and they will be eliminated naturally. 2. Competitors who are dissatisfied with the company and leave the company or even enter the company. For the second type of job hoppers, our company does not want to see them. We must retain them through coordination or other means. As for the first type of job hoppers, the company should actively persuade them to leave as soon as possible and treat them as unqualified. As a salesperson, his existence is a waste to the enterprise. The longer the time, the greater the waste.

To reduce or even eliminate the first type of people from joining, the key is to start from the source: the recruitment process, and recruit those people who are truly suitable for sales into the company to save the company's training costs.

Qualities possessed by a salesperson: 1. Cheerful personality, 2. Good communication skills, 3. Strong verbal expression ability, 4. Quick thinking, 5. Diligent in thinking, 6. Keen Observation, 7. Strong analytical ability, 8. Team spirit, 9. Certain industry knowledge.

Written test

The human resources department can refer to the civil service examination model and conduct an aptitude test. The questions will appear as multiple-choice questions and must be completed within a time limit. It mainly examines the applicant's thinking ability, observation ability and industry knowledge.

Interview

The interview mainly examines the applicant's communication skills, personality tendencies, analytical skills, language expression skills, and team spirit. However, because candidates are well prepared before the interview, the interview results are sometimes false. The choice of method is particularly important. For the recruitment of sales staff, it is appropriate to use the case method and the questioning method. When asking questions, try not to ask some very direct questions, such as: What kind of personality do you have? Do you pursue personal heroism? …. Use a "simplistic approach" as much as possible. If you want to see if the applicant has team spirit, you can ask if your school (company) has group activities every year. Do you participate? What kind of sport do you like and why? etc. By making insinuations, you can reflect the actual situation of the applicant from another perspective.

How to retain the second type of people also requires our human resources department to continuously improve and innovate in aspects such as performance appraisal and salary system. Make good use of people and retain them.