Does the channel specialist have a development prospect?

which is more promising, terminal salesman or channel sales? 1 points

A terminal salesman is a business person who directly faces consumers.

Channel salesmen can sell the products of enterprises just like canals. Such commercial units are called channels. Generally speaking, when an enterprise talks about the channel, it mostly refers to the middle section from the manufacturer to the terminal. That is, the sum of all wholesalers, distributors and distributors through which the products of manufacturers flow. Salespeople must look for agents, help agents push their own products and manage their business. Note: It requires a keen sense of market smell and insight, as well as strong patience and motivation.

I think you should understand your last question by comparing the above two points.

How can a novice be a channel specialist

Channel is actually a very general concept, and channel actually refers to the channel that can bring sales and benefits. The first thing a novice needs to do is to analyze how many ways can work in your market. When you have identified the way, you will be diligent and keep running and negotiating. Impress him with your sincerity and the profit of your products, and finally, maintain it regularly and let him follow you.

what are real estate consultants and channel specialists? Is there a future in this line of work? What's the average monthly salary?

Property consultants sell houses. The channel specialist is a good seller of houses. Have a future. The monthly salary is not higher than 2, and the monthly salary is different in different regions. The income is mainly from buying a house.

what does the recruitment channel specialist do?

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The main job of the recruitment channel specialist is to be responsible for the recruitment management of industries, enterprises or departments.

what's the difference between a marketing specialist and an operations specialist?

the marketing specialist and the operation specialist have some similarities. The marketing specialist focuses on the overall grasp of market dynamics and requires more comprehensive management and comprehensive ability. Operations specialists are more focused on execution and coordination.

what does the real estate channel specialist do

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What are the channels for staff recruitment? What are their advantages and disadvantages

For reference only

1. Analysis of advantages and disadvantages of internal recruitment

1. Advantages of internal recruitment

(1) Organizations and employees know each other better. First of all, the organization has a better understanding of its employees. If an organization has a list of employees' skills, it can be regarded as the starting point of internal recruitment, and the performance evaluation of employees can also be obtained. By learning that the current and former managers of candidates evaluate their potential development, they can have the opportunity to observe the candidates' work habits, work skills, ability to get along with others and adaptability in the organization. Organizations can get more accurate information about existing employees, thus reducing the probability of making wrong decisions. Secondly, employees also know more about the organization and know the operation, values and culture of the organization, so that employees' expectations are inaccurate and the possibility of dissatisfaction with the organization is reduced.

(2) It creates opportunities for promotion and prevents possible redundancies. Promotion will play a positive and significant role in stimulating employees' motivation and improving morale. If employees know that they have the hope of promotion and career development, they will work hard for the organization, which is also a reward for employees' performance and loyalty. On the other hand, if we always give priority to outsiders to fill job vacancies, it will have the opposite effect.

(3) low cost. Compared with external recruitment, internal recruitment can save some manpower, material resources and financial resources in evaluation, testing and background information, and the recruitment speed is fast. At the same time, the organization can make full use of the capabilities of existing employees and get a certain return on the previous investment in human capital of employees.

2. Disadvantages of internal recruitment

(1) It is easy to cause "inbreeding". When recruiting only from within, we must be careful to ensure that new ideas and reforms are not stifled by concepts such as "we have never done it before" and "we can do it well without him".

(2) It is easy to cause disunity between senior leaders and employees. Differences in personnel selection are often the focus of conflicts among senior leaders, which not only involves the power distribution of leaders, but also is closely related to the prestige of leaders. This is also one aspect of personnel reform, which will cause extremely fierce infighting in corporate politics and have a negative impact on the morale of employees and the performance of employees who have not been promoted, especially when several colleagues apply for the same position. This may lead to unhealthy conflicts and lead to interpersonal tension in the organization. When a position is vacant, many employees will be considered to fill that position. Of course, most of them will be rejected, and some rejected candidates may have resentment. A study found that employees who were rejected for promotion would show stronger resentment and higher absenteeism rate than their opponents who were promoted.

(3) It is easy to cause subsequent problems. An employee may be promoted to a job he is not qualified for, so the organization needs competent employees and strong management development plans to ensure that employees can take on greater responsibilities; Another question is whether internal promotion is based on seniority or ability.

(4) Too much internal recruitment may make the organization closed. Constantly promoting talents from within may encourage employees to be content with the status quo. An organization that must improve its organizational processes should usually recruit people from outside appropriately.

(5) Too much internal recruitment may lead to inefficiency. For example, if a senior manager leaves the organization and is replaced by a direct subordinate, then the subordinate's position needs to be filled. When this person's promotion extended to the end of the hierarchy, the original position attracted many people's attention. Almost all employees need a period of time to get familiar with the new job. Even when employees have worked in the organization for many years, the new position requires them to adjust their thinking to adapt to the new responsibilities and redefine their interpersonal relationship with colleagues. These people must play a new role in front of their former colleagues, and the management difficulties they face will continue to emerge after their former colleagues become subordinates. As many people take up new positions, internal recruitment difficulties may worsen this result. This inefficient state will not change until these employees have the same working ability as their predecessors and redefine their working relationship.

internal recruitment has both advantages and disadvantages. Internal recruitment may play the best role when the organization implements the strategy of giving priority to stability and faces less external environmental threats. In case of limited time or funds, internal recruitment may be more appropriate.

second, the advantages and disadvantages of external recruitment

there are many channels for organizations to recruit people from outside. Those fast-growing organizations, or need to recruit a large number of skilled workers or ......

What do the channel specialists of e-commerce companies do? What is the future of career development? 5 points

A person who can sell the products of an enterprise like a canal is called a channel specialist. Generally speaking, when an enterprise talks about channels, it is said that the products of the manufacturer flow through all wholesalers, distributors and distributors, and the channel specialist looks for agents to help agents push their own products to manage their business. So you don't need to chat with customers, pack and deliver goods, but you may be responsible for more Taobao sellers to distribute your products.

some questions about the channel specialist of real estate agency. 5 points

Real estate sales staff, as the most basic frontier position in sales work, are in direct contact with customers through various channels and are responsible for the sales of real estate developed by the company.

What channels are there for everyone to recruit suitable employees of the company?

The recruitment points should be different with different levels of personnel. Manual workers often pay more attention to salary; The salary of knowledge-based employees and middle and senior management talents in the company is often not ranked first in demand. So, how can we recruit suitable talents?

first, do a good job in talent demand analysis. Many enterprises have not made a complete human resource plan. Often, the following departments passively recruit whatever they report, without a long-term plan. I think we should analyze the existing personnel of the company under the development strategy of the enterprise, and make statistics and predictions on the personnel that need to be equipped.

second, make a complete job description. Job descriptions are also called job descriptions and job descriptions. It explains why the company wants to set up this position and its responsibilities, authority and qualification requirements. These are the foundations to ensure that the company recruits suitable talents. Nowadays, many enterprises don't pay much attention to these, and the recruitment notices are often simple and vague. Sometimes, candidates will be confused about what this position is for, what requirements it has, and whether they are competent or not. It often directly affects the recruitment effect.

third: choose the right recruitment channel. First of all, it is necessary to determine whether it is internal recruitment or external recruitment. The benefits of internal recruitment are conducive to mobilizing everyone's enthusiasm, and the recruits are highly loyal. External recruitment is conducive to the introduction of new ideas and methods. These should be determined according to the actual situation.