How to recruit a sales manager?

Hello, I am very happy to answer the question "How to recruit a sales manager".

First of all, we must be clear about the following issues:

What are the necessary conditions for recruiting a sales manager? You can consider the requirements of personnel from the following aspects:

1. Look at the characteristics of your industry.

Different industries have different requirements for sales managers:

If you require sales in a similar industry, just target sales in the same industry.

2. Check whether there are requirements for the working model of the sales manager you want to recruit:

For example, there are pure telephone sales, there are also sales who specialize in field work, and there are also online sales models (doing Those in foreign trade need to understand Alibaba, various professional websites, forum promotion)...

Depending on the working model, candidates will have different approaches to channels and customers, and work experience.

3. What personality traits are required for this sales manager?

In addition to the general sales manager personality traits: communication skills, customer-oriented awareness, affinity, publicity skills...

Are there any other requirements: such as product demonstration skills, identification and Ability to apply different strategies to customer groups.

Clearly define the requirements of the sales manager you want, and then you can find someone.

—Recruitment websites: 51job, Zhaopin Recruitment, BOSS Direct Recruitment, etc.;

—Social networking sites: LINKEDIN, WeChat groups of target groups, and even Douyin;

—Professional exhibitions are also the place where various sales companies often appear;

The fundamental way for a company to establish a good employer brand image is to attract talents. No matter how good the talent is, it is impossible to recruit suitable sales talents without the will.

I hope my answer is helpful to you. Welcome to follow @MotangJsaojob. If you have any career questions, please leave a message or discuss.

There is a ridiculing saying that goes well, "As long as you are good at dancing with a hoe, there is no corner that cannot be dug out." Regarding how to recruit sales managers and how to improve and reduce the turnover rate of sales talents, Teacher York has something to say.

In enterprises, sales work is generally completed by sales personnel. The performance of sales personnel determines the quality of sales work, which is related to the profitability of the enterprise. Therefore, salespeople play an important role for a business. However, in the entire recruitment work, the recruitment of sales personnel has become one of the focuses and difficulties of the recruitment work.

1. Why is it so difficult to recruit sales staff?

The main reason is that the turnover and turnover rate of sales staff are high, which is reflected in the following three aspects:

1. Grassroots work is stressful and hard: sales have performance pressure, and customer service has The pressure of being blamed by customers, difficulty in internal coordination, and the pressure of operators having too much labor;

2. Poor working environment: sales may need to run around (or even go on business trips), and customer service may be silent on the phone every day (high radiation), operators are in machinery or assembly lines (noise, temperature, etc.);

3. Grassroots employees have relatively meager incomes and may need to work overtime frequently, and some are looking forward to getting more overtime. There is no overtime pay, and some work overtime without overtime pay; in addition, sales staff are in the most complex position category of the entire company's information channels, and sales generally receive commission from the basic salary. Therefore, changes in basic salary, sales targets, commission points, methods of obtaining commissions, and adjustments in management methods will have an immediate impact on their income. Companies need to think about what kind of salespeople they want to recruit.

(1) What kind of sales is considered "experienced"?

The scope of experience should include:

Have sold similar products and are familiar with similar products People in the market;

People who have never sold similar products, but the previous sales target matches the target customer of the product;

People who have never sold similar products, and the customer target is also different, but People who have a large number of channels to sell their products.

We naturally pursue the first type of people. However, the second and third types of talents are also capable enough to promote sales work. So these three types of people are all experienced types.

(2) Is it okay to have no experience?

Inexperienced people, yes! But you need to be more careful about inexperienced people. Generally, only two types of inexperienced people are recruited.

① Recruit smart people

Smart people are often better able to handle some unexpected problems in the sales process. This has been confirmed in the effectiveness verification of quality models in many companies.

In other words, when other factors are uncertain or there is no obvious difference, recruiting a smart person will obviously bring higher performance than a person with low intelligence.

② Recruit people with strong desires

Strong career desires can often impress HR. If a candidate strongly expresses his or her preference for the position, the candidate's favorability will skyrocket.

2. How to avoid recruiting the wrong salesperson?

1. Don’t be fooled by personal charm. Many salespeople are very good at dealing with people, are friendly, and can get along with you quickly. You will feel very happy staying with them and want to become friends with them. Charisma is important, but there are other behavioral traits that make a great salesperson.

2. Institutional goals. Research shows conclusively that if you had to pick one essential trait of a salesperson, it would be achievement orientation. This characteristic can be labeled differently, but generally speaking: it is goal-oriented, results-oriented, and inspirational to succeed! A salesperson without internal drive cannot be successful.

3. Don’t forget to pay attention to details. I've heard many people say that salespeople don't pay attention to details, and they tend to push the minutiae to other colleagues. However, our research also shows that salespeople who are good at time management and good at managing details tend to be better.

4. Ask about the results. If you want to know if a person pays attention to sales results, you ask him to give some past examples. If they have been successful in the past, this generally predicts their success in the future. Ask them to come up with examples, especially details, of how they dealt with difficult customers and adverse situations.

5. In addition to interviews, conduct multiple examinations. If you don't want to hire a salesperson who can't deliver results, you should find other methods besides interviews, such as in-depth evaluations. Find some way to assess a candidate's performance orientation, time management, and credibility. Combining your personal experience with these results will give you a more comprehensive hiring decision.

3. How to find the right salesperson?

1. The job description must be attractive

①Position name

You can compare: sales consultant, salesperson, sales representative, sales engineer, business manager and other job titles. If you are a candidate, which one are you willing to submit? If it is me, I will choose the higher one.

However, you can also post more recruitment requirements with different names when sales recruitment is urgent.

②Job description

Writing a job description is a very important basic skill. Whether you can catch a "big fish" all depends on what kind of "bait" you can throw.

By highlighting the advantages of the vacant position and the company and making it different from other competitors, you may attract candidates who have not known or are not interested in your company before. The key is to be "mindful". As for the style, humor, rigor and down-to-earth are all acceptable.

Be careful not to copy JDs for the same position online, as this can easily cause rejection among candidates. Who knows how many positions he has submitted for the same description?

2. Submit to the sales department Enough pressure from leaders

Recruitment is not just a matter of HR. If HR is entirely responsible, the hiring department will only want people. Since the employing department is required to participate in many interview sessions, it is natural that the employing department should also be responsible for the recruitment results.

Especially the leaders of the sales department. If you don't care about your own team, how can you do other tasks well? Of course, communication still needs to be harmonious. If the sales leader wants to beat you when he sees you, then he may not be able to continue doing this job.

3. Be thick-skinned

We come into contact with many people every day, and more than 70% of them are salespeople. We may have never seriously examined them before they interact with us. Among the people we pass by, are there any suitable salespeople for us?

The next time you meet a salesperson who is persistent, such as the salesperson who is contacting customers in the subway, (everyone is working in the subway , how dedicated), you can have a chat. If you feel good, then why not try to find a job in the company.

In addition, some people talk about poaching and poaching sales elites from competitor companies. But if you poach them and work in sales, they are already elites in their original units. Why should you change jobs? For ordinary sales staff, poaching is less applicable and is a very time-consuming task. It is not recommended. Way.

4. Encourage employee recommendation

Encouraging employee recommendation is a very effective method. Generally, the people recommended by employees are familiar to themselves or their friends. Generally speaking, It feels reliable and the work ability of its personnel is well understood, and employee recommendations can avoid some complicated interview procedures and reduce the interview process, thus improving recruitment efficiency.

Conclusion of this article:

As the saying goes, "Iron-made camp and smooth soldiers", especially for the recruitment of key positions such as sales talents, we need to plan it as a mid- to long-term sustainable strategy. Recruiting a continuous, multi-functional "talent accumulation pool" is not an easy task in itself, let alone recruiting sales staff with high turnover and turnover rates. Therefore, on the one hand, companies need to start with the recruitment process and recruit those who are truly suitable for sales to join the company to save the company's training costs. At the same time, how to retain sales staff also requires our human resources department to continuously improve and innovate in aspects such as performance appraisal and salary system.

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This is a "Sales Manager Social Recruitment Talent Portrait and Talent Map" course I produced. It explains in detail and systematically the establishment of the competency model of sales managers, the design of salary development, the establishment of external recruitment talent portraits, and the establishment of recruitment talent maps.

It is better to teach someone how to fish than to teach him how to fish.

I hope it will be helpful to you.

When conducting recruitment work, sales managers should adopt a positive, confident and friendly attitude and make it clear that their mission is to recruit, train and develop employees who are suitable for the job opportunities required by the company. The following issues should be paid attention to when recruiting: 1. Recruitment is also a sales job.

Not only should you tell others about job opportunities, but you should also sell concepts, goals, results, and future development opportunities to others, and apply all sales skills to recruitment work. 2. Make the candidate feel that working with you will be a pleasure. Be caring about others and appear cheerful, considerate, and approachable. Always check your attitude and behavior, and if there is anything inappropriate, correct it immediately. 3. Be prepared. When recruiting, you must speak decisively and sincerely, and do not give the impression of lack of preparation. 4. Based on the business objectives of the company, set achievable and realistic recruitment goals. How many people do you plan to recruit each time? How many people do you train to become people with sales capabilities? 5. You must be able to exchange or share opinions with others. Feel free to humbly learn from or exchange experiences with successful sales managers. 6. Use personal experience to attract others to join the work force. Let everyone who comes in contact with you know that you enjoy your job. Show that you are a successful sales manager who is confident and takes pride in your work. Keep your appearance and transportation in order, and handle your affairs in an orderly manner. 7. Have a correct perspective and attitude. Recruitment is about providing good job opportunities to others. Don't think of it as asking others to do something, so that you can actively work hard to do it. 8. Allocate daily working time and content. Arrange your working time properly, don't delay sales work because of recruitment work, and strive to achieve the best results in both aspects. 9. Enable everyone who is suitable for sales work to identify and engage in the company's work actively, enthusiastically and energetically, so that they can get the rewards they deserve from their work, and infect others with this attitude, spirit and profit. , attract others. 10. Don’t have the idea of ????"don't use it if you come" or "do it first and see it later". Abusing newcomers will result in more losses than gains, and is not conducive to the steady development of your organization. 11. Establish and improve practices and systems for recruiting new employees. Interviews cannot be based solely on subjective and intuitive judgments. 12. During recruitment time, ask more and talk less. It is best to give a basic introduction to the nature of the job and the company's situation, and then test the other person's feelings and reactions to determine the applicant's intention and attitude towards selection. 13. Avoid too many promises. Some managers often make unconscious promises when recruiting, such as what new position they will be given after applying or being assigned to develop a new regional market. But when the company thinks his performance is poor and is dissatisfied with him, conflicts will inevitably arise. 14. People should not be judged by their appearance. Some supervisors believe too much in their own vision and judgment. In fact, a person who can really perform well depends on his determination and strength, which has nothing to do with appearance, gender, grade, body shape, dress and other factors. Too big a relationship. 15. Don’t hire people who only understand technology and product performance, but have no interest in sales or inclination to learn. 16. Don’t just hire people you like or admire. You need to know that recruitment is looking for people with sales potential.

The way to recruit sales managers can be through online platforms (51job, BoSs, local 58 recruitment columns, etc.)

1. Check the matching degree of the posted resume and make an invitation

2. Interview to see his on-the-spot adaptability, past cases, and communication skills.

3. Planning for job positions and industries.

4. Excellent sales managers can be recruited from several aspects

The best way to recruit sales managers is to find industry elites in the industry. It is recommended to recruit through boss, Zhaopin and other platforms. . Personally, I prefer hiring directly from the boss, who can communicate directly with applicants. Hope it helps.