How to recruit sales staff quickly with low budget?

Anyone who has done HR knows that salespeople are very difficult to recruit. If the boss is generous and gives a sufficient recruitment budget, it is better to recruit people. But many times, the recruitment budget given by enterprises is limited, so how to recruit sales staff quickly with a low budget, I will teach you a few tricks below!

Before calling for an interview at 0 1 HR, you should log on to the recruitment website to see if there are any resumes submitted by job seekers in your mailbox, so that you can screen them yourself. But it is often embarrassing, the email is empty or there are only a few resumes, which is very depressing. Then, you can make a fuss about the title. China's writing is extensive and profound. You can change sales or salesmen into sales consultants, business representatives, regional managers, consultants and other seemingly tall titles.

Many HR don't care when editing job descriptions, just write a few words casually, or even find ready-made copies and pastes on the Internet, which leads to the same recruitment information that many job seekers see online. In order to attract job seekers, job descriptions must be detailed and not perfunctory. You can describe the difference between your company and other companies and highlight its advantages. It doesn't matter whether the style is serious or humorous. The key is the heart.

As HR, we should keep pace with the times and be brave in innovation in recruitment. You can't just rely on recruitment websites or talent markets. For example, some enterprises recruit many excellent talents through Tik Tok, while others recruit suitable talents through dating websites. These new recruitment channels can be developed.

Don't think that recruitment is only a matter for the human resources department, and it also needs the cooperation of the employing department. HR is always urged when there is no one in the employing department. HR doesn't always play the role of scapegoat, but also put pressure on the employing department in time. In the end, the head of the sales department needs an interview, so the head of the department should make time to interview the candidates and let the sales department make internal recommendations. The recruitment results are borne by both parties.

To be an HR person, you should have a pair of good eyes, look around and don't limit your thinking to working hours. Usually on the way to and from work or during the break, sometimes I will meet some salespeople on the phone. You can observe this salesperson carefully, and try to make friends with the salesperson as brazenly as possible. You think this person is good. Leave the contact information of both parties. This is a potential candidate. Try to dig it up from other companies.

Recruiting sales staff should not only pay attention to experienced people, but also consider fresh graduates. There are many fresh graduates who have the potential to do sales, as long as they are well trained. If you are afraid of training risks, you can set up some internship positions and find some college students who have not graduated but are close to graduation to practice, so that you can understand the abilities of interns and companies. After the internship, he can stay in the company if he behaves well.

As a recruiter, you must make more summaries and analyze the reasons why you can't recruit people. It is necessary to make a return call and ask the reason why the job seeker didn't come to the interview or join the job. So as to improve next time. You can also add some HR groups to communicate with your peers. The reasons are nothing more than low salary, unacceptable working hours, far away from home, the company can't attract people, the turnover rate of industry personnel is high, or HR's own work is not in place. Then improve according to the symptoms.