Why can't you recruit sales staff?

Many companies are worried about not being able to recruit salespeople. They almost tried their best to recruit salespeople, only to find that either they don't like others or others don't like themselves. In short, there is no time to "close the shoot" smoothly. Many of our enterprises know that talents are the most important competitiveness of the company, especially small and medium-sized enterprises. Although we think so, we don't necessarily do it when recruiting people. The recruitment of most companies is like this: first, the human resources department Commissioner of the company advertises according to the general requirements of the sales department. This kind of advertisement can take many forms, including newspapers and the Internet. The general content is nothing more than experience, age, personality and so on. Then screening, the human resources Commissioner screens the resumes received according to the basic requirements of the sales department. The third is notification and telephone interview. Most of the notification tasks are also completed by the human resources Commissioner. The fourth is the first interview, which is mainly conducted by human resources commissioners and functional department personnel, and the rest are interviewed for the second time. The fifth is the second interview, which is basically an interview with the boss or the final decision maker. If this passes, the person who finally passes will be initially hired by the company. If we carefully study the above recruitment process, many links show that our behavior of attaching importance to talents is not as we imagined, and some behaviors have even reached a ridiculous level. It is difficult to recruit people, which is probably caused by our own stupidity or mistakes. It is strange that recruitment is more bureaucratic than bureaucracy. No matter how big the company is, it basically adheres to the same recruitment method. It is as long as a bureaucracy, and all the processes are business-like, which makes any excellent salesperson feel extremely bored, and makes people feel that such a company lacks basic fighting enthusiasm, and it is easy for people to feel that they are used tools and handmaiden. Why can't we shorten the relevant recruitment links, so as to quickly catch the sales staff we want? Why should we put enough "spectrum" and then regret not finding a salesperson? There was once a company whose sales staff could not be recruited. This company is small in scale, but it recruits sales staff according to the complicated process above. Later, they changed the recruitment method: from notification to interview, it was simplified to be completed directly by the company's top decision makers. There are only two links, the effect has changed greatly, and people will be recruited soon. In fact, the reason is very simple. The original complicated procedure virtually excluded many people we wanted to see, not including those who were misjudged or misjudged by the human resources Commissioner. Due to the direct existence of decision makers, at least the following benefits can be brought. First of all, candidates can directly contact the top management of the company, let them intuitively feel the company's culture and future development, and establish confidence in the company. Secondly, during this period, decision-makers can effectively identify salespeople, and we can directly launch an offensive to win over people we like. Third, the existence of leaders can quickly build up the candidates' sense of respect and trust. In short, it is necessary to shorten the recruitment process as much as possible, and not to be "official and small." In fact, there is no difference between talent competition and market competition. Market competition pays attention to speed and accuracy, and slow action will delay fighters and cause disastrous consequences. The "wrong person" is doing the "right thing"