How to find the right salesperson

How to find the right salespeople, we all know that salespeople are very important to an enterprise, which is directly related to its performance. Whether the product can be promoted successfully and whether the customer can pay the bill depends on the sales staff. Let's see how to find the right salesperson.

How to find the right salesperson 1 1 and define the ideal salesperson?

Many companies have descriptions of their ideal customers, but few companies have a clear description of their ideal salespeople. When you don't know what kind of person you are looking for, how can you screen out the right person? Many of you have sketches of your ideal spouse. I guess your close friend can tell his/her face with his/her mouth open. The same rules apply to salespeople. Before you find them, you must know clearly what they should be like.

The description of ideal sales should be very detailed. Need to include the job experience of the candidate you expect, the job skills you have mastered, etc.

2. Continuous recruitment.

Sales recruitment takes about a year. The best companies are always looking for sales talents. Those companies that have found the right sales talents but have not included them in their own teams are rare. The best way is to prepare a candidate file instead of screening candidates when there is a vacancy. Vacancy will make the enterprise lose money every day, and the bigger loss is that the vacant position is occupied by inappropriate people.

3. Reverse interview.

The interview was conducted by a member of the sales team. It should be noted that the team members selected for the reverse interview must be loyal, knowledgeable, likable and cheerful. But this "interviewer" doesn't need to ask any questions, but provides candidates with the opportunity to ask questions to future colleagues. The significance of this is to let the candidates know what the job is really like.

If candidates make full use of this opportunity, they will ask prepared and in-depth questions and write down the answers. Occasionally, candidates ask, "Can you leave early at noon on Friday?" Needless to say, such candidates should be careful.

4. Standardize interview questions.

There are no definite answers to these questions. They aim to examine whether the candidate's way of thinking meets the needs of enterprises for ideal salespeople.

When preparing your standard questions, it is best to include some common virtual sales scenarios, such as "What should you do if the customer disagrees with your quotation?" It can also contain some personal problems. Because many salespeople are not so-called sales professionals, it is always interesting to find out why they choose sales as their career. You can ask them why they choose to engage in sales of all professions.

If your business is constantly changing and you want to decide whether the candidate can cope with the change, you can ask, "Please share with us a period when you had to face the change before?" Just like any good interview, asking questions will help you discover the essence of the question, "How do you cope with change? What did you learn from that experience? "

5. Simulate sales calls.

Is there a better way to see if a person is suitable for the sales environment of your company than to let him start working at once? Create a virtual scene for the candidate and rate the performance of each pedestrian. Can they do demand analysis? Can they identify the challenges that need to be addressed? Do you want to buy something from them? These are all measures.

6. Write a mini business plan.

Writing is a lost art. However, we are now more dependent on writing communication than ever before. Mail! What could be worse than sending a low-quality and accurate email to a potential customer? If this happens, no matter how good your products and services are, it will damage your image in the eyes of customers.

Therefore, an effective tool for screening sales talents is the writing of mini business plan. When candidates pass all other screening steps, they need to write a one-page business plan explaining how they apply for the job. Just write a one-page plan and ask them when they can submit it. It is important to ask the candidate when to submit the plan, not to ask you.

How to find the right salesperson 2 How to avoid recruiting the wrong salesperson?

1, don't be fooled by personal charm.

Many salespeople are good at dealing with people, are friendly and can get along with you quickly. You will feel very happy if you stay with them and want to be friends with them. Charm is important, but for an excellent salesperson, they also need to have other behavioral characteristics.

2, system goals, objectives, goals

Research shows that if you have to choose a necessary characteristic of a salesperson, it is achievement orientation. This feature can have different labels, but in general it is goal-oriented, result-oriented and inspirational success! A salesman without internal driving force can't succeed.

Don't forget to pay attention to details.

I've heard many people say that salespeople don't pay attention to details and often push some trivial things to other colleagues. However, our research also shows that salespeople who are good at time management and detail management are often better.

Step 4 Ask about the results

If you want to know whether a person pays attention to sales performance, you should ask him to give some past examples. If they succeed in the past, it can generally indicate that they will succeed in the future. Ask them to give some examples, especially details, to see how they deal with difficult customers and unfavorable situations.

5, in addition to interviews, multi-party exams.

If you don't want to hire a salesperson who can't do well, look for other methods besides the interview, such as in-depth evaluation. Find ways to evaluate candidates' performance orientation, time management and credibility. Combining your personal experience with these results will bring you a more comprehensive recruitment decision.