Does anyone know that salespeople are really hard to recruit?

Salesman, also known as salesman. Many units expect to have excellent sales staff. However, things are always unsatisfactory, and most enterprises can't recruit excellent sales talents. Even if there is, job-hopping is very frequent. Re-recruitment is another cycle of information release, screening, interview, re-release, re-screening and re-interview, which also consumes a lot of resources of enterprises.

On Daxing Recruitment Online, the recruitment position of sales staff ranks first, including telemarketing, sales staff and market representatives.

According to different industries and different sales levels, there are different requirements for some qualities, but if a job seeker lacks the above basic conditions, he will definitely not be a suitable salesperson.

After understanding the characteristics of salespeople, it is also very important to formulate an appropriate recruitment process. The recruitment process of most enterprises is as follows: firstly, according to the general requirements of the sales department, the recruitment enlightenment is published in various media, and the general content is nothing more than the need for certain sales experience, moderate age, extroversion and so on. Secondly, after receiving the resume, the personnel department will screen the finalists according to the basic requirements of the sales department and conduct a telephone interview. Interviews are mainly conducted by personnel departments and functional departments, and short-listed job seekers will have a second round of interviews. The examiners for the second interview are basically high-level enterprises, and finally the examiners decide the candidates. It is not difficult to see that the whole recruitment process is complicated, resulting in several problems: First, the process is long. It usually takes about 10 working days to complete the whole process in order to meet the employees' own work rhythm or the requirements of the leaders. Secondly, the screening work has never been completed by the sales department. Although the personnel department has some similarities with the functional departments in terms of post requirements and personnel quality requirements, the characteristics of the industry need to have many additional requirements for sales personnel. For example, some industries value professional knowledge, some industries value professional experience, and some industries value personal qualities. Finally, because the second problem will happen, only some seemingly ordinary people can be obtained through screening, and "very good and very bad" can not be separated from this situation.

In order to recruit suitable sales staff quickly and successfully, it is suggested that the enterprise let the sales department and the personnel department complete the recruitment work together, and the senior management of the enterprise can also participate in it in time. Through face-to-face conversation, we can not only find excellent salespeople and explore promising people, but also establish a training system and a healthy competitive atmosphere within the enterprise. "The first leader a new employee meets after joining the company has a great influence on him, which is much more efficient than the training and teaching in the future".

An excellent salesperson can produce immeasurable value, and having an excellent sales team is also what every enterprise expects. If we can adopt a reasonable recruitment process and a good corporate culture, we will find and train many excellent salespeople and create immeasurable value for the enterprise.