What are the skills of HR interviewing salespeople?

In recent years, although there are more and more recruitment channels, almost all enterprises are complaining that it is difficult to recruit salespeople! It is difficult to choose resumes, invite interviews, take entrance exams and get people to continue working ... it seems that they are faced with various problems from the beginning of recruitment.

Therefore, in today's era of high-quality talent wars, as a recruitment HR, without the skills of screening one or two people during the interview, it will be difficult to move. Here is a complete set of sales interview skills for HR reference, so don't mark them quickly!

How to recruit excellent salespeople through interviews?

I. Professional image and attitude

Brief overview:

Salespeople should have "both color and art", in which "color" is the image, speech and behavior displayed in the interaction with customers. "Art" is the understanding of products and the mastery of sales skills. Salespeople should give customers a "first impression" of proper speech and dignified behavior.

(2) Selection skills:

Observe every detail of the candidate carefully during the interview, including gestures and even a look. Vague and timid candidates will not be considered. In addition, sales promotion requires the full start of the brain and the full sprint of the body, so the salesperson must be energetic. All the candidates who were listless and exhausted during the interview were eliminated.

Second, affinity

Brief overview:

Self-familiarity is a gift. Such people are naturally interested in others, like to associate with others, easy to find the advantages of others, compassionate and sincere. In fact, taking the customer's needs as the starting point and thinking of the other party from the customer's standpoint can eliminate the customer's sense of opposition. This ability is conducive to rapidly improving customer relations, developing internal personnel and obtaining important information in sales activities.

(2) Selection skills:

Do you feel at home when you are in contact with candidates? Does the other party intend to take the initiative to bring you closer? Can you clearly feel his sincerity?

Third, communication skills.

Brief overview:

Friendly communication with customers in clear and concise language or writing is an essential quality for salespeople.

(2) Selection skills:

During the interview, you can know whether the candidate's language expression is clear and smooth. Good communicators will pay attention to the use of body language, such as leaning forward, nodding frequently, smiling, eye contact and so on.

Four. Professional knowledge/industry background/sales experience

Brief overview:

Having professional knowledge and industry background means a higher starting point and can reduce the cost of on-the-job training. Successful sales experience in the past is the best proof of the sales quality of candidates, which can reduce the risk of recruitment and selection.

(2) Selection skills:

Case method and questioning method (behavior description method) are applicable to the recruitment of salespeople. Try not to ask some direct questions when asking questions, such as: What kind of personality do you belong to? Do you pursue the idea of personal hero? ..... try to "beat about the bush" as much as possible. If you want to see if the applicant has team spirit, you can ask whether your school (company) has group activities every year. Are you in? What kind of sports do you like and why? Wait a minute. Beating around the bush can reflect the actual situation of the applicant from another angle.

For example, an applicant's information says that he is a sales champion in a certain year, and his sales performance in a certain year exceeds one million.

Then, do we simply rely on these materials to think that the applicant is an excellent salesman and will definitely suit the situation of our own enterprise? Of course not.

1. First of all, it is necessary to know under what background the applicant achieved the above achievements.

Including the industry characteristics, market demand, sales channels, profit rate and other issues of the products he sells, through constant questioning, we can fully understand the premise of the applicant's excellent performance, so as to know how much performance is related to the applicant personally and how much is related to the market situation and industry characteristics.

2. Then understand what tasks the applicant has in order to complete his own business work, and what is the specific content of each task.

Through these, we can understand his work experience and work experience, so as to determine whether his work and experience are suitable for the vacant position now, and better coordinate his work with others.

3. Continue to understand the actions taken by the applicant to complete these tasks.

Continue to understand how he finished his work, what actions he took and how his actions helped him finish his work. Through these, we can further understand his working style, thinking style and behavior style, which is the information we very much hope to obtain.

4. Finally, we pay attention to the results.

What is the result of each task after taking action, whether it is good or not, what are the good reasons and what are the bad reasons.

In this way, through the four steps of asking questions, the applicant's statement will be deepened step by step, and the potential information of the applicant will be tapped step by step to provide correct and comprehensive reference for enterprises to make better decisions. Responsible for both the enterprise (recruiting suitable talents) and the applicant (helping him to show himself and sell himself as much as possible), so as to achieve a win-win situation.

Example of interview questions:

(1) How was your sales last year?

(2) How do customers find out (how to get the signing information)?

(3) How to promote customer relationship?

(4) How to judge "key figures"?

(5) How to set the inside line?

(6) Who participated in the whole project tracking process?

(7) What is your role in the follow-up process?

(8) What did you do in this position?

(9) What are the problems encountered in the work? How do you deal with these problems?

(10) How is the quotation generated?

(1 1) How did you allocate the internal and external resources of the company during the project promotion?

Five, confident/brave/tough/cheerful personality characteristics

Brief overview:

Cold reception, refusal and long-term non-billing are all common situations of salespeople. If you can't cross this obstacle, it will be difficult to gain something. In the past, when we communicated the qualities that salesmen should have, we would jokingly mention "shameless", "not afraid of death" and "stalking and beating". In fact, they are indomitable and more frustrated. Only by enduring loneliness and loneliness can we wait until the final "Heaven rewards diligence".

(2) Selection skills:

Ask the other person how to deal with pressure and frustration in his experience and give specific examples.

Sixth, love the sales industry and identify with the corporate culture.

Brief overview:

Only by loving the industry you are engaged in can you devote yourself to your work.

(2) Selection skills:

Have you read any books about sales? Please explain that they are influenced by some ideas.

Seven. Others:

A qualified salesperson should have professionalism, persuasiveness, appeal, adaptability, judgment, principle (unprincipled compromise is not allowed) and team spirit.

PS: Five Suggestions on Recruiting Sales Staff

1, recruitment at any time

Pay attention to the ideal sales talents anytime and anywhere. A company's sales hero was found by his eyes while waiting for a seat.

2. Abide by the interview "three-character classics"

The number of interviews shall be at least three, the number of interviews shall be at least three, and the interview occasion shall be at least three. Interviewing three people gives you a comparative basis, and interviewing three times can give you more information.

3. Interviews on different occasions

(such as office, lunch, coffee) so that you can have a comprehensive understanding of the candidates.

4. Fully understand the situation from the referee.

Candidates will only use those who will give them good comments as reference. Even so, you can call these referees to find out the situation and ask them who else knows the candidate's strengths or personality. Then, call these people and ask for more information about the candidates.

5. Involve your team in the recruitment process.

The first impression of the company's front desk staff on the applicant can largely show the contact between the applicant and potential customers. If the applicant is not smart enough to make a good impression to get the position, how can you expect him to do better when visiting customers?