How to recruit a qualified executive?

I will talk about the recruitment of administrative personnel in combination with my own recruitment experience: 1. It is clear that job description is based on job analysis, and the written result of job description is job description, including direct supervisor, job objectives, job responsibilities and tasks, job performance, rotatable posts, and scope of authority. The most important thing is job responsibilities and tasks, including sales and service responsibilities, planning, reporting, work input and output, internal and external contacts, daily administrative affairs and content processing. The statement of work varies with different products or services, users' purchasing behavior, sales forms and company culture. Job description is the basis of recruitment and the problem of what to do. Second, clear qualifications. After describing the position, determine the qualifications. Generally have skills, experience, knowledge, quality and tenure. Enterprises whose products are sold to foreign markets require that the language and level of sales personnel are different from those in the domestic market; Enterprises that develop new products require that the development ability of sales staff is different from that of selling old products; Products are aimed at enterprises with group customers, and the negotiation ability of salespeople is different from that of individuals; Enterprises with cross-regional sales structure require salespeople to have higher adaptability to business trips than regional structures. The sales manager should be clear about the segmentation of the target market in order to find the right salesperson. Qualification is to solve the problem of who will do it.