What are the interview skills of salespeople?

Sales interview skills interview skills one

From the perspective of talent marketing, what the interviewer should do in the interview is to present the best things of the company to the individual. The best place is where the company attracts talents to stay. The interviewer must confidently convey the company's products, industry status and development prospects to the candidates, thus infecting the candidates.

The other most important thing is welfare. Some interviewers are afraid to talk about this problem. Looking for a job. Why? Change jobs. Why? Wage is more often the deciding factor. Recruitment and job hunting should meet each other's needs. Tell the basic salary directly, and emphasize the percentage of commission if there is no basic salary, so that candidates can clearly understand what kind of return they can get from hard work for one month, and convey an idea to candidates: hard work will pay off, and those who get the most return must be the hardest. In addition, complete welfare protection is also one of the focuses of individual job seekers, and it is also the embodiment of enterprise standardization, so it is a necessary factor to successfully recruit sales talents to convey this information to individual job seekers at an appropriate time.

In addition, how to make candidates interested in the interview invitation put forward by the recruiter is a popular practice now. Talent marketing? . In the telephone invitation, the interviewer should introduce his company through language? Sales? Going out and letting job seekers know the working environment of the recruiter clearly requires a brief package of the company on the phone. Without advantages and highlights, it is difficult for candidates to be interested in a company that sounds unknown.

Interview skills 2

Q: Please introduce yourself briefly.

This question is to clarify two things:

Some meaningful background information about the applicant and the ability of the applicant to organize these background information into statements suitable for specific situations.

By examining the strategies he used in explaining his experience, we can know the strategies he might use in vividly describing our company.

Exaggeration, full of mistakes or rambling about the past have nothing to do with the present job, and are all dangerous information. We can feel it, so customers will definitely feel it.

How are you going to apply your previous experience to the sales work of our company?

This question depends on the examples he used to prove his ability. These examples may be directly or indirectly related to sales activities. In addition to these obviously related plots, we can also write down all statements that can highlight the candidate's ability to set goals and achieve them.

Q: Why did you decide to apply for the sales job in our company?

We don't want to stare blankly, shrug our shoulders and hear vague words: you advertised in the newspaper, so I'm here to apply. ? We hope to find evidence to prove that this person has some basic understanding of the following situations: What does our company do? Who is our sales target? Does this mean that selling our products or services to those people is a challenge to the professional level?

Of course, we also know that he is also interviewing in another company or even more companies, but we hope to see his sense of mission and hints of appropriate interest in this job. If you can't find anything or details to express your inner enthusiasm, be careful: when the customer asks? Tell me why you sell for this company. Sometimes, he will hesitate to answer, which is not what we expected.

Please give specific examples to explain the thorny problems you encountered and how you handled them properly.

We can know his real situation through such questions. That is to say, he can find a case to prove his wit, communication skills and quick response to sudden challenges. Of course, the details of the case should be verified by our current or past managers. Even if the case experienced by the applicant is related to our current sales staff, the emergency measures we require are obvious. In order to measure the candidate, we can ask them to provide another case of him in other companies. We need to collect evidence to prove that the candidate knows how to make a convincing oral explanation of past achievements. If he stutters a story that we can hardly understand, then we won't believe how strong his sales ability is.

Tell me one thing that no one else believed you could do, but you did.

Experienced salespeople will have at least five or six such cases. If we are interviewing a novice salesman, we can ask this question instead:? Tell us an example of how you persuaded others to do what you wanted. Through these two questions, we can understand his experience, perseverance and way of thinking in anti-interference and overcoming difficult problems.

What are your plans for the future?

This is a cliche used by sales managers to understand the stability of candidates. It's also important. By answering this question, we can know what problems this candidate needs to solve in his work, whether this job position meets his career development planning needs, and at the same time, we can feel whether he is ambitious or down-to-earth

In short, in order to improve the interview success rate of sales staff, HR should first refine the requirements and responsibilities of recruitment positions, so that candidates can better understand the content of their positions; Secondly, publicize the advantages of the company, provide highlights and attract people's attention; Pay and benefits should be highlighted according to the actual situation; Then, choose more recruitment channels; Finally, improve the efficiency of resume screening and interview, notify the interviewer in the shortest time, and pay more attention to questioning skills in the interview.