How can we recruit good salespeople?

How to recruit good salespeople? For many companies, it is a headache for many HR, especially the recruitment of sales staff. So how can we recruit good salespeople? Let's have a look!

How to recruit good salespeople 1 Thinking about what kind of salespeople you want to recruit.

First, what is "experienced"?

The scope of experience should include:

People who have sold similar products and are familiar with similar markets;

People who have never sold similar products, but whose previous sales targets match the target customers of the products;

People who have never sold similar products, have different customers, but have a large number of sales channels.

For the first kind of people, nature is what we pursue. However, the second and third types of talents also have the ability to promote sales. So these three types of people belong to the experienced type.

In this internet company, it is mainly to recruit the second and third types of people. For example, a person who sells first-line real estate can have more contact with product customer Party A in his previous work.

Although he has never sold intelligent hardware, he has properly controlled the psychology of buyers, so as to better persuade Party A to buy the company's products. Another example is the sales of building materials and glass curtain walls, which are also similar sales targets and models.

B, is it okay to have no experience?

Inexperienced people can! But you need to pay more attention to inexperienced people. Generally, only two kinds of inexperienced people are recruited.

Recruit smart people

Smart people are often better able to deal with some unexpected problems in the sales process. This has been confirmed in the quality model effect verification of many companies.

In other words, when other factors are uncertain or there is no obvious difference, you can obviously bring higher performance than people with low intelligence.

2 recruit people with strong desires.

A strong career desire can often impress HR, and if the candidate strongly expresses his preference for the position, his goodwill towards the candidate will rise sharply.

Candidates for sales staff generally have strong interpersonal skills. They are good at this and are good at selling themselves in interviews. Sometimes they use their personal charm to cover up their shortcomings. Remember, in order to get the job, these candidates will show their best and exaggerate their experiences.

So 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, goals, 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 the 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.

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.

How to find the right salesperson?

1, the job description should be attractive.

(1) Job Name

Can be compared: sales consultant, salesman, sales representative, sales engineer, business manager and other titles. If you are the applicant, which one do you want to submit? If it were me, I would choose a tall man.

However, in the case of urgent sales recruitment, you can also publish more recruitment requirements with different names.

(2) Job description

It is important to write a job description. This is a basic skill. Whether you can catch a big fish depends on what kind of bait you can throw.

Highlighting the vacant positions and the advantages of the company, different from other competitors, may attract candidates who did not know your company before or were not interested in your company. The key is "distracted". As for what style, humor and rigor are acceptable.

Don't copy JD from the same location on the Internet, which will easily make candidates feel exclusive. Who knows how many jobs he submitted with the same description?

2. Give enough pressure to the sales department leaders.

Recruitment is not just a matter of HR. If HR is in charge, the employing department only needs people. Since many interview links require the participation of the employing department, it is natural for the employing department to bear the recruitment results together.

Especially the leaders of the sales department. How can you do other work well if you don't care about your own team? Of course, communication should be harmonious. If the sales leader wants to hit you when he sees you, the work may not be done.

Step 3 be thick-skinned

We meet many people every day, and more than 70% of strangers are salespeople. We may never observe them carefully. Are any of these people who passed by us suitable for our sales?

Next time you meet persistent salespeople, such as those who contact customers in the subway (all working in the subway, how dedicated they are), you can have a chat. If it feels good, then try to find a company.

Others say poaching, poaching the sales elites of rival companies. But if you dig it up or do sales, people are already elites in the original unit. Why did you quit? For ordinary salespeople, poaching is not applicable and takes a lot of time. This method is not recommended.

As for various recruitment websites, recruitment apps, etc. , not recommended, you HR friends must be very clear. The key is that they don't give advertising fees, which is very grievance. )

4. Encourage employees to recommend.

Encouraging employees to recommend is a very effective method. Although many enterprises have many incentive policies in this regard, the implementation effect is not good.

Through research, the main reasons are as follows:

First of all, the psychological pressure of the referee. There are two kinds of pressures to recommend a person to work in a company. On the one hand, if the recommended person does not perform well, it is likely to affect himself and leave a lot of bad impressions, so it is better to do more than less.

On the other hand, if the referee doesn't stay, it is likely to cause conflicts between friends, and the loss will outweigh the gain.

Second, the potential competitive relationship. Under normal circumstances, it is understandable that referees will not recommend people who are competitive with them, but anyone may be most familiar with groups with similar work nature, which also hinders people's recommendation.

Third, the attitude of the company. People recommended by different people may receive different courtesy. No matter who handles the recommended person, it will directly represent the attitude of the company. Once something goes wrong, it will affect all recommended actions.

How to recruit good salespeople 2 1 Online recruitment:

Online recruitment is the main recruitment channel for recruiting sales staff now, so everyone will have no objection first. It is true that with the continuous development of the network, many things can be done online.

As a human resource, we need to go to the corresponding recruitment online platform every day to see and screen people who submit resumes. If we think it's ok, we can contact them by phone and then go to the company for an interview. The basic process is as follows. Online recruitment is a way to recruit sales staff.

2, to the campus recruitment:

There are also many companies that will go to the campus to recruit talents during graduation season or winter job fairs. If your company allows, this is also a good recruitment platform.

Began to enter the society at the winter job fair. According to the sharing of predecessors, the advantages of newly graduated students are: great flexibility, strong obedience to work arrangements, low salary cost, large room for upward development and so on.

3, friends recommend or introduce:

Of course, some friends recommended it, especially some companies that are difficult to recruit sales staff. Or some companies also encourage this kind of friend recommendation. I designed a "Bole Award" in my friend's company, and recommended a new colleague to get the award directly.

This model also hopes that more employees can recommend better salespeople to come in, which can also avoid some unnecessary company costs and is also a good way to level the level.

4. Paste the recruitment notice:

There is also a common, posting recruitment. This is more suitable for recruiting some production employees. Those with high school education or below are suitable for this method. Generally, when you come out of college, you rarely apply for a job in this way, and some are even rarer.

Unless you are in the same industrial park or a nearby company, you will see it. Generally, even if you change jobs, you will find them online or be introduced by friends. It is difficult for salespeople with college education or above to advertise in this way, for reference only!

Interview skills

1, processing statement:

Every friend who comes out to work, it is estimated that the first feeling is the situation of treatment, and there will be warriors under the four rewards. This is also useful now, but the basic salary of general companies and the like will not be very high for salespeople, and some even don't.

First, let him talk about his views on the treatment during the interview, and let him evaluate what things or changes he can bring to the company, how much income or profit these things can bring to the company, and so on.

This is also the applicant's self-knowledge and a means to suppress salary, but it can't be outrageous. If you think he can, give him a little promotion within the controllable range and make him feel valuable.

There are also some welfare benefits, such as company travel, holiday activities and gifts, birthday encouragement and so on.

2. Working environment and intensity:

There are also a large number of friends who have their own requirements for the working environment and intensity. For example, what is the working environment like? The best thing about Leng Xia is that it is not hot in winter, there is no smell, no noise, large space, complete tools or cups and so on.

The work intensity should be low. There are at least two weekends a week, but some of them are single holidays. It is normal to work 6-8 hours a day. If you have to work overtime at special hours, some people have to work night shifts without overtime pay. All these have a great influence on recruiting a salesperson.

3. Development prospect of the company:

There is also to let the candidates know about the development of the company, and of course, to say something nice. The development of the company is also a criterion for candidates to choose to stay.

For example, if your company is a sunset industry, I believe it is difficult to recruit sales staff. If it is a high-tech industry, it will be different. I can tell at a glance that it is new, good and commonly used. It's also easier to do sales, and it's also helpful for recruiters.

Also, if the company is about to go public, this is also an attractive aspect.

4, personal development space:

In addition, we should also explain to him what the company can give him if he works in the company, what plans he has for personal development and how much room for improvement.

In a word, those who must show respect for talents and have planned and planned recruitment attach great importance to this sales position.