How to recruit a sales manager?

Hello, I'm glad to answer the question "How to recruit a sales manager".

First of all, we should be clear about the following issues:

What are the prerequisites for a sales manager to be recruited? We can consider the requirements of outstanding talents from the following aspects:

1, depending on the characteristics of your industry.

Different industries have different requirements for sales managers:

If sales in the same industry are required, sales in the same industry should be the goal.

2. See what are the requirements for the working mode of the sales manager to be recruited:

For example, there are pure telephone sales, professional sales, and online sales models (those who do foreign trade should know Alibaba, various professional websites and forums). ...

With different working modes, candidates will have different ways and work experiences with channels and customers.

3. What personality traits does a sales manager need?

In addition to the general sales manager's personality traits: communication skills, customer-oriented awareness, affinity, publicity skills …

Are there any other requirements? For example, the ability to demonstrate products, and the ability to identify and use different strategies to treat customer groups.

Make clear the requirements of the key sales manager, and then you can find someone.

-recruitment websites: 5 1job, Zhaopin, BOSS direct employment, etc.

-Social networking sites: LINKEDIN, the target group's WeChat group and even Tik Tok；;

-Professional exhibitions are also places where all kinds of sales often appear;

Establishing a good employer brand image is the fundamental way to attract talents. No matter how excellent the talents are, there is no will to recruit the right sales talents.

I hope my answer is helpful to you.

Welcome to pay attention to @ Mo Tang J. If you have any career problems, please leave a message or discuss. There is a ridiculous saying, "as long as the hoe jumps well, there is no corner that can't be dug down." Teacher York has something to say about how to recruit sales managers and how to improve and reduce the turnover rate of sales talents.

In enterprises, sales work is generally completed by sales staff, and the performance of sales staff determines the quality of sales work and is related to the profitability of enterprises. Therefore, salespeople play an important role in enterprises. However, in the whole recruitment work, the recruitment of sales staff has become one of the key and difficult points in the recruitment work.

1. Why is it so difficult to recruit salespeople?

The main reason lies in the high turnover rate of sales staff, which is embodied in the following three aspects:

1, the pressure of grass-roots work is great: sales are under pressure from performance, customer service is under pressure from customers, internal coordination is difficult, and operation is under pressure from overwork;

2, poor working environment: sales may need to run around (even on business trips), customer service may be silent on the phone every day (radiation), operators in machinery or assembly line (noise, temperature, etc.). );

3. The income of grass-roots employees is relatively meager, and they may need to work overtime frequently. Some of them are looking forward to working overtime to get more overtime pay, and some have overtime pay and no overtime pay; In addition, sales staff is the most complicated job category in the whole company's information channel, and sales are generally basic salary+commission. Therefore, the amount of basic salary, the level of sales targets, the number of commission points, the change of commission acquisition methods and the adjustment of management methods have an immediate impact on their income. Enterprises need to think about what kind of salespeople they want to recruit.

(1) What kind of sales 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.

(2) 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.

2. How can we 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. Institutional objectives. 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.

3. How can I find the right salesperson?

1, the job description should be attractive.

(1) Job Title

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

Writing a job description is a very important 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.

4. Encourage employees to recommend.

Encouraging employees to recommend is a very effective method. The people recommended by the general staff are familiar to themselves or friends around them, and the overall feeling is more reliable, and they also know the working ability of their own personnel. Moreover, employee recommendation can avoid some complicated interview procedures and reduce interview links, thus improving recruitment efficiency.

This conclusion:

As the saying goes, "iron-clad soldiers with flowing water", especially the recruitment of key positions such as sales talents, needs to be planned as a long-term, sustainable, diversified and efficient "talent gathering place" Recruitment itself is not an easy task, let alone recruiting salespeople with high turnover and turnover rate. Therefore, on the one hand, enterprises need to start from the recruitment link to recruit people who are really suitable for sales to enter the company, thus saving the training expenses of enterprises. At the same time, how to retain sales staff also requires our human resources department to constantly improve and innovate in performance appraisal and salary system.

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This is a course I did, "Portrait and Map of Recruiting Talents in Sales Managers' Organizations". The establishment of sales manager competency model, the design of salary development, the establishment of overseas recruitment portrait and the establishment of recruitment map are expounded in detail and systematically.

It is better to teach people to fish than to teach them to fish.

I hope it helps you.

When recruiting, the sales manager should be positive, confident and friendly, and make it clear that his task is to recruit, train and develop employees who are suitable for the job opportunities required by the company. Pay attention to the following questions in recruitment: 1. Recruitment is also a sales job. Not only should you tell others about your job opportunities, but you should also sell your ideas, goals, achievements and future development opportunities to others, and apply all your sales skills to recruitment. 2. Make the applicant feel that it will be pleasant to work with you. Caring for others, cheerful, considerate and kind. Always check your attitude and behavior, and correct any mistakes immediately. Step 3 get ready. When recruiting, you must speak decisively and seriously, and don't give people the impression that you are not well prepared. 4, according to the business objectives, formulate an achievable and feasible recruitment target. How many people do you plan to recruit each time? How many people have been trained as salespeople? 5. Be able to exchange or share opinions with others. Learn or exchange ideas with successful sales managers at any time. 6. Attract others to join the work by showing yourself. Let everyone who comes into contact with you know that you like your job. Show that you are a successful sales manager, full of confidence and pride in your work. Keep your appearance, traffic clean, and do things in an orderly way. 7. Have a correct view and attitude. Recruitment is to provide good job opportunities for others, not to beg others to do something to make themselves work hard. 8. Assign the working hours and contents of each day. Arrange your working hours reasonably, don't delay the sales work because of recruitment, and strive for the best results in both aspects. 9. Let everyone who is suitable for sales work actively, enthusiastically and energetically identify with and engage in the company's work, let them get due remuneration from their own work, and infect others and attract others with this attitude, spirit and profit. 10, you can't have the idea that "newcomers don't need it" or "do it first and then watch it". Abuse of newcomers is not worth the loss, which is not conducive to the steady development of their own organizations. 1 1. Establish and improve the practice and system of recruiting new people. Interviews can't be judged entirely by subjective intuition. 12. Ask more questions and talk less about recruitment time. It is best to make a basic introduction to the nature of the work and the company, that is, to test the feelings and reactions of the other party, so as to determine the intention and choice attitude of the candidate. 13, avoid too many commitments. Some executives often unconsciously make promises when recruiting, such as what new positions they will give after applying, or what new positions they will be assigned to develop new regional markets. But when the company thinks that his performance is not good and he is not satisfied, there will inevitably be contradictions. A judge can't judge a book by its cover. Some supervisors trust their own vision and judgment too much. In fact, whether a person can really do a good job depends on his determination and strength, and has little to do with factors such as appearance, gender, grade, figure and dress. 15, don't hire people who only know technology and product performance, but have no interest in sales or have no intention of learning. 16, don't just recruit people you like or appreciate, you know, recruitment is to seek people with sales potential.

The way to recruit sales managers can be through online platforms (worry-free future, boss, local 58 recruitment columns, etc. )

1. Invite according to the matching degree of the submitted resume.

2. Interview to see his on-the-spot adaptability, past cases and communication skills.

3. Position and industry planning.

You can recruit excellent sales managers from several aspects.

The best way to recruit sales managers is to find industry elites in the industry. It is recommended to recruit through platforms such as boss and Zhilian. Personally, I prefer boss direct employment, and I can communicate directly with the candidates. I hope it helps you.