hr department managers for the sale of each department in the recruitment of new staff, will be thinking the same question: what future sales elites should have what kind of quality and capacity? How to find a few short interviews were potential candidates? You can find recruitment advertising requirements column Some Thoughts hr managers, such as: able to work under pressure; 2-3 years sales experience; college degrees and so on.
The employing department sales managers in the three-month probationary period for new staff after the end of the painful writing assessment report found that: some outstanding performance in the initial interview, was unanimously favored employees, their actual performance is not satisfactory, this situation I believe that many companies have taken place. This has led to our thinking: the problem is in hr sector recruitment unreasonable imperfect assessment system? Or the training of new employees do not have enough attention?
The experts listed have outstanding sales ability to be divided into a dozen, generally are: ability to build relationships; sales and negotiating capacity; development and training capacity; analysis and problem solving skills; customer value orientation ability; business awareness; customer management capacity; market awareness and so on.
Expert advice is a good professional is also very comprehensive, but do you really use these standards to measure your candidates to assess their potential, you still feel the loss, especially for new students without work experience, more is not applicable. So we might of complicated to simple, from extraction of the impact of salesperson performance of several of the most important qualities and abilities. In fact, I think: cultural background of different companies (foreign, joint venture or private), product positioning feature (high, low technological content and size) and sales channels (direct sales, distribution, large customer, or solution) will be on the Seller have different requirements and metrics.
I service a company is a global professional manufacturer of building materials, products are widely used five-star luxury hotels and apartments, senior villas, sales representative by visiting the project owner, designer and contractor to complete solutions and professional technical services, access to order or brand specified, the buyer to purchase the main volume group.
a company that qualified sales personnel should possess the quality and capacity of the most important and so is: hard work; self-confidence; team; plasticity. The company also considered: the quality and capacity (ability and skill or skills may be called) than the former is more important, because the ability to more easily trained, but to change a person's quality will have to more than difficult. For example, do not judge a full social experience of college students have potential to enter the sales profession to see is his personal qualities.
Hard work is the most important conditions for sales staff, which constitute the performance of sales activity and generate far the most basic things, not enough sales activity to talk about the so-called ability to sell only castle in the air as illusory. I believe that both the company culture, product positioning and sales channels have characteristics much different from the sales staff in hard-working requirements are the same.
Why the emphasis on self-confidence. a company's product positioning is aimed at high-end users, and even than some competition in the Chinese market with international brands of similar products the price is even higher a length. The biggest challenge salesperson is to convince customers of the product price and value recognition. And an excellent sales staff in addition to the company's products feature high-quality benefits to customers other than the self-confidence, self-confidence born of their own attitude and body language is to promote identification with the customer on your products strong hint.
Have team spirit. a company does not promote sales of going it alone, sales representative by visiting clients to complete technology solutions and product features to demonstrate the benefits customers receive orders, the final completion of the sale process and the production company, technology, customer service departments and financial credit sector support and coordination team are inseparable. The company has recruited over a background from a completely different company's flagship sales force, the original companies to adopt a system of basic salary + bonuses, total revenue in sales performance-related causes inherent security-conscious and harmonious cooperation with the sales team has become a difficult habit difficult to integrate into a corporate team and corporate culture, ultimately chose to leave.
a company in the recruitment of new staff, the first value is the candidate with hard-working, self-confidence, team spirit, good quality, then is your previous work experience and your work experience with a company from a similar background of the company. We believe that: as long as the company has a proven and powerful training system, with hard work, self-confidence, good quality people can be trained to become good sales people. Unless you own or do not desire to learn a sense of resistance training, so the candidate plasticity is also important. Instead the company's job training is not enough staff to implement the new sheep-style management, supervisors turn a blind eye to his own devices you is another good employees will become mediocre.
What is effective training? a company's induction training for each new employee a month, including: corporate culture, product knowledge and sales skills. New employees for two days next boss must teach himself, training and training managers join the end of the new assessment of the results of employee training, while developing in the next months until the trial period ends on-site training programs. In this month, the sales manager to visit customers together with its new subsidiary, from the development of business plans, how to call on distributors, sales presentation skills, business negotiations to the last business transaction is completely one-way personal on-site training.
a company once had a sales staff, recognized the general perception, the company, within one year without any order and are themselves under tremendous pressure on their suitability to do this line also had doubts. But the boss has no wavering, as the staff of the abnormal working hard, training is also very strong learning ability, in the boss's continued guidance, the year the company finally bear fruit in one of the best salespeople.
In fact, many have a good training system, international companies, in particular on the recruitment of sales staff in grass-roots experience and less value, from completely different backgrounds, work experience, the company may even be growing resistance. So they are willing to recruit good quality of potential new students, because White can draw a more beautiful picture.
In summary, the following conclusions for consideration:
Conclusion one: the company culture, product positioning and sales channels with different characteristics, will have different requirements for salesperson and measurement. Affect your sales staff to find out the performance of several of the most important qualities and abilities.
Conclusion 2: Seller's quality and ability (the ability or skill or skills known) than the quality of the more important. We all know uneducable truth, in fact the same person.
Conclusion 3: If a well-established training system, with hard work, self-confidence, good quality people who can be trained to become good sales people.