For many human resources leaders, choosing the right salesperson has become the most difficult part of their work. The reasons why recruitment is so difficult are as follows:
1, the recruitment channel is narrow and the recruitment method is single. Some HR leaders believe that "it is best to follow your feelings", so they trust the interviewer's intuition too much. This narrow recruitment method will often make a big mistake in the future. Cramming at the last minute, and then recruiting people in danger, so there are often few qualified candidates. This will only lay a curse for the future. The HR director may have only a few information channels, but he hasn't invested enough time and energy in hiring decision. Doing so will inevitably bring trouble in the future.
2. The recruitment cycle is too long. If it takes too long to make an employment decision, some excellent candidates will find another job. Many managers often regret it.
3. The quality of sales staff is uneven. If a company wants to recruit the right sales staff, it should not only look at the internal company, but also look at the social and human environment outside the company. Now the quality of sales staff generally needs to be further improved.
First, if the company can't recruit excellent sales staff, the company will pay a heavy price for it.
Deming, a master of quality management, once said that the wrong cost is "unknown and unknowable". But the cost of recruitment mistakes can be quantified at least in the short term as follows:
Find out the total income of the company's sales staff in the first year (note that the total income includes salary, performance and various benefits). Let's say 65438+ ten thousand yuan. If the sales representative changes jobs within one year, according to some experts' estimates, your loss is as low as 6,543,800 yuan, and as high as 3 times this amount, that is, 300,000 yuan. The "unknowable" part is the income that salespeople may bring from existing customers, potential customers and companies, which is difficult to quantify.
When you know the answers to the above three questions, you can make a wise decision.
Of course, for human resource managers, the ideal recruitment method varies from person to person. However, when human resource managers are committed to improving their recruitment procedures, they may want to consider the following factors:
2. Opportunity to recruit. Pay attention to the ideal sales talents anytime and anywhere. The sales elite of a company is sometimes discovered by discerning people while waiting for the bus, eating and shopping.
4. Fully understand the applicant. Candidates will only use those who will give them good comments as reference. Even so, you can call these referees to find out the situation and ask them who else knows the candidate's strengths or personality. Then, call these people and ask for more information about the candidates.
The candidate who can successfully pass the above procedures is your ideal candidate.
Second, when recruiting excellent sales staff, the company should start from its own actual needs and find suitable talents to match the positions.
We believe that the failure of enterprises to locate the personnel to be recruited from the perspective of demand is an important reason for the mismatch between personnel and enterprises and the unsatisfactory recruitment effect. Therefore, it is the first step to ensure the success of recruitment to formulate personnel standards that meet the requirements of enterprises in advance and recruit talents according to the plan.
Basic standards of personnel: three matching degrees of personnel
A person's basic standard refers to the most basic requirement of being competent for the position he is applying for, which is mainly defined from three aspects, namely, the matching of personnel skills and job responsibilities; Matching of personality and job characteristics; Personnel values and organizational values match. Only when the three matching degrees of personnel meet the requirements of the enterprise can he adapt to the work of the enterprise.
1, personnel skills and job responsibilities match.
The matching of personnel skills and job responsibilities mainly focuses on the requirements of competent positions and what basic skills talents need, including education, specialty and experience. Having these skills is a prerequisite for doing a good job. To understand this, for enterprises, it is necessary to carry out job analysis, clarify job responsibilities, and write job descriptions of personnel's work contents, characteristics, skills requirements, etc., so that candidates can know the qualifications of the post and know what to do in the future. Doing so can also let the recruiters of the enterprise know fairly well.
At present, some enterprises are often attracted by the excellent personal conditions of candidates because they have no clear job responsibilities and job requirements. When introducing personnel, there is a phenomenon of blind high consumption, and even office workers and clerks are not undergraduates. Especially with the tightening of employment pressure, many enterprises are more critical of talents, and overqualified is very common. Some highly educated talents are even used as vases to decorate the facade, which has no practical use. This not only caused a waste of personnel, but also laid a hidden danger for the future loss of personnel.
2, personnel personality and job characteristics match.
Personality is also an important factor to consider when recruiting. With the specialization becoming more and more detailed, teamwork becomes more and more important. If people are self-centered and have poor cooperation ability, they are not suitable for working in a team. The other is the complementarity between people and teams. Team members have strong personalities, and employees who are good at coordination will play a role. A lifeless team needs a cheerful and active atmosphere. Therefore, only by analyzing the characteristics of the team and recruiting new employees with strong cooperation and complementarity can the team produce1+1>; The effect of 2.
Of course, team spirit should be advocated in most occasions, and people with independent personality should not be eliminated at will. For positions such as enterprise management and quality inspection, people who adhere to principles are more useful. In the design and planning department, maverick people may be creative in generate at any time. Therefore, before the recruitment, we must be clear about where the new employees should be placed, what requirements the post has for the employees' personality, and also consider the career orientation and possible promotion position of the new employees, so that the recruited employees can "sit in the right place" and play their own value. 3, personnel values and enterprise values match.