How does hr tap sales? Sales position is the most difficult position to recruit, but it is also one of the indispensable positions for the development of the company. Just open a recruitment software and you will see that many companies are recruiting sales. Good sales are very popular. How does hr tap sales? What are the ways and means? Let's take a look.
How hr digs sales 1 It is difficult to recruit sales, and it is even more difficult to recruit suitable sales.
(1) is related to selling products.
Hrs who have recruited sales posts know that the salary composition of sales posts is very different, with basic salary+commission. And generally speaking, it is in the form of low basic salary and high commission.
The monthly salary of the sales post is mainly related to the performance commission. If there is no commission, just get a little basic salary, you can't support yourself at all.
Therefore, talents in sales positions will be more cautious when choosing whether to join the job. Does the company have certain strength? Does the company already have some exploitable sales targets? Are the products sold by this company good enough? In fact, they are all thinking points for sales staff before they join the job.
(2) It is related to the working hours of the company.
Sales positions are usually on call 24 hours a day. As long as customers ask questions online, salespeople must answer their questions in time.
However, even so, many salespeople said that "overtime is normal, but simply emphasizing working hours in the company will limit their lives."
Therefore, it is also important for the company to give enough tolerance to the working hours of salespeople.
Is it two shifts or three shifts? Are overtime hours long? And so on are all questions that salespeople will ask before joining the company.
(3) the company's attitude towards sales positions
No matter what position the employee is, he will hope that his position will be respected and valued in the company.
These can be seen from the company's usual support for the sales post, the attitude of HR interview to the sales post, and the importance attached by the employing department to the sales candidates.
It can be seen that it is also a necessary consideration for post-90 s salespeople to follow their hearts.
Ok, we know why it is difficult to recruit sales now, so how to recruit sales quickly?
We mainly talk about this aspect today!
First, do a good job in channel publicity.
If you want to find a good sales talent group at the beginning, you can start by changing the recruitment strategy.
Don't just look for it from the online recruitment platform, look for various QQ groups, WeChat groups, post bars and other places, where there will be many sales people gathering.
Send some publicity pictures of the company, work contents, and videos of usual dinners and parties ..... Start with managing your own company image. When you send out the recruitment information, I believe many people will volunteer.
When you meet someone who recommends yourself in the group, regardless of your ability, even your personality will be more suitable for selling this position than many candidates' resumes recruited on the platform.
Second, do a good job in selection.
When you have many excellent resumes, you can start to choose a job. But how can we confirm which of so many resumes are suitable for the company?
(1) Past experience
Candidates with industry-related sales experience are often more likely to enter new positions, and may also bring some unexpected customer surprises.
(2) the expression of self-introduction
Whether the sentence expression is correct or not affects whether the candidate can express it through the customer after joining the company.
(3) Preference
Many employees' preferences are easy to reach a sense of cooperation with customers, and this aspect can also be learned.
Third, make a comfortable invitation interview.
When you invite a candidate to an interview, the better you feel about him, the greater the chance for the candidate to come for an interview. Therefore, it is also very important for HR to make a comfortable invitation interview.
(1) When inviting others for an interview, try to make as many friends as possible to bring them closer together;
(2) When communicating, HR should also pay attention to politeness and smile, giving people a warm and cordial feeling;
(3) You can briefly talk about experience, past and understanding. In short, you should actively communicate;
(4) Telephone communication can be recorded simply. After the call, listen to the effect of telephone recording, and then judge whether the sound is natural and comfortable. How about manners? Voice clarity, influence, credibility, etc.
This method can be used mainly through telephone sales, but it should be emphasized to candidates in advance.
Fourth, do a good job in interview questions
The interview makes the candidate feel comfortable, but it doesn't mean that HR can forget that it is recruiting, so the questions to be asked and the information to be determined.
(1) How to find general customer leads in customer development? (Test quality: diligence and learning ability)
(2) How do you usually promote customer relationships? (Diligence, achievement motivation, communication ability, affinity, insight)
(3) How to judge the key figures? (Test quality: insight)
(4) How did you gain the trust of the decision makers in the sales process? (Test quality: achievement motivation, affinity);
(5) Are there some unique and effective skills in the sales process? (Test quality: innovative ability, communication style)
V. Do a good job in recommending projects of the company.
It is certainly a good thing that you got the information you wanted in the interview, but did the candidate get the information he wanted? Before the interview is over, you should still do a good job of company recommendation.
(1) Basic company information (industry/product/honor/advantage);
(2) Basic information of the position (product advantages/target customer base/benefits/salary range);
(3) Basic information of departments (ways of getting along with departments/leadership personality, etc.). ).
If HR completes the above five points, it will be easier to find the group of sales candidates than before, and it will be easier to judge the matching degree between the candidates and the company.
Maybe many HR have thought about why it is so difficult, and why others have recruited it countless times. I still have several interviews.
In fact, I'm really 100% sure that no matter how difficult the recruitment work is, you will stick to it and succeed.
How does hr explore the HR needs of sales 2 business departments?
I think this demand falls into two categories:
One is passive and the other is active.
Respond to demand
Generally speaking, the business department has some pain points and needs us to provide solutions.
Most projects start with requirements. For example, the person in charge of a business department will find some solutions according to his own ideas when he hears or sees some problems.
Next, he himself (or through his spokesman) will look for A's resources according to his solution, tell B the problem and seek a specific solution. In an enterprise, HR may only play the role of B, and the person in charge of the business department often sees the problem A itself, so it is easy to ignore the difference between the performance result and the goal caused by the problem.
The concept of organizational performance
It is necessary to introduce the concept of performance technology, and there is a very famous person named Geary A.Rummler in this field.
The key principle of performance technology is to regard the organization as an organically integrated adaptive system, and analyze and design the scheme according to the results.
The analysis and improvement of organizational performance can be divided into three levels, namely: "WWW" model:
1. Organizational level: The performance problems and opportunities at this level affect the whole enterprise. Including customers, suppliers, competitive environment, etc. This level of intervention will have an impact on the whole organization.
2. Process layer: The performance problems and opportunities at this layer are driven by the steps, systems and processes of employees' work. This level of intervention usually requires cross-departmental/team cooperation or involves the redesign of systems and processes.
3. Position level: The performance problems and opportunities at this level involve a single employee, all employees in a specific position and all members of the project team/department. Interventions or solutions should be taken, mainly aimed at the positions and employees of a certain or specific group.
Special note: the concept of performance mentioned here is different from the concept of performance management that we usually say. It refers to the performance of the organization. How to improve the performance of the organization from these three levels. What we usually call performance management is the performance of a single person.
Performance analysis tool
1. Aspect-oriented programming
Rummler also designed a set of performance analysis charts called AOP.
The chart integrates the key factors of performance. We can see that any industry and enterprise must have output, which includes products or services provided for the market and customers, as well as benefits and values generated for shareholders. The next step is the process of creating output, your enterprise itself, including your management function department and the corresponding value-creating department. In every department, there are some teams, and these teams will cooperate with each other to complete the task together.
Any organization that wants to produce or create value must have some inputs, including some resources. Besides, there are some competitors like you. In addition to these, there are external environments, including economic environment, cultural environment and so on. Of course, the culture and orientation within the organization will also form the small environment within the organization.
2. Organizational performance factors
We see that organizational performance factors refer to the factors that have an impact on the performance of the whole company. These factors may come from the external business environment, organizational design, corporate culture and so on. Including the suppliers who provide you with resources, the requirements of your shareholders, the requirements of your customers, the influence of competitors on you and so on.
3. Process layer performance
This refers to the factors in the organization that are driven by the steps, systems and processes of employees' work. This level of intervention usually requires cross-departmental/team cooperation or involves the redesign of systems and processes.
4. Process layer performance
Performance problems and opportunities at this level involve individual employees, all employees in specific positions and all members of the project team/department. This level of intervention is mainly aimed at one or some specific positions or employees.
5. Nine variables of performance
Organization is a complete system, so we should consider a problem from all levels. In addition, each level of performance will form three parts: objectives, design and management. The design and management of these corresponding variables can help you improve the performance of the whole organization or solve the problems of the whole organization.
For example, last year, I met a sales organization and asked me for a tissue diagnosis. I interviewed a certain number of employees in the organization, and summarized and analyzed their different views and different feedbacks on the company's problems according to the organizational level, process level and post level. Finally, according to these three levels, the thinking of solving the problem is given.
The process Bible and the actual combat of process performance are two classic books, the former does not need to be read word by word, and the latter uses specific cases to explain the former. The text is obscure, and the essence of the concept is understood mainly through the key points, and the special details need not be read too carefully.
How does Hr tap the pain point of sales 3 Sales recruitment, focusing on the following two points:
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0 1, the probability of pigeons is high, and 10 pigeons are invited to surface.
Job hunting and recruitment is a two-way choice process.
Generally speaking, sales is a position with low threshold and high mobility, and it is also a position that most companies generally lack.
Therefore, from the perspective of sales recruitment alone, those experienced and resource-rich sales in the industry often do not lack intentional employers. Such a seller's market directly leads to a high probability of queuing in the process of sales recruitment.
Even if the interview passes, many people give up their jobs and choose other companies.
From the perspective of salespeople looking for jobs, employers in the industry are actually similar. It's hard to say which one has absolute competitive advantage. I even saw that I had accepted the Offer, but because of the increase of 200 yuan's basic salary, I gave up and chose his home.
02. Few newcomers survive the probation period.
The nature of the sales team's work determines that it is necessary to rush up against the pressure of performance, and rushing over is victory.
But many new salespeople are eager to make money and have never really felt the pressure of performance. They often give up halfway, even when they start, they feel very stressed and depressed, thinking that there are many enterprises in the world anyway, since God has given talents, let them find jobs! This can't change homes, and the turnover rate of new people remains high.
Sales is not easy to recruit, but you have to recruit! ! !
Many people recruit and sell like this:
The major recruitment software keeps saying hello, as long as they are willing to do sales, they will be opened in a few months without performance, and it will start again and again!
Excellent salespeople are not trained, they are selected!