There is no interview for sales here, and clerks line up for interviews here. Under the pressure of the recruitment task, HR will naturally guide the surplus clerk candidates to fill the sales vacancy that makes the company a headache.
It may be helpful for you to refer to the following four aspects when you first join the company.
1, company size. If it is a startup, the company is relatively small. Generally, the boss has several jobs, and he does all the finance, manpower and sales himself, so he doesn't trust others to do it. If there are only one or two people in the company, everyone should pay a little attention. After all, business is the most important thing in the company. When there are not many people, if you recruit a lot of backstage work, you should be cautious.
2. Recruitment content. If it is a non-sales job, it is generally the internal work of some companies. If there are customer-related positions in the company's recruitment, such as assistant, management trainee, reserve cadre, etc., please be careful first. If you add "other matters arranged by the leaders", it is also a time bomb, which needs attention.
3. Contact person. If the person in charge of contacting you is very attentive and you haven't considered coming for an interview, she has been telling you about the company, what plans are there for the future, and the salary of each employee is very high and the benefits are complete. Then we should also be careful. Most companies have an evaluation index for human resources, that is, employee turnover rate. If the staff turnover rate is high, you can only start with new employees, so that your attitude will be friendly and you will feel like a family.
4. Number of recruits. Before submitting your resume, look at the number of recruiters for this position. If the number of recruits exceeds 10, then consider what company it is. Enterprises like factories and takeaways need a large number of floating people. What is the concept of 10 people in the background of a small and medium-sized enterprise? Either it was a cover for recruitment, or 10 people left this position at once. What did the company do to its employees, which led to the collective resignation?
So what questions can we ask from the employee's point of view to test? For example, if you apply for a backstage position, the general recruiter will ask you about your previous work experience. You can tell him that you have been in sales for a while before. At this time, if the recruiter says that our sales post is also recruiting people, will you consider giving it a try?
Most of them are recruiting back office sales. If the company asks more about your professional knowledge instead of your sales experience, it really wants to recruit a non-sales position.
Now enterprises are also racking their brains for employee recruitment. The pressure of sales is great, and most people still don't like the pressure, so on the one hand, it is difficult to recruit people in sales, on the other hand, it is difficult to retain people in sales. If the company is unwilling to pay, the sales with good business will either jump ship and take customers away, or start their own business.
Therefore, in the recruitment process, there are also various ways to see the recruitment and sales under the guise of internal responsibilities. One more thing, in the major recruitment platforms, the positions recruited are the hottest, and the hot positions need to be released at cost price. Therefore, in order to save money at the initial stage, some small enterprises can only achieve the purpose of recruitment and sales by publishing the recruitment information of other positions.
I personally don't recommend this practice. After all, it is not the job that job seekers subjectively want. Even if you stay temporarily, you may not be able to stay for a long time. At that time, it will not only delay the time of employees, but also waste the capital cultivated by enterprises. This is a lose-lose situation. Companies that want to recruit can seriously see their own shortcomings, even if it takes a little longer, don't let employees join in this way.