A good sales force is one of the most important factors in the success of your business. For many product groups, the level of salesperson performance directly determines revenue. Despite the large number of sales candidates, recruiting the best candidates is not always easy.
Necessary
- - questionnaire template;
- - tests.
Instructions
Step 1
Start from the specifics of your product. For example, with a wide assortment and a large flow of buyers, you need a quick, friendly, and hardworking salesperson. If you represent exclusive or expensive products, you need to find a presentable and persuasive candidate. But at the same time, pay attention to the universal qualities necessary for the seller, including sociability, patience, politeness, and tolerance.
Step 2
Create a template questionnaire for candidates. Include bullet points to help you understand your sales experience and skills. In addition, before the direct interview, you can ask the applicant to perform several psychological tests. It is better to process their results with the help of a professional psychologist.
Step 3
Allow the candidate to talk as much as possible during the interview. A well-delivered speech is unlikely to be superfluous in such a workplace. Conduct a kind of testing in a playful way, asking the applicant for the position to "sell" any product to you. A person with experience should not make gross mistakes, be nervous, ask unnecessary questions. However, even a candidate without experience can cope with such a game, if he has the ability to propose and convince.
Step 4
In the first days of work, arrange an internship for a beginner. The seller must familiarize himself with the product, study its main characteristics, be able to quickly find the desired product on the shelf. It is best to assign a more experienced salesperson to the trainee who will insure against potential mistakes. After a while, it is advisable to arrange another test to find out how the salesperson is orienting to the new position.
