Chapter 8 Chapter VII Recruitment and Selection of Sales Personnel

To effectively play the role of sales in business operations and let the right people do the right things, the key point is to find the right sales people and give full play to their potential to create benefits for the company.Management scholar Jim Collins mentioned in the book "From Good to Great" that "please get the right people on board and get off the wrong people". The first thing a good sales manager does is not decide where to go, but who to go.He must first select the right person to get on the bus, and then arrange the right person to the right position.Therefore, one of the first tasks of a sales manager is to build a qualified sales force.This must work hard on the recruitment and selection of sales staff.

Recruiting new sales staff to join an enterprise is a necessary process for an enterprise's metabolism and growth.In order to make recruitment effective, it is necessary to do a good job in preparation before recruitment. First, do a good job of sales force demand planning.There are several questions that need to be clarified before the company recruits: How many people are needed?What kind of person do you need?When will they be needed?Where will the supply of these talents be obtained?How will this talent be acquired?Demand planning is to answer the above questions. Second, analyze the recruitment job positions, including: What is the level of the sales staff to be recruited?What specific tasks does he have to do?What is his position in the organization?What kind of qualities do people have to be competent?

Third, according to the actual situation of the enterprise, effectively select the recruitment form and recruitment media, and do a good job in the design of recruitment advertisements. After confirming the above problems, the sales department should submit the salesperson recruitment application form (see Table 7-1) to the human resources department to obtain the cooperation of the human resources department. In order to obtain excellent salespersons, many companies have adopted perennial recruitment measures, but whether they can recruit excellent employees depends on many factors, and the quality of the recruitment work itself is also an important factor.Here are 7 questions to ask when hiring.

1. Your resume does not represent you One of the most popular sayings is that the exquisiteness of the resume has nothing to do with the applicant's personal ability.Recruiters can roughly understand the applicant's situation through the resume, and initially judge whether it is necessary to arrange an interview.However, recruiters should try to avoid making in-depth evaluations of candidates through resumes, and should not affect interviews because of resumes.Although we can't say that applicants' resumes will have false elements, everyone has the desire to beautify themselves, and everyone hopes to write all their advantages (even exaggerated) in their resumes, and at the same time hide their shortcomings deeply. .

2. Work experience is also important For the sales profession, work experience is far more important than his academic qualifications.His previous work experience can reflect his ability characteristics.Especially for some people who have been engaged in sales for a long time, they will accumulate some skills in dealing with people and dealing with customers. If they are not sales in the same industry as him before, then he only needs to understand some company and product knowledge. Knowledge will quickly enter the state.But this is not to say that academic qualifications are not important, nor does it mean that the sales industry excludes fresh graduates, it just means that academic qualifications are not that important to the sales industry.

3. Don’t Ignore Candidate Personality Traits For candidates with more suitable job skills, attention should be paid to examining his personality characteristics.First of all, it is necessary to examine whether his personality has development potential in the position of sales. Some candidates may be suitable for the requirements of one of the sales positions in other aspects, but their personality characteristics will limit his development in this position.In addition, since the sales work cannot be completed by one person, it requires teamwork, so the teamwork spirit has become more and more important.If the applicant is a very stubborn and extreme person, you should be cautious when recruiting sales staff.

4. Let candidates know more about the company Recruitment and job hunting are a two-way selection process.In addition to knowing more about the candidates, the recruiters also need to let the candidates understand the company more fully.It should be noted that when candidates contact the company, because of the company's promotional materials or introductions by recruiters, candidates generally have an overestimation of the company, and this estimate will form a "spiritual relationship" between the applicant and the company. contract".One of the recruiters' goals in getting candidates to learn more about the company is to break (rather than strengthen) this "spiritual contract."

The higher the candidate's unrealistic expectations for the company, the greater his disappointment after he enters the company.This situation can lead to dissatisfaction among salespeople with the company and even resignation.Therefore, it is very important for candidates to know more about the company when they apply. 5. Give candidates more opportunities to perform Recruiters cannot determine knowledge of a candidate based solely on standard questions and answers in an interview.Recruiters should provide candidates with as many performance opportunities as possible.For example, when the applicant submits the application materials, the applicant can be asked to provide more detailed materials that can prove his ability to work.In addition, during the interview, the recruiter can ask some questions that can allow the applicant to give full play to his talents.Such as: "If you are asked to do this, what will you do?" "In the previous company, what was the most satisfying for you?" and so on.

6. The interview arrangement should be thoughtful In order to ensure the smooth progress of the interview work, the interview arrangement is very important.The first is the time arrangement. The interview time should not only ensure that the applicant has time to come, but also ensure that the relevant person in charge of the company can be present; the second is the design of the interview content, such as what questions need to be asked during the interview, and what aspects of the applicant's quality need to be checked Waiting, you need to make preparations in advance; the last thing is to do a good job in reception, there must be a place for candidates to wait for interviews, and it is best to prepare some company promotional materials for candidates to read while waiting.The interview process is a two-way communication process. Whether the interview is arranged thoughtfully reflects the management quality and corporate image of a company.

7. Pay attention to your image during the interview When interviewing, recruiters should also pay attention to their own image.As mentioned above, the interview process is a two-way communication process, not only the company is selecting the applicant, but also the applicant is selecting the company.This is especially true for those senior talents.The first thing recruiters should pay attention to is their appearance and manners, and they should also pay attention to their own conversation.When asking questions to candidates, you should show your abilities and accomplishments.Because the recruiter represents the image of the company, the interview should not be too casual, let alone talk about something that would damage the company's image.

There are many ways to recruit sales personnel. From a large perspective, there are mainly two types of internal recruitment and external recruitment. Internal recruitment is to recruit people with salesman characteristics from inside the enterprise to enrich the sales force.Some personnel with sales ability in the enterprise, especially some young personnel, may work in other positions.When the sales position needs to be supplemented with personnel, if the individual volunteers, a certain evaluation method can be used to add people with sales ability to the sales team. 1. Advantages of Internal Recruitment (1) The applicant is familiar with the product type.A considerable number of candidates come from the front line of production, and they are very familiar with the production process, packaging, and specifications of products, so they do not need special training in this area for sales work. (2) Lower cost than external recruitment.Internal recruitment can enable companies to save direct expenses such as advertising fees, conference fees, and agency fees. If some indirect costs are taken into account, the savings may be even greater. (3) The success rate of recruitment is high and the risk is small.This recruitment method has a higher success rate due to the familiarity with the various capabilities of the company's employees and the willingness of the employees to engage in this type of work.At the same time, some surveys have shown that this method recruits employees with a longer tenure than other methods, and employees are more loyal to the company. (4) It establishes the image of the enterprise providing long-term job security, which also contributes to the stability of personnel.This recruitment method conveys a message to employees: the company will be responsible for each employee and will put them in the most suitable job position. 2. Disadvantages of internal recruitment (1) Internal recruitment may cause conflicts between departments.The applicant may be excellent in his original position, but he loves sales work more, so he will apply for the sales department.But the original department will think that the sales department is digging their feet, which will cause some unnecessary conflicts. (2) It is prone to the disadvantages of inbreeding.When employees recruit internally, they often recommend people who are close to them. Over time, some small groups may appear among the employees, which is not conducive to the development of sales work and the integration of corporate culture. (3) Employees who change positions may have a difficult adaptation period.Sales work is a challenging job. Although some salespeople have great potential in this area, their performance may not be satisfactory at the beginning, and they will be criticized by some people in the department.Therefore, if the applicant does not have a good attitude, he will have pessimistic emotions, which will affect his current performance. External recruitment is to recruit sales personnel through comprehensive assessment in an open form according to the needs of the enterprise.External recruitment has many benefits to the enterprise. It can use the ability and experience of external candidates to add new productivity to the enterprise, and it can bring diversification to the enterprise and avoid inbreeding. There are many methods of external recruitment, such as advertising, using the Internet, recruiting on campus, holding job fairs, etc. Enterprises can make flexible choices according to their actual conditions. 1. Talent Exchange Center At present, in major and medium-sized cities across the country, there are generally talent exchange service agencies.These service agencies serve enterprises and institutions all year round.They generally have a talent database, and the employer can easily query the information of the personnel who basically meet the conditions in the database.The advantages of selecting selected personnel through the talent exchange center are strong pertinence and low cost. 2. Recruitment Fair The talent exchange center or other talent service agencies hold many talent recruitment fairs every year or regularly.In the negotiation meeting, the employer and the applicant can directly negotiate and communicate, which saves the time of the enterprise and the applicant.With the increasing improvement of the talent exchange market, the fair shows a trend of developing in a professional direction.There are many places that organize job fairs for different job types.For the recruitment of the sales department, the special marketing recruitment is a good choice. Through this form of recruitment, recruiters can not only understand the quality and trend of local human resources, but also understand the personnel policies and human resource needs of other companies in the same industry. 3. Traditional media Publishing job advertisements on traditional media can reduce the workload of recruitment. After the advertisement is published, you only need to wait for the applicants to come to the company.Publishing recruitment advertisements in newspapers and TV is expensive, but it is easy to reflect the company's image.Now many radio stations have talent exchange programs. The cost of broadcasting job advertisements on radio stations will be relatively low, but the effect seems to be worse than newspaper and TV advertisements. In addition, there are in-store advertisements, leaflet advertisements, etc. Many companies integrate various channels according to their own reality. If they are used skillfully, they can also receive good results. 4. Campus recruitment This is the main way to recruit fresh graduates and summer temporary workers. Employers can choose regional schools to find talents, and send people to various relevant schools to hold recruitment fairs.In addition, job advertisements can be pasted directly, or recommended by the employment guidance center for graduates of the school.In order to allow students to better understand the company and encourage them to work in the company after graduation, employers can also print and distribute brochures about the company, or make video tapes for publicity and establish a corporate image. 5. Online recruitment Recruitment through the Internet is a new recruitment method in recent years, which has the characteristics of low cost, wide coverage, long advertising cycle, and quick and convenient contact.However, because many companies do not have access to the Internet, and many applicants cannot access the Internet, there are still certain restrictions on online recruitment. 6. Through internal staff Internal staff can either apply for suitable positions on their own or recommend other candidates.The mood of the staff can thus be improved, and the cost of recruitment can be reduced at the same time.However, if internal sources are not handled properly, it is easy to cause various disputes.Therefore, when recruiting, there must be relatively fixed and strict standards, so as to prevent recruiters from doing favoritism, cheating, giving favors or being controlled by others. Many large-scale companies with many employees can regularly let internal staff mobilize their relatives, friends, classmates, and acquaintances to introduce others to join the company's sales force.It is understood that 40% of the employees of Microsoft Corporation in the United States are obtained through employee referrals.There are many advantages in using this approach. For example, since the person being introduced has a considerable understanding of the nature of the job and the company, the anxiety and fear caused by unfamiliarity can be reduced when working, thereby reducing the dismissal rate.Especially sometimes because the recruiters are familiar with everyone, they are responsible for each other to do a good job, and it is easy to communicate with each other, which can improve the overall efficiency of the team.However, if this feature is not used well, this type of relationship will also bring many disadvantages.In order to encourage the enthusiasm of employees, the company can set up some bonuses to encourage those employees who recommend outstanding talents for the company. 7. Headhunting company It is often difficult to obtain senior talents and management talents through traditional channels, but such talents are very important to the company.Recruiting talent through talent hunting may be more effective.Talent hunting requires a high recruitment cost, which is generally entrusted to the professionals of headhunting companies, and the cost is in principle 30% of the annual salary of the hunted talent.At present, headhunting companies are more common in Beijing, Shanghai and coastal areas. The choice of media is very important, because no matter how much advertising expenses are spent on some media, the talents needed by the company cannot be recruited; on the contrary, sometimes a lot of talents needed by the company can be recruited with a small amount of money.At the same time, good salespeople and bad salespeople often focus on different media. Therefore, the standard for media selection is to spend the same money and choose the media with the largest number of recruits. This is the standard for consideration.Through the above cases, we know how to evaluate the recruitment channels of enterprises, so as to choose the most economical and practical method in future work. In addition to spending money on key media, you should also study the timing of job advertisements, such as whether the effect is better on weekends or on weekdays; whether it is better to publish a small-area advertisement each time or a large-page advertisement at a time; Whether it is better to publish in a few days or to publish in a few days, these are new issues derived from the study of advertising media.If these problems can be clarified, it will also save the company a lot of money. 1. Principles for writing job advertisements (1) REAL.Authenticity is the first principle in job ad writing.Recruiting companies must ensure that the content of advertisements is objective and true, and they must bear legal responsibility for false advertisements.The labor contracts, salaries, benefits and other policies for recruited personnel involved in the advertisement must be fulfilled. (2) legal.Information appearing in advertisements is subject to national laws and local laws, rules and regulations. (3) Concise.Advertisements should be written concisely and clearly, focusing on job titles, qualifications, job responsibilities, work locations, salary levels, social security, benefits, contact information, etc.The introduction to the company should be concise and to the point, don't overwhelm the host. 2. Contents of job advertisements The content of the job advertisement includes the following aspects: (1) Advertising title.Generally, it is ××× company recruitment, high salary recruitment, etc. (2) Company profile.Including the company's full name, nature, main business, etc., the text should be concise. (3) Examination and approval authority.The release of job advertisements generally needs to be approved by the competent human resources department, usually the local talent exchange center. (4) Recruitment positions.Including job title, qualifications, job responsibilities, work location, etc. (5) Personnel policy.Including the company's salary system, social security policy, welfare policy, training policy, etc. (6) Contact information.Including company address, telephone number, fax, website, email address, contact person, etc. 3. Information that cannot be omitted in the advertisement If after the job advertisement is released, many interested people call to inquire. If most of them ask the same questions, it means that the advertisement is not well written and some important information is omitted. (1) Nature of work.That is, what is the main content of the work, whether it is a channel or a promotion, what are the main products sold, etc. (2) Place of work.Whether you are in Beijing or in other places, if you are working in a big city, you need to be more specific. For example, if you are in Beijing, you need to specify whether you are in Haidian District, Chaoyang District or Dongcheng District.This makes it easier for candidates to choose a company that is closer to home under the same circumstances. (3) Basic treatment.Including the internship period (the elimination standard and regularization standard during the internship period), basic salary (whether the basic salary is responsible salary or non-responsible salary), monthly bonus, quarterly bonus, commission, other benefits and evaluation standards, etc. In short, you can't recruit people in a muddle-headed way, and wait until the employees find that the treatment or other conditions provided by the company are not suitable, and then make a fuss to leave, which will waste a lot of time and money of the company. 4. How to publish the recruitment advertisement There are generally two ways to publish job advertisements: explicit recruitment and covert recruitment. (1) Explicit recruitment, that is, the company name and position, application conditions are stated in the advertisement, and even those who are not suitable for the conditions should not come to apply.Generally, the number of applicants for such advertisements is small, but their quality is high.However, the recruiting supervisor should pay attention when recruiting: first seek the increase in the number of candidates, and then seek the improvement of the quality of the candidates. (2) Hidden recruitment, that is, without specifying the name of the recruiting company and the position being recruited, it only indicates the number of male and female employees the company wants to recruit, promotion opportunities, income, and treatment. Anyone who is motivated and able to endure hardships and stand hard work can apply.Write down the job opportunity, but don't specify it clearly. Interested parties can only get details by contacting them in person.This is what small businesses typically do when the position isn't attractive enough, and it's sometimes done by businesses that want to advertise more than once.If the name of the employing company is published in the newspapers many times, it may damage the corporate image, because if the company has problems and the turnover rate of personnel is high, how can the company recruit people frequently? ××× network recruits sales staff ××.com is under the leadership of the Propaganda Department of the ×× Provincial Party Committee, the director of the ×× Provincial Radio, Film and Television Bureau, and a provincial-level authoritative mainstream media on the same status as ×× Daily, ×× Radio Station, and ×× TV Station. ××.com takes news and publicity as the core, integrates the Internet, mobile media and other platforms, and forms a multimedia portal platform with various graphic information, audio and video information, and rich wireless products; it provides users with interactive sections such as forums, blogs, and communities. The space for interaction and communication, based on ×× Province, facing the world, strives to create the most authoritative, timely, accurate and comprehensive news website of ×× Province. ××.com is mainly divided into three major sections: news information, information service, and interactive communication. It has 48 channels and focuses on creating original news, popular voice hotlines, automobiles, real estate, digital IT, talents, health, tourism, forum blogs, new Audio-visual and other featured channels and columns. The ×× network has a wide coverage, and the number of netizens reading the ×× network exceeds 10 million, and the number of users in ×× province alone is close to 9 million.Now according to the needs of website development, we are recruiting several advertising sales personnel. Registration requirements: 1. College degree or above, more than 1 year working experience in advertising marketing or sales. 2. Familiar with advertising sales operation mode, rich experience in marketing/branding is preferred. 3. Familiar with the process and skills of advertising marketing and telemarketing. 4. Excellent writing ability and planning ability, good image, good temperament, mature and steady, good toughness. 5. Excellent communication skills and negotiation skills, excellent internal and external coordination skills. 6. Dedicated, serious, strong learning ability, good teamwork. 7. Able to undertake greater work pressure and adapt to frequent business trips. Apprentice treatment: no basic salary, bonus + commission.Those who are particularly outstanding after the probationary period will be hired. How to apply: If you are interested, please send your resume and recent photos to the email address of the Human Resources Department ××.This recruitment is valid for a long time. Company address: No. ×××, ××× Road, ×× City support hotline: fax: post code: 1. The necessity of designing the applicant registration form Candidates' resumes are often varied and varied.For ease of management, many companies use standardized candidate application forms.Doing so can facilitate the management of resumes, control the content of information provided by applicants, and make comparisons between different candidates easier. The general recruitment application form fills in some basic personal information, such as name, gender, age, education, experience and so on.In actual sales work, these superficial factors have little to do with the performance of the salesperson, so such an application form cannot help us identify who is an excellent salesperson.So, redesign the recruitment application form. 2. Differences between excellent and ordinary salespeople in filling out the applicant registration form The difference between excellent salespersons and ordinary salespersons is reflected in their different understanding of these contents. Specifically, there are several aspects: (1) Integrity of content.The completeness of the content filled by excellent salespersons is relatively good; while the integrity of the applicants who are not hired or ordinary salespersons is relatively poor, and some are obviously perfunctory. (2) Grasp the core points.Excellent salespeople can grasp the essence of the question and the core points of the answer, and the answer is real and vivid; while others may just be talking about theory, or behind closed doors. (3) Whether the handwriting is neat and upright.The handwriting of excellent salespersons is often relatively neat, rigorous in structure, and the font is upward. (4) Whether the notes are biased.Excellent salespeople have heavy handwriting; unhired candidates or mediocre salespeople have lighter handwriting. In order to fully understand a person, in addition to designing the front side of the recruitment application form, the back side must also be designed well.Because we can only get some basic information from the front, and the content on the back is the key to really distinguishing the excellent from the ordinary. 3. How to design the back of the candidate registration form The content on the back of the applicant registration form can be designed mainly from the following five aspects: (1) Understanding of sales work.Excellent people have a deeper understanding of the work they are about to do, while ordinary people have a superficial understanding. (2) How to plan your own future.Excellent people often set short-term goals, medium-term goals and long-term plans for themselves; while ordinary people mostly muddle along without long-term goals. (3) Reasons for being qualified for this job.A good person has a clear understanding of himself. He knows where his strengths are, whether he is good at negotiating or selling. Ordinary people seldom consider these issues. (4) The biggest advantage in work.Combining their own characteristics and the nature of their work, excellent people can give full play to their unique advantages in their work. (5) The biggest deficiency in work.In addition to recognizing their strengths, good people also have a clear awareness of their weaknesses. The combination of these five factors is closely related to the future performance of the salesperson. Through these factors, the company can also have a deeper and more comprehensive understanding of the candidates.In contrast, a simple resume cannot reflect the difference between outstanding personnel and ordinary personnel. The registration form should preferably be in a unified format, which can be faxed, downloaded from the Internet, or obtained from the front desk.The content of the registration form must have a certifier. In addition, it is best to have the signature of the certifier in the designed applicant registration form, and add another item in the remarks column: "If the company's verification is inconsistent with the content you filled in, the admission qualification will be cancelled. Hereby explain." Yes After reading such a warning statement, the applicant will fill in the application form carefully, and dare not take it lightly, and dare not practice fraud. The registration form of applicants of ×× company is shown in Table 7-2. 1. How to identify fake materials According to reports, an estimated 500,000 people in China hold fake diplomas.What a diploma represents is the degree of education received by a person. Corresponding to a diploma, it should be the knowledge and ability of the holder of the diploma.When the company recruits new employees, the diploma is only a reference, and the key is the applicant's knowledge and ability.If the knowledge and ability are not enough, even if the diploma is real, so what. The harm caused by a fake diploma is not only the fake academic qualification itself, it will reduce a person's honesty and enterprise.For applicants with fake diplomas, once the company finds out, it should unconditionally disqualify them from the interview, because for the company, the honesty of employees is the most important thing for the company.No company will accept dishonest employees to work for the company.Those who hold fake diplomas are generally not aggressive. The fake diplomas held by these people are generally college or undergraduate diplomas, and many are self-examination and adult education diplomas.According to the current higher education system in our country, as long as a person is enterprising, there are many ways to obtain a diploma through his own efforts. A person with a fake diploma is definitely not aggressive in learning, especially when he occasionally succeeds with a fake diploma, his desire to get something for nothing will become stronger and stronger. Will not be aggressive.Over time, you may become addicted to cheating, and even do not hesitate to cheat in your life and work.As an employer, it is not helpless to deal with fake materials of applicants. Generally, the following methods can be adopted: First, the observation method.The observation method refers to the identification of fake diplomas by visual observation and comparison with real diplomas.Some fake diplomas are inferior in workmanship, for example, the paper is not hard enough, there is no watermark, the official seal of the school is blurred, and the steel stamp is not clear, etc., which can be identified with the naked eye.Of course, some fake diplomas are now made more realistically, with watermarks, official seals, steel seals, etc., which are difficult to identify with the naked eye.If there is a real diploma around, it can be compared with the diploma that needs to be identified, and the authenticity of the diploma can often be quickly discovered at this time.If the fake diploma is fine in workmanship and there is no real diploma as a reference, you can use the questioning method or verification method to identify it. Second, the questioning method.It is the most effective way to identify the authenticity of the diploma by asking questions about the applicant's knowledge, common sense and ability.According to the major in the diploma, interviewers can ask some professional questions. Some of these questions may be very superficial, and some may even be wrong. The authenticity of the diploma can be preliminarily judged by the applicant's response to the questions. If the interviewer doesn't know much about the applicant's major, you can use some questioning techniques.The interviewer can pretend to be very familiar with the school in the diploma, and casually chat about some school affairs, such as: "I have a friend named ×××, who is in your major, and is the vice president of the student union. You should be familiar with it, right? "(Actually, the interviewer doesn't have this friend at all); "Has the science and technology building of ××× school been built now?" (No one knows whether ××× school is building any science and technology building), etc. The responses make it easy to judge the authenticity of the diploma. Third, the verification method.When there is no way to determine the authenticity of the diploma through the observation method and the questioning method, the verification method can be used.Interviewers can get in touch with the student status management department of the school where the diploma is located, and ask them to assist in investigating the authenticity of the diploma.Generally speaking, schools can actively assist. Identifying fake material usually has the following steps: (1) Divide the content of applicant materials into two categories: one is objective content, such as learning experience, work experience, professional knowledge, technical experience, etc.; the other is subjective content, such as personal interests, hobbies, personality, etc. . (2) Ignore the unverifiable subjective content and carefully analyze the objective content. (3) The objective content is divided into two categories: conventional objective content and key objective content.Routine objective content refers to ordinary objective content, such as primary and secondary school learning experience, general computer operation skills, common work skills, etc.; key objective content refers to objective content directly related to the job application, such as job-related knowledge, technology, etc. , work experience, etc. (4) Whether the applicant can pass the interview depends on the authenticity of the key objective content.So it is also the key content to identify fake materials. (5) Carefully analyze the key objective content and estimate the credibility of the material. (6) Question candidates with the least credible content. (7) Asking questions adopts the "pressing step by step" method, and continuously asks the detailed questions as much as possible. (8) The interviewer does not necessarily need to understand the relevant technical knowledge, but only needs to judge whether the applicant is lying or not based on the applicant's reaction. (9) Once the applicant is found to be lying, the interview will be stopped immediately and it will be treated as a failure. (10) If it is still difficult to estimate the authenticity of the materials through questioning, the human resources department can contact the original unit of the applicant to investigate the actual work performance of the applicant. Although the verification method is more complicated, the accuracy rate can reach 100%.Employers can also log on to the China Higher Education Student Information Network (website: http://www.chsi.com.cn) to enter the China Higher Education Academic Certificate Online Inquiry System for inquiries. 2. Initial elimination Candidates obtained through multiple channels are usually more than the number required for the position, and it is inevitable to confuse them.In order to prevent obviously unqualified personnel from continuing to participate in the subsequent stages of selection, in order to save time, cost and improve efficiency, applicants should be initially eliminated.Preliminary screening can be divided into two situations: First, screening of applicants directly on site.For applicants who come directly to the site, the person in charge of distributing the application form can politely reject the applicant who is obviously not suitable for sales work (no application form will be issued).Applicants who pass the initial impression (such as age, gender, appearance, physique, etc.) will be issued an application form.After the application form is issued, the applicants should be asked to fill it in truthfully, and ask them to show relevant documents if necessary.The person in charge of recruitment can carry out preliminary elimination according to the information in the application form.The elimination criteria can be determined in advance according to the needs of the sales work, and some necessary conditions can be referred to when measuring, such as age, education, work experience, etc. Everyone has feelings and preferences.Most people think that handsome guys and pretty girls are more capable of doing business, and they may dislike a person with an unattractive appearance from the bottom of their hearts. In fact, these are wrong views.Therefore, in the initial screening process, it is necessary to prevent deviations caused by personal emotional factors. Second, indirect screening of candidates.After publishing the recruitment information or participating in various recruitment activities, you can get the resumes of many applicants, carefully screen the resumes of these applicants according to the needs of the sales position, and determine those who initially meet the requirements to enter the next procedure. Candidates' resumes are often varied and varied.For ease of management, many companies use a standardized candidate application form.Doing so can facilitate the management of resumes, control the content of information provided by applicants, and make comparisons between different candidates easier. We often conduct psychological tests by filling in questionnaires or forms. The purpose of the test is to examine people's personality characteristics.This is also a good way to test whether a salesperson is good or not. 1. Key points of psychological testing After a series of links from collecting recruitment application forms on site to preliminary screening, the next thing to do is the psychological test.To do a psychological test is to issue psychological test questions to the applicant, requiring him to answer the questions according to his real situation within the specified time. The main tests are emotional intelligence (EQ), marketing ability, adaptability, psychological endurance and other aspects of quality .Emotional intelligence is a very important assessment point, which includes the ability to behave in the world, adaptability, self-emotional control ability, self-emotional cognition ability, and other people's emotional cognition ability.There are large differences in EQ between different people.Therefore, if the full score of the emotional intelligence test we designed is 200 points, then you cannot be hired if you do not reach 110 points. When conducting psychological tests, the following points should be kept in mind: (1) The time limit of the questionnaire.Candidates must complete the questionnaire within the specified time. Exceeding the time indicates that the applicant is trying to figure out the intention of the questioner, so the questionnaire exceeding the time is invalid. (2) The difficulty of the questionnaire.Usually, many traps and logical questions are designed in the questionnaire, such as setting some misleading questions to interfere with the applicant's thinking, so as to examine whether the applicant can maintain a consistent choice from the beginning to the end when he is tempted. (3) Applicability of test standards.In addition, everyone should also pay attention to that different industries and different companies require different personalities of sales staff.Each company should determine the testing standards according to its own culture, industry characteristics and other actual conditions. (4) The questionnaire has no direction.The lack of direction means that anyone can see the intention of the questionnaire and know the indicators that the questionnaire wants to investigate, so such a questionnaire is an invalid questionnaire.举个最简单的例子，假如问卷中的问题是：您平时的业余时间是喜欢待在家里跟爸爸妈妈看电视，还是喜欢出去和朋友聚会聊天。即便是最傻的销售人员也会选择和朋友喝酒聊天，因为他知道待在家里和爸爸妈妈一起就代表没有开拓性、没有社会能力。所以，像这样一眼就能看出答案的题目是无法测试出销售人员的真正性格的，所以这样的问卷是无效问卷。 (5)好的和坏的要有所区分。在测试前如果把销售人员分成两组：一组是差的；另一组是优秀的。用同一份问卷进行检测的结果是优秀组平均得分62，差组平均得分63，两者没有明显的差异，那么这样的问卷不能区别谁是优秀的谁是差的。所以，这样的问卷也是无效的。 (6)和面试结果相近。如果问卷的方向性很好，对优秀组和差组的得分又有明显的区别，那么就可以用这样的问卷对应聘者进行心理测试。然后再将测试的结果与面试的结果进行对比和分析，如果两者基本一致，那么这样的心理测试就是有效的，它足以证明应聘者是优秀的。 2.心理测试表格举例 附带介绍一下，目前国内最权威的心理测试表格有两个：一个是16PF，共187道题，是国际上比较专业的测试题；另一个是目前常用的MBTI，共93道检测题，主要用于性格测试，该测试题把人分成了16种性格。如果能把这两种测试题综合使用，就可以对人进行深入的分析，得出更为科学的结论。此外还有很多心理测试的工具，这里略作介绍。 假如你是一个天使，从天堂来到人间，看到人间美丽的景色，有森林、草地、天空、大海、湖泊，那么你想停留在哪里？请你从下面的5个选项中选出一个。 A.茂密的森林 B.开满鲜花的草地 C.蓝蓝的天空 D.湛蓝的大海 E.静静的湖泊 用10套甚至20套这样的心理测试就可以挖掘出一个人的内心世界和性格特征，而性格决定了他适合的工作类型。有些人适合和机器打交道，有些人适合和人打交道。优秀的销售人员往往喜欢而且善于和人打交道，感觉和人打交道其乐无穷，但让他安安静静坐一会，他就受不了了。 目的与功能： 本测验考察个体的潜在销售能力。通过测量、分析个体与销售有关的各种潜质，为考察个体是否适合做销售工作作出一个较为客观的评价。本测验如果用于企业对员工的测验，可以为领导者甄选销售人才提供有益的参考，帮助企业管理者了解员工的销售潜力，为合理安排工作发挥个人特长提供必要的参考。 Suitable: 1.广泛适用于任何希望了解自己销售潜力的人员。 2.适用于对组织全体管理人员的集体施测，可了解各级管理者的销售潜力，为发现销售人才并知人善任提供建议和依据。 Instructions for use: 每道题目陈述一个观点，应试者根据他对此观点的同意与否作出选择。测验由20道题目组成。 测验时间约为15分钟，要求应试者凭直觉作答，不用过多考虑。 指导语： 这是一份关于个人观点的测验调查，下列每一句陈述是否与您的行为或想法一致，请用“1”、“2”、“3”表明您的观点，“1”表示“不符合”，“2”表示“基本符合”，“3”表示“非常符合”。请尽快回答，不要遗漏。 计分规则： 本测验题目全部为正向计分题目，即选择“1”记1分，选择“2”记2分，选择“3”记3分。合计后的总分即为测试者的销售潜力得分。 测验分数的解释： 不同的人，能力各不相同。销售潜力也是一样，分数的高低反映了销售人员工作潜力的差距。表7-5是对测验不同得分的评价。 心理测试工作不是高科技，既不高深也不复杂。如果想在招聘的过程中选拔出优秀的销售人才，那么就应该以现有的优秀人员为标准设计心理测试，把好的和差的划分出来，形成一个判别依据。从此以后就不必在招聘工作中以相貌、文凭、身高、谈吐等外在因素作为指标寻找人才，因为你已经掌握了决定销售人员是否优秀的深层次原因。这些工作做得越细，就能得到越可靠的测评依据。 1.面试的作用 面试是招聘工作中非常重要的一环，也是企业能否招聘到合适的销售人员的关键所在，总体来说，面试有如下的作用： (1)核实申请表上的资料，询问相关情况。 (2)通过应聘者的表现，判断其未来实际工作的效果。 (3)使应聘者加深对企业和应聘职位的了解。 (4)可以听取应聘者对将来工作的设想。 2.面试的类型 依据不同的标准，面试可以有不同的分类方法。 根据面试达到的效果，可以将面试分为初步面试与诊断面试。 (1)初步面试。初步面试类似于面谈，比较简单、随意。它主要用来增进用人单位与应聘者的相互了解，起初步筛选作用。 (2)诊断面试。诊断面试是对经初步面试筛选合格的应聘者进行实际能力与潜力的测试。这种面试对应聘者能否被录用至关重要。 根据参与面试过程的人员构成，可以将面试分为个别面试、小组面试、集体面试和流水式面试。 (1)个别面试。个别面试是一对一的面试，这种形式有利于双方深入了解，但结果易受面试人员的主观因素干扰。 (2)小组面试。小组面试是多对一的面试，可提高面试结果的准确性，可以克服个人的主观偏见。 (3)集体面试。集体面试是多对多的面试，通常是由主考官提出一个或几个问题，引导应聘者回答、讨论，从中发现、比较应聘者的表达能力、思维能力、组织能力、解决问题能力、交际能力等。集体面试的效率较高，但对面试主考官的素质要求也高，并且每位主考官在面试前对每位考生的情况要大致了解。 (4)流水式面试。流水式面试是每一个应聘者按次序分别与几个主试者面谈，面试结束后，主试人聚集在一起，汇合及比较对应聘者的观察与判断意见。这种方法能对应聘者所具有的兴趣、特质加以全面考察，具有较大的优越性。 根据面试组织形式标准化和程序化程度，可以将面试分为结构化面试、非结构化面试和半结构化面试。 (1)结构化面试。结构化面试是指依据预先确定的内容、程序、分值结构进行的面试形式。在面试过程中，主试人必须根据事先拟定好的面试提纲逐项对被试人测试，不能随意变动面试提纲，被试人也必须针对问题进行回答，面试各个要素的评判也必须按分值结构合成。也就是说在结构化面试中，面试的程序、内容以及评分方式等标准化程度都比较高，使面试结构严密，层次性强，评分模式固定。结构化面试减少了主观性，对考官要求较小，不足是难以随机应变，收集信息的范围受限制。这种方法成功的关键在于事先要做充分的准备。 (2)非结构化面试。非结构化面试也称开放式面试，没有固定的面谈程序，面试者提问的内容和顺序都取决于面试者的兴趣和被试者现场的回答，不同的被试者所回答的问题可能不同。这种面试的优点是灵活，获得的信息丰富、完整和深入，但同时也具有主观性强、成本高、效率低等弱点。 (3)半结构化面试。半结构化面试是介于开放式面试和结构化面试之间的一种形式。它结合两者的优点，有效避免了单一方法上的不足。总起来说，半结构化面试有很多优势，在面试过程中的主动权主要控制在主试者手中，具有双向沟通性，可以获得比申请表中更为丰富、完整和深入的信息，并且，面试可以做到内容的结构性和灵活性相结合。 3.面试的过程 大部分的面试都包括五个阶段，在不同的阶段中，适用的面试题目类型也有所不同。 第一个阶段是建立阶段。这一阶段的主要任务是创造一种轻松、友好的氛围，便于双方在后面的面试过程中更好地沟通。在这一阶段通常讨论一些与工作无关的问题，如天气、交通等，这部分内容大致占整个面试内容2%的比重，在这个阶段主要采用一些简短回答的封闭性问题，例如，“今天天气真冷，是吧？”“我们这个地方容易找吗？路上堵车吗？” 第二个阶段是导入阶段。在导入阶段主要问被面试者有所准备的比较熟悉的题目，以缓解其紧张的情绪。这些问题比较宽泛，有较大的自由度，如让面试者介绍一下自己的经历、介绍自己过去的工作等。导入阶段占整个面试的比重大致为8%，这一阶段最适用的面试题目是开放性的题目，比如，“你能介绍一下你现在工作的主要职责吗？”“请你介绍一下你在市场营销方面的主要工作经验”、“让我们从你最近的一份工作开始讨论一下你的工作经历吧，在这家公司，你主要负责哪些工作？”等。 第三个阶段是核心阶段。这一阶段是整个面试中最为重要的阶段，在核心阶段着重收集关于应聘者核心胜任力的信息，并依据这一阶段的信息在面试结束后对被面试者作出是否录用的决定。核心阶段占整个面试的比重为80%，在这个阶段可以将开放性问题、探索性问题、假设性问题、封闭性问题和行为性问题结合起来，这将会有效得出关于面试者的关键胜任能力的信息。 第四个阶段是确认阶段。在这一阶段要对应聘者关键胜任能力的判断进行确认，确认阶段在整个面试中所占的比重为5%。这一阶段所使用的问题最好是开放性的问题，例如，“在刚才的那个例子里，你妥善地处理了顾客的异议，你能不能概括一下处理顾客异议的基本步骤？” 第五个阶段是结束阶段。在结束阶段，主考官检查自己是否遗漏了关于哪些关键胜任能力的问题，并加以追问，而且应聘者也可以借这个机会来推销自己，表现职位所要求的关键胜任能力。结束阶段占整个面试的比重为5%，在这个阶段，可以适当采用一些关键胜任能力的行为性问题或开放性问题。例如，“你能够再举一个例子，说明一下你是怎样对待一个比较难对付的客户吗？” 在面试中，一般应注意面试提问的技巧。主要包括以下几点： 首先，最好不要提出那些让被面试者直接描述自己能力、特点、个性的题目，因为对于他的回答无法判断真假。例如，假设问一名应聘者：“你认为自己最主要的优点是什么？”他可能回答：“我很善于沟通。”这样的答案是不能提供任何有价值的信息，因为无从验证他回答的真实性。比较好的一个解决办法就是追问一个行为性的问题，例如，“请你举出两个例子来说明你在工作中是怎样有效地与人打交道的？”这样，应聘者就必须讲出自己经历中的实例来证实自己的答案。 其次，要注意问话中的取悦性。为了避免应聘者为了取悦考官，伪装自己，要求考官在面试时最好能从头到尾一直保持微笑。因为人只有在最放松的情况下才袒露自己的真实想法。如果考官很严肃，应聘者就会打起十二分的精神，不敢有一丝松懈；如果考官满面笑容，应聘者就会很放松，说话时就会不自觉地表达真实情感。所以，一定要让应聘者彻底放松。 在面试过程中，不能给销售人员任何信号，只有在取悦他的情况下，他才会暴露自己最真实的一面。要做到这一点并不难，考官问话的时候可以扶在桌子上，不管应聘者回答的是对是错，都点点头。考官一点头，应聘者就误认为考官非常满意他的回答，说不定会兴奋起来滔滔不绝地讲个不停，但说得越多，暴露得越多。总之，考官任何不满意的手势、表情，都会让应聘者隐藏自己。所以，考官从头到尾都要微笑，不给应聘者任何反感的眼神、信号，要让他始终感觉状态良好。 再次，应该避免封闭式的问题，尽量采取开放式的问题。封闭式问题有点像对错判断或多项选择题，回答只需要一两个词。例如，“你是哪里人？”“你经常跑步吗？”通过这类问题，应试者可能会对主试者的意图作出猜测。如果单纯地使用封闭式问题，也会导致谈话枯燥，产生令人尴尬的沉默。因此，应该将这些问题改成开放性、诱导性的问题，并适当采用探寻式追问。在你提出开放式问题时，别人会感到放松，因为他们知道你希望他们参与进来，充分表达自己的想法。比如，“你和朋友发生矛盾的时候你是怎么做的？”等应试者回答完了之后还可以追问他：“这件事对你们以后的交往有什么影响？” 在实际面试中，对应试者的提问不外乎针对工作经验的提问、针对工作动机的提问、针对进取心的提问、针对工作态度的提问、针对分析判断能力的提问、针对应变能力的提问、针对自知力与自控力的提问、针对人际交往与适应性的提问、针对专业知识及特长的提问等。 1.针对工作经验的提问 近年来的工作经历，从事某项工作的经验及其丰富程度，工作职责的重要性，工作成就、职务的升迁状况以及工作的变换情况，工作后的收获与体会等都是工作经验提问的要点。从被试人所述工作经历中，可以判断其工作责任心、组织领导能力、开创精神与工作业绩等素质特征。 ·你毕业以后都做过什么工作？请谈谈工作的具体情况？ ·你现在或最近所做的工作是什么？你担任什么职务？ ·请谈谈你在这家单位的工作情况和受到的奖励与惩处。 ·你认为你在工作中的成就是什么？ ·在你主管的部门中，遇到过什么困难？你是如何处理或应付这些困难的？ ·你认为该工作的难点或挑战性在什么地方？ ·你在工作中有什么收获和体会？ ·请谈一下你在这个组织中的职务升迁和收入变化情况。 2.针对工作动机的提问 工作动机评价要点是：过去和现在对工作的态度，对所从事工作的评价，离职的原因，求职的目的，对所求工作的期望，对个人发展的打算，对个人收入的要求等，考官可从中了解本单位提供的岗位或工作条件是否满足应聘者的要求和期望。 ·请谈谈你现在的工作情况。包括待遇、工作性质、工作满意度等。 ·你对现在的同事和主管是怎么看的？你认为他们有什么优缺点？ ·你为什么决定调换工作？你认为原单位有什么缺点？你认为什么样的工作比较适合你？ ·你为何选择来我公司工作？ ·你对我公司了解有多少？ ·你对我公司提供的工作有什么希望和要求？ ·你为什么要报考这个职位？ ·你认为有哪些有利条件？还有哪些不利条件？怎么克服不利条件？ ·你在生活中追求什么？ ·近来个人有什么打算？如果你被录用，由于工作需要，领导(主管)把别人不愿做又瞧不起的工作交给你做，这时你该怎么办？ ·请结合这次报考，谈谈你在选择工作时考虑哪些因素？如何看待物质待遇和工作条件？ ·你所要求的工作条件和待遇大致是什么？如果相差很大，你怎么办？ ·你喜欢什么样的领导与同事？ ·对你来说，赚钱和一份令人满意的工作，哪一个更重要？ ·你认为在一个理想的工作单位里，个人事业的成败是由什么决定的？ 3.针对进取心的提问 奋斗目标、理想抱负及为之努力的程度，对现状的满意程度，工作的积极性、主动性、创造性，对工作是否严格要求等。通过这些方面了解被试人事业心和进取心，对自信心的判断主要靠身体语言，而并非靠回答的内容，主要依据是： (1)目光：被试人目光是否敢于正视主试人，目光是否平视、坦然。 (2)姿势：是否有小动作或不自然的举动，坐立不安或胆怯、拘谨。 (3)语言：表达是否声音低、弱、颤抖，语调平淡，情绪化，表达不流利。 ·你在工作中追求的是什么？ ·你个人有什么抱负和理想？准备怎样实现自己的理想？ ·你对现状满意吗？Why? ·你认为现在的工作有什么需要改进的地方？ ·你经常向领导提合理化建议吗？ ·你怎样看待你们部门中的应付工作、混日子的现象？ ·你的职业发展计划是什么？如何去实现这个计划？ ·你认为这次面试你能通过吗？ ·你对自己有什么工作要求？ ·领导交给你一个很重要但又很艰难的工作，你会怎么样去处理？ ·你认为成功的决定性因素是什么？ 4.针对工作态度的提问 工作态度如何，谈吐是否诚恳实在，是否遵守纪律，是否热爱工作、奋发向上？ ·你们单位管得严不严？迟到、早退、怠工现象是否经常发生？你在这方面表现怎么样？ ·你认为单位管得松一些好，还是严一些好？ ·你在工作中看到别人违反规定和制度，你怎么办？ ·你最喜欢这个工作的哪个方面？最不喜欢哪个方面？ ·你经常对工作做些改进或向领导提建议吗？ ·除本工作外，你还在其他单位兼职吗？做什么第二职业？ ·你在工作中常与主管沟通，向他汇报工作吗？ ·你对自己现在的工作状况满意吗？Why? ·如果我们雇用你，你准备为我们工作多少时间？ ·你认为你能对我公司做什么贡献？ ·你如何看待加班？ 5.针对分析判断能力的提问 对主试人所提问题是否能够通过分析、判断，抓住事物本质，说理透彻，分析全面，条理清晰，逻辑性强，是否能将自己的思想观点、意见用通顺、畅达清楚、明白的语言表达出来，口齿是否伶俐，音调、音量、节奏是否正确。 ·你认为大学生活和学习对你的工作有什么影响？ ·你认为怎样适应从学校到社会的转变？ ·你认为怎样才能跟上飞速发展的时代而不落后？ ·你认为如何解决我国的下岗待业问题、治安问题？ ·你认为成功的关键是什么？怎样才能做好本职工作？ ·你认为自己适合做什么样的工作？ ·提出一些小案例，要求其分析判断或简述： 案例一：吸烟有害健康，但烟草业对国家税收有很大的贡献，人们对政府采取措施禁烟各有不同的看法，你如何看待这个问题？