How To Select Clothing Salesmen

Clothing salesmen

It is the leader in the management and control of the sales force. This link is well controlled, and things will be done later; if the candidates are wrong, the later links will be of little significance.

Four principles of effective recruitment

As a clothing sales manager, when working with the HR department, both sides must abide by the four.

:

1. experience fits

The experience is consistent with the job applicant's job experience.

In particular, it is a sales oriented mode based on efficiency.

For large scale systems, equipment, industrial products and sales of solutions, it is more stringent in terms of experience.

If the recruited people do not have the corresponding work experience, it will be very difficult to master the whole sales process of a system or a device.

It takes quite a long time to get good results, and enterprises generally do not give too much time to produce performance, so the experience must be consistent.

2. stage of development

Generally speaking, the growth of a company usually has three stages, and the requirements for talents are different at each stage.

The first stage is the infancy.

At this time, the growth of the company is still in the state of survival.

At this stage, the task of the sales force is very heavy, and the strategies adopted are usually blitz tactics.

This stage does not require salesmen to have too much systematic knowledge, but must have enough energy and enthusiasm.

The second stage is youth.

Just like people, youth is the fastest growing period of a company.

With a strong sense of initiative, when recruiting people, they should choose young people who do not pay too much attention to the real income and are willing to grow together with their enterprises.

The third stage is the maturity stage.

At this time, enterprises have already solved the problems of survival and growth. What we need now is steady development.

This period may require a slightly higher age of the sales force.

In short, sales personnel must be consistent with the development stage of enterprises.

Generally speaking, if the enterprise is in infancy, the recruited salesperson has seven points of strength and three points of experience. If it is in its growth stage, it should recruit three salesmen with four points of experience and six potential. If the enterprise is in its mature stage, it should recruit mature salesmen.

3. expect fit

Salespeople are expecting two points: one is "money road" and the other is the future of the two.

The so-called "money path" means that the income can reach a high level.

The salesmen who expect the future may not be very serious about them. They want more opportunities to learn and grow.

4. personality fit

The fourth point is that individuality must be matched. This is also important.

For example, an efficiency oriented sales force, selling notebook computers, requires that business representatives must have enough momentum to really have the strength of "double feet and billions of dollars", that is to say, the personalities of salesmen should be suited to the sales model of efficiency.

Conversely, if it is

The sales system solution team requires the sales representatives to be steady and calm, and should have more careful thinking.

For these two personalities, we can not say which one is better, because different sales styles have different requirements for salesmen. They have different focuses. The key lies in the combination of the two.