The results of work in companies that use direct sales as a tool for communication with the customer largely depend on the employees and the level of their qualifications. As a result, it is the sellers who shape the company’s image. It is the sellers who influence the customers’ decisions regarding the purchase of a product of a given company. Here are some ways to find a good seller.
A good salesman
However, being a good salesman is an art that requires both the right personality and skills acquired in practice. The requirements of sellers are increasingly causing that not everyone copes at work, not everyone derives satisfaction from it. A good salesman, however, not only fulfills the requirements set by the company itself. In addition, his work also brings him benefits resulting from the constantly growing number of satisfied, loyal customers.
Sales techniques, persuasion and customer communication can be learned. However, if someone does not like frequent contact with people, negotiating, persuading, conducting a conversation, then no training will teach him.
Many managers have their own ways to find the right salesperson. Some use recruiters, while others use more traditional recruitment methods, i.e. media advertisements. This solution is still the most popular. To increase your chances of finding a good seller with a well-structured ad, it’s best to familiarize yourself with the following steps:
1. Accurately describe your agenda
2. Present the candidate’s profile
3. Review the strengths and weaknesses of your agenda
4. Design an advertisement
First part of searching a good seller
The first part of the announcement should contain detailed expectations, area of activity, job description, etc. Further add to this the market situation and the activity of the competition. This task requires a lot of attention and work. All program elements must be presented in a clear and specific way. Otherwise, there will be misunderstandings in the communication process.
Second part of searching a good seller
The next step will be to describe the profile of the “ideal” seller candidate. Pay attention to such aspects as: the behavioral description of the candidate and his character. How a candidate behaves, how he controls his emotions and how he affects the emotions of the whole group is a very important element of assessment.
When it comes to character traits, pay attention to perseverance, high energy, openness to people, compromise, etc. This is more important than product knowledge, specific technical skills that you can learn.
Potential sellers differ. They differ in experience, backgrounds, expectations, ambitions, etc. Like customers, salespeople should be classified into subgroups so that the ad is addressed to the group that will most often respond to them.
Putting it simply: find your target and find a good seller!