Past Recruiting

However, to understand how is it that searched retailers should pay attention to the experiences themselves Sellers in recruiting senior sales subordinates them. Because we have concluded above that recruiters and salespeople are the same people. And, it turns out that they are: Do not dwell on industry experience. Moreover, for example, in guide for recruiting insurance agents in the same world-renowned insurance company, experience in other companies is considered as a negative characteristic. And indeed, if he is so good, why is it left there? Assess the level of intrinsic motivation of man and his enthusiasm. Sellers describe it briefly: the eyes are burning.

Evaluate the purpose, systematic work and the ability to plan. This can be understood by simply questioning how they organize their work, or to understand what the purpose of given the choice they think proper (SMART). Take a look at independence, confidence and reliance on himself. You can simply ask, the subject of the diploma in higher education. Explanatory person remembers it.

Stupid to say that I forgot. Pay attention to open-mindedness, curiosity, and not limitation, it appears that simple questions about the external world: why the moon shines and why the bike does not fall when traveling. Even a simple question: "What do you know about our company," shows the extent of curiosity candidate – whether he looked on the internet, before you go for an interview. Find out the ability to identify needs that are manifested in the response to a request to sell something. The seller knows how to keep the conversation going, not the selling or stushuetsya will work characteristics, and no benefits. Also very significant is a test question to yourself, "and I would buy from him or not." Determine the success and talent of the person, his leadership qualities: he was in the past, what are his achievements than he is proud of who sees himself in the future. Sometimes give homework. Develop for a record form interviews with key questions and answers to them to be able to easily evaluate and choose from among several candidates after interviewing. As you can see, everything is actually quite simple and obvious. So did everyone would reasonable recruiter. Naturally, as sellers, especially high-level, a lot of attention is paid to recruiting, and recruiting for yourself when choosing a candidate's failure in not directly affect the success of their own work. Probably should look at the experience of recruiting in sales, to make their work more effective recruiter. In this article, was a simple and effective tool for a recruiter in his work. It was shown that with difficult clients can and should work for the good of the client, and to facilitate its own problems. Also proposed a concrete, effective and win-win method of assessing the competence of key personnel. Also discussed some common mistakes employers, the motives that guide and how a recruiter can "sell" the employer over the right ideas. There was also describes the experience of recruiting in sales, as already it is clear that a good recruiter and a good seller have, in fact, similar skills, in spite of industry-specific. I hope this article will prove useful in every recruiter.


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