The role of a salesperson is to market, and therefore sell, the products and services of a company. Because a salesperson generates revenue, his role is vital for companies. Hiring the right person is therefore essential. How do I find a successful salesperson? How do I do the right research? Answers.
The commercial has many missions within his company. They depend on the size of the company, its field of activity, the type of products or services marketed and the number of people who make up the sales department.
Here is a non-exhaustive list of the tasks of a salesperson:
To perform their duties, salespeople must take into account the characteristics of their market but also of the target market. They must know and understand them to position themselves on them. To know a market, you have to take into account customer feedback, whether they are satisfied or not. You have to understand the needs of customers and even learn to anticipate them. Finally, studying the competition is one of the best ways to understand the challenges of a market. The role of sales reps is to monitor this competition!
Salespeople must also set goals and then do everything possible to meet them. Goals are set in the form of sales and turnover. They make it possible to budget communication and marketing campaigns but also to correct margins if necessary. A salesperson must also forecast the volume of sales as well as possible to ensure sufficient production.
Hiring a salesperson is getting ready. Don't jump in without thinking! Companies must allow between 2 and 3 months to finalize the recruitment of a salesperson. Here's how to properly prepare for the recruitment of a salesperson.
The first step is to write a job description. To do this, you must:
It is important to know what type of commercial you want. Companies can hire a collaborator to maintain an existing market and expand it. His role will be to maintain sales volume while building customer loyalty. This salesperson is called a "breeder". Companies can also call on a "hunter" salesperson whose role will be to conquer a new market or a new target.
The company will also have to decide between a junior salesperson, less experienced but also less expensive, or a senior salesperson who has the experience and salary expectations commensurate with his expertise. The recruitment of a salesperson must be budgeted. This approach often makes it possible to orient the profile sought.
It is also necessary to determine what type of commercial the company needs. Here are the different existing positions.
Now that you have identified your needs, you need to write a job offer. It must be powerful to attract the attention of salespeople. To do this, you need to highlight the strengths of your business. Is it well located? Is it accessible by public transport? Does it have a parking lot or a company canteen? You must provide all of this information.
As is the case with consumers, employees look for companies that have a great image. If you are involved with the local community or an association, you can communicate about your actions. The same is true if you work to improve the well-being of your employees.
Salary and benefits are scrutinized by salespeople looking for a new position. You must clearly state:
Finally, the offer must be widely distributed in order to benefit from a large number of applications. You can publish the ad on job sites as well as on social networks. It may also be interesting to communicate the offer to specialized firms. They have a great ability to find the right profiles. Be aware that if you have any requirements, such as a few years of experience, you must state them.
When you receive the applications, you must study them all. Although this process takes a long time, it is necessary. Be aware that a good CV is not always that of a good candidate. Try to find the relevant information.
Experience shows whether the candidate knows the market. If he has worked in different sectors, he has a good ability to adapt. Long experiences are always a good indicator. The cover letter can also help you decide. It tells you about the personality of the candidate. If a profile seems interesting to you, you should quickly contact the sales representative. The deadline to respect is 48 hours. The most interesting profiles do not necessarily remain available.
Offering an interview to the most interesting candidates is a matter of course. Prepare for each interview, list questions to ask, and find out about their performance with past employers. Be flexible! If a candidate cannot come, you can offer a videoconference interview. In any case, take the time to find out who is interested. You have to know how to understand them, identify them and challenge them!
Your new sales rep's first day on the job is the last important step in the recruiting process. Your new employee should feel welcomed. You must prepare a desk and a computer for him, take stock with him of his needs in terms of equipment and present it to the whole team.
