The next stage is offering practical tasks that will demonstrate the suitability of the applicant in terms of active sales skills. The simplest option is to simulate a cold call to a potential client.
The assessment sheet assigns points based on the following parameters:
establishing contact (how he introduced himself, whether he called the interlocutor by name, whether he used SmallTalk and the compliment rule, etc.);
identifying needs (does he know how to lead the client to a decision about the need to purchase, does he ask open questions, does he use active listening);
presentation of the product and company (is he able to emphasize the benefits of the consumer and present the product/service as a way to solve the interlocutor’s problems);
working with objections (what method is used, does it operate according to techniques or an algorithm).
A separate stage of the check may be testing the ability to negotiate on price and delay.
Key points in the selection of candidates
How to Make Interviews More Effective
The following will help convince the applicant of the benefits of working in your company:
presentation;
excursion.
Tell about your company cameroon email list in all its colors, emphasizing the personal contribution of successful managers to its development and prosperity. Add photos of leading sales department employees against the background of their homes and cars, from resort and tourist trips.
Introduce the applicant to the company office in advance, show where he will work if he passes the test. Demonstrate what conditions you have created for the work and rest of managers, how the life, food, and comfort are organized.
Download a useful document on the topic:
Checklist: How to Achieve Your Goals in Negotiations with Clients
Motivation of sales department employees
You can't just hire a salesperson and forget about them. Sooner or later, employees will start to burn out. To avoid this, you need to build a motivation system so that the department's work is effective.
Material motivation of sales department employees
Monetary reward for plan fulfillment is the main incentive for which managers are ready to make maximum efforts. The company's management can achieve sales growth by skillfully applying the following principles of employee motivation:
Transparency
Provide the ability to see what each manager's income consists of. Bonus calculation methods should be logical and clear. Graphs, tables, and diagrams clearly demonstrate the effectiveness of successful employees and motivate those lagging behind to catch up.
Darwin's principle
The rule of natural selection works in all areas that involve competition. The work of managers who fulfill and exceed the plan is paid above the market. Those who fail to cope with the tasks are content with the salary. To get more, they need to improve or change jobs.
Quick income
Create conditions that will push sales staff to achieve goals. Assign bonuses based on the results of the working day or week.
An annual bonus is good, but small payments of 1-2 thousand motivate people to work better every day. It is appropriate to use such a technique both during a temporary lull and during increased seasonal demand for the product.
Large rapids
The principle of determining bonuses used by many companies looks like this:
less than 80% of the plan – only salary is paid;
from 80% to 100% of target indicators – get 1% of revenue;
from 100% to 120% of the plan - premium of about 2%;
over 120% of target indicators – 4%.
Sales department employees must firmly know that failure to meet the set conditions will result in a drop in their income and vice versa. If a manager wants to have a good income, he must not only make a plan, but also constantly work to improve his personal performance.
The system of hard and soft salary, common in sales, allows employees in this field to be guaranteed to receive the minimum necessary for life. All other needs are covered by that part of the income, the size of which depends on the professionalism and ambition of a particular employee.
Assign a soft salary for achieving KPIs (key performance indicators). To determine them, it is necessary to analyze sales and identify the factors on which revenue depends. Companies using KPIs simultaneously solve two pressing problems: motivate employees to fulfill the plan and maintain discipline.
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