Sales recruitment – The number game
September 17, 2010
Sales, sales and more sales – the mantra for a business that intends to remain in business. One can be the best of a professional in developing software, or manufacturing a super quality product, or an expert on labor and industrial laws. But if there are no sales, these units will cease to exist. The bottom line being, one has to bring the product to the forefront in the market and make it viable enough to be purchased, and then, make sure it is in actuality bought by the consumer. To make this happen, every organization, industry, business house needs to have a sales force that makes their product or service lucrative, drives their shop to sustain, and make it bigger.
The profile and role of sales is, by far the most significant linkages of an organization to the outside world, irrespective of the size of the organization. They are instrumental in accelerating the growth of an organization or sliding it down! Not only do they bring in numbers in terms of sales but also establish relationships, mind you, not just a customer base, but “relationships”. There is a fine line that demarcates the two, but is unavoidable at any cost in today’s competitive world.
The sales force is the face of the organization they are representing. They are specifically responsible for the perception that the consumer in general, carries about the organization. It therefore becomes imperative that one hires the most suitable sales force from the organization’s point of view. Traditional practices of sales recruitment continue to remain prevalent even today. However, there has been many an addendum to the existing processes. The idea is not just to fill in a team but to select the right team, who will mutually benefit in terms of their own career goals as well as from the organization’s profitability perspective.
Online methods of hiring are a hit in virtual world of internet. With the detailed information taken from the applicants, the interviewer is always better informed. Sorting and sieving in the soft form, helps save the Human Resource department time, effort and money. The selected candidates with the expected potential are then called for interviews with behavioral tests compounded with in-depth analysis of the understanding of sales strategies of the candidate. Their qualifications and suitability are then decided upon, thus leading to meetings with the specialized function heads. Belief in team work and acceptability by linkages play a pivotal role here.
As the organization gets big and the roles, bigger, networking comes into action. Word of mouth becomes the key word. Tried and tested, and proven personnel with detailed and yet accurate qualifications can be picked up from the market. This holds true to all functions.
Hiring the right people can be severely arduous and extremely exhausting but worth the effort in the long run. However, in the long run, not making the right choices and not taking the right decisions can prove fatal and expensive for an organization.
Topics: Job Search | No Comments »
« Telecom jobs in India – Get paid for connecting people | Home | Setting goals – Zenith is Less! »