RECRUITING AND SELECTING SELLER AGENTS Lecturer Ph-D Sabau Marius Mircea mariussabau@yahoo.com

It’s not easy to recruit selling agents Why?

Recruiting a not suitable person determine clients’ and business loose Not recruiting the suitable candidate can determine the experienced sellers to join the concurrence If the selecting candidates are living soon the enterprise should pay the recruiting and training costs which are big.

Recruiting and sellers’ selection Two main qualities: Strong ego, willingness to succeed to pass their limits Empathy, cognitive and affective approach. Problems: Big ego and less empathy: do not listen the client Big empathy low ego: difficulties to close the contracts Low ego, low empathy: always a failure

Other qualities No physical or mental illness An endless energy Self trust Endless need for money The need to gather solid knowledge An inner state to consider any obstacle a change

Inner motivations Enthusiasm Self control Humor sense Self conviction, self persuasion, to believe in your products The power to take decisions and to assume the responsibility To choose a seller the employer has to answer: how many displacements, how strong the resistance is, the type of visits, how many reports

The typology and sellers’ type 1. Aggressive ego short time efficiency, hard selling 2. Psycho seller –empathy soft selling 3. Gearing seller –sense of organization

The sellers working styles 10 9 1.9 9.9 Interest 8 7 for 6 5 5.5 clients 4 3 2 1 1.1 9.1 Inter es pro duct

9.1 The seller is aggressive, strong personality, need of domination. 1.9 The seller is interested by clients’ reactions, towards his own person 1.1 Is only transmitting the information. No personality, no interest to the clients’ problems 9.9 Is identifying his clients’ needs trying to understand the problems 5.5 Realist and good in executions. Seeks for compromise and negotiation. Knows the selling techniques but too much routine.

Recruiting, evaluation and candidates selection 1 Recruiting, evaluation and candidates selection 1. JOB description: it has to fulfill the following demands: a) To be concise To use a simple language To prioritized and clearly explain the tasks To explain the level of expected performances

The definition of candidate’s personal profile A) Physical aspect B) Criteria like: age, experience, studies, education, intelligence, driver license, health, domicile, availability C) Character: stability and continuity, hard worker, perseverance, team spirit, loyalty, self confidence, self trust D) Motivation: money, security, social status, power, competiveness, promotion, personal development E) Emotional maturity: independence, auto discipline, individualism, interests, sense of responsibility

3. Candidates attraction Ways: Recommendations of actual sellers Recruiting agency University contacts Advertisements: through the company employees and the written media

Selecting the answers: The file have to include: A motivation letter A CurriculumVitae References from the last working place All the candidates should be announced

Interviews and testing For the beginning is good to have a meeting with all candidates Have to be performed by a professional Is recommended to use two interviewers, in two times and two different places Tests to general and particular knowledge Other possibilities: written text analysis, Role games,

Final evaluation 1 2 3 Criteria 4 5 A. aspect Candidates B. Quantifiable 1… 2… 3…. C. Character 3… D. Motivation E. Emotional maturity Global comments Recommendation

Coefficient of importance Sellers selections Criteria Coefficient of importance Candidate 1 2 Dynamism 3 4 Education Experience Age 5 Physical aspect

Application Make an announcement for recruiting a selling agent Profile Missions Conditions