1. RECRUITING AND SELECTING SELLER AGENTS
Lecturer Ph-D Sabau Marius Mircea

2. It’s not easy to recruit selling agents
Why?

3. 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.

4. 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

5. 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

6. 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

7. 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

8. The sellers working styles10 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. 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.

10. 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

11. 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

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

13. 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

14. 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,

15. 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

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

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