Find a sales assistant in the store - perhaps key task, because it is the responsibility of the sales assistant to generate your income. Where to look for a sales assistant, if one is required, and what criteria are considered key when looking for a salesperson - this article will tell you.
Responsibilities of a sales assistant in a store
To simplify, we will agree that we are looking for a sales assistant, and not a cashier, for example. Recommendations for the selection of cashiers are in another article. If necessary, the seller can also be trained to work at the checkout - just do not forget to reflect this in job description seller.
The sales assistant is included in the category of specialists. The seller may, depending on the complexity of the organizational structure, report to the head of the section (senior seller) or directly to you. Responsibilities of a store assistant include:
- participation in the acceptance of goods;
- pre-sale preparation of products, including unpacking and testing;
- placement of goods on the trading floor;
- control of availability and replenishment of stocks of goods on the trading floor;
- control of the placement and relevance of price tags, if necessary - their updating;
- control of expiration dates, terms of sale of products, removal of expired goods from sale;
- participation in the inventory.
However main duty sales assistant in the store - of course, directly promote the sale. To do this, the sales assistant helps customers make a choice, tells customers about products and demonstrates them, informs consumers about current promotions and other marketing activities. Ideally, the sales assistant not only satisfies the client’s one-time need for a product (and at the same time his need for a bonus and yours for income from this sale), but also builds customer loyalty by stimulating repeat purchases. Last but not least, loyalty is influenced by the quality of service demonstrated by the sales assistant.
What to Look for in a Sales Consultant Resume
The level of work of a sales assistant, which is required for a normal sales volume, depends on the skills of working with clients, knowledge of sales technologies and the ability to apply them in practice. It is up to you to hire only experienced sales consultants or to improve the skills of employees in the sales training process. Test tasks for sales consultants at the interview will also depend on this. When a sales assistant is required for a store, the most common test is to ask the candidate to sell you something right during the interview process.
The work of a sales consultant is directly related to communication with customers. Moreover, your profit depends on the sellers. Therefore, when looking for a sales assistant, please contact Special attention on the behavior and manner of communication of candidates. Clearly nervous, unbalanced, aggressive or, conversely, too phlegmatic will have to be cut off immediately - this work is not for them.
Imagine your typical client. Then draw a portrait of the person who is most likely to sell your product to your customer. This will be the ideal image of your sales assistant. Identify a key set of requirements and characteristics without which the sales assistant in your store will not be able to sell anything. All you have to do is check the qualities and skills of real candidates against this list and choose the right ones.
Naturally, the sales assistant you are looking for needs to be able to communicate with customers. Higher education not required for this position. However, the same level of speech literacy and erudition as your clients is highly desirable. Is it pleasant for you to communicate with a candidate for sales consultants at an interview - the tenth thing, especially if you are not related to your own target audience. The main thing is that your seller finds mutual language with customers and was able to close the sale. A person with an incomplete secondary education will probably not succeed in selling high-end products or technically complex systems. But there is no special need to hire a candidate of sciences for the beer trade.
And about the mundane. The sales consultant is responsible for the safety of inventory items under a collective bargaining agreement. liability. For security, you can check if the seller candidate has any wrongdoing. In addition, like a cashier, a sales assistant cannot work without a medical book. Be sure to check its availability when hiring a seller.
How to find a seller
As in the case of cashiers, any means that you have at hand and can afford will work to find a sales assistant. Looking for a seller in a shop in a small village - use ads in the local newspaper. If you need a sales assistant in a store in an average city, you can even use TV advertising.
The universal tool for finding sales consultants is the Internet, since sellers are employees mental labor and use the Internet. Social networks, city forums, viewing resumes of sellers and posting vacancies for a sales assistant on job sites - do not disdain any accessible ways attracting employees.
Note
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The cheapest and often the most effective ways selection of sales consultants:
- involvement of acquaintances and relatives of your employees;
- advertisements for the selection of sellers in your own outlet.
In both of these cases, at least you won't have to explain to a new sales assistant what kind of store you have and what products are in it. Either the candidate knows this himself, because he went to your store and saw the ad, or the one who recommends him will explain to him. If a potential seller came to you as a client and became interested in a vacancy - great, then it will be easier for him to find the keys to the hearts of buyers. Your task is to make sure that he knows how to sell the product to all customers, and not just those with whom he has the same consumer behavior. This can be achieved through training.
In the situation with recommendations, you have two loyal employees at once - the new one and the one who brought him. After all, no one will advise his friend or loved one bad job. In addition, the recommender will serve as a mentor to the newcomer and simplify the adaptation process - he will tell you about your orders, and if he is also a seller, he will teach you how to work.
Hiring sales assistants on the recommendation of existing employees is not right for you only if you are afraid that relatives or friends will collude and cheat on you. But in this case, the question arises why you have people who are ready for fraud at all. No matter how strong the shortage of personnel is, there are candidates in your labor market. Perhaps you need to adjust your vendor search terms, candidate requirements, or working conditions.
Olga Voroshilova
partner recruiting company Cornerstone
When looking for sales for my team, I use all generally accepted methods available that have proven to be effective, and also try to apply my know-how. So, a few years ago, the study "Successful Consultant" was conducted according to the Myers-Briggs theory, based on the typology of individual differences in business.
We tested 30 consultants with successful performance in the consulting business, according to the results of the study, the percentage of representatives of the psychotypes of successful consultants working in recruitment was revealed. I used this data and continue to take it into account when selecting a team. I can note that in the year when we first focused on this tool, the output per employee doubled.
Nikolai Morozov
CEO of creative agency Brusnika
Even before I get acquainted with the resume, I already know a lot about a person. Because at this point I have already studied his page on LinkedIn or on in social networks. Sometimes I do not hunt directly, but I go out to people who can recommend the professionals I need. So I met a very cool realtor who "hunted" her best seller in a cafe. She liked the man, and she taught him everything he needed in sales.
I am always looking for sellers with a base. To do this, I find out with whom the person worked, what kind of clients he had. I am looking for a person from the sphere I need, or at least from an adjacent one. Attempts to work with people who delve into the specifics of our services for a long time usually ended in failure. I always try to find out how interesting the work is for a person. Because if he is bored with selling our product, then we will not be able to cooperate for a long time.
It is very important to think over questions that reveal whether the applicant is tight in front of me or proactive: how much he wants to figure it out, to convey information to the client. Please tell us about your cool cases, achievements and pride: this is an indicative moment, not only professional, but also personal qualities. Sometimes I ask you to dream up and think about a dream deal.
Dmitry Donskov
Head of Sales at LiveTex
My recipe for hiring successful salespeople has three steps. First of all, I evaluate how the work experience from the resume corresponds to reality. To do this, at the interview, I ask you to describe in as much detail as possible what the person did at two last places work. I propose to talk about the deal: the level of the client, the amount of the contract, the methods used. For a good seller, all these questions take no more than 15 minutes.
At the second stage, the candidate must sell me the product of our company. We present a situation faced by our sales team. For example, a client has a due date and needs to call to renew a contract. The client replies: “Expensive!”, “Out of season”, “Inefficient” and so on.
For a professional seller, dealing with typical objections will not cause difficulties. If the candidate immediately agreed to provide a discount and went to coordinate it with the manager, he does not go through this stage.
In conclusion, I ask: what is more important - an ideal team or high salary? I am interested in the motivation of a person, I want to see a focus on the result, and not on the process. Real sellers say something like this: “I appreciate the warm relations in the team, while I want and can earn! I know that I can do it!” I am interested in the candidate's hobbies, because people who lead an active lifestyle and have expensive hobbies are interested in maintaining this high level.
Maria Orlova
head of selection, adaptation
and HR brand of software developer SKB Kontur"
We have a practice business games, in which the central place is occupied by the test sale case. The trick is that we do not ask to sell a pen, paper or scissors. We brought the case as close as possible to the duties that the seller has to perform.
The candidate independently chooses the product or service he wants to sell, but there are several rules of the game: it must be a B2B sale and it must be cold call(that is, the seller had not worked with this client before, did not encounter). Then everything plays out in roles, including the passage of the secretary and the completion of the transaction (if the sale took place). After the case, we ask how the candidate evaluates the negotiations, what has been done and what can be improved. It is important not only how the candidate completed the task, but also how he analyzes the situation.
Andrey Babiyan
Head of Direct Sales Directorate, Alfa Capital Management Company
Finding good financial sales, especially in cold sales, becomes more difficult every year. Most of those who came into sales five to seven years ago sought to attract customers, and now many work for service and do not agree to change their approach even for good compensation.
Looking for a seller on a resume is a thankless task. For me personally, it doesn't matter.
At the first meeting with the candidate, I draw attention to a number of important qualities: resourcefulness, the ability to find a way out of any situation and communication skills - this is what distinguishes the ideal seller. I appreciate appearance and human behavior, his knowledge in the field of economics and finance, logic and analytical mindset, sales skills, but most importantly - fortitude and motivation. I always ask about the goals that the seller sets himself. It is important for me to hear both personal development goals and more mundane ones: for example, the dream of a status car. This is a kind of test of ambition and motivation, which, oddly enough, not many pass. Hobbies are also valued in our sales team, especially those related to outdoor activities and sports: this unites not only at work, but also outside of it.
Evgeniya Lyubko
director
for the development of the service "Gingerbread"
In addition to the interview, we conduct a group assessment game, to which we invite several candidates at once. They play sellers and buyers: they trade with each other for game resources, make deals, come up with various trading schemes to maximize their own game profit.
The game takes about 30-40 minutes, and during this time such ins and outs of the candidates are revealed to the observer, which no polygraph can open. It is not so important how much the candidate earns in this game, the main thing is how he will behave. With the help of this game, we found ourselves really good, talented salespeople and avoided hiring those who, behind an external gloss, hid absolute unprofessionalism and even rudeness.
Vladimir Stupnikov
director
for the development of the marketing agency iMARS Communications
In our agency, special attention is paid to a personal interview. Apart from standard tools, I apply one successful method. I name the company, designate the head of the relevant department and ask the candidate to suggest options for organizing a personal meeting or presentation with this person. Based on the answers, I can draw a conclusion about his approaches: acquaintance in social networks, selection correct spelling corporate mailing address of the head, studying his interests, attending events, searching for mutual acquaintances, and so on. For all this, the candidate has no more than 30 minutes and access to the Internet.
Elena Kosmyntseva
director
on the staff of the geolocation service "2GIS"
We use a variety of candidate assessment options, and recently added an internship day to them. A candidate comes to us for a part-time job, watches how future colleagues work, asks them all the questions they are interested in and tries to make calls himself. For the candidate, this is an opportunity to get to know corporate culture companies, to try themselves in business, and for the company - to evaluate the dynamics, learning ability of the candidate, his interest in this particular work.
A talented salesperson gets high both from the sales process itself and from the result. This is immediately visible. Often successful specialists are distinguished by the desire to be the best, quick adaptation (and this can be seen already during the internship day). Of course, the fulfillment and overfulfillment of sales targets in the past can also indicate the candidate's capabilities, but such information is not always easy to verify.
Maria Malos
Executive Director of Radario ticketing service
At the interview, I always ask why the candidate chose our company and how he feels about our product. Much becomes clear from the answers: the person speaks sincerely or formally, whether he knows the material, the market, other industry players. An important role is played by the general background of a person, his accounts in social networks, the ability to formulate his thoughts. For example, if a candidate writes in his resume about his sociability, and he has 50 friends on Facebook, and none from the concert industry, then the conclusions are appropriate. I also look at how often a person changed jobs, whether he was able to grow within the same company.
At an interview, I always ask what a person's global goals are. The higher the goals, the more success a person achieves. Very few candidates can clearly articulate their plans and goals for the next five to ten years. And of course, no one canceled intuition. If I like a person, makes an impression on me, looks into the eyes and smiles, these are, of course, additional pluses.
site - service number 1 for recruitment in Russia and the only place, where you can post a vacancy and receive 5-10 offers from freelance recruiters within a day, which will help you quickly find an excellent seller, with guarantees and for very reasonable money (10,000 - 30,000 rubles). Try it yourself.
Since 2011, we have helped our clients find more than 10,000 sellers throughout Russia, in a variety of fields, positions of any complexity, from sales assistants in retail to complex expert sales in the B2B segment. Selection of the best sellers - that's what we know how and love to do. In addition to the created recruiter selection service, we offer you our experience in solving these problems:
- where to find sellers
- how to find sellers step by step
- how to organize the flow of candidates, what should be the funnel,
- how to choose the best one, which competencies are important and how to evaluate them (see our roundup of the best sales interview questions).
We formulate the task of finding a seller
"Half a kingdom for a classy salesman?" or "We urgently need a salesperson!" - we hear this phrase in different variations several times a day. How to find a good seller in a sales department or a store is the main entrepreneurial pain of the broadest meaning. After all, there is only around that millions shopping centers, shops and boutiques that need good salespeople every day. And in the search for the best, there are not many solutions here. How to search for sellers? Hire a recruiter, pay an agency, or solve the problem yourself.
The main thing - regardless of the chosen method never cease to understand this task of YOUR. The selection of sellers is the lever that, even with minimal changes in settings, requirements, conditions, can give both a strong increase and a strong defeat in business.
How to find a seller and why is it difficult?
The selection and search of sellers is one of the most painful places in the sales system, given the specifics of the selection and release of this category of personnel. Coordinating the closing of more than 5,000 positions in sales every year, we highlight several objective and subjective factors that complicate the selection task:
- Staff turnover and its causes.
In sales, the turnover rate is high, as an invariable attribute of the audience and the profession itself. The average life of a salesperson, according to our statistics, is Russian companies is a little over 1 year. Turnover, as a rule, is the result of not the most competitive wages and the desire to save on payroll, or the lack of culture or skills to assess the situation of millet and supply on the market. - How does a company deal with turnover?
Staff turnover is taken for granted, and provokes a decrease in the role of the seller and attempts to replace it with a system of quick and easy adaptation, simple tasks and an increased role of management and control. As a result, investments are made in the product, control system and recruitment, but not in the training of salespeople. The recruiting plan, especially in retail, usually requires the lion's share of the employment of recruiters who fill the unenviable role of always hauling water in leaky buckets for their company. And, of course, they are not motivated by such a format for solving the problem, it lulls their vigilance, and leads to a reciprocal formal approach. - Labor market.
Huge demand for sellers exceeding supply: candidates with income requirements of up to 70,000 rubles do not respond to vacancies, as they receive calls with job offers 15-20 times a day, and all they do is post their summary. The employer often does not understand that the search for sellers is a more time-consuming job that costs more than ordinary linear positions, where you can safely view the responses to vacancies. Illusions of an ongoing crisis and ignorance of what is really happening in the market for these positions, who is in charge of the parade, interfere. - The economics of recruitment and alternatives to recruitment.
Everything exacerbates the attitude of the customer to the search for sellers and the situation on the market. An employer rarely considers the labor costs of creating a funnel and selecting candidates, and even less often compares these costs with the cost of measures to reduce turnover by increasing salaries and investing in sales force training. Meanwhile, there are companies where about 1,000,000 per month are spent on recruitment alone, with a turnover of 100% per year, and this is with a payroll of sellers of 4,000,000 rubles per month. It would seem that a salary increase of 10% to the market or higher and an improvement in the adaptation processes, training systems could significantly reduce recruitment costs, turnover and improve the result. But there is no time and desire to sharpen the saw, we are all busy with desperate sawing. - Difficulties and distortions of choice.
Features of the choice of sellers: often the employer does not have an adequate attitude to profiling, there is simply no focus on what to look at. Sometimes excessive demands from management deprive the company of a chance of choice, sometimes setting the task is not in terms of the essential requirements of the job. As a result, in terms of cost savings on the payroll, the selection funnel suffers, and even at the same time, quite strict or simply new requirements for the selection of candidates and a number of unnecessary stages that complicate communication with candidates can come out at the final spurt.
That's why any recruiting accidents and frantic attempts to recruit someone urgently, it is better to start eliminating with an analysis of the need, its causes, the costs of hiring processes, market analytics, studying the best experience of competitors in the selection and own mistakes selection. And do not be afraid to invest time and effort in this work - it will definitely pay off handsomely.
What should be done differently?
Four important ideas for us that we broadcast to both our recruiters and clients who want to improve their skills in the selection of salespeople.
- Understand how you sell, what and why people buy from you. What is the feature successful sales right in your business. Which channels are really selling and why. Look at this as a scheme where selling is a function that works according to certain laws. You need to understand the conditions and requirements of this site. This is not easy and not always straightforward. If you have difficult expensive services, where you always sell only you, as the first person, you are tired and want to transfer this function, then think about what changes in the scheme your seller can be as successful as you are. And can you afford such a change of the whole system?
- Do not be afraid to admit what you really need from the seller, focus on the most important, prioritize. Universal soldiers are an evil that is expensive to find and ineffective in life. Many people think that buying a larger set of competencies for less money is a success. On the contrary, success is to attract a seller who will best perform his function in your business, bring you profit and be happy from this. A message to a recruiter in the style of “well, I just need one such star” will not work, you will make yourself worse by going down this path. After all, if an unprecedented star is found, then the moment of its retention will acquire such risks that are unlikely to give the sales system reliability and manageability. Remember, if your seller cannot be found in a month, something is wrong with your requirements.
- If the way to go from the goals does not help, then go from the vacancy. For each requirement and condition in the job description, ask yourself three questions “why” do you need it in the seller. Does it really add to your speed or reliability in finding sellers? Leave only what is guaranteed to affect the result. Why do you need English if 5% of the sites need it? How many customers have bought because of English? Look for sustainable construction everywhere.
- Build trusting relationships with contractors, choose a contractor for a long time and build relationships for a long time. Recruitment services are essential for business. Contractors must be able and willing to be of service to you. If you charge "cockroach races" (when several recruitment agencies or freelance recruiters work on a job at the same time), do not answer calls, slowly give feedback, constantly dissatisfied, it means that you are giving signals that will not bring you results. After all, a difficult client does not make money. And in our recruiting agency business, there is no culture to openly stop work, it is not customary to refuse. You just won't know how you'll end up on a waiting list just in case something comes up for you. As a result, you will make a false conclusion for yourself - that your vacancy is difficult or that no one knows how to work.
Tags: search for sellers, selection professional managers sales, search for the best professional sellers for small and medium businesses, unique selection technologies to solve any search tasks sales staff how to look for sales managers, where to look for sales managers
I have a hardware store. I really don't like the state of affairs in it. It seems to be like a businessman, but there is always not enough money for life. Downright embarrassing. Decided to check out the business. I sat for a week in the store and saw an interesting picture. It turns out that enough customers come, but only about 3-5% of them leave with purchases. There are specific losses of customers.
If you increase this figure, it will be a completely different matter. I suspect that the problem is that there is no store marketing, as well as in sellers. I realized that I need not just a seller, but a good seller who will sell not 5% of buyers, but at least 50-60% of buyers. How to find a good seller? Where to get it or maybe you can grow it yourself?
Andrey Vezunchik
Why good sellers are in short supply
You have identified one of the most important problems of trade. Indeed, a lot in sales depends on the seller and really finding a good seller is just a huge problem. There are educational institutions that train salespeople, but here educational institutions who prepare good sellers, in fact, no.
For this reason, they simply have nowhere to come from. Accordingly, the question of how to find a good seller worries a lot of businessmen working in sales. A good seller is always a rarity and for this reason a good seller is always worth its weight in gold.
Due to the fact that a good seller plays a key role in business, but is very rare, many people ask for help in consultations to figure out what. For this purpose, an analysis of a large number of sellers was carried out, and it turned out that they all have one common feature.
I did not find a suitable term to describe this feature, so I began to use my own term. A good salesperson is a well-trained salesperson. The seller pumped over by idea of the goods. The idea of the product he sells. As a result of pumping the idea of the product that he sells, the ordinary seller becomes an effective seller, a very effective seller.
Where and how to find a good seller
Accordingly, to become a good seller, you need to pump the idea of the product that you sell. So it turns out that in 90% of cases the seller himself pumps ideas through the product that he sells. And completely spontaneously and without any purpose. They pump themselves, but they themselves do not always understand why and why.
They just intuitively feel that it needs to be done. But not everyone does it. This is why good sellers are so rare. Many simply pump themselves with the idea of money and money is the only motivation for them. Accordingly, they broadcast the idea of money, and not the idea of a product, when they communicate with buyers and thus scare away buyers.
As a result of broadcasting the idea of money, and not the idea of a product, it turns out that only about 5% of buyers make a purchase, and only because they really need a product, it is vital for them. All buyers who are undecided leave because they were not helped to decide. In order to help them decide, you need to broadcast the idea of the product, not the idea of money.
Here is the answer to the question of how to find a good seller - you need to specifically pump the ordinary seller with the idea of \u200b\u200bthe product that he sells. Then he will be able to turn undecided buyers into determined ones and the percentage of buyers who leave with purchases will increase. This percentage will be even greater if the seller uses a quality one.
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Store managers always see the difference between the revenue of different shifts, so they understand that finding a good seller means increasing the profitability of the business. However, pleasant smart people, which are taken by salespeople, often do not live up to expectations. The article proposes a solution to this problem. We will analyze how to choose a good seller and what human qualities to pay attention to during an interview.
Forming criteria for good sellers
Requirements for sellers are often formed by the specifics of the assortment. For an auto parts store, a man is more suitable, and for sales jewelry- an attractive woman. Therefore, initially it is necessary to compile a list of parameters that the seller must comply with in a particular store.
In job advertisements, you can find strict requirements for experience, age, education, although these parameters have little effect on a person's ability to sell. To choose a good seller, you need to take into account, mainly, communicative qualities.
The following are personality traits that enable a person to sell effectively:
- goodwill;
- sociability;
- positive thinking;
- knowledge of sales techniques;
- patience;
- desire to help;
- politeness;
- sincerity;
- ability to understand customer problems.
Other selection criteria can be added to the proposed list. For example, pharmacies require a pharmacological education, while trading in heavy goods requires a male gender.
But how can an entrepreneur in practice form target portrait your "good" seller and be able to determine the qualities of a person at the first meeting? This will be discussed further.
Love for the product and lack of skepticism
To sell effectively, a good seller must earn the trust of the buyer. The best way to achieve this - sincerely talk about the benefits of the product.
It has long been noticed that the distribution of revenue between categories of goods differs for different sellers. For example, some sell pork better, others sell chicken. These differences are due to the personal attitude of the seller to the goods. If the client feels sincerity in the recommendations of the store employee, he will buy exactly the offered products.
Therefore, in order to choose a good seller, it is necessary to ask at the interview whether the person uses the products presented at the outlet. It is unlikely that a vegetarian will successfully sell meat, and a lover of jewelry - gold.
Good sellers fall in love with the product they sell. This allows them to provide high sales, and hence a decent salary.
Subsequently, entrepreneurs can help sellers understand the benefits of products. This can be done by preparing information materials that outline the advantages of the products sold.
It would also be right to ask employees what goods to buy and which assortment groups to expand. This method shows efficiency in stores with one or two sales assistants in the state.
Effect of salesperson gender on sales?
The gender of the seller has little effect on sales volume. The exceptions are cases where gender initially casts a shadow on a person's competence. For example, men with skepticism will meet the advice of a girl in an auto parts store, and a young guy will scare some customers away from the cosmetics department.
Statistics show that the number of men among sellers is 49%, and women - 51%. That is, business does not take into account gender differences in the selection of personnel. This fact is confirmed by a survey of buyers, which gender of the consultant they would like to see in the store. The study showed that for 61% of men and 41% of women, the gender of service personnel is not critical.
Age as a measure of seller performance
Finding a good pre-retirement salesperson is hard. The reason for this is age-related changes that reduce the energy of people. The peak of human activity falls on 25-35 years, when he has experience, knowledge and reserve vital energy. These are the qualities that a good seller should have.
After 35 years, people become inert in communication, their flexibility of thinking and compliance disappear. But experience allows them to be competent heads of sales departments and heads of stores.
Retail outlets actively carried out, which involves the use of modern technology, and mobile gadgets. Young salespeople learn new hardware and applications almost instantly, while older salespeople take time to learn. The unwillingness of the candidate to master convenient modern technology may be the reason for choosing another applicant.
As for indicating the age in job advertisements, it is not recommended to do this, because you can find a good seller among any age category.
The Importance of Experience for a Salesperson
For the seller, the concept of "experienced" does not always mean "the best." Before choosing a good salesperson with experience, the manager must understand that, along with positive skills, an employee can bring methods of theft and deception to the team.
But practice shows that with age, salespeople become more efficient, and their knowledge of sales techniques and many years of experience ensure revenue growth. Therefore, conscientious experienced workers should be given preference when hiring.
But it is worth asking the question: why did the person quit? Perhaps he was seen in unscrupulous actions? Therefore, if an experienced and seemingly good seller moves to another place for a similar salary, then this is an occasion to call his previous manager to find out the reasons for the dismissal.
Should the seller be chatty?
Talkativeness for the seller can be compared to a diamond. In its raw form, this quality can carry an equal number of pluses and minuses. If you hone your communication skills with experience, knowledge, then you can get a diamond seller. Such a consultant is able to communicate about the needs of the client, about the characteristics of the goods, bypassing the topics of weather and city events.
Therefore, when interviewing a talkative person, it is necessary to evaluate the direction of his statements, attentiveness to the opinion of the interlocutor and the ability to adapt in a conversation to other people's interests. The candidate must be able to speak on topics that are significant to the interlocutor, and on topics of interest to him. We can say that the controlled and directed in the right direction talkativeness is definitely a positive quality for the seller.
Assessing the candidate's performance
Inefficient, lazy salespeople are a problem for the retail industry. Such employees at the interview can excel in tests, meet all the requirements, but in practice do not implement their skills. The reason is simple - laziness.
The only way to find out about a candidate's poor performance is to call him former leader. Otherwise, after a few weeks of work, the laziness of the employee will manifest itself. And there will be two ways out: fire or try to use your potential.
The reasons for the decline in efficiency can also be external, for example, the atmosphere in the team, working conditions, salary level, work schedule. Therefore, it is worth fighting for a lazy seller with good skills, creating conditions for the disclosure of his capabilities.
Internship or role play
One way to select a good salesperson is to test your sales skills in real-life situations. You can ask a person to verbally serve several customers in a store, specifically sending a harmful “mystery” shopper to him. An experienced seller will automatically begin to apply skills that have been worked out over the years, which will be easy to evaluate from the outside.
If there is no opportunity to put the candidate behind the counter, then you can role play by asking a person to sell you a product. Even given the stress of the situation, observing the actions and conversation of a potential salesperson will help evaluate sales skills and the ability to identify customer needs.
Role-playing games are not the most pleasant way to test human qualities, but they allow you to do it quickly and efficiently.
Let the candidate be assessed by colleagues
Another good seller can help you find a good seller. Therefore, when choosing an employee, it will be useful to hear the opinion of current employees of the store about him. The interview can be recorded on camera and later shown to other salespeople.
The best option can be considered if, when communicating with the candidate, his immediate supervisor or colleague will be present. He will be able to ask more practical questions and assess the ability of a person to integrate into an existing team.
To find a good seller, just interviewing candidates is not enough. This approach implies a high probability of making the wrong choice and, as a result, getting a mediocre employee. In order for the search for the best seller to be effective, it is imperative to draw up and use the target "portrait" of the desired candidate. And it is worth remembering that a good salesperson needs wage above the industry average.
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and processing of personal data
1. General Provisions
1.1. This agreement on confidentiality and processing of personal data (hereinafter referred to as the Agreement) is accepted freely and by its own will, applies to all information that Insales Rus LLC and / or its affiliates, including all persons belonging to the same group with LLC "Insales Rus" (including "EKAM Service" LLC) can obtain about the User during the use of any of the sites, services, services, computer programs, products or services of "Insales Rus" LLC (hereinafter referred to as the "Services") and in during the execution of Insales Rus LLC of any agreements and contracts with the User. The User's consent to the Agreement, expressed by him in the framework of relations with one of the listed persons, applies to all other listed persons.
1.2. The use of the Services means the User's consent to this Agreement and the conditions specified therein; in case of disagreement with these conditions, the User must refrain from using the Services.
"Insales"- Society with limited liability"Insales Rus", PSRN 1117746506514, TIN 7714843760, KPP 771401001, registered at the address: 125319, Moscow, Akademika Ilyushin St., 4, building 1, office 11 (hereinafter referred to as "Insales"), on the one hand , and
"User" -
or individual who has legal capacity and is recognized as a participant in civil legal relations in accordance with the legislation of the Russian Federation;
or entity, registered in accordance with the laws of the state of which such person is a resident;
or individual entrepreneur, registered in accordance with the laws of the state of which such person is a resident;
which has accepted the terms of this Agreement.
1.4. For the purposes of this Agreement, the Parties have determined that confidential information is information of any nature (production, technical, economic, organizational and others), including the results of intellectual activity, as well as information about the methods of implementation professional activity(including, but not limited to: information about products, works and services; information about technologies and research works; data on technical systems and equipment, including elements of software; business forecasts and details of proposed purchases; requirements and specifications of specific partners and potential partners; information related to intellectual property, as well as plans and technologies related to all of the above), communicated by one party to the other party in writing and / or electronic form, expressly designated by the Party as its confidential information.
1.5. The purpose of this Agreement is to protect confidential information that the Parties will exchange during negotiations, conclusion of contracts and fulfillment of obligations, as well as any other interaction (including, but not limited to, consulting, requesting and providing information, and performing other assignments).
2.Obligations of the Parties
2.1. The Parties agree to keep secret all confidential information received by one Party from the other Party during the interaction of the Parties, not to disclose, disclose, make public or otherwise provide such information to any third party without the prior written permission of the other Party, with the exception of cases specified in the current legislation, when the provision of such information is the responsibility of the Parties.
2.2. Each Party will take all necessary measures to protect confidential information at least with the same measures that the Party applies to protect its own confidential information. Access to confidential information shall be granted only to those employees of each of the Parties who reasonably need it to perform official duties for the execution of this Agreement.
2.3. The obligation to keep secret confidential information is valid within the term of this Agreement, the license agreement for computer programs dated 12/01/2016, the agreement of accession to the license agreement for computer programs, agency and other agreements and within five years after termination their actions, unless otherwise agreed by the Parties.
(a) if the information provided has become publicly available without violating the obligations of one of the Parties;
(b) if the information provided became known to the Party as a result of its own research, systematic observations or other activities carried out without the use of confidential information received from the other Party;
(c) if the information provided is lawfully obtained from a third party without an obligation to keep it secret until it is provided by one of the Parties;
(d) if the information is provided at the written request of the authority state power, other state body, or local self-government body in order to perform their functions and its disclosure to these bodies is mandatory for the Party. In this case, the Party must immediately notify the other Party of the request received;
(e) if the information is provided to a third party with the consent of the Party about which the information is being transferred.
2.5. Insales does not verify the accuracy of the information provided by the User, and is not able to assess its legal capacity.
2.6. The information that the User provides to Insales when registering in the Services is not personal data, as defined in federal law RF No. 152-FZ dated July 27, 2006. "About personal data".
2.7. Insales has the right to make changes to this Agreement. When making changes in the current version, the date of the last update is indicated. The new version of the Agreement comes into force from the moment of its placement, unless otherwise provided new edition Agreements.
2.8 Accepting this Agreement The User acknowledges and agrees that Insales may send personalized messages and information to the User (including, but not limited to) to improve the quality of the Services, to develop new products, to create and send personal offers to the User, to inform the User about changes in Tariff plans and updates, to send marketing materials to the User related to the Services, to protect the Services and Users, and for other purposes.
The user has the right to refuse to receive the above information by notifying in writing to the e-mail address Insales - .
2.9. By accepting this Agreement, the User acknowledges and agrees that the Insales Services may use cookies, counters, other technologies to ensure the operation of the Services in general or their individual functions in particular, and the User has no claims against Insales in connection with this.
2.10. The user acknowledges that the equipment and software, used by him to visit sites on the Internet may have the function of prohibiting operations with cookies (for any sites or for certain sites), as well as deleting previously received cookies.
Insales has the right to determine that the provision of a certain Service is possible only if the acceptance and receipt of cookies is allowed by the User.
2.11. The user is solely responsible for the security of the means chosen by him to access the account, and also independently ensures their confidentiality. The User is solely responsible for all actions (as well as their consequences) within or using the Services under account of the User, including cases of voluntary transfer by the User of data for access to the User's account to third parties on any terms (including under contracts or agreements). At the same time, all actions within or using the Services under the User's account are considered to be performed by the User himself, except for cases when the User notified Insales of unauthorized access to the Services using the User's account and / or any violation (suspicions of violation) of the confidentiality of their account access.
2.12. The User is obliged to immediately notify Insales of any case of unauthorized (not authorized by the User) access to the Services using the User's account and / or any violation (suspicion of violation) of the confidentiality of their means of access to the account. For security purposes, the User is obliged to independently carry out a safe shutdown of work under his account at the end of each session of work with the Services. Insales is not responsible for the possible loss or corruption of data, as well as other consequences of any nature that may occur due to the violation by the User of the provisions of this part of the Agreement.
3. Responsibility of the Parties
3.1. The Party that violated the obligations stipulated by the Agreement regarding the protection of confidential information transmitted under the Agreement is obliged to compensate, at the request of the affected Party, the real damage caused by such a violation of the terms of the Agreement in accordance with the current legislation of the Russian Federation.
3.2. Compensation for damages does not terminate the obligations of the violating Party for the proper performance of obligations under the Agreement.
4.Other provisions
4.1. All notifications, requests, demands and other correspondence under this Agreement, including those including confidential information, must be made in writing and be delivered in person or by courier, or sent by e-mail to the addresses specified in the license agreement for computer programs dated December 01, 2016, the agreement of accession to the license agreement for computer programs and in this Agreement or other addresses that may be specified in writing by the Party in the future.
4.2. If one or more provisions (conditions) of this Agreement are or become invalid, then this cannot serve as a reason for the termination of other provisions (conditions).
4.3. The law of the Russian Federation shall apply to this Agreement and the relationship between the User and Insales arising in connection with the application of the Agreement.
4.3. The User has the right to send all suggestions or questions regarding this Agreement to the Insales User Support Service or to the postal address: 107078, Moscow, st. Novoryazanskaya, 18, pp. 11-12 BC "Stendhal" LLC "Insales Rus".
Publication date: 01.12.2016
Full name in Russian:
Limited Liability Company "Insales Rus"
Abbreviated name in Russian:
Insales Rus LLC
Name in English:
InSales Rus Limited Liability Company (InSales Rus LLC)
Legal address:
125319, Moscow, st. Academician Ilyushin, 4, building 1, office 11
Mailing address:
107078, Moscow, st. Novoryazanskaya, 18, building 11-12, BC "Stendhal"
TIN: 7714843760 KPP: 771401001
Bank details: