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Presented
By:
The SalesTimes
Harshil Sanghavi,
Ania Livrieri,
Devyani Banduni, Rashi Rathore,
Elisa Villa
Jordan Perret
Transaction
Individual
Relationship
Teams
-Jim Hamilton
Sales
Volume
Sales
Productivity
Management
Leadership
Local
Global
Salesforce selection.Getting
it right
The Need
Consequences...
If you dont do it the right way!
Selecting the wrong person for the job will ruin one
enterprises image when their qualities dont meet the
requirements of the enterprise, and even cannot be up
to the standard that a sales person should possess.
The wrong persons for the job will influence the normal
operation of an enterprise, and even will hinder the
development of enterprise
Selecting the wrong person for the job is detrimental to
both the enterprise and the sales person. Not only the
enterprise but also the sales person should find match
information in order to develop himself well.
IT and Telecom
Sales
A complete candidate:
Consistent achievement of
targets in the form of P60s,
Experience in selling a
solution rather than just a
product, Experience in
selling into the appropriate
sector or vertical, A stable
career history three or more
years with each employer, ,
Exposure to new and
emerging technologies is
highly desirable with
companies often looking to
head hunt candidates from
competitors championing
these
technologies,
Rapport building skills to
ensure customer buy in and
the ability to build the
relationship into a trusted
advisor status.
FMCG
Sales
Three main areas of
strength in a prospective
candidate.
Firstly,
employers want to see
proof of established and
leverageable relationships
with key clients. From a
clients point of view, this
should
increase
the
candidates effectiveness
and ability to generate
revenue in the early stages
of their employment.
Secondly, the proven
ability to increase profit
with existing accounts and
also the ability to win new
business is key. Thirdly,
employers look for sector
specific experience of
selling products.
Construction
Sales
An understanding and
recent exposure to the
specific market place is
particularly sought after.
Organisations
are
seeking solution sales
individuals. Far gone are
the days of a sales person
in the construction sector
knocking on a few doors.
Companies now expect
any potential candidates
to be proficient in
tendering and PQQs.
Not only do construction
candidates need to be
able to lead the bid
process but they also
need to be empathetic to
clients needs so that an
efficient or cost effective
process is agreed.
SITUATION
PROBLEM
IMPLICATION
NEED-PAY OFF
SELECT A FEATURE
EXPLAIN THE BENEFIT
LEAD INTO BENEFIT
LET THEM TALK
LISTEN
ACKNOWLEDGE
ASSESS
RESPOND
CONFIRM
Sales Pic of the
Day
Cross-selling incentives
Compensation for making multiple sales/different product lines
to the same customer. To implement it we need training and
managment tactics to lead to this behavior.
Incentives for Relationship Management
Retain and increase the current buying levels for a group of
customers. This leads to understand better the profitability of a
customer.
We are moving from a Product based compensation to a Role
and Team based compensation in order to get a succeful sales
force. Flexible plan designs focused on customer added to the
sales compensation plan can create a win-win agreement
between sales force, company and customer
The Team.
Devyani Banduni:
Recruitment Specialist
Rashi Rathore:
Recruitment Specialist
Harshil Sanghavi:
Recruitment Specialist