雇用“明星员工”指南(国外英语资料).docVIP

雇用“明星员工”指南(国外英语资料) The decision to hire an employee usually comes from an hours interview. If you are lucky enough, may hire a good employee, otherwise no end of trouble for the future. Designing job ads Share my ad content with you: Superstar? Make $50 thousand? Or 300 thousand?! Please dont call unless you prove you are outstanding. We are an aggressive company, join us quickly, build your sales empire! We belong to the XYZ industry, but we dont want to hire experienced people. Were looking for ldquo, the sales champion, ”. If youre average, you can only earn $50 thousand, and if you have the ability, you can get $300 thousand. No matter what age, as long as it is gold, it will shine. Contact us at … … You may notice that in this ad, there is no requirement to send a resume, nor does it require at least a few years experience, not to mention the computer skills, qualifications and certifications required for the job. This advertisement encourages people to apply, as long as they are the best. Set up obstacles in the primaries How do you find fault before you even give the salesperson an interview? The first thing to do is to refuse all applicants for the position and tell them why they are not competent. It is not that he does not want to hire this man, but whether he has the unique qualities of survival in adversity. If after the rejection, the applicant quickly crashes and walks away, then enough to see the true personality traits. When recruiting salespeople, Ill call or email each of the candidates, and tell him well do a primary call through the phone. In qualifying, some only last 2 minutes, some may be a little longer, and some will end in a few seconds. When you call them, the preselection dialogue may be as described below: You: Hello! You should have read our advertisement, ldquo. Dont apply for the position unless you think you are the best. rdquo so what do you think we should give you for the interview? They: Oh. Well。 Can you give me some information