A Temporary Salesperson In A Clothing Store.

In recent years, with the implementation of the May 1 and the National Day holiday policy, holiday promotions are very hot. In these sales promotion activities, it is common for enterprises to hire temporary promoters. Temporary promoters also serve as a fresh force in holiday promotion and sales force. Holiday promotion is already a sales tool favored by all enterprises. At the same time, holiday promotions have also brought fruitful results to enterprises, which has made enterprises more and more interested in this marketing mode.

However, due to various reasons, enterprises did not make full use of these temporary promoters. In other words, temporary promoters did not play their most important role.

At present, most enterprises have two problems in recruiting temporary promoters: first, they are cramming for recruiters; tomorrow they will hire people; today they go to "find" people; they are looking for people instead of hiring people; two, they are releasing recruitment information, that is, posting notices for recruitment on the doorway, campus and other places on the eve of sales promotion. They usually do not reserve the idea of excellent temporary promoters. During the recruitment of temporary promoters, May 1 electrical appliance company released recruitment information only at the front door of the shopping mall only a week before May 1, and almost all the laid-off workers were laid-off workers and some students.

It seems that the way of recruiting such enterprises is simple and labor-saving, but in the process of promotion, these workers exposed many disadvantages: first, laid-off workers are not very motivated in participating in the activities of enterprises, that is to say, they only work in order to earn a day's remuneration and work passively, and do something for profit driving. Of course, they can't talk about enthusiasm, let alone the sense of service for their customers. Secondly, they like to be lazy, but like to do surface work, to curry favor with their leaders, and not to think of ways to do better work. On the contrary, several students enrolled in this school are highly motivated in their work and are not only conscientious and responsible. The main reason for the above problems is that laid-off workers only work for profit driving, while students at school are working to learn their urgent needs of social practical experience, with different motivations and different attitudes.

Recruitment is the first step to take advantage of temporary promoters, to find suitable temporary promoters, in order to talk about how to use them. But from the previous case, the attitude of the enterprise is not valued. There is no concept and habit of temporary sales promoters. It is urgent to find people instead of recruiting people. Therefore, we must take good care of recruitment.

First, temporary recruitment. Promoters The source of the students is the students in the polytechnic school. Enterprises recruit students from secondary and tertiary institutions as temporary promoters because they both have needs and have their own interests. For enterprises, recruitment of temporary promoters cost less, two overall quality is relatively high, three want to have leisure time during the national day, and the students of secondary and technical schools are just in line with these conditions. On the one hand, for the students of secondary and technical schools, the theoretical knowledge they need to learn in school is urgently needed to be blended through social practice; on the other hand, when the graduates are looking for a job at present, whether the employers have Social experience It is important to see that this is a major reason for their active participation in social practice. Another aspect is that students can earn a little income through these practices.

Second, try to recruit as much as possible. Marketing Management And other related majors in the sophomore or 2006 grads. The reason is: students majoring in marketing have strong marketing awareness, already have the preliminary theoretical knowledge of sales, and are more interested in the social practice related to their majors, so that they can take office without a lot of training. The 2006 graduating students are more interested in and invested in social practice because of their involvement in the employment industry. Sophomore students have been studying in the school for one year, no freshmen are so young, and 2 years from graduation. If they cooperate well, they can continue to use later, and reserve excellent temporary promoters.

Thirdly, the recruitment work of temporary promoters should be done in advance, and the best personnel should be screened as far as possible so that they can have enough time to do well in the post training. The author suggests that enterprises should contact their instructors or head teachers at the end of August when they start school. They will be selected by the squad leader. They can also communicate with graduating class teachers in the next semester to provide graduation practice, and enter the internship stage at the beginning of the summer vacation.

If you pay more attention to it and keep your eye on it for a longer time, there will be no temporary craze. Therefore, companies can not belittle temporary promoters. When they are doing well, they can play the biggest role at the most critical moment.