When recruiting, the sales director should be positive, confident and friendly, and make it clear that his task is to recruit, train and develop employees who are suitable for the job opportunities required by the company. Pay attention to the following questions in recruitment: 1. Recruitment is also a sales job. Not only should you tell others about your job opportunities, but you should also sell your ideas, goals, achievements and future development opportunities to others, and apply all your sales skills to recruitment. 2. Make the applicant feel that it will be pleasant to work with you. Caring for others, cheerful, considerate and kind. Always check your attitude and behavior, and correct any mistakes immediately. Step 3 get ready. When recruiting, you must speak decisively and seriously, and don't give people the impression that you are not well prepared. 4, according to the business objectives, formulate an achievable and feasible recruitment target. How many people do you plan to recruit each time? How many people have been trained as salespeople? 5. Be able to exchange or share opinions with others. Learn or exchange ideas with successful sales managers at any time. 6. Attract others to join the work by showing yourself. Let everyone who comes into contact with you know that you like your job. Show that you are a successful sales manager, full of confidence and pride in your work. Keep your appearance, traffic clean, and do things in an orderly way. 7. Have a correct view and attitude. Recruitment is to provide good job opportunities for others, not to beg others to do something to make themselves work hard. 8. Assign the working hours and contents of each day. Arrange your working hours reasonably, don't delay the sales work because of recruitment, and strive for the best results in both aspects. 9. Let everyone who is suitable for sales work actively, enthusiastically and energetically identify with and engage in the company's work, let them get due remuneration from their own work, and infect others and attract others with this attitude, spirit and profit. 10, you can't have the idea that "newcomers don't need it" or "do it first and then watch it". Abuse of newcomers is not worth the loss, which is not conducive to the steady development of their own organizations. 1 1. Establish and improve the practice and system of recruiting new people. Interviews can't be judged entirely by subjective intuition. 12. Ask more questions and talk less about recruitment time. It is best to make a basic introduction to the nature of the work and the company, that is, to test the feelings and reactions of the other party, so as to determine the intention and choice attitude of the candidate. 13, avoid too many commitments. Some executives often unconsciously make promises when recruiting, such as what new positions they will give after applying, or what new positions they will be assigned to develop new regional markets. But when the company thinks that his performance is not good and he is not satisfied, there will inevitably be contradictions. A judge can't judge a book by its cover. Some supervisors trust their own vision and judgment too much. In fact, whether a person can really do a good job depends on his determination and strength, and has little to do with factors such as appearance, gender, grade, figure and dress. 15, don't hire people who only know technology and product performance, but have no interest in sales or have no intention of learning. 16, don't just recruit people you like or appreciate, you know, recruitment is to seek people with sales potential.