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Presentation on:export sales organization & Export sales man (recruiting & training)

EXPORT SALES ORGANISATION


The sales organization represent the selling unit in the legal sense. It is responsible for example:- for product liability, and other rights of recourse, customer deliveries: business partner contacts: and direct mailing campaigns. It also helps you to offset business operation internally.

EXPORTS SALES ORGANISATIONS OBJECTIVE


To find the prospective buyer; To sell him the products; To create a goodwill.

A companys export sales organization has at its disposal more or less the same techniques as its home trade organization has. But an export sales organization has certain unique problems which come in the way of export business.

DIFFICULTIES IN EXPORT SALE ORGANIZATION


Large distance;

International boundaries; .

Customs formalities;

Differences in language; and Differences in business psychology

Whats a export sales man worth?

A export sales mans worth depends on what the export sales man costs to the company and on the profits from the products he or she sells.

Goal: Hire above-average performers.


Selecting someone who will become an aboveaverage performer improves the overall performance of the sales group. A successful hire is someone who performs above average.

WHO DOES THE PLANNING?


National export sales manager. Field export sales managers. Top management.

WHAT ARE JOB SPECIFICATIONS FOR SUCCESFUL export sales man?


Experience Intelligence Personality

TABLE 8.2 SELECTED CHARACTERISTICS OF SUCCESSFUL export sales man

1. High energy level 2. High self-confidence 3. Need for material things 4. Hardworking 5. Requires little supervision 6. High perseverance 7. Competitive

8. Good physical appearance 9. Likable 10. Self-disciplined 11. Intelligent 12. Achievement oriented 13. Good communication skills

RECRUITMENTS PURPOSE
Recruitment is the set of activities and processes used to legally obtain a sufficient number of individuals in such a manner that the recruits and the sales forces best interests are taken into consideration.

FIGURE 8.4 MAJOR INFLUENCES AND COMPONENTS OF SALES RECRUITMENT

I n t e r n a l S o u r c e s S a l e s H u m a n R e s o u r c e R P l a n n i n g Q u a l i f i eE d v a l u a t e A p p l i c a n t A p p l i c a R n et c r u i t m S e nl e t c t i o e n t P o o l P o o l R e s u l t s

e c r u i t m

E x t e r n a l S o u r c e s

RECRUITMENT OF export sales man


To be an effective recruiter, a export sales manager must have the answer to several questions, including:
How many people do I need to recruit? Who does the recruiting? Where do I find recruits? How can I develop a qualified pool of applicants?

The following were the critical steps to every successful sales professional or recruiting professional.

A GOOD EXPORT SALESMAN SHOULD:

1. Developing the Relationship:


This is the time that the warming-up events occur before the serious selling begins. This includes how you introduce yourself and how you begin the conversation. Candidates have stated that its during the first two minutes of the call that they form crucial initial impressions that influence the rest of the recruiting process.

2. Creating/Identifying the Need: Every sale involves identifying a need that the candidate is often unaware of by asking questions. This is much more than a simple collection of data. Identifying or creating the need is the most important of all selling and recruiting skills. Recruiters who are the most effective during this investigative stage are most likely to be the highest performers. Recruiters with poor investigative skills generally create candidates who ultimately do not accept the position once offered

3. Preventing/Overcoming Objections:
Although objections are inevitable in any sales process, the key for successful sales professionals/recruiters is actually preventing objections. By asking the right types of questions in step 2, many objections that would have arisen in the process are addressed before the candidate has an opportunity to bring them forth. Keep in mind that some objections are inevitable, that they are often training responses, and that most are emotional and not practical.

FROM SALES JOB ANNOUNCEMENT TO REPORTING TO WORK

2 Get job

2 Get selected for training

3 3 Reaches to the interview 2 2 appliers 2

SOURCES OF RECRUITS WHERE ARE THEY FOUND?


INTERNAL SOURCES
Internal recruitment sources come from inside the company: Current Employees. Promotions. Transfers.

EXTERNAL SOURCES
Walk-ins. Employment agencies. Radio and television. Newspaper advertisements. Telephone-in advertisements. The Internet. Internships. Colleges and universities. Competitors.

Companies can expect these results from realistic previews:


Newly hired export sales man have a higher rate of job survival than those hired using traditional previews. export sales man hired indicate higher satisfaction. Managers can set the job expectations of new export sales man at realistic levels. Realistic previews do not reduce the flow of highly capable applicants.

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