Who Will Step Up to Open Up the Cross-Media Services Market for Printing Companies

[ppzhan abstract] More and more printing companies are beginning to develop cross-media technology services, but are struggling with how to open up the market, introduce new services to their customers, and turn these services into revenue. How can this market be opened up?

Who in the company can take on this job?

In the daily sales process, the people who contact customers are usually marketing department managers; some of them belong to the marketing team, such as hands-on marketing directors, sales vice presidents, or even the president. Before marketing, they usually do a great deal of consulting, strive to discover customers' various needs, and cultivate, clarify, and prioritize the decisions that can help them achieve their goals. From this point of view, salespeople who provide consulting for businesses are more experienced than typical printing salespeople.

As market developers, they need to understand and focus on the issues customers care about, rather than the product; they must grasp how customers earn revenue and profit, and possess professional knowledge of specific industries and vertical markets. A professional salesperson is more trustworthy when he or she is first a businessperson.

Recruitment Considerations

If there is no suitable internal candidate, recruiting is often the direct approach. The process of selecting the right person for this job includes three aspects—qualification, fit, and interview.

Qualification—determine whether he or she can handle the job. You must consider past experience, skills, and knowledge, as well as previous training and education level. Objectively speaking, after careful consideration, the qualification requirements on the list must be strictly applied, and candidates must be compared against these standards, scoring points where they meet the requirements. Carefully review candidates' resumes, but do not merely accept materials that lack clearly analyzed information; it is preferable to use objective methods for evaluation (not just accepting resumes).

Fit—whether the person is willing to take on the job. A good way to accomplish this component is to use a behavioral validation assessment system to predict individual behavior; during the assessment, candidates should be given a work environment and their personal interests should be taken into account. Once the system is established, if people like the required tasks, are interested in the work, or the work environment matches their personal interests, they will complete the tasks even better. The assessment also needs to evaluate the display of personality and personal behavioral competencies, which are closely linked to the traits required by the job. When you cannot rank candidates by their fit for the job requirements, it becomes extremely important.

Interview—the third component of the selection process requires interaction, substantial skill, and advance preparation. As the collection of adaptability information is completed, the interviewer must carefully plan the interview and determine who can take part; panel interviews are effective. Each participant must know the job requirements and review the relevant information. Refine the assessment summary, dig deep into the resume, and prepare to ask them a variety of different questions. The questions provided to candidates should have infinitely many answers, and the interviewer should peel each answer back layer by layer like an onion. In an interview for a sales position, role-playing is an extremely effective technique for assessing a candidate's sales skills. It is very simple and, in just a few minutes, can demonstrate a candidate's natural sales ability.

The process of selecting the right people is a key part of building a successful sales team. Choosing talented people who fit the team can help you achieve the company's goals as quickly as possible. Perhaps it is time to reevaluate and redesign your current recruitment process for your success.

— This article is reposted from China Packaging Network (pack.cn). Original link: http://news.pack.cn/show-362020.html