Where to look for sales consultants. How to find good sellers. Effect of salesperson gender on sales

the site is the No. 1 recruiting service in Russia and the only place where you can post a vacancy and receive 5-10 offers from freelance recruiters within a day, which will help you quickly find an excellent seller, with guarantees and for very reasonable money (10,000 - 30,000 rubles). Try it yourself.

Since 2011, we have helped our clients find more than 10,000 sellers throughout Russia, in a variety of fields, positions of any complexity, from sales assistants in retail to complex expert sales in the B2B segment. Selection of the best sellers - that's what we know how and love to do. In addition to the created recruiter selection service, we offer you our experience in solving these problems:

where to find sellers
how to find sellers step by step
how to organize the flow of candidates, what should be the funnel,
how to choose the best one, which competencies are important and how to evaluate them (see our roundup of the best sales interview questions).

We formulate the task of finding a seller

"Half a kingdom for a classy salesman?" or "We urgently need a salesperson!" - we hear this phrase in different variations several times a day. How to find a good seller in a sales department or a store is the main entrepreneurial pain of the broadest meaning. After all, there are only millions of shopping centers, shops and boutiques around that need good sellers every day. And in the search for the best, there are not many solutions here. How to search for sellers? Hire a recruiter, pay an agency, or solve the problem yourself.

The main thing - regardless of the chosen method never cease to understand this task of YOUR. The selection of sellers is the lever that, even with minimal changes in settings, requirements, conditions, can give both a strong increase and a strong defeat in business.

How to find a seller and why is it difficult?

The selection and search of sellers is one of the most painful places in the sales system, given the specifics of the selection and release of this category of personnel. Coordinating the closing of more than 5,000 positions in sales every year, we highlight several objective and subjective factors that complicate the selection task:

Staff turnover and its causes.
In sales, the turnover rate is high, as an invariable attribute of the audience and the profession itself. According to our statistics, the average life of a salesperson in Russian companies is a little over 1 year. Turnover, as a rule, is the result of not the most competitive wages and the desire to save on payroll, or the lack of culture or skills to assess the situation of millet and supply on the market.
How does a company deal with turnover?
Staff turnover is taken for granted, and provokes a decrease in the role of the seller and attempts to replace it with a system of quick and easy adaptation, simple tasks and an increased role of management and control. As a result, investments are made in the product, control system and recruitment, but not in the training of salespeople. The recruiting plan, especially in retail, usually requires the lion's share of the employment of recruiters who fill the unenviable role of always hauling water in leaky buckets for their company. And, of course, they are not motivated by such a format for solving the problem, it lulls their vigilance, and leads to a reciprocal formal approach.
Labor market.
Huge demand for sellers exceeding supply: candidates with income requirements of up to 70,000 rubles do not respond to vacancies, as they receive calls with job offers 15-20 times a day, and all they do is post their summary. The employer often does not understand that the search for sellers is a more time-consuming job that costs more than ordinary linear positions, where you can safely view the responses to vacancies. Illusions of an ongoing crisis and ignorance of what is really happening in the market for these positions, who is in charge of the parade, interfere.
The economics of recruitment and alternatives to recruitment.
Everything exacerbates the attitude of the customer to the search for sellers and the situation on the market. An employer rarely considers the labor costs of creating a funnel and selecting candidates, and even less often compares these costs with the cost of measures to reduce turnover by increasing salaries and investing in sales force training. Meanwhile, there are companies where about 1,000,000 per month are spent on recruitment alone, with a turnover of 100% per year, and this is with a payroll of sellers of 4,000,000 rubles per month. It would seem that a salary increase of 10% to the market or higher and an improvement in the adaptation processes, training systems could significantly reduce recruitment costs, turnover and improve the result. But there is no time and desire to sharpen the saw, we are all busy with desperate sawing.
Difficulties and distortions of choice.
Features of the choice of sellers: often the employer does not have an adequate attitude to profiling, there is simply no focus on what to look at. Sometimes excessive demands from management deprive the company of a chance of choice, sometimes setting the task is not in terms of the essential requirements of the job. As a result, in terms of cost savings on the payroll, the selection funnel suffers, and even at the same time, quite strict or simply new requirements for the selection of candidates and a number of unnecessary stages that complicate communication with candidates can come out at the final spurt.

That's why any recruiting accidents and frantic attempts to recruit someone urgently are better to start with an analysis of the need, its causes, the costs of hiring processes, market analytics, studying the best experience of competitors in selection, and your own selection mistakes. And do not be afraid to invest time and effort in this work - it will definitely pay off handsomely.

What should be done differently?

Four important ideas for us that we broadcast to both our recruiters and clients who want to improve their skills in the selection of salespeople.

Understand how you sell, what and why people buy from you. What is the key to successful sales in your business? Which channels are really selling and why. Look at this as a scheme where selling is a function that works according to certain laws. You need to understand the conditions and requirements of this site. This is not easy and not always straightforward. If you have complex expensive services, where only you, as the first person, always sell, you are tired and want to transfer this function, then think about what changes in the scheme your seller can be as successful as you are. And can you afford such a change of the whole system?

Do not be afraid to admit what you really need from the seller, focus on the most important, prioritize. Universal soldiers are an evil that is expensive to find and ineffective in life. Many people think that buying a larger set of competencies for less money is a success. On the contrary, success is to attract a seller who will best perform his function in your business, bring you profit and be happy from this. A message to a recruiter in the style of “well, I just need one such star” will not work, you will make yourself worse by going down this path. After all, if an unprecedented star is found, then the moment of its retention will acquire such risks that are unlikely to give the sales system reliability and manageability. Remember, if your seller cannot be found in a month, something is wrong with your requirements.

If the way to go from the goals does not help, then go from the vacancy. For each requirement and condition in the job description, ask yourself three questions “why” do you need it in the seller. Does it really add to your speed or reliability in finding sellers? Leave only what is guaranteed to affect the result. Why do you need English if 5% of the sites need it? How many customers have bought because of English? Look for sustainable construction everywhere.

Build trusting relationships with contractors, choose a contractor for a long time and build relationships for a long time. Recruitment services are essential for business. Contractors must be able and willing to be of service to you. If you charge cockroach races (when several recruitment agencies or freelance recruiters work on a job at the same time), do not answer calls, give feedback slowly, and are constantly unhappy, then you are giving signals that will not bring you results. After all, a difficult client does not make money. And in our recruiting agency business, there is no culture to openly stop work, it is not customary to refuse. You just won't know how you'll end up on a waiting list just in case something comes up for you. As a result, you will make a false conclusion for yourself - that your vacancy is difficult or that no one knows how to work.

Tags: search for salespeople, search for professional sales managers, search for the best professional salespeople for small and medium businesses, unique recruitment technologies for solving any problems in finding sales personnel, how to search for sales managers, where to search for sales managers

Store managers always see the difference between the revenue of different shifts, so they understand that finding a good seller means increasing the profitability of the business. However, the nice, smart people who are hired as salespeople often fall short of expectations. The article proposes a solution to this problem. We will analyze how to choose a good seller and what human qualities to pay attention to during an interview.

Forming criteria for good sellers

Requirements for sellers are often formed by the specifics of the assortment. For an auto parts store, a man is more suitable, and for jewelry sales, an attractive woman is more suitable. Therefore, initially it is necessary to compile a list of parameters that the seller must comply with in a particular store.

In job advertisements, you can find strict requirements for experience, age, education, although these parameters have little effect on a person's ability to sell. To choose a good seller, you need to take into account, mainly, communicative qualities.

The following are personality traits that enable a person to sell effectively:

goodwill;
sociability;
positive thinking;
knowledge of sales techniques;
patience;
desire to help;
politeness;
sincerity;
ability to understand customer problems.

Other selection criteria can be added to the proposed list. For example, pharmacies require a pharmacological education, while trading in heavy goods requires a male gender.

But how can an entrepreneur in practice form a target portrait of his “good” seller and be able to determine the qualities of a person at the first meeting? This will be discussed further.

Love for the product and lack of skepticism

To sell effectively, a good seller must earn the trust of the buyer. The best way to achieve this is to be sincere about the benefits of the product.

It has long been noticed that the distribution of revenue between categories of goods differs for different sellers. For example, some sell pork better, others sell chicken. These differences are due to the personal attitude of the seller to the goods. If the client feels sincerity in the recommendations of the store employee, he will buy exactly the offered products.

Therefore, in order to choose a good seller, it is necessary to ask at the interview whether the person uses the products presented at the outlet. It is unlikely that a vegetarian will successfully sell meat, and a lover of jewelry - gold.

Good sellers fall in love with the product they sell. This allows them to provide high sales, and hence a decent salary.

Subsequently, entrepreneurs can help sellers understand the benefits of products. This can be done by preparing information materials that outline the advantages of the products sold.

It would also be right to ask employees what goods to buy and which assortment groups to expand. This method shows efficiency in stores with one or two sales assistants in the state.

Effect of salesperson gender on sales?

The gender of the seller has little effect on sales volume. The exceptions are cases where gender initially casts a shadow on a person's competence. For example, men with skepticism will meet the advice of a girl in an auto parts store, and a young guy will scare some customers away from the cosmetics department.

Statistics show that the number of men among sellers is 49%, and women - 51%. That is, business does not take into account gender differences in the selection of personnel. This fact is confirmed by a survey of buyers, which gender of the consultant they would like to see in the store. The study showed that for 61% of men and 41% of women, the gender of service personnel is not critical.

Age as a measure of seller performance

Finding a good pre-retirement salesperson is hard. The reason for this is age-related changes that reduce the energy of people. The peak of human activity falls on 25-35 years, when he has experience, knowledge and a supply of vital energy. These are the qualities that a good seller should have.

After 35 years, people become inert in communication, their flexibility of thinking and compliance disappear. But experience allows them to be competent heads of sales departments and heads of stores.

Retail outlets are actively pursuing, which involves the use of modern technology and mobile gadgets. Young salespeople learn new hardware and applications almost instantly, while older salespeople take time to learn. The unwillingness of the candidate to master convenient modern technology may be the reason for choosing another applicant.

As for indicating the age in job advertisements, it is not recommended to do this, because you can find a good seller among any age category.

The Importance of Experience for a Salesperson

For the seller, the concept of "experienced" does not always mean "the best." Before choosing a good salesperson with experience, the manager must understand that, along with positive skills, an employee can bring methods of theft and deception to the team.

But practice shows that with age, salespeople become more efficient, and their knowledge of sales techniques and many years of experience ensure revenue growth. Therefore, conscientious experienced workers should be given preference when hiring.

But it is worth asking the question: why did the person quit? Perhaps he was seen in unscrupulous actions? Therefore, if an experienced and seemingly good seller moves to another place for a similar salary, then this is an occasion to call his previous manager to find out the reasons for the dismissal.

Should the seller be chatty?

Talkativeness for the seller can be compared to a diamond. In its raw form, this quality can carry an equal number of pluses and minuses. If you hone your communication skills with experience, knowledge, then you can get a diamond seller. Such a consultant is able to communicate about the needs of the client, about the characteristics of the goods, bypassing the topics of weather and city events.

Therefore, when interviewing a talkative person, it is necessary to evaluate the direction of his statements, attentiveness to the opinion of the interlocutor and the ability to adapt in a conversation to other people's interests. The candidate must be able to speak on topics that are significant to the interlocutor, and on topics of interest to him. We can say that the controlled and directed in the right direction talkativeness is definitely a positive quality for the seller.

Assessing the candidate's performance

Inefficient, lazy salespeople are a problem for the retail industry. Such employees at the interview can excel in tests, meet all the requirements, but in practice do not implement their skills. The reason is simple - laziness.

The only way to find out about a candidate's poor performance is to call his former supervisor. Otherwise, after a few weeks of work, the laziness of the employee will manifest itself. And there will be two ways out: fire or try to use your potential.

The reasons for the decline in efficiency can also be external, for example, the atmosphere in the team, working conditions, salary level, work schedule. Therefore, it is worth fighting for a lazy seller with good skills, creating conditions for the disclosure of his capabilities.

Internship or role play

One way to select a good salesperson is to test your sales skills in real-life situations. You can ask a person to verbally serve several customers in a store, specifically sending a harmful “mystery” shopper to him. An experienced seller will automatically begin to apply skills that have been worked out over the years, which will be easy to evaluate from the outside.

If it is not possible to put the candidate behind the counter, then you can role-play by asking the person to sell you a product. Even given the stress of the situation, observing the actions and conversation of a potential salesperson will help evaluate sales skills and the ability to identify customer needs.

Role-playing games are not the most pleasant way to test human qualities, but they allow you to do it quickly and efficiently.

Let the candidate be assessed by colleagues

Another good seller can help you find a good seller. Therefore, when choosing an employee, it will be useful to hear the opinion of current employees of the store about him. The interview can be recorded on camera and later shown to other salespeople.

The best option can be considered if, when communicating with the candidate, his immediate supervisor or colleague will be present. He will be able to ask more practical questions and assess the ability of a person to integrate into an existing team.

To find a good seller, just interviewing candidates is not enough. This approach implies a high probability of making the wrong choice and, as a result, getting a mediocre employee. In order for the search for the best seller to be effective, it is imperative to draw up and use the target "portrait" of the desired candidate. And it is worth remembering that a good salesperson needs a wage above the industry average.

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Greetings dear reader! In this article, I will share my experience and tell you how and where to find a seller for your store!

So, let's say you have decided to open your own store and you are faced with the question of choosing a person for the role of a seller. There are 3 main points to consider here:

Where to find a person?
How to write a job posting?
What qualities should a seller have?

And now in order.

1. Where to find a person?

The most efficient and fastest way is to search on sites:

Avito;
From hand to hand;
Work in Russia;
Social network VKontakte.

Of all those listed, only VK is completely free, since on other resources, most likely, you will need to purchase a paid employer account, which will allow you not only to post job ads, but also view applicant profiles. The amount there is small, up to 500 rubles.

With the first three sources, I think everything is clear, we register as an employer and create a vacancy (more on it below), with Contact it’s a little more complicated - you will need to sit here and look for groups with a job search in your city. When you find such groups, you will need to post your job offer on the group wall, or send a private message to the person who is looking for work.

2. How to write a job posting?

Now let's move on to the vacancy itself, namely, what to write in it. If you are a novice entrepreneur, but I do not advise taking a person without experience, since there is already one such person - it's you, so the text of the vacancy should be something like this:

Responsibilities:
Sale of goods;

Displaying goods in accordance with the rules of merchandising;

Maintaining cleanliness and order in the store.

Requirements:
1 year work experience required!

sociability;

Goodwill;

Purposefulness;

Activity;

Willingness to work and earn.

Terms:
Registration according to the Labor Code of the Russian Federation, full social. package;

Schedule 5/2;

Full time from 8:00 to 17:00;

Salary + bonus for individual sales;

Discounts for store employees;

Lunch break from 12:00 to 13:00;

Opportunity for career growth.

The text can be changed to suit your requirements and features, but the essence should be about the same. We figured out the vacancy announcement, now we will determine the characteristics and personal qualities of a person.

3. What qualities should a seller have?

Try to take the person who is more interested in the work than others, otherwise, if at the interview stage you see not much interest, then what kind of interest during the work process itself can we talk about?

The same "passive" attitude will apply to the goods that he sells, and to people who want to learn or buy something. Also, try to take people who are interested in long-term cooperation, and not for 2-3 weeks, otherwise, such a person will work hard and he will deeply fuck you, your store, product and customers!

As a rule, people who already have their own families and children come to work for a long period of time, that is, these are people who, with a high degree of probability, will not jump from place to place. Young people, schoolchildren or students, as a rule, are looking for temporary work (part-time work) and, in most cases, are not very interested in increasing sales and career growth.

Also, among your candidates, there will be a lot of people who will come to work for you only in order to later find something better, that is, roughly speaking, in order not to sit idle, they come to you for a while, and as soon as a better option appears, they quickly evaporate, and sometimes they don’t even go to work without warning. Such people also need to try to immediately calculate.

Summarize: ideally, it is better to take the role of a salesperson to a person who will hold on to this place of work with all his might, who (like you) needs stability and long-term employment relationships.

That's all for me, I hope I managed to convey the main idea to you, I'm sure you will find the person you need, until new articles, good luck!

Olga Voroshilova

partner of the recruiting company Cornerstone

When looking for sales for my team, I use all generally accepted methods available that have proven to be effective, and also try to apply my know-how. So, a few years ago, the study "Successful Consultant" was conducted according to the Myers-Briggs theory, based on the typology of individual differences in business.

We tested 30 consultants with successful indicators in the consulting business, and based on the results of the study, we revealed the percentage of representatives of the psychotypes of successful consultants working in recruitment. I used this data and continue to take it into account when selecting a team. I can note that in the year when we first focused on this tool, the output per employee doubled.

Nikolai Morozov

CEO of creative agency Brusnika

Even before I get acquainted with the resume, I already know a lot about a person. Because by this moment I have already studied his page on LinkedIn or on social networks. Sometimes I do not hunt directly, but I go out to people who can recommend the professionals I need. So I met a very cool realtor who "hunted" her best seller in a cafe. She liked the man, and she taught him everything he needed in sales.

I am always looking for sellers with a base. To do this, I find out with whom the person worked, what kind of clients he had. I am looking for a person from the sphere I need, or at least from an adjacent one. Attempts to work with people who delve into the specifics of our services for a long time usually ended in failure. I always try to find out how interesting the work is for a person. Because if he is bored with selling our product, then we will not be able to cooperate for a long time.

It is very important to think over questions that reveal whether the applicant is tight in front of me or proactive: how much he wants to figure it out, to convey information to the client. Please tell us about your cool cases, achievements and pride: this is an indicative moment, not only professional, but also personal qualities are immediately visible. Sometimes I ask you to dream up and think about a dream deal.

Dmitry Donskov

Head of Sales at LiveTex

My recipe for hiring successful salespeople has three steps. First of all, I evaluate how the work experience from the resume corresponds to reality. To do this, at the interview, I ask you to describe in as much detail as possible what the person did at the last two jobs. I propose to talk about the deal: the level of the client, the amount of the contract, the methods used. For a good seller, all these questions take no more than 15 minutes.

At the second stage, the candidate must sell me the product of our company. We present a situation faced by our sales team. For example, a client has a due date and needs to call to renew a contract. The client replies: “Expensive!”, “Out of season”, “Inefficient” and so on.
For a professional seller, dealing with typical objections will not cause difficulties. If the candidate immediately agreed to provide a discount and went to coordinate it with the manager, he does not go through this stage.

In conclusion, I ask: what is more important - a perfect team or a high salary? I am interested in the motivation of a person, I want to see a focus on the result, and not on the process. Real sellers say something like this: “I appreciate the warm relations in the team, while I want and can earn! I know that I can do it!” I am interested in the candidate's hobbies, because people who lead an active lifestyle and have expensive hobbies are interested in maintaining this high level.

Maria Orlova

head of selection, adaptation
and HR brand of software developer SKB Kontur"

We have a practice of conducting business games, in which the Test Sale case occupies a central place. The trick is that we do not ask to sell a pen, paper or scissors. We brought the case as close as possible to the duties that the seller has to perform.

The candidate independently chooses the product or service he wants to sell, but there are several rules of the game: it must be a B2B sale and it must be a cold call (that is, the seller has not worked with this client before, has not encountered). Then everything plays out in roles, including the passage of the secretary and the completion of the transaction (if the sale took place). After the case, we ask how the candidate evaluates the negotiations, what has been done and what can be improved. It is important not only how the candidate completed the task, but also how he analyzes the situation.

Andrey Babiyan

Head of Direct Sales Directorate, Alfa Capital Management Company

Finding good financial sales, especially in cold sales, becomes more difficult every year. Most of those who came into sales five to seven years ago sought to attract customers, and now many work for service and do not agree to change their approach even for good compensation.

Looking for a seller on a resume is a thankless task. For me personally, it doesn't matter.
At the first meeting with the candidate, I pay attention to a number of important qualities: resourcefulness, the ability to find a way out of any situation and communication skills - this is what distinguishes the ideal seller. I evaluate the appearance and behavior of a person, his knowledge in the field of economics and finance, logic and analytical mindset, sales skills, but most importantly, fortitude and motivation. I always ask about the goals that the seller sets himself. It is important for me to hear both personal development goals and more mundane ones: for example, the dream of a status car. This is a kind of test of ambition and motivation, which, oddly enough, not many pass. Hobbies are also valued in our sales team, especially those related to outdoor activities and sports: this unites not only at work, but also outside of it.

Evgeniya Lyubko

director
for the development of the service "Gingerbread"

In addition to the interview, we conduct a group assessment game, to which we invite several candidates at once. They play sellers and buyers: they trade with each other for game resources, make deals, come up with various trading schemes to maximize their own game profit.

The game takes about 30-40 minutes, and during this time such ins and outs of the candidates are revealed to the observer, which no polygraph can open. It is not so important how much the candidate earns in this game, the main thing is how he will behave. With the help of this game, we found ourselves really good, talented salespeople and avoided hiring those who, behind an external gloss, hid absolute unprofessionalism and even rudeness.

Vladimir Stupnikov

director
for the development of the marketing agency iMARS Communications

In our agency, special attention is paid to a personal interview. In addition to standard tools, I use one successful method. I name the company, designate the head of the relevant department and ask the candidate to suggest options for organizing a personal meeting or presentation with this person. Based on the answers, I can draw a conclusion about his approaches: getting to know each other in social networks, choosing the correct spelling of the manager’s corporate mailing address, studying his interests, attending events, searching for mutual acquaintances, and so on. For all this, the candidate has no more than 30 minutes and access to the Internet.

Elena Kosmyntseva

director
on the staff of the geolocation service "2GIS"

We use a variety of candidate assessment options, and recently added an internship day to them. A candidate comes to us for a part-time job, watches how future colleagues work, asks them all the questions they are interested in and tries to make calls himself. For the candidate, this is an opportunity to get to know the corporate culture of the company better, to try himself in business, and for the company - to assess the dynamics, learning ability of the candidate, his interest in this particular work.

A talented salesperson gets high both from the sales process itself and from the result. This is immediately visible. Often successful specialists are distinguished by the desire to be the best, quick adaptation (and this can be seen already during the internship day). Of course, the fulfillment and overfulfillment of sales targets in the past can also indicate the candidate's capabilities, but such information is not always easy to verify.

Maria Malos

Executive Director of Radario ticketing service

At the interview, I always ask why the candidate chose our company and how he feels about our product. Much becomes clear from the answers: the person speaks sincerely or formally, whether he knows the material, the market, other industry players. An important role is played by the general background of a person, his accounts in social networks, the ability to formulate his thoughts. For example, if a candidate writes in his resume about his sociability, and he has 50 friends on Facebook, and none from the concert industry, then the conclusions are appropriate. I also look at how often a person changed jobs, whether he was able to grow within the same company.

At an interview, I always ask what a person's global goals are. The higher the goals, the more success a person achieves. Very few candidates can clearly articulate their plans and goals for the next five to ten years. And of course, no one canceled intuition. If I like a person, makes an impression on me, looks into the eyes and smiles, these are, of course, additional pluses.

Features of the search for sellers

A significant part of the goods is seasonal, and in order to be ready for a surge in demand, you should prepare in advance. In addition to the main staff, it is good to have interns on the staff, whose salary is minimal. With an increase in demand, they can become full-fledged sellers. If you did not have time for the seasonal increase in the activity of buyers, urgent hiring of sellers through the TOTAL company will help.

Sellers to the grocery store, to the market, consumer electronics store, should be without bad habits. This is a category of personnel with low wages, respectively, and the threshold for entering the profession is low. If you suspect that the applicant has bad habits, it is better to refuse him. You entrust the seller with significant material values.

Candidates for salespeople pay attention not only to wages. Proximity to home, working hours and other factors of physical comfort are important for them. Career aspirations for these workers are almost uncharacteristic.

Difficulties in finding sellers

Finding a good seller is not easy. There are a number of factors that hinder the selection of good specialists:

Low wages - many believe that salespeople can save money. As a result, there are constant problems with the staff. To find a seller who will not disappoint you, review your payroll.
Lack of official registration for work is also an important factor. The category of low-skilled workers, which includes salespeople, is very sensitive to social guarantees.
Exhausting work schedule - not every salesperson is ready to work 12 hours a day. Most salespeople have children, so companies that work 8 hours a day will always win when choosing staff.
Remoteness of the outlet in the absence of official transport. Salespeople are the category of employees that prefers to work close to home. A small salary does not allow extra expenses and most sellers prefer to save on travel.

How is the urgent hiring of sellers

Here it is important to use those channels that are usually used by applicants for the desired profession.

Placement of ads on recruitment sites.
Placement of announcements in print media.
Posting ads "I'm looking for a seller" on posters near shops, bus stops, hostels, and other crowded places.

Announcement text

interviews

Before accepting a job applicant, you need to make sure that he meets your requirements.

You should pay attention to the appearance of the candidate, find out the work experience, the reasons why he left the previous places. Candidate's communication skills and character traits are checked. It is good when interviews are conducted by an experienced headhunter. A specialist is able to identify a person with whom there may be problems at a glance.

Recruitment agency "TOTAL" - effective assistance in the mass selection of cashiers and sellers.

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