Trainee's workbook. Staff recruitment. Internship and adaptation programs. How is the seller internship going?
For directors.
Attention! This free article is not part of the Uncensored Furniture Business course.
Cooking a furniture seller from a novice trainee is not an easy and rewarding task.
Many do not reach the end of the distance and run away. In our opinion, there are three reasons for "running away":
a) do not "pull" themselves (read - do not want to pull),
b) they are not sufficiently dealt with (you have clearly assigned everything, instructed, secured, and your trainee is fucking unnecessary for anyone),
c) “old men”, eager to get rid of potential competitors, tell this about your store that you yourself do not know.
Is it better to hire a professional? Maybe ... But! There are already very few of those left, and even those are well-employed and do not dream of getting a job just for you. In addition, if you even get such an ace seller at your disposal, then he will stay with you as a normal person for exactly a week or two ... Then put on good ones. Sunglasses so as not to be blinded by his "star". It will become so star-struck that it will not work itself, and the staff will corrupt it completely.
In principle, we do not hire people with experience in the field of sales. We train trainees using a special "trainee diary", which is our own development. More details, more precisely - in great detail, about the trainee's diary - in our case "Furniture business without censorship".
Twelve days after the start of the internship (this is how much time the training according to the trainee's diary is designed for) you get a person, a specialist who already knows and knows something. And if a person is diligent, then he can do quite well.
If new person runs away even during the internship, pay him "150 rubles a day from the fourth day of the internship" and let him go in peace.
But what about a person who went through an internship and was hired, but suddenly decided to quit? How can you evaluate your contribution to this person? No way ... All you can do is add the clause "worked for less than a year, for the last month you will receive a bare salary" into the contract. This is legal, and at least somehow compensates you for the costs of training such a specialist.
We assign a mentor to an intern from among working salespeople. The boss's interest - all sales of the trainee during the internship count towards the mentor, plus 30% of the sales of the trainee in the first month - this is also the sales of the mentor.
Below we list (by simply listing) a few points from the trainee diary to give an example of what a trainee diary consists of:
1 full name of the trainee,
2 full name of the mentor,
3 internship dates,
4 mark for attestation,
6 trainee salesperson memo,
7 a memo on how to work with the trainee salesman's notebook,
8 training plan for trainee-seller by day (schedule of tasks of the trainee in detail, by hours, for 12 days),
9 achievement sheet,
10 trainee characteristics,
11 certification sheet.
A total of 19 sheets of working papers that your trainee and his mentor fill out every day ...
Part 7 of the Uncensored Furniture Business case on 27 pages offers information on training salespeople in a furniture store and includes chapters such as:
a) the trainee's diary (in full),
b) the outline of the abstract (about furniture, about a supplier, for sellers - for the purpose of careful study and presentation),
c) questions for trainees on the topic "competitors" (the trainee, one day, as part of the diary training, visits the competitors of your furniture store and prepares a report on prepared questions),
d) role-playing games (several scenarios),
e) documents for attestation (how to properly carry out attestation).
Successful furniture sales!
It is customary to call a trainee seller those sellers who are not yet ready to work completely independently. The internship process is designed to teach the seller the necessary knowledge, skills and abilities as quickly as possible and with minimal losses. Often, newbie internships are placed on the shoulders of more experienced salesperson mentors.
Stages of a salesperson's internship.
As a rule, the seller's internship is divided into 2 stages:
- Training in the minimum set of knowledge and skills so that the trainee can start independent work... This stage usually lasts from 2 to 7 days. In more complex sales, it can take 2 weeks, for example, in.
- Sellers adaptation. At this stage, training takes place directly during work, the main goal is to instill a skill. For this you can.
It is important to understand that it is by no means impossible to release an untrained salesperson into battle. This will lead to poor sales and large internship churn. But at the same time, you can only learn how to sell by practicing.
What should you teach the seller first of all?
In general, the seller does not have to master much knowledge. But the problem is that it needs to be done right away and any gaps will reduce sales. Let's first take a look at what a salesperson needs to know:
- Information about the company he works for.
- Properties and benefits of the product to be sold.
- Competitive environment.
- Rules for working with a client adopted in a particular company, internal documentation
It is important to keep in mind that staff training is a cyclical process and after you have trained trainees, their knowledge needs to be maintained and refreshed.
How is the seller's internship going?
Salesperson training should begin with the fact that he needs to be told about which company he works for. Any salesperson must have confidence in the company and in the product, and faith in the product starts with faith in the company. Tell us about the history of the company, what goals and objectives the company sets in the market. Be sure to focus on the attitude of the company to the client.
The trainee salesperson is then immersed in the product. At this stage, the seller must find out what the property is and what the benefit is. Understand and learn the basic properties and benefits of the product to be sold.
After the trainee salesman got acquainted with what he has to sell, they start him. To begin with, the agent must find out and what they are for. This topic is very broad and you can spend a lot of time studying it. But the better the salesperson is in the sales technique, the better his results will be.
The next step is practice. Better to start with holding role-playing games in which the product is sold first to the trainee, then the trainee sells it. If a newbie cannot sell in an office setting, he will never sell in real life... Therefore, this stage is the most important.
Once the seller has learned how to sell in the office, you can release him to customers. At the same time, it is important in the early days to work together with an experienced salesperson. As the work progresses, it is necessary to give feedback on what the beginner is good at and what needs to be improved.
After 3 days of working together, the seller almost always feels confident and does not require constant monitoring. However, a mentor should always be there to help if questions arise. It is worth noting that in the first month it is necessary to conduct an in-depth study of sales techniques, a product and conduct training on competitors.
The better you train sellers, the fewer problems there will be in further work... Often, managers do not prioritize the learning process because there is a lot of ongoing work, this is a huge mistake. After all, untrained staff creates an additional burden on the manager.
Organization of an internship system for salespeople to quickly reach sales targets
At the end of the page - you will receive a useful GIFT from S.A. Aleksandrov. -
6 days are the 2 most important stages of the internship.
The webinar is over, you can purchase the recording!
12-th of September
from 10:00 to 13:15 Moscow time
You need this course if you want to know how organize the internship system so as to bring the Interns to the planned sales figures in 1 month.
The webinar will be useful for heads of retail furniture companies:
Owners;
directors of salons and retail chains;
store administrators;
heads of training centers.
The main problems with the withdrawal of trainees for training:
trainees “break away” from school after 2-3 days
trainees finish their studies and go to other companies
you understand that the trainee is not suitable for you, in vain you taught and wasted the time and money of the company
Additional challenges when an intern is promoted to salesperson:
trainees become salespeople, but never reach sales targets
we see that there is a loss of sales, but it is difficult / afraid to fire a new seller, since it is not a fact that you will find a better one
the new salesperson is “crowded out” by the old team. However, this often happens with promising newcomers.
These problems have not been solved for YEARS in the furniture industry. Trainees enter a full-fledged working cycle only after 3 months, and even then not always. Often you have to additionally “tinker” with them without a guarantee of the result.
And so after spending a whole year, you still have to fire.
A sophisticated system of motivation: scholarships, bonuses, increased salaries, honor boards - do not solve the problem.
Attempts to teach, to introduce mentoring do not help either. Very often, an initially active beginner turns into a salesperson-“watchman” of a point of sale.
Why is this happening?!
Researches * by Aleksandrov S.A. showed that the sequence of training stages and appraisals of trainees at the entrance is incorrectly built, which leads to large losses of sales and money for the company as a whole.
That is, when a beginner begins to teach a product, collections, document flow, software, and then move on to sales techniques, then they teach trainees to “sit and teach”, and not actively work with the buyer.
We must put at the forefront - the ability to communicate with any visitor to the furniture store. This is also a test for professional suitability.
The result of the research was the development of the correct internship system, which is divided into 3 clear stages with its goals and results.
* Research took place over 5 years
Stage 1 Internship (1 day)
Target:
Weed out unsuitable trainees for work in the Company (not everything is immediately clear during the interview).
Motivate promising trainees to work in the Company (to avoid early disruption from training).
Prepare the Trainee to work as a promoter in the presence of the Mentor (we check it "in battle" in working with visitors). 
Result of stage 1:
Dismissal of unsuitable trainees
Trainee who successfully completed 1 day
Interns who continue their internship, at the end of 1 day, conclude a Contract Agreement or an Apprentice
Stage 2 Internship (5 days)
Target:
Get new knowledge and skills necessary to accomplish successful sales and work with a client (studying the top 5 assortment, document flow), and improving their own communication skills with clients.
Conclusion for certification to make a decision to transfer to the 3rd stage of the internship and work in the company.
We will tell you in detail at the webinar. We will give a plan of daily training for the 2nd stage.
Result:
If the Trainee passes the Certification - work on TT until the end of the day and transfer to stage 3 of the Internship (final immersion in the profession).
If the Intern does not pass the Certification - dismissal (we do not waste time and money on those who are not suitable for work).
Stage 3 Internship (2 + 2 weeks)
Target: to bring the Trainee to the position of the 1st category seller with the corresponding planned indicators
We will tell you in detail at the webinar. We will give a plan for daily training in the 3rd stage.
Result:
Trainee trained to work independently with buyers and effective sale(fulfillment of the minimum sales plan).
Registration of the Trainee according to the Labor Code of the Russian Federation.
ON THE WEBINAR YOU WILL FIND OUT DETAILED:How to organize the process of internships for new employees so that they start working at full capacity as soon as possible and go into working mode How to make sure that new promising Trainees do not "jump off", and "unnecessary" ones do not become a spare airfield and "watchman" of your salon How to remove from yourself « headache»From the constant need to look for new candidates, because the previous ones do not stay long. What is the first thing to teach the Trainee and in what sequence? We will give you documents that fully describe the daily plan of the internship. The document includes the following sections:
Finding and training the “right” personnel for the business is a difficult and lengthy process. Newly hired, trained employees should be the lifeblood, flesh and blood of your business. Everything they say, how they act, will determine the success of the business. |
WHAT YOU WILL GET FROM PARTICIPATION IN THE WEBINAR:
1. Understand how to quickly bring the Trainee into working mode.
2. Learn how to effectively conduct education and appraisal staff during the Internship.
3. Learn all about the successful induction of the Trainee through Mentoring.
4. Get:
detailed Internship Program consisting of 3 stages
Trainee workbook
Full package of documents to help you work with Trainees:
- Attestation sheet
- Checklist "Competitors"
AS A RESULT OF THE WEBINAR:
You will be able to prepare the Trainee for work on point of sale as a full-fledged sales assistant.
OPTIONS OF PARTICIPATION - CHOOSE WHAT IS CONVENIENT FOR YOU!
Participation option number 1 |
Participation option number 2 |
Participation option number 3 |
LISTEN AND SEE |
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REGISTRATION OF THE INTERNSHIP WEBINAR
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Webinar recording
The documents:
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Webinar recording
The documents:
A complete package of documents that will help you in working with Trainees:
+ Participation in the online course "Effective practices for recruiting and evaluating productive personnel" |
Webinar recording
The documents:
A complete package of documents that will help you in working with Trainees:
+ Participation in the distance course "Effective practices for recruiting and evaluating productive personnel" The course includes 4 webinars: every Tuesday starting September 19. On the course, you will gain knowledge on how to correctly approach the preparation of vacancies for different positions in retail, how to choose sources of information placement to attract a stream of candidates. Get a system for evaluating candidates for interviews). + Participation in the School of the head of a furniture company 6 courses that are included in the LShR: |
RUB 5,900 |
RUB 9,900Important! |
RUB 29,000Important! But you can connect a larger amount - 1500 rubles. for each next one. Come to the course with the whole leadership team! |
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Pay in 1 click! Click on the PAY button and choose a convenient payment method. All payment systems, including bank transfer. |
Pay in 1 click! Click on the PAY button and choose a convenient payment method. All payment systems, including bank transfer. |
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WHO WILL MAKE THE WEBINAR
Sergey Alexandrovich Alexandrov
| Founder and Gen. Director of the International Furniture Personnel Center
“Secrets of sales in the furniture market. 5 steps of building sales in wholesale and retail " |  |
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He developed a furniture sales methodology, sales standards for furniture groups (cabinet, kitchens, upholstered furniture), a personnel certification program, CRM for furniture retail. Held over 700 seminars, webinars, trainings and conferences. |  |
Natalia Valentinovna Vodianova
| Business coach, coach
Work experience in personnel training - more than 10 years, including 5 years of work in the furniture industry. For the last 5 years, she worked as a business trainer in the federal retail network of the Angstrem company, engaged in training, development and personnel assessment. My students are sales consultants, managers, directors of both Russia and neighboring countries (Kazakhstan, Kyrgyzstan, Minsk, Ukraine). Has conducted over 300 trainings, webinars. Trained over 5000 employees of furniture companies. Won in all-Russian competition for the training of Sberbank personnel. For 2.5 months, about 1000 people were trained. |  |
Receive a GIFT from S.A. Alexandrov
"6-Day Internship Plan for Furniture Sales Consultant"
6 days is the 2 most important milestones internships
Enter your name, email, phone number, company name.
We will send you very free detailed plan and a new concept for training trainees which will allow you to quickly understand:
which of them will be a good seller,
in whom to invest and whom to dismiss,
how to correctly and quickly bring the sales plan to fulfillment.
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Staff recruitment. Internship and adaptation programs
How to Raise the “Ideal” Salesperson? In my experience, you need to be careful when selecting future employees, attach a mentor to them from the first day of work, train and adapt, teach corporate culture and quality customer service. Our salespeople honed their skills at trainings, demonstrated the acquired knowledge and skills at certifications. Of course, we supported them, developed them professional level, motivated and stimulated, promoted up the career ladder.
Staff recruitment
I have always been very attentive to the selection of sellers, and if I had the opportunity, I was present at the interviews.
At Evgeny Chichvarkin's master class, I heard his assessment parameters when selecting sellers. The most important quality he considers benevolence, everything else can be taught. If mom and dad were not taught to be kind, courteous, polite and badly brought up, it is impossible to fix it. Also at the interview, he always asked: "What do you want to achieve, achieve in life?" If a person could not clearly answer this question, he became uninteresting. Every employee must have a goal and a desire to grow.
In order to find the right personnel, we have compiled a list of parameters and requirements for the ideal candidate for salesmen for the recruiting manager.
Seller Candidate Profile:
Age: at least 22 years old, socially mature;
Appearance: pleasant, discreet makeup, well-groomed hands;
Speech: competent, clear diction, average tone of voice;
Personal qualities: sociability, benevolence, non-conflict, honesty, observation, learning, stress resistance;
Business qualities and motivation: attentiveness, good memory, arithmetic ability, desire to grow and develop;
Work experience and place of work.
At the preliminary interview, the candidate fills out a questionnaire with 30 questions. We are interested in everything about applicants for the position of a seller, including what kind of books they like, what they are fond of, where and who they see themselves in five years. By the way, when asked about their favorite book, 50% of the respondents answered - "The Master and Margarita" by Mikhail Bulgakov, although in the subsequent conversation they could not always describe the main characters of the book and what they like about them. It's funny.
Then future salespeople answer case questions, projection questions. For example, to check how honest a person is, the following story is told: the seller took money from the cash register for medicine for the child and asked the shift worker not to tell anyone about it. He promised to return the money to the cashier in the morning. We look at the solution of the case and the reaction of the candidate for sales.
To check arithmetic abilities, simple mathematical examples are given, how much 85 plus 15. It seems to be elementary, but someone answers 115, someone 90, someone is completely lost and cannot figure it out.
To test the learning ability and artistry, it is proposed to learn a quatrain in one minute and tell it expressively. Not everyone successfully coped with this simple task.
To check vocabulary, asked to name ten synonyms for the word "beautiful".
At Magic of Gold, after the initial selection, our recruiter proposed candidates for the position of a salesperson for consideration by the store director. The task of the manager is to assess the candidate's appearance, experience and professional skills, suitability for work with us. At the same time, the director was guided by the interview plan, and having made a positive decision, he sent the candidate to the personnel department to register for work.
After completing all documents, conclusion employment contract and the agreement on material responsibility the candidate becomes an intern and is sent to the store. It is very important in the first days of work to surround the trainee with attention and care. There were cases when, after working for two days in the store, the girls came to the office to pick up the documents. They could not always give a clear answer to the question “What didn’t like, what didn’t suit”. One day the girl replied: “I got the impression that I am not needed, I interfere with everyone. They gave me the documents and said - sit down and read. The questions were answered reluctantly. " After that, it was decided to schedule all the stages of a newcomer's entry into the position and conduct a training "Mentoring" for store directors.
Internships are used today as large retail chains and small shops. Usually, any reputable company devotes a lot of time to training its employees. The product gives profit, and the seller selling this product - Superprofit. And everyone needs just such - talented, hardworking, honest sellers. If it seems to you that you are exactly like that, then we begin the test in practice!
You have already successfully passed all interviews and received an invitation to an internship, the purpose of which is to test your ability to work in your chosen position and bring real benefit to the company, that is, sell a lot and successfully.
As a rule, the internship lasts 2-3 days, usually there is no payment for it. This is due to the fact that you may not yet bring any benefit, and you must also teach you the initial knowledge of work in trade, the properties of goods. In some organizations, if you successfully complete an internship and apply for a position, you may be paid for it, but this is usually negotiated during an interview.
If you have been assigned a mentor, then it will be the best option, which shows the seriousness of the employer in the choice of workers. The mentor should brief you on functional responsibilities, rules of work and behavior in trading floor... Also from him you can find out all the required information about the products that you have to sell. First, you must familiarize yourself with the entire range of goods presented in the store where you will have to train. It is required to study the labeling, to understand the composition of the products, to clarify who the manufacturer is, to get acquainted with the dimensions, the principles of the location of goods, and its consumer qualities. You should not ask the most obvious questions, but you should definitely ask clarifying ones. With all this, you should not interfere with anyone's work! You can only ask questions if the mentor is in this moment free.
Be sure to greet ALL customers entering the store. It does not follow from this that you need to run up to customers with the question "What can you tell you?" This is a formal question.
Your smile and the phrase "Good afternoon!" Can serve as a greeting. Don't bide your time to smile and say hello. A simple, friendly phrase also works well: “Choose if you need my help or if you have questions about the product, I'll be there for you.” These words are pronounced after the greeting and if the buyer is already inspecting the product.
Before you start selling on your own, watch how experienced sellers do it, how they help to choose a product, how they respond to buyers' objections, how they make a sale, and thank the client for his choice. Try to be present at any sale without disturbing the seller. Listen and remember.
Serve models to sellers, unpack, take away and bring other goods. Just don't stand there with a frightened or sad face, ignoring clients. Get involved gradually in the work of the team. When you start trying to sell goods on your own, then there must be a mentor or other experienced employee in order, if necessary, to have time to correct the situation in time and successfully complete the sale. If everyone around you is busy, and you still cannot answer all the questions, it is better to honestly tell the buyer that you have no experience yet, but now you will clarify everything with your colleagues and will certainly help.
Additional tips:
Do not get involved in conversations on extraneous topics, do not tell colleagues about your personal life, do not complain about your previous job. Always be friendly and communicative, do not be lazy. In case you need to leave the store, warn your mentor. It should be borne in mind that, usually, you need to be on your feet all day, but this fatigue will pass, you will not have to endure for long.
However, if you do not like the job, tell your boss about it frankly and leave without waiting for the end of the internship.
By listening to these tips, you can get the job. And, it is possible, over time, you will discover talent in yourself and will soon wait for a promotion. After all, selling well is a real talent that can bring good money and can always be useful to you in any specialty and in everyday life.
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