Requirements for the position
Specialist of telemarketing Department represents the work of the operator involved in telephone sales. Typically, employees need banking, marketing, telecommunications and other companies. To apply for the position, can the experts from both technical and arts education, because in the interview Department heads pay attention to the personal qualities of the applicant.
Usually, the office assistants telemarketers are students without work experience, looking for work with a convenient schedule and the possibility of parallel training.
When applying for the position telemarketing specialist is required to have higher or incomplete higher education. In addition, the applicant must have a competent speech, be active, sociable and self-confident. The most ideal candidate for this position is a person with education which overlaps with the specifics of the trading industry – in this case, it can further promote other sectoral departments.
Functional responsibilities of the telemarketer include: presentation of goods sold, phone calls to various organizations, scheduling meetings with clients, accountants, lawyers and leaders of the company that employs the specialist. In addition, the telemarketer must work with key customers, providing them with all necessary information by conducting interviews with a ready customer base and taking statistics on the outcome of the negotiations.
It is also the responsibility of a specialist telemarketing Department is to expand the base of potential customers through their search.
From the telemarketer is required to have a minimum of experience in individual sales, good learning ability and ability to submit profitable product. A good telemarketer should be able to convince the customer to buy a product, but to be as sensitive and unobtrusive, Testament to his professionalism and high status of the company. Because this specialist has a voice, he should be able to speak beautifully and have a good vocabulary. Equally important is the stress of the applicant, as well as the ability to quickly get out of deadlocks in conversation with a potential client. Also welcome possession of a personal computer.
Advice 2: How to organize the HR Department
One of the most important structural units of any enterprise is human resources. If we assume that the qualification and professionalism of employees of the enterprise depends on its commercial success, the selection of personnel possessing these qualities is the task of the staff of the unit. However, it must also fulfil many other functions.
Consider which basic functions will perform the division. Of course, in addition to operational and traditional to any company personnelfirst work, the Department needs to engage in forward planning and professional staff development. The question of wages, social programs and labor relations also fall within its competence. But the modern requirements to the functional Departmentand staff includes issues of employee motivation, development of mechanism of stimulation of their work, and even the task of maintaining a favorable climate in the team.
Determine the number of the Departmentand based on the financial condition of the company, the total number of workers, existence of subsidiaries and the number of structural units. In a small business all of the above functions to perform and one person provided that he does not have to deal with paperwork and managing staff. If to take into account Russian realities, on average, one employee of the framesof the first service falls on 100-500 person companies ' personnel. For enterprises with the number 250 people will be enough Departmentand staffconsisting of a chief and two managers. One of them will deal directly with the selection of personnel and its training, the other lead framessecond job and issue documentation. The function of the chief is the overall direction.
If the company is large and the number of employees of the Departmentand the personnel more than 3 people, then entrust the distribution of responsibilities between them and the establishment of working groups the head of Department. In the names of the sectors and groups should reflect the key tasks that they must solve. A list of these tasks for each company can be its. To the traditional, for example, include: the hiring and firing of employees, scheduling of jobs, training programs and events, social issues, legal support of labour relations.
Determine the area of responsibility and powers of Departmentand personnel. The most successful production-proven model, when employees of the Departmentand advise line managers working directly with staff on emerging in the process of working issues.