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This person should
be outgoing, detail-minded, people-oriented and able to work well
under pressure without losing his sense of humor. You don't want
someone likely to blow his cool when confronted with a difficult
situation.
Your manager will be responsible for organizing the interview
and testing systems, for setting up your sales solicitation
program, and for supervising the temporary workers, as well as
your office staff. It's a highly responsible and demanding
position, so don't be reluctant to spend the money necessary to
get the best. You will need to research to determine what salary
such a top manager receives in your area.
The next member of your staff should be an enthusiastic,hustling
sales person. This employee should be experienced and
adept at selling by phone as well as in person. Unless you can
afford to pay a good direct mail advertising copywriter to create
your mailing pieces for you, it would be wise to look for direct
mail advertising or copyrighting experience in the background of
the sales person you expect to hire.
Your sales person should spend the mornings calling
prospective employers on the phone, and the afternoons making in
person sales calls. With this kind of work routine in mind, look
for sales people with high ambition and energy levels. Try to
pick the kind who will come in early and stay late to work on his
direct mail efforts, clearing the decks so that he uses his time
during regular business hours to close sales by phone and in
person. You need and want a "closer" - not an order taker. Be as
selective as you have to be in choosing this salesperson.
In addition to the going rate which a sales person of this
type should be paid, you should also consider paying a 5 percent
bonus for each new account brought in. When you find the right
person, it will be worth it, so make it worthwhile to join your
staff. Not all sales people will necessarily develop into good
sales managers, so try to find one who fits all your requirements.
The sales manager would recruit, organize, develop, motivate and
supervise your sales staff. With those responsibilities, you'd
want to offer a salary plus override on the sales production of
his staff of sales people.
You'll need an efficient and foolproof bookkeeping system to
keep track of your payroll, client billing, income taxes, FICA,
workman's comp, work schedule, hours worked and all the money
that comes in. For this chore, I suggest that you contract with
a company that handles this type of work for a number o independent
small businesses. Explain to them everything you think you need;
ask them to set up a system, and then instruct your receptionist
on how to keep it up to date on a weekly or monthly basis.
You'll save money in the long run if you will consult with an
accounting firm and have them set up a system that not only works,
but can be interpreted and computerized from the beginning. Later
on, you may want or need to hire a full-time bookkeeper just to
keep up with the daily entries. If so, check out salaries paid in
your area for that kind of work.
The last member of your staff will be your receptionist. This
person should be a lady of better than average good looks, a lot
of empathy for people in general, and an easy smile. She should
dress stylishly, but not provocatively.
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