Analysis On The Quality Requirements Of Clothing Store Attendants

In the case of traditional counter retailing, especially in the period of commodity shortage in history, buyers are generally concerned about getting services at once, with low requirements for clothing products and low quality requirements for waiters.

With the development of the times, clothing fashion, diversification and service objects are becoming more and more popular. The open shelf layout of clothing retailers is becoming more and more popular. Customers' demands for service standards and service personnel are also increasing.

Compared to the customers, the service staff generally have a high density, which can provide better, faster service and more service items.

Therefore, the atmosphere of high density and quality service helps to increase sales per unit area.

But high density may also cause psychological tension, embarrassment or sense of supervision to customers.

This is also the easiest mistake for clothing stores at present.

It is better to ask the waiter to provide timely service, that is to say, when the customer asks for service, or has such expression or inclination.

In order to make customers feel more tolerant of shopping atmosphere.

UNIQLO is a good example.

The quality of service personnel in clothing retail stores should be

Consistent.

The proper makeup and harmonious accessories of a salesperson often play a role in modeling, plus the professional knowledge of clothing and the cordial and sincere tone, giving consumers a sense of trust.

The ideal clothing salesperson should not only have knowledge of clothing and clothing, but also understand consumer psychology.

The dress of the waitress can not be too showy and noisy. The salesperson who is too bright can make the customers feel ashamed and lose their confidence in shopping.

Therefore, the inner quality of salesperson is more important than appearance, and easier for customers to accept.

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Recruitment is the first step to take advantage of temporary promoters, to find suitable temporary promoters, in order to talk about how to use them.

But from the previous case, the attitude of the enterprise is not valued. There is no concept and habit of temporary sales promoters. It is urgent to find people instead of recruiting people. Therefore, we must take good care of recruitment.

First of all, recruitment of temporary promoters is the best source for students in polytechnic schools.

Enterprises recruit students from secondary and tertiary institutions as temporary promoters because they both have needs and have their own interests.

For enterprises, recruitment of temporary promoters cost less, two overall quality is relatively high, three want to have leisure time during the national day, and the students of secondary and technical schools are just in line with these conditions.

For the students of polytechnic colleges, on the one hand, their theoretical knowledge in school is urgently needed to be blended through social practice; on the other hand, when graduates are looking for jobs at present, employers are very important for social experience. This is a major reason for them to actively participate in social practice. Another aspect is that students can earn a little income through these practices.

Second, we should try to recruit students from major or related majors like sophomores or 2006 graduates.

The reason is: students majoring in marketing have strong marketing awareness, already have the preliminary theoretical knowledge of sales, and are more interested in the social practice related to their majors, so that they can take office without a lot of training. The 2006 graduating students are more interested in and invested in social practice because of their involvement in the employment industry. Sophomore students have been studying in the school for one year, no freshmen are so young, and 2 years from graduation. If they cooperate well, they can continue to use later, and reserve excellent temporary promoters.

Thirdly, the recruitment work of temporary promoters should be done in advance, and the best personnel should be screened as far as possible so that they can have enough time to do well in the post training.

The author suggests that enterprises should contact their instructors or head teachers at the end of August when they start school. They will be selected by the squad leader. They can also communicate with graduating class teachers in the next semester to provide graduation practice, and enter the internship stage at the beginning of the summer vacation.

If you pay more attention to it and keep your eye on it for a longer time, there will be no temporary craze.

Therefore, companies can not belittle temporary promoters. When they are doing well, they can play the biggest role at the most critical moment.