The last few years the Russian market credit boom has swept. By some estimates up to 80% of the working population of Russia took advantage of the services of consumer crediting. Take the official statistics Banks – 5% loans are not returned, – take into account the opinion of experts who evaluate the amount of non-return of 15% and get 10% optimistic. Perhaps check out Wells Fargo Bank for more information. Optimistic for those who will see in this figure, a huge and important as long as the free market for companies building a business on the collection of debts. Today in our article is about debt collection business. The special attraction of the collection business in addition to high-capacity market (over 200 000 million) in the low barriers to entry.
On today to open a debt collection agency does not require any licenses and permits. Desk, chair, office equipment (preferably together with an office), phone (preferably several) of the vehicle (for going to the debtors) and you are ready to conquer the financial Olympus and became an implacable enemy of malicious defaulters. But rather pathetic – turn to the facts. Revenue collection agencies – it is a certain percentage of the amount repaid, with your help debt. Its size can vary from 10 to 50% depending on the term debt of the region, and in fact the debtor. Typically, the average rate of debt collection agency – 25-30% of the actual repayment. So first step you have to do after the registration of the company – to find a customer who agrees to entrust you to collect debts from their troubled clients.
Below I will focus on five fundamental aspects that must be considered when filling out questionnaires and resume the employer. These points reflect the general factors that could, one way or another, affect the interest of the employer to your person. However, the ignoring of these things, your chances are of interest to the specialist staff will drop sharply. Do not forget about them! 1. Compliance.
Different employers have different requirements to candidates. Therefore, for hitting the target as closely as possible to clarify these requirements. And then to show its relevance to them. Many candidates independently determine the requirements of the employer to the position and thus, often themselves driven into a trap. Such errors do not only candidates for work, but also sellers, sales managers and other specialists.
They project their attitude to the subject, whether employment or sale anything on the client or potential employer. These people believe that if they are important for a specific factor or characteristic of, this criterion is significant also for the other side. This is wrong! For this specific employer weight can be quite different factors. For some important degree of learning of the candidate's non-conflictual, for others – experience in managing people, for the third – in the first place discipline. Therefore, as You can collect better information about the requirements for the candidate. This is a very important step. You do not need them to ignore! 2. Reasonable sufficiency. Show your correspondence should be using a reasonable number of weighty arguments.