100% Commission-Only Closer: 5 Common Red Flags When Hiring

Are you considering hiring a 100% commission-only closer? While the allure of zero base salary can be tempting, tread carefully. Hidden red flags could lead to disastrous hires – costing you time, money, and lost opportunities. Unreliable closers can cripple your sales team and damage your reputation. But how do you spot the warning signs early on? Let's dive into the top 5 red flags you need to be aware of when hiring:

1. Frequent Job HoppingThe term "job hopping" means switching jobs with high frequency. While career exploration and finding the right fit are understandable reasons for a few job changes, a pattern of extremely short stints raises concerns. For example, a candidate staying at multiple companies for only a few months each signals instability and could imply problems like:

• Lack of commitment: Will they stick around long enough to be a valuable asset?
• Difficulty adjusting: Are they unable to adapt to different environments and work cultures?
• Problematic work style: Are there interpersonal or performance issues causing them to be fired or to leave quickly?

However, it's crucial to remember that context matters. A couple of job changes within 2-3 years might be fine, especially for career exploration. But, it's wise to investigate a very fragmented history. Rather than assuming the worst, have an open conversation with the candidate. There might be legitimate reasons, like being laid off from struggling companies.

Alongside the above, note that the market is changing. Traditionally, job hopping was frowned upon, but it's becoming more common. Typically speaking, Millennials and Gen Z job hop more than Gen X and Baby Boomers.

I'm not super against job hopping in most cases. However, there's a right and wrong way of doing it. Though it is a red flag, it's worth investigating to see the root cause.

2. Poor Role-Playing Skills

Role-playing is the #1 tool for any sales closer – a fact recognized by experts like Larry J.B. Robinson and something all good closers use extensively. If they're not good at role-playing, they probably haven't practiced enough, which is a huge red flag.

One of my favorite ways to gauge a potential closer's abilities is through surprise role-playing during an interview. I'm not expecting flawless execution, but I do want to see if they understand the essential steps of a sales interaction:

• Intro: Can they establish a connection and make a good first impression?
• Rapport Building: Do they foster trust and create a comfortable environment?
• Qualifying: Are they skilled at uncovering the prospect's needs and pain points?
• Rebuttals: How do they handle objections and concerns with confidence?
• Negotiation: Can they navigate the give-and-take of reaching an agreement?
• Close: Are they comfortable asking for the sale and sealing the deal?

When role-playing in interviews, make it a surprise. Don't let them prepare. Though this sounds rough, you want to see their natural closing instinct. Additionally, it lets you review their communication style. Do they build rapport naturally, or do they come across as overly pushy? Finally, it'll also show how they overcome hurdles when dealing with prospects, which is very important for closers.

3. Lack of Emotional Intelligence (EQ)

Imagine a salesperson pitching a product with a monotone voice and robotic enthusiasm. No matter how great the product is, such a presentation would likely leave you cold. This scenario highlights the critical—and often overlooked—quality of emotional intelligence (EQ) in sales, especially for commission-only closers.

EQ is more than just being nice. It's the ability to understand and manage your own emotions, as well as perceive and respond effectively to the emotions of others. Here's why a lack of EQ in closers can be harmful:

• Building Rapport is Key for Your Bottom Line: Sales hinges on establishing trust and rapport. High-EQ closers instinctively read a prospect's mood and tailor their approach. This fosters genuine connections and positions them to close more deals.
• Rejection is Inevitable. Resilience Is Key: Sales is filled with rejection. Closers without strong EQ can become discouraged, affecting their performance and team morale. High-EQ closers possess the resilience to bounce back and maintain the positive outlook crucial for consistent success.
• Difficult Conversations Hurt Sales: Objections and challenging clients can kill deals. High-EQ closers remain calm under pressure and skillfully navigate difficult conversations. They empathize with the prospect's concerns, finding solutions that benefit everyone and boost customer satisfaction.

The only thing about a lack of EQ being a red flag is that it's hard to spot. Asking behavioral questions, like "Tell me about a time you had to deal with a difficult client. How did you handle it?" can provide some insight. However, I go deeper. I ask candidates to share detailed stories about past experiences and successes. A short, undetailed answer indicates either a lack of EQ or a lack of experience.

4. Weak References

References are a tricky but necessary step. Just having references isn't enough. You need to verify them. In fact, 58% of employers have discovered lies or fabrications in candidate references. This underscores the importance of going beyond surface-level assessments.

Ideally, when checking references, you always want them from managers or higher-level positions directly overseeing the candidate's work. While colleague references can offer positive insights, they won't reveal the full picture.

When verifying them via a call or email, this is time to go deeper. Push for detailed stories, try to learn more about the candidate, and really try to get to know them from an employer standpoint. You'll be surprised what you can find out.

5. Inability to Provide Key Performance Indicators (KPIs)

Now we get to the heart of the matter – what was the candidate's actual performance in past roles? Every job will have different deal sizes and sales cycles, but you need their numbers. Figure out their average lead volume and weekly deal closings to get a baseline of their work.

A favorite tactic of mine is to ask, "How much revenue did you generate for the company on a monthly basis?" Once they provide a number, it's time to reverse-engineer it with them. Let's say their average deal size is 5k, and they claim to have generated 80k a month. Ask how many deals they closed per week. If they say three, that's 12 deals a month or 60k – not the 80k they originally claimed.

This weeds out those who exaggerate. When hiring commission-only sales closers, you're going to want accurate numbers. I'd ask candidates to show evidence of their past deal volume. If they say they never tracked their KPIs, that's a major red flag. In any reputable sales environment, tracking KPIs is fundamental.

Let Jayce Grayye Consulting & Recruiting Help

These are the top 5 red flags that can derail your search for top commission-only closers – and it's just the tip of the iceberg. Building a successful sales team takes time, resources, and expertise to identify the right talent.?

Let Jayce Grayye Consulting & Recruiting take this burden off your shoulders. We specialize in finding closers who possess the skills, drive, and emotional intelligence to thrive in your environment. Contact us today to discover how we can transform your hiring process and elevate your sales performance.