How to Hire Commission-Only Sales Closers: A Guide for 2024

Finding an experienced commission-only sales closer is crucial to your business's success. Yet, most employers fail to hire the ideal candidate, as sixty-one percent of employers end up hiring “less than ideal” candidates.?

Most businesses overcomplicate the hiring steps. It should only involve six steps:

1. Define the job requirements
2. Advertise the job
3. Screen candidates
4. Conduct in-person interviews
5. Provide training and support
6. Provide leads and appointments?

These are the only six steps you need to follow. The more simple, the better.

However, it's important to note that not all businesses can hire commission-only sale closers. It's easy to think, "If I hire a commission-only sales closer, I'll only pay them for what they sell." yes, that sounds great, but what about them and their longevity?

For this reason, if you haven't crushed it or your business isn't doing north of $30k a month, then the likelihood that your commission-only sales closer will survive and thrive is little to none. You need to have the fundamentals there to ensure them and you a successful career.?

Step 1: Define Job Requirements

Before delving into the specific job requirements, it's important to consider the compensation structure. Rather than offering a base salary or minimal percentages, compensate them based on their worth, similar to professional athletes.?

Ideally, you should be aiming for an average sales commission north of $500 per close or more. A higher compensation package increases your chances of attracting a multi-million-dollar producer, whereas lower offers may only fetch less experienced candidates.?

Alongside this, it's essential to cover these areas:

• Technical or “hard” skills: Specify the essential abilities and knowledge needed. This might include expertise in your industry's products or services and effectively articulating the benefits and features to potential clients.
• “Soft” or interpersonal skills: Connecting with people is crucial. Look for candidates who demonstrate empathy, exceptional communication skills, and patience, vital for building relationships and closing sales.
• Types and years of work experience: Experience in sales is critical, particularly experience relevant to your industry. Be clear about the experience level you're seeking and in what specific areas.
• Education or equivalent experience: While formal education may not always be necessary, a background in marketing, business, or communications can be beneficial.
• Certifications, licenses, or accreditations: Include these in your requirements if specific certifications or training are valued within your industry or that enhance sales effectiveness.
• Necessary travel: If the role involves travel, such as to client meetings or industry events, specify this. Mention whether the travel is mostly local or if it includes longer distances.
• Language: For businesses operating in multicultural areas or serving a diverse clientele, language skills can be a significant asset. Mention if the ability to speak multiple languages is preferred or required.
• Physical abilities: If the role involves any physical demands, like transporting promotional materials or setting up for presentations, make this clear.
• Extended or uncommon working hours: Sales roles often require flexibility with hours. This can include working evenings or weekends. It's important to set these expectations from the start.

Step 2: Advertise the Job

The next step is to advertise your job. For this, you need to make a job description based on your "requirements." You can advertise this job description in many areas. Including:

• Social Media: Platforms like LinkedIn, Instagram, and Facebook.
• On-site Posters: Place posters around your business premises.
• Job Boards: Websites like Indeed, Glassdoor, and ZipRecruiter.
• Your Website: A careers section on your website.
• Paper Advertisements: Newspaper ads for local hires.

The budget for advertising can vary widely depending on the methods you choose. While social media, your website, and on-site posters offer cost-effective solutions, job boards, and paid advertisements will require investment.

Step 3: Screen Candidates

The next step is to narrow down the pool of applicants. You can do this via screening. Screening allows you to quickly assess candidates' qualifications, skills, and fit for roles quickly, so you don't need to interview all of them individually. You can do this by asking specific questions:

1. “Describe a sales deal you closed successfully. How did you manage it?”
2. “Tell us about a challenging client or sale you encountered. How did you handle it?”
3. “Discuss a time when you exceeded your sales targets. How did you achieve this?”
4. “Provide an example of a successful team selling experience. How did you collaborate with others to close the deal?”
5. “How do you handle rejection and stay positive when faced with sales obstacles?”
6. “What makes you stand out from other candidates for this sales role?”

Step 4: Conduct In-person Interview

Following the above screening process, the next step is in-person interviews. This is your chance to dive deeper into the candidates' experiences, skills, and personalities.

To find out more about them, you need to ask them questions. Some of these questions may be:

1. "Can you share what you've learned about our organization?"
2. "Could you provide some insights into your personal and professional background?"
3. "Could you walk us through your professional journey so far?"
4. "What sales success are you most proud of and why?"
5. "Can you recount a situation where you didn't meet your objectives? What happened, and how might things have turned out differently?"
6. "What draws you to our company and this specific position?"
7. "Recall a moment of disagreement with a team member. How do you think they would describe the situation?"
8. "How do you stay informed about changes and trends within the sales industry?"
9. "How do you establish and maintain good relationships with your clients?"
10. "How do you respond when faced with a dip in sales?"

Alongside this, don't only listen to their answers. Look at their mannerisms. These can tell you a lot about their overall character and emotional intelligence.?

Step 5: Provide Training and Support

The journey doesn't end after selecting the right candidate for the sales closer position. It's crucial to equip them with the tools and knowledge they need to succeed right from the start and throughout their employment.?

Regular training sessions that cover the latest industry trends, product updates, new services, and effective communication techniques are essential. This consistent investment in their development not only boosts their performance but also ensures they remain at the forefront of the industry.?

Step 6: Provide Leads and Appointments

Lastly, it's crucial to supply your sales closers with a consistent stream of leads and appointments. This strategy allows them to focus entirely on closing deals. Ideally, their schedule should look like the following:

Example of A Sales Closers Calendar

Establishing a reliable system for generating a steady flow of daily leads ensures that your closers are not sidetracked by finding their own leads. By doing so, you empower them to utilize their expertise where it matters most—converting potential leads into successful sales.?

Don't Walk This Path Alone

The steps outlined above provide a reliable framework for hiring commission-only sales closers. However, navigating this process can be daunting, especially with the pressure to make the right hire that fits seamlessly into your business strategy.

At Jayce Grayye Consulting & Recruiting, we identify and hire commission-only sales closers. Our expertise will fill a position and ensure an excellent employee-company fit. For more information about how we can help, contact us.