How To Hire Commission Reps, Closers, and Door Knockers Quickly (3 Weeks)

Hiring... It's a process that sounds easy, but it's remarkably difficult. And when considering salespeople, like reps, closers, and door knockers, it's even more so.

Alongside this, it's a slow process. If you need someone quickly, good luck! Typically speaking, it takes 44 days to hire for an open role after a job posting.

But what if you need someone quicker? Maybe you're scaling fast, you've had a top performer leave, or you need that extra helping hand. Whatever it may be, you need them quickly.

In that case, you'll want to follow this post. Below, we'll break down a time-efficient and quality-focused hiring process that’ll help you to hire commission-only reps, closers, and door knockers quickly.

Step 1: Candidate Profile (1-2 days)

Before anything, you need to define your candidate profile accurately. This profile should detail the skills, experience, and personal attributes that align with your company's culture and the specific requirements of the role.

Why Create a Candidate Profile?

• It ensures clarity on the expected qualifications.
• It streamlines the identification of suitable applicants.
• It enhances the likelihood of a successful cultural and role fit.

Key Areas to Include in a Candidate Profile

• Job Overview: A clear summary of the role and its importance within the company.
• Essential Skills: What are the non-negotiable technical skills or experiences?
• Preferred Skills: What additional skills or experiences set a candidate apart?
• Personality: What personality traits are essential for success in this role?
• Motivations: What challenges and rewards are crucial for candidate engagement?
• Cultural Alignment: Which core values should the candidate have?

It's also a good idea to finalize your compensation model during this stage. After all, money talks. Design a model that's competitive to attract top performers.

Step 2: Job Ad (1 day)

Now you've finalized your candidate profile, you can make a compelling job ad.

Think of your job ad as a sales pitch for your sales position. It must grab attention, highlight the benefits, and motivate candidates to apply. Here's how:

Compelling Headline:

• Use dynamic action verbs to create excitement: "Earn," "Grow," and "Dominate."
• Highlight the potential for success: "Unlimited Earning Potential," "Build Your Sales Career."
• Include "commission-based" (or similar) to be upfront.

Winning Description:

• Lead with the Hook: In 1-2 sentences, convey the excitement: "Join our dynamic team and take your sales career to the next level!"
• Benefits-Focused: Don't just list duties. Sell them! Potential earnings, growth opportunities, company culture, etc.
• Be Specific: Avoid generic fluff like "best" or "innovative." Show, don't tell.

Essential Qualifications:

• Clear & Concise: Bullet points are your friend.
• Must-haves vs. Nice-to-haves: Clearly distinguish between essential skills and those that would be a bonus.

Strong Call to Action:

• Tell them exactly what to do: "Apply now by sending your resume to..." or "Visit our website to submit your application."
• Instill urgency (if applicable): "Limited openings – apply today!"

Additional Tips:

• Keep it short and punchy: Attention spans are short.
• Proofread: Errors reflect poorly on a company.

Step 3: Targeted Search (3-5 days)

With your candidate profile and job ad in hand, streamline your search for the ideal candidate by focusing on:

• Job Boards: Access general platforms like Indeed, Monster, and ZipRecruiter, as well as sales-specific sites such as SalesJobs, RepVue, and Rainmakers.
• Social Media: Utilize LinkedIn and Facebook sales groups to find candidates, leveraging that 79% of job seekers use social media.
• Referrals: Tap into your network for high-quality candidate leads, as 88% of employers find referral programs the best source. Incentivize with a referral bonus.

You can also outsource this process by using recruiting services, which can save time and bring in specialized expertise.

Step 4: Interview (1 week)

Hopefully, after about 3-5 days, you should have a group of potential candidates. If you haven't, there's probably something wrong with your offer, company, or outreach methods.

However, let's assume that you have a good list of candidates. If so, you need to move on to the interview process.

Typically, there are five stages of an interview process:

• Application Review
• Phone Screen
• Skills Assessment
• Interviews
• Review & Decision

Before interviewing anyone (online or on-site), it's a good idea to screen them. You can screen them in the first three steps: application review, phone screening, and skills assessment.

By screening them through the first three steps, you can understand who they are, their skills, and whether they're the right fit for your company.

The whole idea of this is to save time. Nobody has the time to interview every applicant. It's impossible and generally unnecessary. Therefore, you can make this list shorter by screening them.

Once the screening is done, you can start the interview process.

Before the Interview

Preparation is Key

• Review the Candidate's Profile: Revisit their resume, cover letter, and screening notes.
• Develop Interview Questions: Create questions tailored to the role and candidate's experience.
• Structure the Interview: Plan the interview sequence, including a warm introduction, candidate queries, and a conclusion.

Create a Positive Candidate Experience

• Communicate Clearly: Confirm interview details via email, including time, location, and attendees.
• Prepare the Interview Space: Set up a professional, comfortable, distraction-free environment.

During the Interview

Set the Tone

• Warm Welcome: Introduce the interviewers and engage in light conversation to relax the candidate.
• Explain the Format: Outline the interview's structure and objectives.

Evaluate Skills and Experience

• Ask Prepared Questions: Inquire clearly and listen actively, probing deeper with follow-up questions.
• Assess Soft Skills and Cultural Fit: Observe nonverbal cues and investigate their team dynamics and problem-solving abilities.

Learn About Their Motivations and Goals

• Inquire About Aspirations: Discuss their career goals and interest in the role and company.
• Open the Floor for Questions: Allocate time for the candidate's questions, showing their engagement and initiative.

Close the Interview Professionally

• Next Steps: Clearly state what comes after the interview and when they'll receive feedback.
• Express Gratitude: Thank the candidate for their time and interest.

After the Interview

Debrief and Evaluate

• Gather Notes: Immediately post-interview, compile observations from all interviewers.
• Discuss Fit: Evaluate the candidate's alignment with the role and company culture.

Step 5: Close the Deal and Onboard (1 week+)

After the interview process, you may have found one or a few ideal candidates. If you've found more than one but only need one, it's time to decide. And honestly, make it quick; most candidates respect a response within 24 hours of their interview.

From here, you can close the deal with the selected candidate. If needed, you may need to hold another meeting just to review the job details, the compensation, start date, etc.

Once this is clarified, you can onboard them. The onboarding process will vary from industry to industry; however, ensure it's smooth and effective so they get up to speed quickly.

Let Jayce Grayye Consulting & Recruiting Help

You could spend weeks trying to hire commission-only reps, closers, and door knockers, and honestly, maybe not even find the right person.

Or, you could partner with Jayce Grayye Consulting & Recruiting and let us expedite the process precisely and easily. Our expertise ensures that we find the right candidates who are qualified and ready to grow your business.?