How to Hire Business Development Professionals - A Sales Recruiter's Advice (Part 2)


In this post, we’re going to cover the 2nd point which will help you increase your effectiveness in hiring Sales Professionals:

2. Have a Clearly Defined Commission Structure to Share with Your Candidates

This is another common problem I see with the sales recruiting strategy for many SMBs. Many owners I speak with say, “Talk with the candidate and see how he is currently compensated. We can work something out.”

This is a warning sign to experienced sales professionals. Even with good intentions from a business owner the vagueness of this methodology will likely scare away experienced sales professionals.

Remember that while most business owners consider hiring sales candidates somewhat risky, an experienced sales candidate also sees moving to a new position as risky. By providing sales candidates with a concrete commission plan prior to presenting an offer letter you will keep highly sought-after candidates engaged in your opening. Consider outlining the commission plan in the offer letter, as well.


If you put the commission structure in the offer letter the candidate will be able to make a side-by-side comparison with their current position and determine if the move is financially feasible. Most candidates will feel more confident in your business with a commission plan in writing.

Think about it. Do you want to engage in business with someone who isn’t interested in how they will be compensated? If an experienced sales candidate does not expect a clearly outlined compensation plan up front it may be a warning sign.

Stay tuned for the 3rd point that can greatly improve your company’s ability to hire capable sales professionals.


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