While browsing the Ask an Expert vault, we realized that good advice, is good advice for a reason & stands the test of time. This month, we share an Ask an Expert from July of 2010. 

QHow do you hire “good” sales people?

AThe best predictor of future behavior is past behavior. I think that’s also the definition of insanity. If you’re hiring a sales rep and you have the choice between a rookie and someone who’s built a brand name in your territory, who’s taking your business and has a few million dollars of business that you don’t? Most will go with the latter. I’ve used just about every sales, aptitude, intelligence and personality test out there and no test is going to sniff out what your gut can tell you. I’ve been recruiting for electrical distributors exclusively for over 10 years and frankly…nothing has changed when it comes to recruiting sales people. By the time I’m involved, the only people that a client wants to see is the one they can ‘plug and play’ they’ll pay a premium for that person in hopes they can get that person to drag their business across the street, the win of landing a big hitter is intoxicating. More often than not that big hitter will use your big offer to get a bigger offer to stay put…and the cycle continues. I absolutely agree, and I’ve interviewed thousands of distributor sales guys and the big name, big dollar guys are rarely worth the investment because of the web of issues that keep them where they are; product line, pricing, an inside person they can’t leave behind, etc, etc…the real gold in this industry is the guy (or gal) who’s waiting for that person to retire, leave, move away…coddle your big dogs but groom your puppies. I’ve placed hundreds of sales people in electrical distribution, I know the difference between a good ‘en and a good talker. If you’re having trouble attracting talent, call me…I’m happy to help!

Want to ask the expert?

Prudence Thompson is a time-tested recruiter exclusive to the Electrical Wholesale Distribution industry & she’ll tell it to you straight.

Email her at pt@egretconsulting.com with any questions you have about your career or the industry in general and get a unique pespective from a recruiter who’s seen it all.

QI got a call from a long time competitor who wants me to come to work for them. I’m with a pretty big distributor now and have a nice territory that I’ve built over the last 6 years, I know this guy called me because I took one of their bigger accounts so there’s no mystery there. I thought since they came to me and not the other way around, there would be a bigger bump in pay, but it’s literally $1,000 more than I make now. Is that normal?

AThere is little consistency between distributors from one side of the street to the other and each company tends to have multiple programs for their sales teams. I can only tell you what I’ve experienced. When I’m involved the company tends to offer increases between 5 and 10% but that’s not consistent. I can tell you, as unfair as it may seem that in most cases, companies are more likely to offer an increase in pay to entice an employee who is working for a competitor than one that isn’t working at all. I would tell you that the best thing you can do is take out a piece of paper, put your current company on one side and the new company on the other and start dissecting the offer line by line. I would expect that you’ll find a lot of hidden advantages embedded in the new position. If not, you can always attempt to counter the offer, but be sure that you have all of your issues out on the table and are clear in your mind what the walk away number is. You can go back, but usually only once. Best of luck, let me know how it works out.

-Prudence

Have a question about industry trends and how it affects your career? Ask an Expert! Prudence Thompson has been recruiting exclusively in the electrical industry for over 12 years and has (almost) seen it all! Email her at pt@egretconsulting.com with your question & don’t forget to check her out on LinkedIN and Twitter for updates on job openings, people moves and more.

QPrudence,

I recently had a telephone interview with a human resources person and she insisted that I tell her the exact date that I graduated from the university that was on my resume. She told me that she was required to obtain this information. If I did not give her this information she was required to end the interview and I could not be considered for the position. Is this legal? After I provided her with the year and month of my graduation the interview focused only on what jobs I had after graduation and before the relevant employment experience I have had in the last 20+ years listed on my resume.

Thanks for your help.

Best Regards,
Leif

AHi Leif-

It actually is legal and very common in interviewing. Human Resources and even my own staff will also ask for a candidate’s date of birth, not to gauge their age but to verify their degree and for the company to run background checks. While it may appear to be a case of age discrimination, it’s really just standard operating procedure.

-Prudence

QHi Prudence,
I’m looking to make an offer to a sales rep who’s telling me that his commission program is worth up to 100 percent of his salary. The problem is that two months ago I hired someone from the same company in the same role and her commission program was worth 20 percent. We really like this guy but these numbers are really far apart and my boss is questioning his integrity, what would you do?
Jim

AMy advice would be to ask him for a copy of his offer letter or commission plan along with a copy of last year (or last two years) W2s. This is something that I use and is SOP for many of my clients. That way you either know he’s on the level, or you know he’s not…either answer has value in his fit in your organization.

-Prudence

QHi Prudence,

I’m in the middle of writing a letter of resignation to my current boss and just wondered if there is a real rule in business that calls for two weeks’ notice? I really want to leave this job today.

AThat is really a judgment call and what you should be considering is how leaving this job will affect you moving forward in your career. There is an unwritten rule that a two week notice is customary and expected but does everyone follow that rule? Not in my experience. I’d tell you that you should offer your notice but let your current employer know that there is a project that they would like you involved with as soon as possible and you would like to start sooner. Judge their reaction and respond accordingly. The last thing you want to do is leave your current employer in a lurch, they will remember that when contacted in the future to check references if you are to move jobs again. Best of luck, let me know how it turns out.

-Prudence

QPrudence,

I am trying to figure out if I need to look again for another position.

In March, 2011, I moved from one distributor to another  Recently I realized that the difference in the way I was being paid for mileage versus a car allowance resulted in a net loss of $500 a month.

Prudence, I really enjoy my Industrial Sales position with them and they have an excellent image and product offering,  except that my compensation is $500 less a month. What would you recommend?

Thank you for your help.
Rudy

AHi Rudy-

There are two issues at hand, first was the car program clearly laid out in your written offer prior to your acceptance? If so, then you understood prior and they’ll not be compelled to address it. If not, then you do have the argument that you accepted what you thought was ‘x’ and it ended up being ‘y’ although after the fact it’s likely not going to have a huge impact on how they pay. I’ve found that distributors have set programs across the board for their car programs without exception. The other issue is compensation versus benefits, a car program falls to a benefits program rather than compensation so you’d have to weigh out if the current and potential compensation can make it up. I hate to say that the reality is, you agreed to their deal and it is what it is and now it’s up to you to decide if you can make up the difference in commissions. It’s a tough spot, I don’t envy you

Prudence

QIs there much difference between Rexel and Wesco in terms of pay and benefits? They have local opportunities in sales here. Your thoughts?

Thanks, Jim

AI’ve actually worked with both companies and there’s not a significant difference between the two in relation to overall benefits, both offer very strong retirement programs and competitive compensation programs. If you have two companies to compare, these are two very strong choices! Best of luck, let me know how it turns out for you.

-Prudence