Welcome to the fifth in a series of emails from Burrall Associates. This column has evolved from frequently asked questions we encounter when helping companies push for their greatest potential. If you have a topic you'd like to see addressed, email it to mark@burrallassociates.com and we'll consider it for future emails.

Once you've found a great candidate for that sales position, think like Don Corleone. Make them an offer they can't refuse.

Don't worry; there's no violence involved. I'm suggesting that you only offer the job AFTER you're sure the candidate will say yes. This is not the time for negotiation. The offer letter finalizes terms you've already settled, including salary, benefits, vacation -- and above all, commissions.

Commissions are vital. They motivate salespeople to sell more. It's also important to pay commissions on a timely basis, so reward is clearly connected to achievement. (Remember psychology class? Those animals in behavior modification trials didn't have to wait for a year-end bonus; rewards were given immediately, and this process shaped their behavior.)

One of my clients wanted many new accounts, so the commission plan included additional short-term incentives for new-account acquisition. As a result, the new hire increased the number of new accounts by 25 percent.

Deliver your offer letter in person, and give it a short expiration date by which the candidate must reply.

For more information about our 7 Steps to Hiring Success, visit 7 Steps or contact us.