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Education
postings are crucial. This is how you are going to attract
potential candidates, and they could also be the most
expensive part of the model. If postings are not managed
efficiently, this could quickly drain your entire budget.
Negotiate the pricing of the postings as much as you can,
and do not over buy. Some choose to start in the local
market and then expand; those who have larger budgets
may choose to go national right away. If the model is new
to you, I strongly advise you to start small. Whichever
route you take, your job postings must reflect the true
description of the position. Your goal should not just be to
attract candidates, but to attract the right candidates.
People often write so much hype in their ads that readers
cannot tell whether they are applying for an outside
sales position or a salaried management position. This is
counterproductive. You want candidates to know what
they are signing up for before they reply to your job
postings; otherwise your staff will receive a lot of useless
Which sales model submissions that will hurt the efficiency of your model.
is right for you? The recruiter
Next, employ a great recruiter. The recruiter’s job is to
– Part 1 contact the senders of the dozens and dozens of resumes
you will receive daily. The recruiter should not be overly
concerned with the content of the resumes since sales
By Aaron Nasseh experience or even merchant services experience does
not necessarily translate to success. What is important,
Prudential Payment Systems Inc. however, is assessing the candidate’s motivation and
knowing the individual's “why.”
am often asked by merchant level salespeople
(MLSs) which sales model is the best. While on the Why is a person looking for a position that does not pay
surface this may appear to be a simple question, a salary? What is motivating the applicant? The answers
I the answer is complex. I have had the privilege of to those questions are far more important than anything I
managing various models. I have built a feet-on-the-street could ever find on a resume. Most of the successful MLSs
program, directed telesales, developed an appointment- I have had the pleasure of working with under this model
setting model and recruited experienced MLSs and ISOs. had never heard of merchant services before seeing our
Each of these models has its own benefits and challenges, ad, but they had the drive and desire to succeed, and they
yet all of them can be effective when executed properly. were willing to learn.
Ultimately, it's up to you to determine which model is Your recruiter should also provide the candidates with a
most suitable for your business. My goal is to provide you detailed explanation of the position, such as the potential
with key points so that you are able to make an informed income and an overview of what is expected of the
decision. To provide a comprehensive look at each model, I candidate. Your compensation plan should be simple and
will write a series of four articles analyzing each model. In attractive, and it should include residual as well as per-
this first installment, I will examine how to build a direct, account bonuses so that your reps can have immediate
feet-on-the-street program. income. There is no need to pay too much residual in this
model. After you provide this information, if the candidate
The feet-on-the-street program
is still enthusiastic and would like to proceed, assign the
This model presents challenges to managers, as all candidate to a sales manager.
departments must run in harmony for this model to reach The sales manager
its full potential. It is slower to get off the ground, since
you will generally be dealing with inexperienced reps The sales manager functions as a coach, a role that is
who require training; however, it is also one of the more crucial to the success of your sales force. A good sales
profitable models, since you do not have to share as much manager must be highly organized and have excellent
of the residual as you would with experienced reps. organizational and motivational skills. I believe that 80
percent of the success of your sales manager depends on
To start, establish a budget to cover your online job his or her ability to motivate your team, so make sure
postings, marketing materials and support team. The job you have the right candidate for this position. Do not hire
58
postings are crucial. This is how you are going to attract
potential candidates, and they could also be the most
expensive part of the model. If postings are not managed
efficiently, this could quickly drain your entire budget.
Negotiate the pricing of the postings as much as you can,
and do not over buy. Some choose to start in the local
market and then expand; those who have larger budgets
may choose to go national right away. If the model is new
to you, I strongly advise you to start small. Whichever
route you take, your job postings must reflect the true
description of the position. Your goal should not just be to
attract candidates, but to attract the right candidates.
People often write so much hype in their ads that readers
cannot tell whether they are applying for an outside
sales position or a salaried management position. This is
counterproductive. You want candidates to know what
they are signing up for before they reply to your job
postings; otherwise your staff will receive a lot of useless
Which sales model submissions that will hurt the efficiency of your model.
is right for you? The recruiter
Next, employ a great recruiter. The recruiter’s job is to
– Part 1 contact the senders of the dozens and dozens of resumes
you will receive daily. The recruiter should not be overly
concerned with the content of the resumes since sales
By Aaron Nasseh experience or even merchant services experience does
not necessarily translate to success. What is important,
Prudential Payment Systems Inc. however, is assessing the candidate’s motivation and
knowing the individual's “why.”
am often asked by merchant level salespeople
(MLSs) which sales model is the best. While on the Why is a person looking for a position that does not pay
surface this may appear to be a simple question, a salary? What is motivating the applicant? The answers
I the answer is complex. I have had the privilege of to those questions are far more important than anything I
managing various models. I have built a feet-on-the-street could ever find on a resume. Most of the successful MLSs
program, directed telesales, developed an appointment- I have had the pleasure of working with under this model
setting model and recruited experienced MLSs and ISOs. had never heard of merchant services before seeing our
Each of these models has its own benefits and challenges, ad, but they had the drive and desire to succeed, and they
yet all of them can be effective when executed properly. were willing to learn.
Ultimately, it's up to you to determine which model is Your recruiter should also provide the candidates with a
most suitable for your business. My goal is to provide you detailed explanation of the position, such as the potential
with key points so that you are able to make an informed income and an overview of what is expected of the
decision. To provide a comprehensive look at each model, I candidate. Your compensation plan should be simple and
will write a series of four articles analyzing each model. In attractive, and it should include residual as well as per-
this first installment, I will examine how to build a direct, account bonuses so that your reps can have immediate
feet-on-the-street program. income. There is no need to pay too much residual in this
model. After you provide this information, if the candidate
The feet-on-the-street program
is still enthusiastic and would like to proceed, assign the
This model presents challenges to managers, as all candidate to a sales manager.
departments must run in harmony for this model to reach The sales manager
its full potential. It is slower to get off the ground, since
you will generally be dealing with inexperienced reps The sales manager functions as a coach, a role that is
who require training; however, it is also one of the more crucial to the success of your sales force. A good sales
profitable models, since you do not have to share as much manager must be highly organized and have excellent
of the residual as you would with experienced reps. organizational and motivational skills. I believe that 80
percent of the success of your sales manager depends on
To start, establish a budget to cover your online job his or her ability to motivate your team, so make sure
postings, marketing materials and support team. The job you have the right candidate for this position. Do not hire
58
