Most job candidates are concerned with baseline pay. Incentives and benefits do very little to persuade a candidate to accept an organization's employment offer if baseline compensation is slightly below the candidate's expectations
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Your posting is missing a question. I am assuming that you want an answer to a question relating to how to entice a potential job candidate to accept incentives and benefits in exchange for a lower baseline pay.
What are the components of an effective sales compensation plan? Should the plan include incentive earnings and a base salary, or just a base salary? Does the plan include the proper mix of base salary to incentive earnings? Should there be a different payout for new business versus existing or repeat business? Your challenge will be to sort through these issues and build a sales compensation model that best suits all aspects of your business.
The most effective and beneficial sales pay plans for both the employee and the company are variable in their design and are linked to either individual or team ...