Great question… May I offer some, “out of the box, ” thinking to your answer:
1. What is the salesperson’s marital status? If single, he/she can fly without a net. If married, he/she will be more apt/driven to stick around, do a better job, and less apt not use you as a stepping stone if a better opportunity arises providing you pay he/she fairly.
2. Does he/she have any experience? The answer to this question can be 2 fold;
A. If he/she has no experience, than you don’t have to take the time to, “unlearn, ” he/she of whatever bad habits have been already learned/ taught by another dealer. Great salespeople are never taught… they are born with a natural talent for the job.
B. If he/she does have experience, than you have to decide how much they actually know, (products & players in the business), and pay them accordingly.
3. A, “commission only,” basis for pay will only put more pressure on yourself. If you are not doing your job to bring people into your store, you can’t expect results from he/she when there are no tools in place for he/she to work with to make a living. Thus, you are in effect creating a partnership/agreement from day one for both of you to give 100% towards a common goal.
Personally, I’m well known for overpaying my sales & installation staff regarding industry standards. I do this to prevent theft, distention within the ranks, and to dissuade he/she from ever doing side jobs behind the company’s back for their own personal financial gain. A happy crew is a loyal crew. That’s probably why my staff can not only be fully trusted, but also they have been with me for decades.
Bottom line, IMO, it’s impossible to put a dollar figure, (whether it be hourly or a commission percentage),
on what someone is worth until I see the entire package in action.