Professional development works best when you understand the challenges and triumphs of your peers. With that in mind, what can recruiters learn from the field of medical sales recruiting?
Source: Martin Barraud / OJO Images / Getty
Thriving industries, like medical sales, require recruiters to constantly find new ways to attract and place top-quality candidates. While the skills, values, and experiences of the most sought-after candidates vary from industry to industry and company to company, successful strategies employed by recruiting professionals in medical sales can help you better develop your own talent acquisition process.
Here are some of the tried-and-true tactics medical sales recruiters are implementing that will change the way you approach the race for top talent.
Look for a Strong Online Presence
Having an online presence is crucial. Not only does it demonstrate that the candidate has at least a working knowledge of current technology but it also offers unique insight into who he or she is as a person and professional.
Medical sales recruiters search online for information about candidates before reaching out. In fact, of those surveyed for the MedReps What Medical Sales Recruiters Look for in the Digital Age report, 76% said they scour candidates’ social media profiles immediately after receiving an application.
In your search, it’s helpful to pay careful attention to what potential candidates are posting. For instance, industry-related news and information shows knowledge and interest. Be aware of the companies and thought leaders they follow.
Candidates’ personal posts also offer valuable insight, such as how they interact with peers, what their personal interests are, and more.
Request Robust Applications
Today’s recruiter has access to a wealth of tech tools and research options to learn as much as possible about a candidate. However, traditional approaches to making the best placement are still valid and highly desired.
In fact, in the MedReps What Medical Sales Recruiters Look for in the Digital Age report, 87% of recruiters said, even with advanced technology, seeing a hard-copy résumé and cover letter from candidates is essential.
A great deal about candidates can be gleaned through these and other hard-copy application materials (portfolio items, career track plans, etc.).
For example, a cover letter provides insight into how candidates sell themselves. It also gives you a feel for their general tone and voice as well as how they would approach clients.
Brag books and portfolios feature concrete examples of what professionals can accomplish either on their own or through collaborative work. This is where candidates can show how well they “walk the walk.”
It’s important to see how candidates choose to demonstrate the goals and accomplishments they view as most important in their own career and how that contributed to the success of the companies where they’ve worked.
In addition, you should specifically request 30-, 60-, and 90-day plans from candidates. These valuable resources show planning and prioritization skills and a sense of direction and purpose.
Karyn Mullins is the executive vice president and general manager at MedReps.
Check out Monday’s Advisor for part two of this article.