In Friday’s Advisor, we heard from Karyn Mullins, the Executive VP and GM at MedReps concerning how medical sales recruiting can help recruiters in other fields. Today, we’ll look at what she has to say about hidden skills and benefits.
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Seek Hidden Skills that Show Cultural Fit
While you get a feel for the professional aspect of a candidate, it’s important not to overlook his or her personal traits.
Medical sales recruiters look for beyond-the-job interest and involvement when placing candidates. This includes inquiring about volunteer participation and personal interests. Data gleaned from this process will help you determine if the jobseeker will be a good fit for your team.
In addition, a candidate’s hobbies and social involvement demonstrate how well-rounded he or she is as a professional. By digging deeper for these details, you will uncover passion and transferrable skills that would be useful to the company. For instance, a candidate who volunteers at a senior center in his or her free time shows a genuine interest in the community and the well-being of others.
Discovering these hidden talents and interests also enables you to provide valuable insight into the company’s culture in a way that attracts top talent. Candidates want to know that their future workplace aligns with their passions and convictions. They’ll be more receptive to companies with cultures and values that fit their interests.
In fact, of the more than 5,000 jobseekers who responded in the 2016 CareerBuilder Candidate Experience survey, 82% said they want information about team structure and where they’d fit into an organization before accepting the job. In addition, they seek details about important factors, such as work/life balance and flexibility.
Focus on the Benefits
Along with cultural fit, job candidates are focused on earning potential and compensation, including benefits. They want to know their hard work and long hours are going to pay off for them and their families.
Medical sales recruiters tout benefits as part of the entire compensation package. These perks can even be highlighted to offset any candidate concerns over other aspects of the job.
Along with sharing details about benefits, you should be prepared to answer specific questions candidates have about them, including when they start and any potential for bonuses or future promotional benefits.
It’s essential to provide candidates with as much information about the positions you’re trying to place as possible. This way, they’re able to make a total picture assessment of whether the job is the best fit for them.
When new hires are unpleasantly surprised by unexpected aspects of the job, they become frustrated and quit. This reflects poorly on you as the recruiter. However, when candidates are well-informed in their decision to accept a job offer, they are more likely to be dedicated to the company and can even help in your future recruiting efforts.
How do you recruit top-quality talent? Let us know in the comments!
Karyn Mullins is the executive vice president and general manager at MedReps.