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3 Tips to Pack Your 2019 Medical Sales Team With Top Talent

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New sales goals. New products. New resolutions.

As 2019 approaches, the word “new” will continue popping up — especially in the talent acquisition department. While leaders are planning to increase sales goals and the development team is bringing exciting new products to the table, it’s your job to introduce new talent.

Unfortunately, even making groundbreaking medical discoveries seems like a walk in the park compared to finding top talent in today’s highly-competitive recruitment world. As a matter of fact, 2018 predictions from a CareerBuilder survey revealed 44 percent of employers had hoped to hire full-time, permanent employees, yet 45 percent admitted they can’t find the needed qualified talent to fill their job openings.

The survey also found 58 percent of those employers have job vacancies that last three months or more, which is an eternity in our fast-paced world.

Major talent shortages impact industries all over the world. However, in medical sales, attracting and hiring qualified employees goes far beyond filling an open role. These roles, in particular, are critical for improving the quality of life of patients and the survival of medical sales companies.

To help you roll into 2019 with a strong recruiting game, we’ve compiled a list of tips to start filling your talent pipeline with top medical sales candidates:

1. Don’t buy into AI just because it’s “AI”

Artificial intelligence (AI) is overhauling the recruitment process. New tools are developed every day, allowing recruiters and candidates to analyze one another on a deeper level with less invested time.

Employers and recruiters are ready and waiting for new hiring process technology. In fact, 56 percent say using new interview tools is very/extremely important, according to Linkedin’s 2018 Global Recruiting Trends. And when it comes to AI, 35 percent believe it’s very/extremely important.

However, not every tool on the market will fulfill your company’s specific needs. Don’t purchase an AI tool simply because the features sound enticing. Start with internal research. Find out where your trouble spots are and whether a person or an AI tool will solve the issue more efficiently and effectively.

Ask yourself questions to determine your needs:

  • Do you struggle to measure ROI and performance?
  • How much time and money do you spend on candidate screening?
  • Are the candidates you hire a good fit for the company?
  • On average, how long is your hiring process?
  • Are you having trouble attracting and hiring diverse candidates?

Once you understand what parts of the hiring process are consuming the most time and money, you can begin your search. Because the number of AI recruitment tools is so high, be sure to reach out to your recruitment network. Find out what others are using, which tools they recommend, and which they suggest you stay away from for now.

2. Impress candidates with social responsibility efforts

Once you’re on your way to finding more qualified candidates with efficient AI tools, it’s time to show candidates your company is the real deal. With medical sales startups on the candidate search scene, you’ll be competing with highly popular branding efforts.

One important thing to note is that many companies’ brands often have nothing to do with the product itself. Instead, they’re focused on the people outside of the company’s walls. Job seekers aren’t just impressed with these efforts, they’re exactly what they’re searching for from medical sales companies. They want to know the company is focused on bettering the world around it, especially when those efforts don’t directly benefit the company.

Highlight what the company is doing to increase its own social responsibility efforts. Whether it’s a leader’s promise to help improve the environment or an employee who goes on yearly mission trips to help those in third world countries, showcase their efforts on social media and your career site. Help candidates connect with each purpose by asking employees and company leaders to share a selfie or video of them holding up to their promise to help the world around them.

3. Put your team on display

Medical sales reps are passionate about helping people. But when picturing who those ‘people’ are, we often think of customers and their patients. While they are, of course, two of the most critical factors, medical sales reps are also dedicated to being part of a tight-knit team.

Even though reps are frequently on the road, they want to know there are people they can count on who are just a phone call or office visit away. This means to bring top talent to your team, you must show off the talent that’s already there.

Don’t rely solely on showing how successful your medical sales reps are at hitting their monthly goals. Instead, give candidates a glimpse inside the company’s atmosphere and culture. Use a virtual or in-person tour to show them what it looks like when the sales team is interacting.

Then, ask employees to offer a quote regarding their relationships with co-workers to share on social media, career sites, and even in a job description. These specific stories will make candidates feel connected and excited to potentially be part of your team.