The current economic status is hitting all kinds of records. The one receiving most of the media’s attention is the unbelievably low unemployment rate. Currently, it stands at 3.9 percent — an 18-year low — and is expected to dive even lower, according to the Bureau of Labor Statistics.
While this record-low is positive for many, especially talent, it creates problems for employers and recruiters. This is particularly true for those in high-growth industries, like medical sales. As the need for medical sales talent grows, the market for qualified candidates closes further.
For recruiters, this means diving deeper into the relationship-side of hiring. Nurturing passive candidates is the ultimate way of attracting and retaining top sales talent. To do this, however, you need to take very careful and intentional steps.
Here are three ways to reach out to current and future job candidates in a successful way:
1. Start with trust and integrity
When unemployment is this low, recruiters are tasked with ‘wooing’ talent away from their current, stable jobs. In medical sales, due to the fact that 76 percent of medical sales reps say they’re very or somewhat satisfied in their jobs, according to our 2018 Best Places to Work report, this is especially challenging.
So, when it comes to convincing reps to join your team, you may be tempted to say whatever it takes. Unfortunately, many recruiters run into issues when they can’t follow through on their big, in-the-moment promises. This places a mountain of distrust between the entire organization, that candidate, and everyone who hears about your tall tales.
Don’t let a bad reputation plague your future good intentions. Focus specifically on the values and reality that your company can offer. Then, align your recruiting efforts with those truths so they naturally speak to the right candidates. As you gain candidate trust, their faith in you as a recruiter and your company will motivate them to check into your opportunities further.
2. Be empathetic
People don’t want to show up at work — they want to belong at work. This sense of belonging begins with the recruiting process. In fact, 54 percent of candidates want to know why a recruiter thinks they’re a good fit in the first communication, according to a recent LinkedIn report.
Unfortunately, it’s impossible to tell medical sales candidates why they’re a good fit for the organization when you’re not empathizing with their work history and current needs. Through empathy, you’ll connect with candidates on a deeper, more personal level. If they’re not receiving this type of understanding from their current company, your opportunity will look even more appealing.
Tell them why they’re a good fit for your open role. What in their experiences, job history, or personality makes them the perfect candidate? Also, show you understand where they are in their career by expanding on how this open role will take their career to a whole new level.
3. Be patient
This one is easier said than done. The longer a medical sales rep position remains open, the longer other reps and the company’s overall productivity suffers. However, that empathy I mentioned above doesn’t just apply to showing reps you understand their career paths. It’s also extremely important when it comes to being patient and waiting for them to make the right decision.
Remember, asking a sales rep to leave their current job and risk their livelihood is a major deal. While 40 percent of candidates want a prompt follow-up after an interview, according to the previously mentioned LinkedIn report, you need to consider the boundaries they need after that initial follow-up.
Give candidates time and space to think of questions and digest all the information you’ve offered. A week after your initial follow-up, reach out to let them know you’re still interested and are there for any support they need — even if it’s weighing the pros and cons of changing jobs.
How do you build successful relationships with top medical sales talent? Let us know!