The workforce is changing as more interviews and roles become remote. This shift complicates workforce management from finding the right hires to motivating your staff.
Now, more than ever, it’s important to find the best candidates for your remote roles. The more preparation and legwork you do upfront, the higher your chances of attracting and finding the best talent.
When hiring medical sales management, you want to look through your pool of candidates with a close eye. Once you’re in the interview process, you need to look for someone who understands the sales team they’re leading and also how to support them.
We’ve compiled the top three tips for you to find the best sales manager for your team.
Attract Ready-to-Grow talent
Hiring a medical sales manager is different than hiring a sales rep. Sure, you want someone who can be called in to close a big deal, but you also want to attract a leader. When putting your job description out, make sure you’re attracting the right talent.
Sales managers want to work for a company where there is room to grow. They need to understand how far their leadership potential can really take them and where the limit is.
In your job posting, be sure to talk about the potential of the role and the organization. What plans does your company have for the next five years? What’s the next step for this manager? Be prepared to talk about a possible career path for this individual when conducting the interview.
Highlight the impact they can have on the team and the company. Define what being a manager means to your team. Will they train new sales members? How will they support them to meet quotas? What expectations do you have? Understanding how they fit in the organization will help you be explicit in your job posting and your interview.
Ask the Best Leader-Focused Questions
Once you’ve narrowed down your pool of recruiters, be sure to ask the right questions to get the best read on your interviewee. Sales management is about motivating and supporting a team. Additionally, this person will have to handle conflict with clients and potentially within the team as well. They’ll need to stay organized and driven.
Ask your candidate the following questions to determine who will be your best pick:
- How do you motivate your team?
- Tell me about a time when you led an important project from start to finish.
- Tell me about a time you handled a difficult situation with a client.
- Tell me about a time you had to address an issue with a direct report.
It’s okay if they don’t have the perfect answers, but look for a candidate who demonstrates they’ve thought about what it means to be a leader. Additionally, think about the personalities that you already have on your team. Would this person be a good fit? Would their motivational strategies work?
Consider the areas of weakness you have on the team or in your company. Think about what you need this person to accomplish. Identify the challenges they’ll have to overcome to be successful in this role. The most honest and direct you can be with them about your needs, the more confident you can be in your decision to hire (or not hire) this person.
Look for the Strong Soft Skills
The candidate’s answers are important, but their body language can tell you even more than their words. Pay attention to how they’re saying things, and watch for the soft skills that will make them successful in this role.
Take a minute to consider the following questions:
- Who did most of the talking on the call?
- Did the candidate ask clarifying questions as needed?
- Were their answers specific and directly related to your questions? Or did they use memorized responses?
- Did you feel like they were truly engaged in the conversation?
When hiring medical sales management, you want someone who can communicate well. They need to be able to keep the conversation going but be a good listener. Additionally, you want someone who demonstrates their ability to learn by asking questions. True leaders are committed to growing by learning, and they understand the value of asking others for help.