A few months ago, companies across the country made quick decisions to send employees home to work virtually “for a few weeks” to get the pandemic under control. Back then, most of us never considered this temporary work situation would last as long as it has. Not to mention, there’s still no end in sight.
More and more companies will remain remote for the foreseeable future, so it’s time to start thinking long-term. Recruiters need to adapt their temporary remote solutions into more permanent ways of working.
Here are some areas where medical sales recruitment teams can consider investing in more permanent remote solutions:
Pick the right tools for tracking applicants and sourcing candidates.
First and foremost, you should be using an applicant tracking system to organize your candidates. If you’re not, there are many low-cost systems on the market. Finding the right one will save you time and energy, and make it easier to collaborate with other recruiters and hiring managers since you cannot work in the same physical space. Some of the most popular systems for smaller businesses include Cake, Homebase, Freshteam, and Greenhouse.
Next, it’s time to identify if your sourcing platform is still the most effective way to find passive talent. You might be comfortable using LinkedIn Recruiter, but there are dozens of other channels you can use to find medical sales reps. For example, if you’re looking for additional platforms with resume databases, you might leverage niche talent sources specific to your industry – something like MedReps, as an example.
If you’re looking for more creative solutions to finding talent, another option is to look for local groups who meet virtually to learn from other fellow sales professionals. Sites like Meetup and Eventbrite are perfect for finding such groups. You can join these events and network with the hosts or attendees to find new sales talent.
Lastly, you can leverage hashtags like #salesrep on Twitter, Instagram, or even TikTok to look for sales talent who might be engaging with each other. Find posts that resonate with your organization’s culture and reach out!
Update your employer branding.
Once you sort out your systems, the next step in your medical sales recruitment process to address is your marketing. How you showcase your company’s employee experience will be different now that it doesn’t involve being in the office and frequent travel.
You need to determine the culture and benefits that exist in the virtual version of your company, and then you can highlight these new aspects in your employer branding. You can accomplish this through quick videos, employee testimonials, and through your job descriptions. Make sure that the image you provide to job seekers is accurate and attractive to top talent.
Adjust the format of your interview process.
The final step in making your at-home medical sales recruitment process a success is reevaluating the way you interview candidates. With in-person interviews out of the question, you’re left with phone and video as alternatives.
If you decide to conduct your interviews over video calls, it’s crucial to respect the candidate’s time and energy just as much as your own team’s. For example, you may be tempted to have a single candidate meet with several team members back-to-back in different video calls, but keep in mind how exhausting it can be when you’re in Zoom meetings for hours at a time. You don’t want to give the candidate a draining experience. Consider which interviewers actually need to meet with the job seeker vs. who is just nice to have.
Additionally, you’ll also need to change up some of the questions you ask in your interviews. To evaluate a sales rep’s ability to perform in a virtual setting, you need to focus more on the candidate’s autonomy. Here are a few questions you might add to your list:
- Have you ever worked remotely? If so, how did you communicate with your manager and your team?
- How do you prioritize your tasks?
- Can you share an example of a time when you had to learn a new role? What did you do when you needed help?
There are lots of little things you’ll need to change in your medical sales recruitment process the longer you are remote, but this is a great place to start.
What’s the most significant change you’ve needed to implement after your team went virtual?