4 Reasons to Hire Inexperienced Medical Sales Reps


As a medical sales recruiter, you may be hesitant to take a chance on candidates with limited experience, thinking that might translate to an inability to effectively perform in the job. While experience is certainly a factor to consider, it shouldn’t be seen as the only value to an organization. These ‘new workers’ can actually be a big benefit to the companies they work for.

There are two types of ‘new’ workers to consider when sourcing top talent for medical sales rep roles:

  1. those who have recently shifted their career focus to the medical sales industry
  2. those who are completely new to the workforce and eager to succeed

The first category can also be described as career changers, or those workers who have decided that a career in medical sales is the right move for them. These employees bring with them not only core skills and work experience that helps them perform well in medical sales, but also they are ready to learn new skills and excel in their new chosen career.

Employees who are new to the workforce include recent graduates, a parent who is entering the workforce (or re-entering following an extended absence), and other scenarios where the employee has limited work experience.

Here are a few reasons why hiring inexperienced medical sales reps is a great way to grow your team:

1. They have high emotional quotients (EQ)

Emotional quotient, sometimes referred to as emotional intelligence (EI), refers to a person’s ability to realize their own and other people’s emotions. This enables them to determine how best to approach these individuals based on that information.

Employees with high EQ are able to sync their thinking and behavior with the people they are working with and easily and quickly adapt to changing business needs and goals.

What Sets New Workers Apart

New workers are accustomed to differing personalities and varied styles in approaching tasks and situations. As such, these candidates are more likely to be flexible and receptive to new ideas and concepts. As a medical sales recruiter, you should actively seek out fresh talent based on certain criteria, including:

  • Leadership Potential: What is the employee’s ability to take charge and help guide newer talent once they get situated?
  • Courage and Confidence: New employees should be open to taking chances. Rather than acting on impulse, they should be willing to take calculated risks to prove their abilities. Once trained, they should be confident in their ability to excel at their jobs.
  • Ability to Self-Start: Each new employee will have to be trained and acclimated to the company’s specific way of doing things. However, workers should be willing and able to perform job duties with little supervision. You should value autonomy when examining candidates.
  • Resourcefulness: Workers new to the medical sales field should be comfortable asking questions when necessary. At the same time, they should be able to independently troubleshoot complicated and/or unforeseen scenarios. This means they can find solutions to problems that arise based on the information they learned during the onboarding process and tips gleaned from co-workers.

2. They place high value on cultural balance

When seeking medical sales jobs, new workers look for companies where they feel they fit in. They want to ensure they’ll get along with other team members — not just as co-workers, but as potential new friends. For them, work and “life” are one and the same, so they want to know that their medical sales job will blend with their lifestyle.

When these workers align with the company’s vision and mission, they feel more connected and are willing to go the extra mile for the good of the company’s advancement. They are also more willing to help team members or perform work that might be outside of their responsibilities to get the job done.

When employees are content in their jobs and satisfied they are meeting the goals set for them, they become more productive workers.

In addition, new employees are willing to accept a lower initial salary in exchange for experience, which is a mutually beneficial bottom line. They know that longevity in their current medical sales positions will translate to higher income with time.

Workers who are financially rewarded for meeting career milestones report greater job satisfaction, which also translates to increased productivity. And as detailed in our latest salary report, higher productivity results in higher revenue for both the employee and the company.

3. They are eager to develop and grow with the company

As a medical sales recruiter, be sure to tap into the enthusiasm that comes with new workers. Employees fresh to the medical sales field are ready and willing to hit the ground running.

They want to learn, perform well, and prove themselves. They are interested in continuing education and growth opportunities. They’re also enthusiastic about working with the company and less likely to want to “job hop” or immediately look for another opportunity. 

4. They are more receptive to training and policy

Along with being eager, new medical sales reps are also adaptable and willing to learn. Because everything is new, they are like sponges soaking up information. This will make onboarding much easier, since they are less likely to be set in their ways, or to have adopted a “this isn’t how we did it at my last place” attitude.

One thing that’s important to understand as a medical sales recruiter is that these workers are more likely to keep up with changing trends and new technology. For them, learning new technology is a built-in skill.

New medical sales reps also arrive at their jobs with fresh transferrable skills. They have ideas and perspectives based on up-to-date information they’ve recently learned, which gives the companies they work for an edge over the competition.

Have you had success hiring and training new medical sales reps? Share your story in the comments.