Guest post by Kelly Barcelos
The healthcare and medical industry is always evolving by means of new research, procedures, products, and devices. This, in turn, creates a larger number of job opportunities in the field of medical sales.
In fact, according to the US Bureau of Labor Statistics, the employment rate in the healthcare industry is projected to grow by 19 percent by 2024. This is much faster than the average for all occupations, adding about 2.3 million new jobs.
For recruiters, hiring in the healthcare sales industry is a grueling task. They have to ensure the candidates are up to the mark and meet the organization’s needs by achieving their targets and furthering the overall revenue. But with such a competitive job market, where companies are equally competitive with their offers, how can you ensure that you have hired the best candidate?
Here are five tips to help you source and recruit top talent in the medical sales industry:
1. Plan in Advance
Planning for the unknown is the most important task for a recruiter because you never know when a vacancy will crop up. Thus, recruiters should always be on the look-out for potential candidates.
Considering the nature of the industry, multiple companies will be vying for the best talent available. So, plan your HR requirements in advance and start scouting for potential talent on various sourcing portals and social media channels. This way, you aren’t caught off guard when there is a sudden requirement for new talent.
2. Build a Talent Pool
As you may already know, it isn’t possible to source candidates as quickly when vacancies arise. In order to avoid pressure under such short deadlines, it is advisable to start building a talent pool of potential employees right from the get-go.
Once the staff requirement planning is done, you can start developing attractive job descriptions and begin posting them on sourcing channels best suited to your needs. These days, there are a plethora of industry specific sourcing portals. This will get you responses from both active and passive candidates.
The more candidates you attract, the stronger your talent pool will be. Having a strong online and social media presence are great ways to build and enhance your brand credibility.
Keep monitoring your talent pipeline to assess which channels generate the most appropriate leads, so you can ensure you are reaching your target audience and make changes as needed.
3. Understand the Changing Needs of Your Potential Employees
The medical sales industry is an extremely competitive industry. With the rise in job openings, companies have become equally competitive with their job offers and interview processes. There is no limit to the innovation you can apply to these processes.
For instance, instead of only focusing on the candidate’s selling skills, sell your company to the candidate, too. Let them know what they can expect and look forward to upon joining. Having a strong social media presence that showcases all the various events and activities that employees get to experience is another great way to appeal to your prospective candidates.
Always remember, they have other opportunities too. So while assessing their potential, be sure to let them see how the opportunity at hand will be beneficial to them, as well.
4. Choose Capabilities and Talent over Experience and Education
Experience over education or vice versa? This is debatable, however, why not shift your focus from what’s on paper and look for ways to see how much the candidate has assimilated over his/her years of education and experience.
In the end, the candidate’s talent on the job and their capabilities is what really matters. Ask innovative questions, hold mock meetings, or have group interactions to assess their interpersonal skills and analyze if they will be the right fit for your organization.
5. Enlist External Help
With the constant technological developments in the recruitment field, there are now multiple recruitment platforms and applicant tracking systems you can use to streamline your hiring process and keep a closer look on it.
This software can be customized to meet your needs and preferences. In fact, these platforms generally let you save your preferred sourcing channels and directly post the job on each platform in a single click. Many also have the option of intelligent reporting, which can help you assess the best avenues for candidate lead generation.
So, there you have it. With a little planning and some innovation, you will be able to cut through the clutter and reach your preferred candidates. Most importantly, building a recruitment pipeline lets you move faster in your recruitment and hiring process — and cost effectively, at that.
After all, it is all about getting the desired returns from all the resources and effort put in!
Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.