Finding the best medical sales reps isn’t always easy.
With more than 10 years’ experience as a recruiter, “Amanda” knows where she needs to be to get in front of candidates. She’s on social media, she’s using the top medical job boards, she’s built out her network, and her company has invested in having a top career site. Yet, she still struggles with attracting well-qualified job seekers.
In today’s competitive job market, companies need to use creative methods to attract high-quality candidates and stand out beyond the basics every other company is doing.
Here’s how to improve your recruiting process to attract the top candidates:
1. Create a collaborative interview process.
The job market is more competitive than ever. Employees are searching for positions that do more than just meet their skills and requirements. They want to be sure they’ll fit in with the company culture. They want to know they’ll be able to get along with co-workers, and they’re curious about current employees’ experiences.
In fact, a recent Engage2Excels report found job seekers want to meet and interact with your current employees well before taking a job.
One way medical sales recruiters like Amanda can accommodate this is to include current employees in the interview process. This allows candidates to meet (virtually or in person) current employees, ask them questions, and get a feel for the workplace environment.
Post short videos of recent hires discussing what they liked about the hiring process on your career page and/or social media. Showcase testimonial videos of current employees talking about their positive experiences being involved in the hiring process.
2. Reach out to passive candidates.
Candidates visiting your career page are already interested, but what about those who don’t know about your company or its job openings? Waiting for them to visit your website is counter-productive and limits your pick of qualified candidates.
These job seekers need to be pulled into your hiring process. This can be accomplished through a social media website such as LinkedIn.
Another way to attract passive, but qualified, candidates is to actively seek networking opportunities — even in non-traditional ways. Strike up a conversation with the person sitting next to you on a flight or standing in line at the grocery store.
Don’t bypass any opportunity to network and meet potential job seekers. You never know where your next qualified candidate may be!
3. Offer recognition and praise.
It’s easy to congratulate an employee who hit their sales goals or is excelling in their work, but recognition and praise is something that medical sales recruiters can include in the hiring process. The same Engage2Excel report found that 81 percent of millennials and 55 percent of Gen X’ers reported recognition during the pre-hire process as being important.
Get to know your candidates, and look for opportunities to publicly congratulate them. This can be as simple as giving a ‘like’ or ‘thumbs up’ to social media posts about recent awards or accomplishments. If you notice a candidate has reached a career milestone, reach out and give them a virtual pat on the back.
Amanda often accomplishes this by noting items on a candidate’s resume or in their portfolio that impressed her. Doing this will help the job seeker realize that your company cares about worker success and achievements, not just finding someone to fill a role.
4. Encourage mobile outreach options.
Life is busy, and with work and family requirements, some qualified candidates may not be able to re-organize their schedule for an interview. Mobile outreach options increase your ability to reach and interview more qualified candidates, since they don’t have to drastically restructure their day to meet.
This is especially true if travel is necessary. Medical sales professionals who are frequently on the road may not be able to spare that precious time. Also, qualified job seekers who currently live far from the company’s location may overlook opportunities that require them to travel long distances for an interview.
Mobile outreach options should be offered whenever possible. They allow allow job seekers the flexibility to interview wherever they’re currently located. One mobile outreach option is the video interview.
One-way video interviews allow candidates to pre-record interview answers at a time convenient to them and then submit the completed video to hiring managers. Decision makers can, in turn, review the video interview when their schedule permits.
Live video interviews can also be recorded and reviewed again later on. This allows the interviewers to spend less time taking notes and more time focusing on the candidate. It also eliminates having to remember or guess how a job seeker responded to a specific question.
How do you stand out to job seekers beyond your company’s career page? Let us know in the comments below!