International applicants are often passed over for medical sales jobs even though they offer a wealth of skills and talent. These job seekers provide unique insight and value. This is especially important when you’re looking for specific proficiency with global business experience.
In addition, international applicants can help keep your placement rates high. According to the 2017 Bullhorn North American Staffing and Recruiting Trends report, 71 percent of the 1,256 U.S.-based recruiters said their placement rates fell sharply in 2016. Increasing your reach when sourcing will help you avoid being included in this decline in the future.
Here’s how to effectively start sourcing international applicants for medical sales jobs:
1) Focus on cultural fit
It’s important you understand why applicants want to live and work in the U.S. Relocation is a commitment. You want to make sure they don’t have unrealistic expectations.
Reveal this information by asking pointed questions about:
- the type of workplace cultures they’re used to
- the ideal culture in which they’d thrive
- their personal and professional core values
- their long-term professional goals
Asking international applicants to describe situations in which they did not fit the company culture will also help you understand how and if they’d be good candidates in the positions you’re working to place.
2) Find transferrable skills
Don’t let a lack of U.S. work experience deter you from considering international applicants. These job seekers come armed with a variety of soft skills, including:
- Cross-cultural communication – Most international applicants have been exposed to business operations spanning country borders. In addition, many are multilingual.
- Adaptability – The very fact that they’re considering an international move proves these job seekers are open to change and new experiences.
- Critical observation – International applicants know their capabilities will be closely examined, and yet, they are willing to put themselves into this situation.
Soft skills are important to employers and, in many cases, are lacking. In the 2017 Glassdoor HR and Recruiting Statistics report, 72 percent of the 4,633 CEOs surveyed said they’re concerned about the availability of key skills in job seekers. So, finding professionals with transferrable skills in different areas is beneficial for everyone.
3) Discover unique experience
International applicants have access to information about foreign companies, and many have also built a global network. This makes them strong assets when working with a foreign client.
In addition, these job seekers bring fresh ideas and new perspectives that help companies succeed. For instance, they could be aware of a sales model or new approach that hasn’t yet been seriously considered in the U.S.
In addition, once these applicants are placed, they become a resource to find and place other qualified, international applicants.
To effectively entice international talent, you must keep an open mind. See the opportunities for increased collaboration and team building, acknowledge their varied transferrable skills, and understand how their unique experiences help enhance a positive workplace culture.
How do you source and place international applicants? Let us know in the comments!