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Stop This Fear From Scaring Off Entry-Level Medical Sales Job Seekers

Unsplash: NastuhAbootalebi

Entry-level medical sales job seekers are no longer just nervous about impressing recruiters. Their fears go much deeper, and that’s one of the reasons medical sales recruiters are having trouble attracting and hiring new talent.

According to our latest report, The Truth Revealed: Is Low Unemployment Causing a Medical Sales Jobs Shortage?, 73 percent of entry-level medical sales employees strongly agree low unemployment would make it difficult to find a new job. With the unemployment rate sitting at an incredibly low 3.7 percent, these employees are fixed to stay put in their current careers.

Recruiters, of course, understand this fear is actually based on a misconception. Nevertheless, it’s still perpetuating the issues of today’s talent shortage. Because these fears have sent entry-level job seekers into hiding, medical sales recruiters need to specifically target them.

Here’s how you can reach out to entry-level medical sales talent to let them know there are plenty of opportunities for them at your company:

Go where they’re already hanging out

Social media remains a main hangout for talent. They engage on a number of accounts numerous times throughout the day. This leaves a wide-open window for recruiters to successfully brand companies and continually engage passive candidates.

However, the same old LinkedIn and Facebook marketing tactics won’t make do anymore. Instagram’s popularity with job seekers is increasing, according to Jobvite’s 2018 Recruiter Nation Survey. Now, a quarter of recruiters are investing in their recruitment efforts on Instagram, especially millennial recruiters (35 percent) and technology companies (63 percent).

Additionally, the report found the use of LinkedIn for recruitment efforts is drastically dropping. This year, only 77 percent of recruiters are taking advantage of the social media channel, compared to 92 percent in 2017.

Changing-up your social recruitment strategy is the key to connecting with entry-level job seekers. To calm their fears, you need to reach out and connect on a personal level. They’re looking for companies to show they don’t just have various opportunities, but also they’d be secure in the career change.

To successfully brand on Instagram, here are a few boxes you need to check:

  • Create an account solely for recruitment purposes
  • Discover where your target candidates are hanging out and strategize appropriate hashtags
  • Be prepared to follow-up quickly on candidate questions
  • Share moments of current employees making a big impact on the world
  • Include calls-to-action for users to tag friends

Focus on networking to build trust

Trust and respect go hand-in-hand when it comes to pursuing frightened passive candidates. Networking for the sole purpose of building a stronger talent pipeline isn’t going to cut it. Now, recruiters must network with complete empathy.

To do this, you must ultimately put your own agenda aside. It’s not about telling entry-level medical sales talent how many openings a company has at the moment. It’s about listening.

Rather than outlining how roles at your company will make them successful, enable them to open up to your opportunities by knocking down barriers and supporting their decisions. Listen to their fears and offer your advice, opinions, and mentorship as a way to overcome those fears.

If they’re afraid, for example, that another recession will negatively impact their ability to hit sales goals, offer resources or a connection to sales pros who’ve been through the same challenges and overcame them.

You may not be actively recruiting them to be part of your team, but their trust and confidence in you will continue to grow. This opens the doors for more communication, connections, and eventually, a solid hire.

Ask current employees for underqualified referrals

This may seem like a backward recruitment strategy. But remember, entry-level talent comes from unexpected places — they’ll surprise you with their potential.

The majority of recruiters and employers are jumping on board with this trend to offset talent shortage issues. In fact, 66 percent said they will train and hire workers who may not have all the skills they need but have potential, according to a recent CareerBuilder survey. Another 44 percent plan to train low-skill workers who don’t have experience in their field.

Reach out to current employees and explain your new set of qualifications. Ask them to consider the personalities of those in their networks, their soft skills, passions, and ability to quickly learn. As your team spreads the word, entry-level candidates will recognize and appreciate your willingness to give underqualified talent a chance. This appreciation will grow and the word will spread about your openness and opportunities.

How do you target entry-level medical sales talent? Let us know!

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