Another job opening hits your desk. You know the repercussions of the hiring process taking too long, so the pressure is on — again. But of course, the issues associated with placing a candidate in a role aren’t black and white.
If you wait too long, that means employees take on additional tasks to make up for missing coworkers, and your hiring budget depletes. However, if you find a candidate too quickly, it may result in a substitute hire, rather than a long-term employee. Unfortunately, this is all-too-often the case.
Jobvite’s 2019 Job Seeker Nation Survey revealed 29% of workers have, at some point, left a job within the first 90 days. And right now, employees jumping ship is a larger concern than ever. According to Microsoft’s recent research, 41% of workers considered leaving their job this year. That kind of turnover is not something you can afford.
So, the ultimate goal is to quickly identify and hire medical sales reps who fulfill immediate needs and have long-term potential. It may sound like a daunting task, but these drivers of current and future success are out there.
Here are three hiring process steps that will help you find them before your competition:
1. Know your target candidate
Not all highly-qualified candidates are created equal. Someone who seems like a great fit on paper may not line up with the long-term needs of the position. For example, maybe their career goals don’t align with the company’s direction. Or perhaps their sales skills meet the requirements, but their personality and needs don’t match the company culture.
You want reps who will stay with your company a few years and maybe even advance to management. To quickly find them in your hiring process, you must already know what an ideal candidate looks like — and what they’re looking for in a company. The best source for this information is your current employees.
Sit down with employees to discuss what keeps them dedicated to the company. What do they like about the culture? What career development opportunities have they taken? How does leadership motivate them to excel? Also, what skills and traits do they possess that meet the company’s needs and help them collaborate with the team?
Then, ask what initially drew them to the organization. It could’ve been something specific in the job description, a referral from another employee, or even employee success stories on your career site. Use this information to outline your target candidate and create a candidate marketing strategy.
Recommended reading: These traits are a poor fit for medical sales: https://www.medreps.com/medical-sales-careers/sales-talent-traits-wrong-candidates
2. Make expectations clear from the start
Many believe that hiring pros must be part marketers — and they’re right. You create tone-specific job descriptions, advertise jobs on the appropriate mediums, and even cold call candidates when networking. Just like marketers, however, you must be fully transparent in your marketing materials.
According to the Jobvite report, a mere 47% of workers believe job descriptions reflect actual job responsibilities. Additionally, of those who’ve quit in the first 90 days, the most frequent reason (45%) is because the day-to-day role wasn’t what they expected.
To attract, hire, and retain the high-performing sales leaders of tomorrow, you need to provide clear role expectations. Cultivating that full transparency and awareness starts with bringing hiring managers in on the job description process. They know the most details about the job and can offer specifics, such as what a typical day looks like, how much the team collaborates, and more.
Once you’ve narrowed the selection of candidates, invite them for an office tour and potential coworker meet and greet. Letting them see the workspace offers a clearer picture of the atmosphere and personalities they’ll encounter on day one.
3. Focus on goals
Interviews, of course, should be spent assessing if candidates have the skills and experiences needed to immediately excel as a medical sales rep. However, qualifications alone don’t guarantee future success if the candidate. You must also use the hiring process to ascertain if they’re goal-oriented enough to suit the sales team’s needs.
Ask candidates a set of standardized questions to reveal their goals and how they approach them. For example:
- – Please share a time you hit a goal. How did you accomplish it?
- – What’s one goal you’ve been working toward but haven’t hit yet? What do you think is holding you back?
- – Where do you see yourself in five years?
- – What do you respect most about your current leaders?
- – Tell me something you’ve recently taught yourself (personal or professional).
Keeping questions standardized makes it easier to compare candidates. Analyze their answers to determine if their goals match the potential development and opportunities of the role. Also, look for signs that their approach to accomplishing goals aligns with your team. That match will make it all the more likely that they’ll excel in leadership down the line.