Recruiting Trends

How the Pandemic Changed Your Sales Recruiting Strategies

It’s no secret that 2020 has been a challenging year for all industries, and medical sales recruiting is no different. Overnight, medical sales recruiters found themselves shifting their tried-and-true sales strategies to adapt to a rapidly changing COVID-19 world.

As we round the bend nearly a year into the pandemic, we’re reflecting on how recruiting has evolved. Let’s take a look at what sales strategies in the recruiting process have proven effective and which strategies just couldn’t stand up to uncertain times.

Here’s what worked:

Virtual interviews

The truth is, the shift to virtual interviews has become the new normal. A recent Gartner HR survey showed that 86% of organizations have now incorporated virtual interviews in their hiring process. 

Many companies turned to virtual interviews to keep their hiring process moving along and discovered added benefits for both recruiters and candidates. 

Virtual interviews have proven to expand candidate reach and be more efficient (and cost-effective) for recruiters. Not to mention, virtual interviews can eliminate in-person interview stress and bias. This allows the candidate to feel more comfortable and confident in communicating why they are qualified for the job — which helps recruiters find the best match!

Implementing automation

With unemployment rates on the rise, recruiters are seeing an influx of remote applicants. To avoid recruiter burnout and increase productivity, teams are shifting to systems that automate more of their processes. This helps keep their candidates engaged and identify qualified talent.

As recruitment automation evolves and teams become more efficient in their systems, it is likely automation will positively carry forward into the post-pandemic future for recruiters.

Creative sourcing

When the world went into lockdown, recruiters had to change their sales strategies when they couldn’t rely on in-person networking anymore. Many recruiters turned to virtual events, social media, and interest groups to help them find potential candidates.

The outcome? A more diverse network of talent that you may have missed when limiting yourself to in-person opportunities.

Here’s what to let go of:

Delays in communication

No one likes the silent treatment — especially during these unprecedented high-stress times. And even though recruiters are busy, not keeping a candidate in the loop can be a huge dissatisfaction that negatively affects your recruitment process. Now more than ever, recruits are taking note of how they are being treated during this difficult period.

According to a Deloitte study, almost 90% of candidates said that a positive interview experience can change their minds about a company. It is important to shift your strategy to prioritize the candidate experience if you want to recruit top talent for the future. 

Employer branding focused on the office and in-person collaboration

Whether we like to admit it or not, the pandemic has had a big impact on how our workplace looks and operates. Our work culture has changed, and it is important that your employer brand changes with it.

How? Be sure to focus on the shift to remote work and be transparent about what it’s like to work at your company in a virtual setting. Recruiters who present a clear understanding of what their recruits can expect are more likely to attract and retain talent.

Exclusionary job requirements

Words have power. Using the wrong language in your job description can deter qualified candidates from applying and limit the diversity of your team. 

With the massive shift in the workplace environment, the pandemic has given recruiters a unique opportunity to revisit job descriptions and qualifications to create a more diverse talent pool for the future.


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