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How to Prioritize Diversity in Your Medical Sales Recruitment Process

As the Black Lives Matter movement sparks social change, shining light on present issues of diversity and inclusion, organizations have made commitments to “do better.” For medical sales recruiters, diversity and inclusion start with the recruitment process. 

In the midst of seeking out candidates and building your pipeline, remember that diversity recruitment isn’t just the right thing to do — it’s what’s best for your company. 

According to a 2020 survey from Topia, four out of five employees want companies to have inclusive hiring practices. And 79% of employees believe building a team with diverse backgrounds and viewpoints leads to more creativity and innovation.

Presenting each hiring manager with a diverse talent pool should be a top priority. Here’s how to get started:

Updating your job requirements

One sure way to limit your team’s diversity is to keep hiring people with similar resumes. If they all come from the same “preferred” universities or follow the same career path, you’re going to have a team with the same ideas. Instead, consider talent from a different industry — someone who has transferable sales skills.

Additionally, check your job descriptions for gender and racial biases. You don’t want to deter top talent with your words. For example, masculine-coded words like superior and competitive can subconsciously discourage women from applying to a position. 

Investing in your employer brand

All types of people should be able to picture themselves at your company — that’s where your employer brand comes into play. From your career website to your social media and job advertisements, use every opportunity to showcase existing employees and why they love working for your company.

Once your web presence matches the workforce you want to attract, put some budget toward paid recruitment ads to attract people who might not have known about your company. You can use social media advertisements to target job seekers based on their city, industry, and interests. 

Requesting employee referrals

Another great way to find top talent is to ask your current employees to refer people from their networks. Employee referrals are proven to help medical sales recruiters find quality candidates. After all, nobody knows who will be a good fit for your company more than the people who already work there. 

By leveraging your employees’ networks, you can quickly expand the pool of job seekers and recruit candidates you might not have reached on your own.

Partnering with external organizations

By partnering with various professional organizations and universities, you can find long-term success in your hiring pool. For example, the National Sales Network and the National Association of Women Sales Professionals both have job boards and events that you can use to connect with their members. 

Additionally, many HBCUs have strong sales, marketing, and business departments. Partner with their career services centers to reach out to current students and alumni through job fairs, job boards, and mentorship programs. All of these are excellent methods for building your pipeline.

Holding your team accountable

Once you’ve decided how you’re going to prioritize diversity, the final step is to measure your success. This is the only way to hold yourself accountable to keep up your efforts. Count the number of diverse candidates who make it to the interview stage and the percent of offers extended to diverse candidates.

It’s also important for medical sales recruiters to keep track of the turnover rate of diversity hires. You want to ensure your company is not just hiring diverse employees, but that you’re inclusive enough to keep them happy in their jobs. Check-in after their first year to see how many of your new hires stayed and if they’re satisfied with your company’s culture.

Once you find that you’re attracting and retaining talent, you know you’re hitting the mark.

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