Culture & Retention Recruiting

How to Prove to Medical Sales Reps You’re the Change They Need

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Medical sales reps know just what they want out of their career and, for the most part, the majority of current reps have found it. In fact, 47 percent of medical sales employees say they’re not currently looking for other opportunities, according to our 2018 Best Places to Work report.

While this is the highest noted satisfaction rate in years, recruiters shouldn’t ignore the fact that that still means over half of reps are looking for new medical sales job opportunities.

Knowing exactly what changes reps are looking for is a major recruitment opportunity. By digging into the often elusive ‘why,’ you can focus heavily on the ‘how’ and recruit those candidates to meet your own company’s unique needs.

With less competition in the job market, it’s more important than ever for recruiters to uncover and focus on what candidates really want.

Show-off your resources

In a recent report, we took a look at our current MedReps’ members. Of those members, 46 percent work in medical sales and 53 percent work in a related field. But 19 percent are looking for more money and a better commission structure.

That’s great. It seems you just need to highlight your salaries and powerful commission structure on job descriptions, your career website, and during interviews — just like every other medical sales company.

To really stand out and above competitors, you need to show candidates the support your company offers. Ask current employees to share their stories of success in a video testimonial.

Lay out questions based on how leaders and peers helped them achieve their goals so they could reap the full rewards of a high commission structure:

  • Share a story of a time you struggled hitting a goal. How did management help you overcome that struggle?
  • How do you and your peers interact to motivate one another?
  • What tools and resources does the company offer that help you achieve your goals?

Once you have videos put together, place them on your career website and start sharing them on all social media outlets. Ask employees to also share as a form of social outreach to connections in their own networks.

Offer a safe, stable environment

As you know, medical sales is a fast-paced, competitive field. From constantly being on the road to paychecks being determined by sales, reps need a sense of stability from their home-base. Unfortunately, 18 percent of our members say it’s instability that’s causing them to look for a new job and employer.

Medical sales reps see stability in a company’s future. They need to know you have a solid plan and ability to progress into the future. This should be shown through both employee and customer retention.

Get to work doing your research. Find statistics on:

  • How many customers you currently have
  • How long you’ve been selling to them
  • The average number of new customers you acquire each year
  • The annual average of total company sales
  • Average retention rates of employees
  • How many current company executives climbed their way up the ladder

Be tedious in your selection of which numbers to share. Pick a few that are extremely impressive and focus on highlighting them through the entire candidate experience.

Create an infographic to share with your job description, on your career website, and on social media. During the interview, discuss how your company plans on further improving these statistics and, if hired, the candidate’s role in the company’s future successes.  

Crack learning and development opportunities wide open

Every medical sales candidate knocking down your door won’t be a seasoned, full-time pro. But don’t let their inexperience deceive you. Many talented, successful reps were shaped and molded by their current companies.

The remainder of our members looking for a change are currently part-time or contract and want a full-time position (12 percent), are hoping to transition to a different niche (11 percent), or are working in an unrelated field but are hoping to break into medical sales or marketing (9 percent).

All three of these, while different on the surface, have one core commonality: each person needs a chance.

Share learning and development opportunities and express how they play into your company culture. Point out to candidates that these opportunities are there to develop already talented sales reps into highly successful experts. But the learning doesn’t stop there. As part of your culture, every employee is encouraged to develop their talents to excel in their current roles or move into a new position.

How do you position your company as the change candidates need? Let us know your thoughts!

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