Mary is at it again.
She’s already spent three hours at her desk researching the medical sales company, updating her resume, writing a thoughtful cover letter, and she hasn’t even gotten to the long process of filling out the application.
To many, it looks like she’s applying for just another job.
But to Mary, this is a career.
She’s been waiting for a position to open up at this company because their values and dedication shine through in their products. However, she can’t help but already feel discouraged in the process — and she hasn’t even pressed send.
It’s these feelings of defeat and misunderstandings that are hurting your medical sales recruiting process. Here’s an inside look at the challenges job seekers are facing that you need to know now:
1) They view the recruitment process differently
Applicant Tracking Systems
Job seekers understand their applications will go through applicant tracking software (ATS). This means they may spend time bulking-up applications with keywords just to make it through the screening process. However, they may not be hitting your ATS’ exact keywords or could be adding in “not-so-true” information in fear they won’t make it to an interview round.
It’s important for medical sales recruiters to understand the stress, anxiety, and time going into applications. Help ease job seekers’ minds by making it clear that a “one size fits all” resume is not ideal.
Rather than having job seekers guess which keywords need added to their applications, make them aware of the important terms necessary to include in their application materials. This not only saves job seekers time and anxieties surrounding how they view your tracking system, it also prevents your ATS from accidentally eliminating quality candidates.
Job seekers know networking is important and they are putting a lot of time and effort into these opportunities. They look at networking as a way to get in front of recruiters beyond resumes and cover letters.
This means it’s important for recruiters to look deeper into a candidate’s potential, soft skills, and even cultural fit — all of which are important for both success and retention. For example, social involvement demonstrates job seekers are good with people and comfortable reaching out.
While you may think you’re already reaching out via networking to find qualified candidates, it’s important to go beyond using this as an opportunity to source for direct medical sales skills.
When reviewing applicant materials, be sure to look in relevant groups to find out what potential candidates are passionate about, if they have the same cultural preferences as your client, and if they can connect quickly with others in the group.
Chances are if they’re taking the time to connect with their professional peers, they’ll be able to build quality relationships with clients and customers. Use social networking research as a means to batting in the same corner as the job seeker and establishing a better understanding of how they connect with real people.
2) They have unique challenges
Medical sales job seekers have especially busy schedules. Aside from their daily obligations with family and current jobs, they’re setting aside extra time to apply for your positions. Job seekers need recruiters to understand they care enough about their company to set aside quality time to apply — even if it’s not immediately evident.
It is discouraging knowing recruiters spend less than 15 minutes reviewing their applications, according to CareerArc’s The State of the Candidate Experience report. Unfortunately, the report also found candidates are putting three to four hours in on a job application, which causes those who don’t hear back about the status of their application to be 3.5 times less likely to re-apply.
It’s important for medical sales recruiters to not only understand, but empathize with candidates during the recruiting process. Recognize candidates for their hard work, accomplishments in previous jobs, and the amount of time they’re putting into your hiring process.
For those candidates who didn’t quite hit the mark this time, a positive candidate experience will motivate them to apply for future positions — simplifying your future hiring procedures.
A lack of communication will destroy your recruiting efforts. This can be due to misunderstandings or candidates receiving other job offers during your process. Job seekers understand the process takes time, but they need medical sales recruiters to keep them in the loop.
According to a 2016 Jobvite Recruiter Nation Survey, it takes between one and three months from the time a job seeker applies to the time they are starting their new job. For an anxious job seeker, this is a long time to not know where they stand with the position — and too little recruiter communication enhances these frustrations.
However, don’t jump to conclusions and chalk their impatience up to unprofessionalism.
Most job seekers are simply unaware of the recruiting process. They don’t realize the large amounts of applications crossing your desk for just one position, how many positions you’re currently hiring for, and how many other details your job entails.
While it’s not suggested that you take the time to handhold every single candidate throughout the hiring process, a positive employee experience is dependent upon solid communications.
Offer employees deadlines and stick to them. If a deadline changes or something unexpected comes up, send out an email briefly explaining the situation.
These courtesies won’t just keep candidates coming back to your company, they’ll share them with friends and colleagues. The more top talent that sees your positive company culture and empathetic hiring ways, the more opportunities you’ll have to hire the perfect candidates.
How do you connect with job seekers? Let us know in the comments!