Featured Job Posting Tips Recruiting

4 Must-Haves in Your Pharmaceutical Sales Job Descriptions

Crafting unique job descriptions that catch the attention of top pharmaceutical sales reps is tricky. They’re one of the first factors leading to a candidate’s impression of a company. This means a candidate’s opinion of a company is shaped around something as seemingly basic as a job description. 

It’s time pharmaceutical sales job descriptions get the attention they deserve. Unfortunately, without the proper focus on this information, you may unintentionally drive talented sales reps into competitors’ arms.

To start improving your job descriptions, it’s critical you know what information your pharmaceutical sales job descriptions must include. Here are four things you’ll want to share with top pharmaceutical sales reps: 

1. Insights on company culture

Work-life balance is king right now. In fact, 61 percent of medical sales reps say work-life balance is more important than salary, according to our 2019 9th Annual Medical Sales Salary Report. This is proof that more and more reps are focusing on how they can make work fit their life — not the other way around.  

Ask employees what workplace perks they appreciate most. Is it a flexible working environment? Do your pharmaceutical sales reps thrive thanks to company well-being benefits?

Next, recruit your marketing team to help you write on-brand job descriptions. Choose just two to three cultural factors to highlight. This gives candidates an authentic but quick glimpse into the personality of your team and company, as a whole. 

Bonus tip: New LinkedIn research found job posts with fewer than 150 words can get candidates to apply 17.8 percent more frequently than job posts with 450 to 600 words. While company culture is important, it’s not the only information candidates need to digest in just a few minutes. 

2. Product Impact

The majority of pharmaceutical sales reps aren’t just interested in their own success. They want to know the products they’ll potentially represent make a positive impact. 

Define exactly what success looks like for your customers. Note how products are already impacting end-users. Also, create one or two sentences detailing the company’s plans for the future. 

Encourage candidates to further investigate by linking to product reviews or testimonials. This saves you space in the job description but easily allows them to see exactly how your product is changing lives. 

3. Required qualifications, of course

Qualifications are necessary for any role, yes. However, it’s how you position their importance in pharmaceutical sales job descriptions that matter. Nearly half of respondents (49 percent) in the previously mentioned LinkedIn report say qualifications are the most important part of the job description. 

Use this portion of the job description to find candidates who fit the role and the company culture. Be careful not to over-elevate the position as this turns away many qualified candidates. 

Find a balance between experience and willingness to learn. Consider the difference between, “Must have at least 10 years of direct pharmaceutical sales experience” and “Prefer 10 years of pharmaceutical sales experience but we’re willing to train the right person.”

4. Last, and least, compensation

As you’ve noticed, the importance of money is declining in the medical sales world. Of course, reps need to know they’ll be well-compensated for their efforts. It’s just not their highest priority anymore. Along with work-life balance, our medical sales salary report also found reps value career growth and advancement and job satisfaction above salary. 

Disclose compensation information in a succinct manner. Get to the point quickly by offering a bullet point with salary range and commission. Then, let reps know they can reach out to learn more information on total compensation in the role.