With a growing competitive industry and a large pool of potential candidates, sales recruiters don’t have an easy job. But have no fear, we’re here to help you identify the best candidate for your role!
According to our 2021 Best Places to Work in Medical Sales survey, medical sales reps continue to value selling a product they believe in. After all, what’s the trick to making a client believe in the value of your company’s product? Being able to sell a solution, not a device or drug.
So how do you find out if your potential candidate can sell a solution? We’ve compiled a list of questions sales recruiters need to consider:
How well do they market themselves in their personal branding?
Review your potential candidates’ platforms to see how they market themselves. Resumes, cover letters, personal websites, and social media are easily accessible tools to see how a recruit can showcase their talent to a potential employer.
Ask yourself, are they doing a good job of creating their personal brand and online presence? Taking a look at how your candidate markets themselves is a great opportunity to gain insight into how they may be able to confidently sell your product.
How do they interview?
An effective interview asks the right questions to reveal whether the candidate will be a good fit for your role. People who are sure of their solutions are sure of themselves. Listen to see how certain your recruit is at responding to your questions.
Incorporate the following into your interview:
- Ask questions that are specific to sales. For example, focus on questions that allow your potential sales rep to show how they can bring value to the company and help solve company problems.
Tip: Are their only accomplishments personal gains? Will they share real weaknesses? This can tell you a lot about a candidate’s values (are they in it for themselves or to help the company?), how well they work with others, and how they can overcome challenges to benefit the team.
- Have your candidate prepare a mock-sales pitch, complete with a presentation deck — this is more realistic right now thanks to virtual interviews. Next, collect feedback from current sales reps for objections they face. Then make a simulation for the candidate to create a project solving these real-world problems.
For example, new drugs are not covered by insurance for most of their patients. Have a candidate devise a rating system to determine how well they will sell the “solution.”
Tip: Remember, selling a solution doesn’t always mean closing a sale. It’s just as important to be able to build trusting relationships. Be sure to listen to these indicators during the interview.
How do they follow up?
A good potential candidate will take every opportunity to continue to sell themselves to sales recruiters — and that includes in their interview follow up. In their thank-you note, pay attention to the following:
- Do you feel they are following up as a means to their own end, or do they continue to show their value by looking for innovative ways to help solve company pain points?
- Look for confidence and sincerity.
- Keywords that make a candidate sound less confident: ‘just,’ ‘hopefully,’ ‘actually,’ ‘maybe,’ etc.
- Examples of an insincere follow-up:
- They only talk about how you will benefit them.
- They make you do the heavy lifting with follow-up details/research.
- Their follow-up is impersonal and generic.
How are their references?
Be transparent with your candidate and ask them to discuss the proof their references will share with you. This will check the following boxes:
- If the sales rep is able to back up their ‘solution’ with data, testimonials, etc.
- Expose whether your candidate is inclined to baselessly brag or if they can support their stats and explain how they didn’t just meet goals, but also contributed to their company by being able to solve problems for their team
The final step: Confirm your candidate’s past with their references. Do their previous employers support their accomplishments? Did they increase sales like they said they did? References are a great way to verify a candidate’s information and learn how they are as an employee.