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Medical Sales Recruiting: Convincing Candidates to Relocate

Remote work has allowed medical sales recruiters to put the relocation topic on the backburner as a discussion topic with top talent. Yet we all know, success in medical sales relies on relationship building. It’s possible to connect with clients over video conferences, but there’s no denying that face-to-face sales are most effective. Not only does it keep new customers more engaged, it allows sales reps to better establish trust with returning ones.

And while remote work is more popular than ever, the fact is, your top talent may need to relocate to fully enter into medical sales success with your organization. Here are  four medical sales recruiting tactics to show candidates that a relocation is the right move:

Offer relocation assistance

For your medical sales recruiting to be effective, you need to demonstrate that a relocation would be worthwhile. While you can talk about the wonders of the job and company culture all day, you should also take time to address logistics of the move.

The cost of gas or plane tickets, paying for a moving company or renting a moving truck, and finding new housing adds up fast. And if your candidates are stressed about what moving would do to their finances, they won’t be able to focus on the amazing details about the position. ‘

You need to feature relocation assistance front and center. Put some information about how the company will financially support the transition on the job posting. This small note will help ensure candidates see it as a practical option and apply. Also, get it out of the way early on in the interview process. It will soothe concerns and ensure your top candidates are willing to continue the conversation.

Furthermore, communicating clearly about relocation assistance is a great way to build trust. It’s often scary to consider moving to an unknown area without any connections there. So it’s a huge relief for candidates when they know from the get-go that your company will be there for them. 

Remember, the move is necessary to get the most out of a hybrid workplace.

Prove that moving is good for their career long-term

There’s nothing worse than moving for a job and then feeling stuck. With all the hassle involved in relocating, talent won’t want to make another major move for a while. So you need to demonstrate the area does have long-term potential for advancing their career. It’s also helpful for them to know how much upward movement is available at your company. 

For example, discuss how their salary will grow as they gain more experience at your company. In our 2021 Medical Sales Salary survey, we found that reps with two to five years of experience make $142,528 on average. But with eleven to twenty years of experience, that number jumps more than $50,000 for an average of $191,770! Learning that level of longevity is possible with this position will reassure candidates that they would be secure. 

Depending on the area, you could also explain that moving would ultimately save money. Most cities in the Southeast, for example, have a lower cost of living. The Missouri Economic Research and Information Center (MERIC) conducted research on the cost of living in the U.S. —  of the top ten states with the lowest cost of living in the nation, six of them are in the Southeast. 

And, of course, you should always discuss the path to a management role. Not everyone is interested in that trajectory, but as you know, hearing that it’s possible proves to candidates that professional development and career growth are valued at your company.

Address the competition in your region

Knowing how much competition they’ll face can help reps visualize their day-to-day work with your company. 

If there is stiff competition, do you compensate for the heightened stress with higher commission rates? If there is low competition, is it because there aren’t many customers in the area and the position requires a lot of travel? These are the questions candidates need answered if they’re going to consider a move. 

For example, the Pacific can get crowded for reps. Medical equipment reps, medical device reps, and surgical reps face especially high competition there. However, the Pacific region also offers the highest average earnings in commissions at $83,150 a year. That keeps the position attractive for reps even though they have to work harder to ensure their products stand out. 

On the other hand, the Midwest has a pretty low population density across a vast territory. So even though the medical device, surgical device, and biotechnology markets do well there, the competition isn’t nearly as tight. Their commissions and total earnings are slightly lower than reps in the Pacific, but they’re also not pushed as hard. 

Check out these medical sales salalry breakdowns for more regions! 

Highlight the perks of your area

When a candidate accepts a job offer, you want it to be because they’re excited to work with you. If they’re only taking the position to have an excuse to move to their favorite city, they’re not likely to stay with your company very long. 

However, you must respect that evaluating an area is a huge factor in deciding to relocate. Try to strike a balance with presenting the information without making it the main focus of why the relocation is worthwhile. 

You want to keep the focus of your interviews on the candidate’s qualifications and the position’s needs. But you can assemble an information packet with details about recreation options, the housing market, quality of schools, types of extracurricular activities and anything else that makes the area special. It provides easy access to the information they must explore without wasting time. 

And, as you know, flying in your top candidates for in-person interviews in the final round is non-negotiable. You need to know how they feel about the area and its culture early on. If they’ve already committed and only later find out they dislike the location, it’s an unpleasant situation for everyone.