As a staffing pro, you already know how to source talent to match the position’s requirements, company culture, and soft skill expectations. However, it’s now necessary to recruit based on the specific staffing needs of each work modality as well.
While the hybrid structure is a favorite in the workforce right now, don’t assume that the employers you work with in the future will follow this format. After all, some medical sales companies operate best with all reps using the office as a home base every day. You must prepare for the inevitability that you’ll have to fulfill the staffing needs of remote, hybrid, and on-site employers moving forward.
Start preparing for each type of sales team with this brief guide:
Remote sales teams
Remote sales reps are different from remote employees in most other roles. Just because an employer eliminates a sales office space does not mean the team will do all their work from home. More likely than not, the employer will still require the reps to live in the sales region and split their time between a home office and the road.
When filling the staffing needs for this kind of role, look for candidates with evidence of being quick learners, self-motivated, and self-sufficient. But remember, they won’t be hiding behind a computer screen all day. Therefore, top talent for this position shouldn’t mind the idea of being alone during the workday, but they must be charming and warm in social situations.
To appeal to the candidates, you must reassure them that the lack of office space would not worsen their employee experience.
As you know, it’s vital to address company culture in the interview process. The difference in discussing it for potential remote reps is that you don’t only explain the values and characteristics of the culture. You should also include how the remote team stays connected and maintains it.
Additionally, make time to reassure candidates about the onboarding process. Starting a new job while working from home is overwhelming. And new hires know they need it to go well to feel confident in the role and with the team. So to prevent any anxieties they may have about starting a remote job, walk them through all the ways the employer is prepared to support them through onboarding.
Hybrid sales teams
With the way the working world is going, most employers’ staffing needs will likely be for hybrid positions. According to a recent study from Microsoft, 70% of workers want remote work options to continue, and 65% want more in-person time with their teams. So it’s no surprise that numerous companies are listening.
The top characteristic to prioritize when looking at candidates for a hybrid work modality is adaptability. It can be jarring for some to work in so many different locations throughout the week. And reps without sufficient agility could easily get frustrated by the demands.
To appropriately set expectations in the recruitment process, be clear about how the employer defines flexibility and how much travel to the office they require. The word “hybrid” on a job listing without any other details can mean one day at home each week and the rest based at the office, or vice versa.
Moreover, to show candidates what makes the employer stand out, discuss the benefits specific to the company’s method of managing hybrid work. For example, is there improved caregiver support for reps who can no longer consistently stay home? Will there be a home office stipend to establish a focused workspace for the days out of the office?
Highlighting these benefits proves to candidates that the employer has thought about making the work modality match employees’ needs.
On-site sales teams
While employees across all industries have voiced how much they desire remote options, some employers turning to you with their staffing needs may strictly maintain an on-site work model.
When this arises, prepare for candidates’ questions about why the employer made that choice. Be sure to make it more than just about the needs of the company. Pull in data that informed the employer’s decision to eliminate working from home.
For example, recent Statista research demonstrates that more people working from home felt unable to unplug, distracted at home, and unmotivated in 2021 than in 2020. Thus, continuing with that structure could put the mental well-being of their employees at risk.
The candidates who would be the best fit for an on-site position in an increasingly hybrid world are those who favor structure and face-to-face time with others.
To stand out to those individuals, reinforce that working in an office is the best fit for their needs. And share how the employer will ensure that missing out on remote work options won’t limit their quality of life. For example, you can showcase any travel stipends, workplace wellness policies, and methods to support the work-life balance that the employer offers.
When the prospective medical sales rep sees how the work model will support a satisfying employee experience, meeting the employers’ staffing needs will be smoother than ever.
