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Problem-solving. Teamwork. Communication skills. Creativity. There are so many factors to look at when you’re assessing medical sales candidates — but you can’t afford to rush assessments.

A bad hire is expensive. Between hiring costs, compensation, severance, and training, your company has a lot of money (and time) invested in recruitment.

But some of the best talent isn’t sitting in your ATS. They’re not cold messaging you on LinkedIn. They’re not the ones leaving you voicemails.

The best talent is actually still sitting in the classroom. And employers are catching on.

In fact, nearly 20 percent of those graduating in 2019 have accepted or started a full-time/contract position, according to a 2018 Yello survey.

The reluctance to hire young talent is understandable. After all, the life of a medical sales professional can be chaotic. It can push people beyond their limits, leading to poor work-life balance and high-stress situations. Many get weeded out of the field.

But this reluctance overlooks important traits the upcoming graduating class possesses. Here’s why it’s important to consider young talent, even if they have no experience:

They’re Moldable

Recent graduates are leaving college with a fresh perspective and a hunger for more knowledge. They’re still in learning mode.

They want to develop new skills, so they’re searching for an employer to help them reach their utmost potential.

Tip: Provide a professional development program that sets them up for a successful medical sales career path. This is incredibly important to most young talent.

In fact, the 2018 Yello survey found that more than half of respondents said career advancement was one of their most important considerations when they accepted a job.

Promote how you empower your young staff to thrive in medical sales. Connect candidates with your professional development program graduates.

These employees can share what they learned through the program and how it helped them. But don’t just expect candidates to come to you.

Promote your professional development program through social media. For example, host live Q&As on Facebook or through Instagram. Promote these online events using relevant hashtags that capture their attention.

They’re Eager

With their diplomas in hand, graduates are entering the workforce with a high level of enthusiasm and excitement. Many employers are looking to leverage their excitement.

According to the 2018 Yello survey, nearly half of soon-to-be and recent college graduates said they already have multiple job offers to consider. To put it simply, the war for talent is heating up, especially when it comes to attracting young candidates.

Don’t hesitate on connecting with students who are about to graduate. Their eagerness helps them thrive in a medical sales role.

Tip: Tap into their eagerness by showing young talent what a day in the life of your entry-level positions consists of. For example, shadowing is one way to connect them with the actual employee experience.

Employee testimonials on your careers page are great for putting a face and name to your staff. This human appeal is important, but a hands-on experience is much more valuable to them.

Another option to consider is hosting job auditions. Auditions put candidates in the shoes of their prospective role, giving them the chance to prove their skills for a full day.

It’s also a great opportunity for candidates to reflect on their fit to the role and your company culture. It’s their responsibility to learn if this medical sales career path is right for them.

If it’s not, both you and the candidate didn’t waste much time.

They’re Looking for You

Your recruiting strategy needs to be proactive. Simply waiting for talent to come to you will leave you empty-handed.

A proactive recruiting strategy means you’re ready to impress talent when you find them or when they find you.

Young candidates entering the workforce know how to conduct research on potential employers. The 2018 Yello survey found that those who accepted a job or an internship found the company’s website the most helpful in their research, and third-party review sites were the second most helpful.

What’s more, 32 percent of respondents heard about their current role through a hiring event. In other words, they’re actively looking for and researching potential employers.

Tip: Build a strong online presence that makes the most of popular employer branding channels, like your company website, your company’s LinkedIn page, and related resources like Glassdoor.

Candidates gravitate toward employers who are engaging online. For example, employers who respond publicly to anonymous employee reviews on Glassdoor are favored. It shows that the company values employee feedback.

Also, promote your medical sales positions at hiring events and through alumni networks. This way, recent graduates recognize your company and start researching your positive online presence.

How are you targeting young candidates for your medical sales roles? Share in the comments!

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