Our rapidly-changing world often makes the role of medical sales recruiter challenging. As job descriptions and company expectations evolve, it makes it even more difficult to effectively assess candidates.
It’s important to have a set system in place that’s easy to edit when needed. Additionally, a standardized process improves your ability as a medical sales recruiter to fairly assess candidates. To do this, you need to evaluate them on the same scale with the same criteria.
Here are a few medical sales recruiter phrases and scoring guidelines you can use to help your team evaluate sales candidates:
1 = Does not meet minimum qualifications
It happens. Sometimes completely unqualified reps pass through screening and into the interview process. It’s critical at this stage you accurately assess: Does the candidate have enough experience to perform the job well? If they don’t have direct experience, do they have transferable skills that make them a qualified candidate?
While some red flags can be addressed with on-the-job training, if you can check more than one or two of these boxes, you should probably pass:
- Struggles to understand the company’s basic product offerings
- Has no proof of success in a customer-facing role
- Is unable to share the importance of basic sales processes
- Is presented a sales challenge and unable to provide an effective solution
- Has no related experience
- Has transferable skills that aren’t strong enough for a specific role
2 = Has potential
A medical sales candidate might be close to meeting the role’s minimum qualifications and requirements, but some aspects of their fit may not be clear. Maybe they’ve held a sales role in an unrelated field for only a year or less. Or maybe a colleague referred them based solely on the potential they saw.
It’s critical to effectively differentiate between a one and two because twos may have the potential needed to develop into a top sales rep. You likely have a two on your hands if the candidate:
- Meets approximately half of the minimum qualifications and requirements
- Is referred to you based on their soft skills and potential (and those are apparent in the interview)
- Doesn’t have direct medical sales experience
- Has at least a year of sales or other related experience
- Is receptive to training and mentoring
3 = Meets qualifications and requirements
This candidate immediately checks all of the job description must-haves. They have the right amount of sales experience, likely some in the medical sales field, and have some proof of success in a customer-facing role.
Sales candidates who rank as a three are equipped to jump into the role, yet are also moldable. They don’t have enough experience under their belt to immediately become a top seller. However, their experience makes them ideal for training and mentoring opportunities. You know you have a three if the candidate:
- Meets all minimum qualifications and requirements
- Has at least one to two years of direct B2B sales experience
- Shares at least one sales success story
- Is looking to improve their sales skills
- Maintained their quota while in sales
- Has prior experience in a customer-facing role that wasn’t sales
4 = They exceed qualifications and requirements
These are your in-between sales candidates. They exceed your minimum qualifications, such as many years of direct medical sales experience, they go above their sales quota every quarter and have an extensive list of clients they’ve worked within the past.
These candidates will be prepared to immediately jump into a role with little to no coaching. However, it’s important to also ensure they’re a good fit for the company and team culture. You have a four on your hands if the candidate:
- Demonstrates the soft skills successful reps on your team exhibit
- Exceeds the minimum qualifications and requirements
- Has direct medical sales experience
- Has strong leadership skills
- Demonstrates a willingness to learn and grow
- Consistently went above quarterly sales quotas in previous roles
- Shares various success stories of overcoming medical sales customer objections/obstacles
Of course, our templates are just a guide. Gather your recruitment and hiring teams to create a similar scoring template for each medical sales role. Add specific requirements candidates must have to fall under each scoring category.
After interviews, use these templates as a collaboration tool to discuss with one another why you scored a candidate a specific way, their role fit, cultural fit, and potential to become a top sales rep at the company.
Keep the interview momentum going by finding the sales reps who are champions of change: