The future of recruiting isn’t in technology.
Successful, effective, retention-focused recruiting relies on relationship-based technology. The Institute for The Future says it best in their latest report, The Next Era of Human-Machine Partnerships: “Human-machine partnerships will enable people to find and act on information without interference of emotions or external bias, while also exercising human judgment where appropriate.”
With constantly updating technology and AI, a push toward human-machine relationships has never been more important. In fact, 56 percent of recruiters say new interviewing tools are very or extremely important to their hiring process and 35 percent said the same about AI, according to a new LinkedIn report.
However, many company leaders and recruiters are slow to adopt updated tech into their recruiting strategies due to fear that it will take away the relationship building aspect of recruiting. But with the right tools and strategies, you can actually improve relationships and accelerate the hiring process for medical sales jobs.
Know what works
Medical sales jobs require experience, but success in the role goes far beyond years. Sales reps at the top of your leaderboard have emotional intelligence, communication skills, time management skills, the ability to multitask, professionalism, and many more. This array of traits and qualities is hard to keep track of — especially when trying to understand what qualities improve retention.
With HR analytics, recruiters can track employees through their entire lifecycle. This offers a more complete picture where you’re empowered to dig beyond time of hire metrics, so are better equipped to identify what is needed for their specific medical sales jobs. By tracking qualified applicants per requisition, involuntary turnovers, new hire performance, and characteristics of successful reps, you can spend more time building relationships with top talent.
Before combining analytics and workforce planning, note your main recruiting issues. Is it finding qualified talent? retention? or even getting top talent to sign-on once they’re in your pipeline? Once you understand these issues, you’ll be prepared to effectively use the data to build stronger relationships with candidates.
Excel at coordination
As technology changes, so do candidate expectations.
Medical sales jobs candidates are fast-paced doers. Their patience to wait for a response or deal with scheduling conflicts is low, which means the risk of losing their interest is high.
You need to make communication and scheduling as fast and easy as possible to remain a competitive recruiter. Meaningful relationship-based recruiting doesn’t rely simply on a verbal connection. Candidates need to feel their time and efforts are the highest-priority on your list. When they don’t, they often get weary that your organization won’t make them feel like a valued employee.
Luckily, in today’s world everything is possible with the touch of a button screen. AI assistants, like Paradox’s Olivia, eliminates scheduling from your plate and increases candidate engagement mobily. Rather than engaging in a back-and-forth schedule battle, you can focus on prepping for interviews, building your talent pool, and forming lasting relationships with potential talent.
Kick bias to the curb
As human beings, we all have natural biases. Unfortunately, as a recruiter, those biases can unintentionally get in the way of hiring the best sales rep.
Immersive technologies, such as virtual reality (VR), are wiping those biases out of the initial screening process. Using VR in your recruitment strategy allows candidates to show-off their sales skills and positive traits without revealing their gender or ethnicity.
Jaguar Land Rover, for example, recently launched a VR app for their prospective candidates. The app allows interested job seekers to go into a virtual garage, explore iconic vehicles, then puts them to the test with a code-breaking game to evaluate their engineering and software skills.
Aside from decreased bias, VR opens the doors for candidates from all over the country to experience your culture first-hand — without you needing to schedule a thing. Candidates can interact with potential co-workers, experience, meetings, and get an overall vibe for your culture. With this technology, you can start building a unique, personal relationship with candidates who aren’t even in your pipeline yet.
How is technology improving your relationship-based recruiting? Let us know!