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The 3 Top Traits of Tomorrow’s Leading Medical Sales Recruitment Pros

Take a moment to think about what the recruitment process looked like 20 years ago. Paper applications and resumes were sorted through tirelessly. There was little flexibility on who got what job based on their direct skills and experiences. Video interviews weren’t being used to broaden the applicant pool. 

Just like it’s changed drastically since then, it will continue to evolve. And all medical sales recruitment professionals must be prepared to change with it. For some, it’s a bit easier because they already have key traits needed to succeed. 

Here are the top three traits tomorrow’s leaders in medical sales recruitment will portray: 

1. Empathetic nature

The nature of medical sales recruitment is drastically different than it was a decade ago. There’s a growing focus on building relationships as opposed to a typical network. This change stems from the increased control job seekers are taking over their job search. 

Empathy toward candidates is feeding into workplaces as well. Successful recruiters of the future will know how to tap into candidates’ deeper concerns and emotions to better place them and build deeper relationships.  

In fact, 96% of HR and other hiring pros say employee experience is becoming more important, according to LinkedIn’s Global Talent Trends Report, 2020. It’s critical medical sales recruiters move toward the same practice to ensure candidates understand how they’ll be treated as employees from the start. 

Focus on understanding candidates’ journeys as a whole:

  • What are their current concerns? 
  • What are their future career goals? 
  • What negative recruitment and employment experiences have they had in the past? 
  • How do those negative experiences shape them as a job seeker and employee? 

Being open to these types of questions allows you to show you’re empathetic to their needs. Even more powerful, it gives you the opportunity to take on deeper cultural topics, such as management, training, and growth. 

2. A data analysis mindset

People analytics is a data-driven approach to managing people at work. In recruiting, it’s used to measure and improve the hiring process. Whether you’re an internal or external recruiter, the future will rely on one’s ability to analyze employee and candidate information. 

More than half of companies (55%) in LinkedIn’s trends report say they still need help with basic people analytics. However, they understand its importance. In fact, there’s been a 242% increase in HR and hiring professionals with data analysis skills listed on LinkedIn over the last five years.

The issue with the people analytics revolution in recruitment is that it’s only been a revolution for a select few. While some companies have already seen the major benefits of focusing on data-based recruitment, most are stuck behind. 

However, 73% of companies in LinkedIn’s trends report say people analytics will be a major priority for the next five years. That gives you time to focus on gaining people analytics skills and prove how a data-driven recruitment mindset positively impacts companies. Udemy, for example, has online courses of various levels to help you reach expert-level status. 

3. Adaptability

Various aspects of the recruitment world are constantly changing. You have new technology emerging on nearly a daily basis. Additionally, your candidate pool is evolving and becoming more diversified. Older generations are waiting longer to retire, more people are graduating from college, and companies’ diversity programs are expanding. 

The recruiters excelling in the future will have the superpower of adaptability. They will quickly evolve with the times and, in turn, evolve their processes to improve the candidate experience and their connections. 


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