Recruiting trends for 2020 are rapidly emerging. According to LinkedIn’s 2019 Global Talent Trends report, talent acquisition professionals believe soft skills, work flexibility, anti-harassment policies, and pay transparency are four trends shaping the future of recruitment.
While these are critical, they’re all basic trends the majority of recruiters have been focusing on for years. We’re digging deeper into fresh tactics and processes that don’t yet receive the recognition they deserve — ones that will drastically impact the medical sales field in 2020.
Fully understanding how these four underrated trends will change your recruiting outcomes starts here:
1. Shifts in predictive people analytics
For years, HR has focused on descriptive analytics, tracking what’s happening behind the scenes with talent. However, analyzing data this way means HR pros lack one crucial data point — the why.
A high percentage of medical sales candidates drop out of the application process halfway through. Why?
Some new hires are incredibly successful, and others fall short. Why?
Answering these questions — and many more — gives you the power to proactively and successfully meet medical sales candidates’ expectations. Thankfully, advancing technology allows us to shift to diagnostic and predictive analytics. As a result, you’ll have the tools to collect and evaluate more meaningful people analytics to drive talent acquisition strategies.
What this means for medical sales recruiting: Medical sales reps, especially those on the road, work in highly independent and demanding roles. Much of their salary, for example, relies on performance-pending commissions.
Rather than simply gathering HR data on how new hires perform in a high-paced, autonomous, and competitive environment, those analytics can be used by recruiters to predict which candidates are actually going to be successful in their open roles.
2. Focus on strategic recruiting tactics
The future of recruitment is based on proactive talent sourcing. Rather than reacting to talent as they respond to a set-it-and-forget-it recruiting process, recruiters focus on building and nurturing relationships.
What this means for medical sales recruiting: Now, recruiters must develop strategies to engage and communicate with various stakeholders to ensure they’re assessing and acquiring the best-fitting candidates.
This can range from hiring managers to HR, candidates, and even current or former employees. To efficiently connect the dots and foster positive relationships, recruiters must find communication technology to fulfill their specific needs.
3. Building brand resonance
Employer branding has been a key component of successful recruiting for years. Moving with the trend of proactive recruitment processes, recruiters are building brand resonance — actively listening to job seekers, candidates, and employees to create a brand that attracts targeted talent.
What this means for medical sales recruiting: Generic branding won’t work to find top talent anymore. Recruiters must dig deep into analytics to uncover what truly matters to their ideal candidate. Then, they need to evolve branding efforts to ensure they’re effectively showcasing how candidates’ needs will be met at the company.
4. Connecting through content marketing
Content marketing has taken off in recent years. But the creation of blogs, development of original research, and sharing on social media isn’t just for the marketing department. This strategy also helps recruiters position a company as an industry leader in the eyes of top talent.
What this means for medical sales recruiting: Numerous medical sales outlets publish trends, news, and tips for reps to consume. Becoming a thought leader in this space is an effective way to passively expose talent to your personality, values, and views as a brand.