In today’s highly competitive job market, swiftness is often your secret weapon when it comes to landing medical sales rep talent. The best candidates are likely already employed or juggling a number of other offers and opportunities. Any slowdown can lead to a lack of interest in a great candidate and leave them searching elsewhere or accepting another job.
Unfortunately, there’s only so much you can do as a recruiter when it comes to speeding up the hiring process. The math is simple: The more people involved, the more of a chance your time-to-hire numbers wane. What’s worse is that slow hiring processes often hurt recruiters’ relationships with candidates.
In an Addison Group survey, 45% of job seekers said that the shortest time they’ve experienced between submitting an application and landing a job was less than a week. This is a timeframe all recruiters would love to achieve — but it’s not always realistic.
While the pace of the hiring process may be out of your hands, candidate communications are something you can control. Here are a few ways to manage candidate relationships and keep medical sales reps invested and interested when things are slow:
Make the first contact quickly
While you can’t dictate the entire hiring process, you can help make sure the first interactions with candidates are prompt. Do your best to encourage hiring managers to review job applicants daily. In the meantime, prioritize engagements with good candidates as soon as an application is submitted. Responding to applicants as quickly as possible can help ensure strong candidates stay engaged and enthusiastic about joining your team.
Offer updated timelines
“No news is good news” doesn’t ring true in a competitive job market. Continuous communication is key to keeping candidates interested. Even when you don’t have solid news, sharing timelines and updates is critical. It also helps add some transparency to the hiring process.
For instance, if scheduling interviews is becoming a challenge for busy members of your hiring team, make the candidate aware. Reach out to them instead of letting them wonder when — or if — the interview will happen. Candidates will appreciate the connection and stay invested.
Switch up how you stay in touch
Emails and phone calls aren’t going to be the best way to reach every candidate. Active job seekers could have full inboxes where emails are quick to be buried. On the other hand, those who are already employed won’t be readily available to answer a call from you. Consider tapping into text messages to manage candidate relationships better.
Texting candidates can add a personal touch to communication interactions. You can leverage text messaging to send interview reminders, schedule changes, remind candidates to take action on specific required hiring steps or let them know there’s been no movement yet. As always, remain professional and be sure this method of communication is suitable for the candidate from the start.
Keep communications light
When there’s no news to share regarding the hiring process, find easygoing ways to connect. Send fun, trending articles that fit the interests of your candidates. This could be timely information about medical sales or even something related to their interests or hobbies. Communications don’t always have to be job-related to build lasting relationships.
If your company recently made the headlines or shared big news, consider sending that to candidates to keep them connected. Stories about successful employees or specific news regarding someone on the hiring team can be especially useful to share.
Strong candidate relationships grow out of trust and availability. Do your part to let candidates know that you will remain accessible to them throughout the hiring process. End all communications by letting them know you’re just a text, email, or phone call away if they have a question or concern.