Candidate Sourcing Recruiting

You Need to Look for More than Strong Numbers in New Hires

StockSnap; PixabayWhen it comes to hiring for medical sales jobs, you think you’ve got your interview strategy down. You ask a few questions, but mostly you want to see the numbers. You need to know if a candidate has the chops your company needs.

But strong numbers alone aren’t an indicator that a candidate is the best rep for the job. Numbers are important, but they’re not enough. You need to know the method behind their success. In other words, does the rep know how they achieved those numbers and can they replicate it for your company?

Here’s why you need to dig a little deeper into sales numbers and how to do it:

Why it’s important

Great sales numbers aren’t a guarantee a candidate will be successful in all medical sales jobs. While they look nice on paper, sales numbers don’t tell the whole story.  The numbers can’t tell you if the rep was successful because they had the support from a mentor or an experienced team. The numbers won’t tell you if the rep is comfortable with their current products and clients but struggles translating those skills to new areas. In short, sales numbers can’t tell you if a rep has and understands the skills you need.

Great sales reps understand which strategies work best, what lead them to success, and how to replicate it in any situation. They know how to read clients, how to work with the team, and which approach to take to make the sale. But sales numbers won’t tell you all that.

That’s why you need to go deeper and ask medical sales candidates how they achieved their success. If they understand the method behind the numbers, they’re better equipped to take that strategy and use it in a new environment with new clients and products.

What to ask

To get to what really matters, ask sales reps behavioral interview questions. Behavioral interview questions will lead candidates to explain why they were successful in the past or show their gaps in knowledge.

Your questions should focus on the experiences of candidate, what they’ve learned from them, and how they might apply this knowledge in other situations. Here are some examples to get you started:

  • Tell me about a sales call that you won versus a call you lost. What did you differently?

  • Tell me about your greatest career achievement so far. How did you get there?

  • Tell me about a time when you lost a sale. What did you learn from the experience?

  • Did you ever have to change your strategy in the middle of a call or client interaction? What happened?

What to look for

You’re looking for the sales rep who can confidently answer your questions without hesitation. They can make a clear connection between their actions and their sales numbers and understand their strategies.

Beyond that, look for candidates who take it a step further — those who understand their skills, the company, and the position. Because that’s what it’s all about. Can they perform well in other medical sales jobs? Are they the best person for your job?

You want the candidate who has done their homework and has a solid understanding of the company, the products, and the clients. They know how to use their skills in the new position, and they have an action plan to back it up. Hire candidates who come prepared with 30-60-90 day business plans. They’re the ones who can ramp up quickly and who understand what it takes to succeed.

Looking at sales numbers will give you some insight into the skills of a candidate, but it’s not enough to find the best reps for your medical sales jobs. Dig a little deeper to find out if candidates have the knowledge, experience, and skills to back those numbers up.

What key factor do you look for in the medical sales interview? Join the conversation on LinkedIn!

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