Medical Sales Recruiter - Tips & Quips

Some companies in the laboratory devices and pharmaceutical industries place a high priority on the managers of their sales teams to always be looking for new talent.  Read this excerpt from Misguided “Hiring A Hunter” Assumptions:

Sales Managers Should Always Be Interviewing Sales Candidates
This approach sounds good in a theoretical sense but has minimal real-world application.  The only sales managers who should follow this approach are ones who head up high-turnover sales departments.

A sales managers’ top priority is to increase profitable revenue (with an eye on SG&A at the same time).  It is advantageous to maintain a strong network that they can access in times of hiring need, but a dedicated approach to interviewing is a waste of precious productivity.  Sales managers should invest that time in growing their existing team.  This investment in the current team will reap far more rewards than performing informational interviews with external candidates.

I completely agree that sales managers (pharmaceutical, medical device, clinical diagnostics, and research products) should spend their time growing their existing teams, and leave the constant search for new talent to medical sales recruiters.  It’s a much more efficient use of time.