I don’t agree….
Dr. John Sullivan wrote an article on how to win the war in talent acquisition by improving interview processes, which involves really “selling” the job to the candidate and having hiring managers completely rearrange their interviewing schedules to better fit candidates’ available times–like conducting interviews on nights and weekends, and holding fewer face-to-face interviews in favor of possibly more convenient long-distance ones…and while I do agree that employers should point out the advantages and benefits that their particular open position has, I don’t think they should go to that extreme. Medical device, research, laboratory and pharmaceutical sales managers have incredible time pressures and already work late hours and weekends to keep up with the day to day tasks . They need to manage their time as best they can by having candidates fly to them whenever feasible, and interviewing during work hours and never on weekends (unless there is an amazing candidate who has such terrible time constraints that the interview absolutely cannot happen any other time). Also, the author recommends reducing the # of face-to-face interviews. Maybe for hourly employees, but for health care sales positions with an average pay between $75k and 150k total compensation, I think it is absolutely insane to make a buying decision without seeing the product in several venues and different days. I recommend 2-4 face-to-face interviews. It really does weed out the bad apples to a greater extent…
Written by Peggy McKee - the medical sales recruiter
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