Medical Sales Recruiter - Tips & Quips

How do you lose a medical sales, pharmaceutical sales, laboratory sales, or medical device sales or managerial candidate from what looks like a very promising hiring situation?  How to Lose a Candidate in 10 Ways hits on ten that come up all the time, but two of the most frequent ones involve time and money (of course).  For example, if a candidate tells you they are more interested in the opportunities and learning experiences they will gain from this job than in their compensation, that better be a red flag for you.   Ask yourself why they would take a job earning less than they could get somewhere else.  Is there something you need to know?  As a medical sales recruiter who speaks to candidates every day, I can tell you that a huge part of what they’re looking for is a good compensation package.  Learning experiences don’t put food on the table. 

Also, you should also be very wary of someone who says it’s OK that they will have to make a 90-minute commute for this job.  Really??  That kind of stress wears on a person.  Are they still going to be OK with it after a year, or will you have to go through all this again and retrain someone else?  

These kinds of mistakes happen more often to hiring managers of companies than to medical sales recruiters, not just because of experience, but because candidates tend to be more forthcoming with recruiters than with the people actually doing the hiring.  It’s always better for hiring managers to hire an experienced medical sales recruiter…you still get the final vote over who you hire, but you’ll save a lot of time and money by having help weeding out the candidates who really wouldn’t be a good fit for the job.