Thank you notes after any interview!! Every time!!
I have a great medical (laboratory or pharma or device or capital equipment) sales candidate who is probably not going to get the job. Why? Because he had a phone interview and did not send a thank you note. The manager set up a face to face interview and the candidate did not send a thank you after that! The manager feels that if the candidate won’t communicate well with him, then they won’t communicate well with their customers (either). Good point. Please don’t let this happen to you.
Also, thank you notes via email are always appropriate. By the time a manager gets the hand written note, he may have decided you weren’t that responsive. This is the age that we live in……
P.S. If you happen to interview via video, remember to send a thank you note for that, too.
5 Rules for Interviewing Inside Sales Reps?
Trish Bertuzzi’s recent post, Interviewing Inside Sales Reps: 5 Rules, has a few points that I agree with, and some that I don’t. I agree with her that hiring mistakes can be costly (which is why you should use a recruiter), and I also agree that it is helpful to determine those key characteristics that make for a successful sales rep, and then hire accordingly. (I even wrote a post on that very subject.)
Her 5 Rules (and my two cents):
1) Always do your first interview over the phone. I agree – that way you can jump off as soon as you know that they are a “no”. No obligatory hour interview. I know candidates won’t like to hear this, but sometimes it is just not a fit.
2) Hire someone who has the experience to sell what you sell. Not always. There are amazing reps out there that have not sold your particular product or even used your selling system, but who would still be a great addition to your team and to your numbers. I have placed many candidates with sales experience, but no experience in medical sales, into a wide variety of medical sales positions: laboratory sales, medical equipment sales, pharmaceutical sales, and many other areas of healthcare sales. They’ve been very successful.
3) Have a well-defined interview process. This is great - need to see more of this.
4) Ask the candidate to send you an e-mail recapping their impressions of your interview process. Interesting. I have had clients use other tests in the process to evaluate it- I guess this is the same.
5) Ask for last year’s W2. I think that asking for the W2 for last year seems out of line. For some reason, this seems like an encroachment on privacy to me. Does anyone know of a company that does this? Any opinions? or known facts about this?
Corporate Website
-
Mailing List
