This is hilarious:
Don’t be fooled by people who tell you that resume objective statements are optional, or that you shouldn’t have one at all. Their reasoning is usually that objective statements fence you in and limit your job-seeking focus.
I’m here to tell you that you need an objective statement on your resume. Why?
- An objective statement tells me why I should keep reading the rest of your resume.
It’s advertising, basically. It’s the teaser that will draw me in to reading the rest of your resume. (The cover letter won’t do it. Recruiters don’t generally have the time to read a cover letter–we go straight to the resume. So, make sure the first few lines of your resume make me want to read more.) Read about how to craft a compelling objective statement. At it’s core, it’s about creating a statement that fits your capabilities to fulfilling the needs of the organization. What are a few of your key qualities that will make you a good fit for this job? Be careful that you don’t make this too generic (boring).
- An objective statement makes it easier for me to figure out who you are and what you want.
Don’t be vague: Think of your resume objective as a Personal Branding Statement (thanks, Phil Rosenburg of reCareered). It’s not only saying what you want, but it’s also indicating what problems you can solve and how you can bring value to the organization. In that way, it’s tailored to the job you’re applying for. Jessica Holbrook’s article on Career Rocketeer agrees: Don’t start off by telling the hiring manager what you want, tell the hiring manager what you can do for the company.
Don’t worry: a well-crafted, tailored objective statement won’t stop you from being considered for other jobs. For instance, as a medical sales recruiter, I’m always looking for the best candidate to submit to my clients for consideration for jobs in medical sales, laboratory sales, medical device sales, health care IT, and more. If your objective statement has led me to read the rest of your resume to see what you can do (and what you have done), I’m going to think about you for any job you might be a good fit for because that’s what’s in the best interests of me and my client companies.
A 30/60/90-day sales plan is a written outline for exactly what you’ll do in the first 3 months on a new job. It’s the goals you’ve set for yourself as a new employee for the first 30 days, the first 60 days, and the first 90 days. A 30/60/90-day sales plan is tremendously impressive to a hiring manager because it takes a lot of effort to write one, and requires that you research the company and the job very well in order to be specific in your goals. (It takes the idea of “doing your homework” to a whole new level.)
Very few people put this kind of effort into a job they haven’t even gotten yet. When a hiring manager sees a candidate with one of these plans, they think at least two things:
(1) “This person knows exactly what I need here, and he can hit the ground running…I can see him doing well in this job” and
(2) “Wow. If this candidate will work this hard before she gets the job, imagine what a go-getter she’ll be on my team.”
(Either one means great things for you.)
If you’ve got lots of experience, your 30/60/90-day plan will show the hiring manger your energy, enthusiasm, drive, determination, and knowledge, setting you apart from the pack.
If you have little experience, a 30/60/90-day plan will show the hiring manger that you do, in fact, know what it takes to be successful at this job, and it’s not going to be a risk to hire you. (Click here for more tools to help you get into medical sales.)
OK. I said all that to say this:
First of all, you’ll need to use it on the job. If it’s a good 30/60/90-day plan, actually following it WILL make you more successful.
Second, unless you’re already flirting with retirement, the job you’ve got probably isn’t going to be your last stop….so job searching, interviewing, and 30/60/90-day plans will still be a part of your future.
With that in mind, here’s my big tip for the day: make notes on what worked for you in your 30/60/90-day plan and start a “Job Search” folder, where you keep notes on interesting companies, recruiter contacts, “attaboy” (or girl) emails, etc.–and put your 30/60/90-day sales plan in there for future job searches. Like a brag book folder, it’s going to be a personalized resource for you. You won’t need to start from scratch on your job search or your 30/60/90-day sales plan if you find yourself suddenly in the market for a new job. And, you can use what you’ve learned to improve your plan for each job you interview for….you’ll be more efficient, and you’ll become a better candidate.
Listen to this audio of how to incorporate a 30/60/90-day plan into your interview.
Does the thought of your upcoming medical sales job interview make you nervous?
Job interviews affect almost everyone that way…but it’s the candidate who’s confident as well as competent who’s going to get the job. (Nothing like a little added pressure, huh?) But fear not…I have a few tips for you to get past your nervousness as the interviewee:
Prepare for the Interview
Practice Your Answers
Use Relaxation Exercises
Watch the video for more details:
PHC Consulting is an executive search firm that specializes in finding top sales, sales management, technical support and marketing talent for the medical and healthcare industries. We specialize in laboratory, medical device, healthcare IT, health care and hospital administration, and health care supply. Our clients include companies that are on the Fortune 5, 50, and 500 list, as well as Fortune 100 Fastest-Growing companies. Our clients’ call points are the pharmacy, hospital administration, laboratory (both clinical and research), and the physician or surgeon. Our clients say that we provide the most pre-screened, pre-qualified candidates and talent that they receive. They love our follow-up, and they love the fact that we listen to what they truly need, and identify and exceed their goals in the candidate search. Our candidates say that we listen to what they are looking for in a career–that we help them find the best positions that are truly a long-term fit, and that we help make a stressful job search a little easier.
If you know of someone who is looking to build or expand a great sales, marketing, or technical support team; or if you know of a fantastic sales rep who might be looking for a new opportunity, do that person a favor and forward this video to them.
A Job Candidate’s Situation:
A recuiter called a medical sales candidate about a job, gave him the name of the company and the manager, said that he had submitted his resume for consideration, and had the phone interview set up. Then, the recruiter called back to tell him that the phone interview wasn’t going to happen, that the interview was on hold, and that he’d be in touch. After more than a week with no phone call, the candidate called me for help.
A Medical Sales Recruiter’s Advice:
This candidate should contact the hiring manager directly. If the recruiter has already submitted him to the company, and he approaches the company in a VERY professional way, then I don’t think a recruiter would be upset by that. I know I certainly wouldn’t be. Contacting the company to make sure the job didn’t go dead shows the candidate’s guts, determination, follow-through, and that he cares about the job (all desirable qualities to have in a medical sales candidate). The candidate must have been close enough to the job for it to work out, so it’s not like it would be a shot in the dark. He found the manager on LinkedIn, so I advised him to write a nice note to the manager on LinkedIn, saying something along the lines of “So-and-so submitted my resume for such-and-such opportunity and I’m so excited about it. I know we’re on hold right now for the phone interview, but I just wanted to let you know that it looks like a position I could really excel at, and where I could provide some value for you and I’d like to chat with you about it as soon as possible.”
See? It’s polite and professional, but shows positive go-getter qualities about this candidate that will almost certainly get the attention of a hiring manager.
The toughest job interview questions in medical and health care sales require preparation up front. I’ve got a little writing exercise for you that’s a fantastic way for you to get interview answers ready that will blow the hiring manager away. Watch the video and I’ll explain:
Jason from The Talent Buzz posted this January 11. I love Twitter, and it’s an honor to be included with the other great recruiters on this list. Thanks, Jason!
It’s hard to believe it has been almost 2 years since my first tweet. Since then I’ve had the opportunity to meet a lot of great people inside and outside of my industry and profession, and publish a few blog posts on the topic. A few examples include:
- Using Twitter to Recruit, Find a Job, or Network
- Using Twitter to Network and Find a Job
- Recruiting, Social Media, and Friends. Twitter Rocks!
Looking back the growth of twitter has been astounding. In April of 2009, there were 1.5 billion tweets. 9 months later (as I write this) there are 7.6 billion tweets and counting.
Last February (2009) there were 900 profiles with the word “recruiter”. Fast forward 2 months to April and it grew to 3,900. Today there are 10,372! There are also over 15,000 social media “experts” in case you hadn’t heard…
So with over 10,000 people with the word recruiter in their profile, who should you follow?
I would start with the 25 most influential recruiters on twitter, according to wefollow. They include:
- Shally Steckerl – @shally
- Irina Shamaeva – @braingain
- Glen Cathey – @BooleanBlackBlt
- AIRS – @AIRSTraining
- Steven Rothberg – @StevenRothberg
- Jennifer McClure – @CincyRecruiter
- Jerry Albright – @Jerry_Albright
- Geoff Peterson – @GeoffPeterson
- Stephanie Lloyd – @StephanieALloyd
- Paul DeBettignies – @MNHeadhunter
- Craig Fisher – @Fishdogs
- Michael Long – @theredrecruiter
- Ryan Leary – @ryanleary
- Jim Durbin – @smheadhunter
- Shannon Myers – @slcmyers
- Sarah Peacey – @RecruitingTruth
- Nikki G – @Recruitnik
- Todd Kmiec – @toddkmiec
- Dawn Mular – @DMular
- Jeff Lipschultz – @JLipschultz
- Rick Deare – @RickDeare
- Peggy McKee – @salesrecruiter
- Bruce – @RecruiterBruce
- David Graziano – @DavidGraziano
- Darryl Dioso – @DarrylRMSG
Sure, one could argue the other 9,000 recruiters haven’t registered their profile on wefollow (that’s their fault) or have chosen a different tag than recruiter. Either way, you’ll be in great company with these 25 tweeps.
Check out Jason’s great Twitter Tips on the Talent Buzz!
I bought my husband Kraig a new electric guitar for his birthday in July. He’d wanted one for a while, and has tooled around with it pretty consistently, about 20 minutes a day–and he’s not bad. But, as he told me, he’s “plateaued”. He’s gone as far as his skills will take him, and he’s just not going to get a whole lot better under his own power. So, for Christmas I bought him guitar lessons. My expectation is that access to a specialist (an expert–someone who does this every day and will teach him how to think about it, what to practice, what to do with his fingers on the strings, and so on) will increase his skills exponentially, making him a better guitar player.
You see where I’m going with this….if we are willing to invest in swim lessons for our kids and guitar lessons for our husbands (and we do these kinds of things all the time), then we should be willing to invest in ourselves and our careers with career coaching. Find out how career coaching can exponentially increase your career skills and help you get the job, the raise, or the promotion you want.
When you go to National Sales Meetings, don’t forget about your family at home.
Don’t do anything stupid. Don’t put your job in jeopardy for any reason, especially in this economy…it’s a difficult time to be without a job looking for one, and you don’t want to be having that discussion in your next medical sales job interview. Just a warning: Don’t drink too much, don’t talk too much, and don’t do anything your mother would be ashamed of. There are lots of ways to raise your profile at work and impress the higher-ups, but misbehaving at a national sales meeting isn’t one of them.
Of course, you can drink a glass of wine here or a beer there, or whatever, but you should not be inebriated at the meetings. You should always have your head about you, pay attention to what’s going on around you, and look for the big guys in the company to have conversations with them….it’s a great opportunity to boost your career. You’ll learn more about the health care products you sell, your company, and what’s going on in it. They will notice you one way or another, and it’s up to you to determine how they see you. Make sure you impress them.