As a medical sales recruiter (and former laboratory sales rep and sales manager), I take some pretty strong stands on what it takes to recruit and retain first-rate employees, whether its in the medical sales arena or on the technical side. I took my message about what it takes to get and keep great med techs to the Executive War College a few months ago, and am thrilled to report that I was interviewed on the same subject for a feature article this month in CAP TODAY: Social media in labs – hook, line, and sinker.
I do believe that labs (and other employers) ought to take advantage of social media like LinkedIn, FaceBook, and blogs for recruiting…if the big dogs (like Abbott) are using it, the rest of us ought to pay attention. And I also believe that companies who consider the emotional and psychological motivations of employees will end up with better retention rates (and a better bottom line) than those who don’t. The article explores these ideas in much greater detail, and I hope that you click over to read it.
Thank you, Karen Titus, for a well-written article and the opportunity to get this message out to a wider audience.
Are you a pharmaceutical sales rep? You might want to start looking for a new medical sales career (laboratory, surgical, biotech, molecular, cellular, medical device, pathology, software, etc.).
Check out this article on BioJobBlog, Big Pharma Continues to Shed Large Numbers of Jobs. It talks about the current and looming round of job cuts from big dogs like Abbott Laboratories, Bristol-Myers Squibb, Endo Pharmaceuticals, Lundbeck, Lonza, and Johnson & Johnson. Not good news.
If you’re a pharma rep with sales experience and a science degree, now’s the time to make the transition. You’ll face a few obstacles, but you can overcome them with the right attitude, tools, and action plan.
It’s going to be worth the effort you’ll have to make to find a medical sales job that’s much more stable and valued.
Are you wavering over what to wear to your next medical sales job interview? Your attire is another piece of the puzzle for your interviewer, and along with your interview preparation and presence, has a huge impact on whether or not you end up with the job offer.
Recently, PHC Consulting conducted a survey of current hiring managers within medical sales, laboratory sales, medical device sales, surgical sales, and other health care sales areas to determine what kind of job interview attire is appropriate for the medical sales interview and what makes the best (and the worst) impression on hiring managers. Which details make the difference?
Here are the results:
If you’d like to have one-on-one coaching or counseling about your next interview, check out this information on medical sales interview coaching. Constructive critique from an expert will make the difference in your job search.
If you’re interested in the latest sales and marketing strategies for your lab to raise your profile and stand out from the rest, register for the G-2 Reports’ 2010 LabCompete Sales and Marketing Conference! It’s December 8-10 at the Venetian Las Vegas.
It’s a great conference, packed with practical, powerful techniques to help you drive the growth of your lab. There’s a really fantastic lineup of topics and speakers this year…and I’m not just saying that because I am a speaker! (I will be presenting “Laboratory Sales Compensation: 2010 Survey Results and Analysis.”)
Here’s what else you’ll learn (from their brochure):
- Proven lab services sales strategies and savvy, successful marketing techniques
- How and why to infuse a proactive sales philosophy at all levels of your company
- Key market drivers and changing industry dynamics that are affecting your growth strategy
- Successful sales and marketing strategies unique to growing specialized testing
- Compensation plan benchmarks using the latest industry data
- Current market developments to fine-tune your 2011 sales and marketing plan
- Sales growth drivers that move you away from forcing “self-inflicted” price decisions
Get all the details and registration info for this outstanding conference here:
See you there!
Recently, I had a conversation with a strong, articulate medical sales candidate who was still struggling with the interview process. He thought the interviews were going well, but he wasn’t making the cut and he didn’t understand why. After some questioning to pinpoint the problem, I discovered that he wasn’t bringing a 30/60/90-day plan.
A 30/60/90-day plan is a written outline of what you intend to do during the first 3 months on the job: training, learning your market/territory, and going after new sales. It’s an incredibly powerful tool in a medical sales interview because it provides some evidence for the hiring manager that you understand the job, you know what it takes to succeed, and you won’t pose a risk to his own continued employment. It doesn’t matter whether that manager is in laboratory sales, medical device sales, surgical sales, or medical software sales…he wants to know that you will be able to hit the ground running and produce results as a member of his sales team.
Some candidates are uncomfortable with the idea of using one because
(1) What if they make a mistake with it or it’s not complete? Will it kick them out of the process?
(2) What if the hiring manager doesn’t want to see the plan?
(3) What if there’s no opportunity to present it?
In this video, Peggy will show you why that thinking is faulty and exactly what to say in the interview to overcome all of these obstacles and successfully present the plan to the hiring manager. In the end, you’ll understand why bringing a 30/60/90-day plan is right for every interview–and you’ll never go into another medical sales interview without it.
Learn to write the 30/60/90-day plan that is proven to knock the socks off any medical sales hiring manager here: 30/60/90-Day Sales Plan
Speaking of trends in medical sales: Under the new health care law, many preventative health care services are covered without requiring a copay from the patient, including screenings for diabetes, cancer, STDs, HIV, and more. I’m not sure I like how this will affect the cost of health care and the rise of insurance premiums, but I want to bring to your attention that this likely massive increase in clinical diagnostics screenings will, without a doubt, drive sales in companies that provide these tests.
Type 2 Diabetes screening for adults with high blood pressure is on the list. So, companies with a strong diabetes testing menu like Bayer, Abbott and BioRad might see an increase in demands due to this mandate.
Breast cancer mammography screenings are covered every 1 to 2 years for women over 40. That means that the top companies providing mammogram equipment (like GE Healthcare, Hologic, and Fuji Medical) will also likely see an increase in business.
Check out this link for a listing of other preventative services covered under the Affordable Health Care Act:
If you’re interested, here’s a link to a list of top medical equipment vendors.
Brag books are an important part of your job interview documents, especially for candidates in medical or health care sales. They are fantastic vehicles to highlight your achievements in sales rankings, sales volume, percentage improvements based on customers or territory, and other numerical evidence that you know how to ring the cash register. Find out how to create a killer brag book.
Recently, a candidate asked me if it’s OK to give your potential employer a copy of your brag book. Her feeling was that it would be a good reminder/reference for the hiring manager later on in the decision-making process.
That’s smart thinking.
But the decision to leave your brag book with your interviewer should depend on the circumstances. If you’re leaving your interview and you haven’t had a chance to go over your brag book with the hiring manager, then you shouldn’t leave it. If he wasn’t interested in seeing it in the interview, he won’t look at it later, and you’ve wasted your efforts (and a lot of paper). (See this video on what to do with your brag book for more information.)
In this candidate’s case, she had a great interview with a hiring manager who was very impressed with her accomplishments highlighted in her brag book. So leaving him a reminder was a good decision.
If you think, based on your experience in the interview, that it’s a good decision to leave the brag book and that it will add value to you as a candidate, then you should. Many don’t give it to them due to the cost of reproduction and some concerns for confidentiality, but I don’t think that confidentiality is really an issue. Over the years I have had many candidates send me their brag books and I can tell you that I remember them more for it.
(guest post by Marina Enachi from BioCareers)
Thanks to Peggy, here I am writing a guest posting for her super blog. I would like it to be as informative and informal as it can be. Why? Because blogs are generally user friendly, cosy and… read.
Ok, so you found out! A new blog has been released: http://biocareers.com/bio-careers-blog You could say: “why should I visit another blog? The internet is full of millions of blogs, so I don’t need another one. My schedule is full and my time is limited.” Well, I agree with you, partly. I say partly because the Bio Careers blog is there to help YOU, you meaning life science post graduates in search for a career. So, it might be of great interest, after all.
About 20 open minded and caring experts have joined this amazing project to offer you one of the most precious things today: information! Most of them share from their career experience and especially from their transition from Academia into different career paths: Biopharma Business & Research, Consulting, Education, Entrepreneurship, Finance and VC, Government Research, Law and Tech Management, Non-profit, Public Health, Science Policy, Science Writing, etc. All these specialists have volunteered to provide you with real stories and happenings related to their career search or to their day to day job, no fiction! I would like to mention a few of the subjects discussed there, just to arouse your curiosity: Life, liberty and the pursuit of happiness…in industry or A Case Study of Moving from Academia to Industry or Want to be a Project Manager? Get your PhD! Or How I got to work as a medical writer (You might be surprised) or Sneaking out of the lab and the list goes on…
Other professionals, like Peggy McKee or Larry Petcovic, write about the essentials of how to get a job. Search Action Plans, Resumes and Cover Letters, Networking, Interviews, Package Negotiations, One on One Help are several of the sections offering valuable information, all for free. Here are a few titles that might fire your interest: 4 Tips for Negotiating Salary During a Recession Or How to Ask for the Job (and why it’s important) or What pronouns on the resume/CV say about your level of social integration! or What do pronouns during phone conversations, chats, and the live interview say about your level of social integration?, etc.
The good thing about these online journals, in general, is that they manage to gather around a community of peers with the same interests. A blog with no interaction is close to dead. So, with the help of the “comment” function, you can react to these career narratives and advice, ask questions, put the experts “en garde,” make yourself heard. And you know what makes this blog special? You can also become a blogger yourself. Our door is open and we are accepting new guests. Are you a life science post graduate who transferred from Academia into a different career path? Do you have a career story to tell? Are you a postdoc in search for a job? Are you a life sciences recruiter willing to share your knowledge with our target audience? Do you want your voice to be heard? Then, you are welcome to write!
Enough about us, what about you?
Contact Marina Enachi –firstname.lastname@example.org if you’d be interested to write a guest blog for Bio Careers.