Looking for a medical sales job? Unless you are an exact match for the job opening the medical sales recruiter is trying to fill, you’re more than likely on your own. Time to use your sales skills.
The job search is a sales process, and the product you’re selling is you. So what do you need to do next? Find your buyer (the hiring manager). How?
The #1 way to find medical sales managers is through LinkedIn. Other social media sources work too (Twitter, Facebook, etc.), but I doubt there’s a medical sales manager alive who isn’t on LinkedIn. So, you need to be there, too. Do searches, join groups, and get out there.
But you always need a Plan B, right? Plan B is considerably lower-tech: use the phone. Just call the company. You can get the number off the corporate website, dial the receptionist, and ask who is the Regional Sales Manager that covers Texas (or wherever your geography places you). For a company involved in sales, that will not be a secret. You’ll get the name, and then you’re all set for making your first contact.
Be as aggressive in your job search as you would be for your job. After all, what’s a more important product to sell than you?
In the video below, I’ll tell you the kind of experience that looks best to medical sales recruiters and hiring managers:
Are you really interested in a medical sales job? Check out my step-by-step kit that makes it easy:
Gene says that most women won’t become CEOs because there’s a double standard of behavior for women and men in the workplace. Men get away with sophomoric behavior that women would never get away with, they still judge women by the way they look (and not the way they work), and they don’t have the family pressures that women do. If the kids need to be taken care of, it’s the women who must deal with it—while the men step past them and continue to climb in the ranks.
I think that’s a load of BS. If women aren’t reaching the highest ranks of the workforce, it’s not men’s fault. Men aren’t the problem—women are. Why?
1. Women don’t self-promote.
Women are much more likely to talk about their accomplishments in terms of “we”, and not “I”. I’m not sure why that is. Maybe women are socially conditioned to think of themselves as always part of a group, maybe it just feels safer to say “we” did it in case something goes wrong, I’m not sure. Either way, when women don’t take credit for the things they accomplish as individuals, it becomes harder to justify promotions and higher salaries for them. After all, bosses don’t promote teams, only individuals.
2. Women don’t support each other in the workplace (or in politics, either).
It sounds like a contradiction of the “we” mentality I just talked about, but it isn’t. Women don’t promote themselves, and they don’t promote each other, either. They seem to go out of their way to criticize other women—if they’re successful, they must be a bitch or they’re a terrible mother or they’ve failed in some other stereotypical way. There’s a lot of jealousy. Men are much more supportive of each other in the workplace. They are more straightforward and don’t see each other as threats in the way that women see each other. Men understand that the whole point is to be productive and climb the ladder as high as you can. Other issues don’t get in the way of that for them.
3. Women have a skewed perception of power.
Women seem to believe that if they have power in their professional lives, they have to give up something in their personal lives—so, they don’t put themselves in place for promotions. But that’s just not true. If you see that some issue at home is not getting taken care of because you’re at work, that’s a management issue. Take care of it. It doesn’t have to always be you. Delegate. Hire someone. Figure it out. You don’t have to cut your ambitions to do it yourself. A man would, and he wouldn’t feel guilty about it, either. And by the way, there are lots of women working 60 hours a week in low-level jobs…if you’re going to work that many hours anyway, why wouldn’t you work that many hours at a higher level? With more power and more pay?
I think that when women as a whole start addressing these issues successfully, we’ll see lots more female CEOs.
What do you think?
Ideally, a medical sales job candidate has a medical or scientific background plus sales experience. BUT, there’s always an exception to the rule–and in this case, there are many.
I help medical sales job seekers from all kinds of sales backgrounds (with no medical experience at all) break into the medical sales field. There are lots of different arenas of medical sales to choose from that fit a variety of selling styles and sales cycles, so one of them is likely to be a good fit for you. In the video, I’ll tell you how one person did it–and you can, too:
Take the shortcut into medical sales with the step-by-step, proven “how to” kit from the medical sales recruiter: How to Get Into Medical Sales.
Mark is an excellent source for sales tips, but this one is also great advice for job seekers–because the job search is a sales process and that means you have to close in the interview. It’s very intimidating for many job seekers, but it’s also very necessary.
Here are Mark’s tips and my thoughts:
Number one: Believe in your price. (In the job hunter’s case, that’s your salary range.)
Number two: Have more than one close. (The same phrase doesn’t always work in every interview situation.)
Number three: Remember that you are helping your customers. (Can you articulate what value you bring to the company?)
Mark offers true wisdom in these tips. Go check them out!
Dear Medical Sales Manager:
I am a brand new medical device sales rep. I am just starting to meet everyone in the company, and I’ve been warned about office politics, and want to make sure I get off on the right foot. Got any advice?
Dear Medical Sales Rep—
The biggest thing I want you to remember is to use the same skills internally as you do externally. Now what does that mean? It means to use the same people skills that you have for dealing with customers to also deal with the people in your company.
People in the home office have a huge impact on your success in the field—everyone from the person that reviews and pays your expenses to the person that manages your demo inventory to your boss’s administrative assistant—although there are many others. Use your people skills to work with them, and don’t be surprised if you run into these things:
1) Some “inside” people have no idea what’s really involved in managing a field-based sales territory. They think you call customers, take them to lunch and then they buy (kind of like that ad for La Quinta with the Eskimos-We’ll take 90, 000 units). As a result, sometimes you get attitude because they think there is no way you work as hard as they do. Not everyone will think like that, but it isn’t an uncommon thing. It’s not really that different from some of your customers who don’t realize how hard you work, either. In both cases, you have to modify how you communicate with them.
2) Some people are just difficult to deal with. Period. They are scarcity-based people that only see the glass half-empty. They dislike you because you have “The High Pro Glow”, i.e. you radiate confidence and being a winner. It doesn’t matter—you still have to deal with them (just like you have to deal with customers who are jerks) so get over it and find a way to manage the situation. It normally involves being nice, learning more about that person’s family and interests and just plain biting your lip sometimes.
Here are some more specific tips for you:
- When you go in house for training, take the time to introduce yourself to EVERYONE. The switchboard operator and the people in shipping are often overlooked—but they shouldn’t be.
- $10 Starbucks cards go a long way. Buy some yourself (don’t expense them) and hand them out to people you will be working with. The person that handles your travel is another great candidate for some love.
- If your facility has a cafeteria, buy or organize a lunch for your internal team when you are in house. Also, try and never eat alone while you are in house. The networking time will help you in the long run.
- Almost all internal organizations have recognition programs. Find out how they measure superior performance and submit nominations for those on your internal team when they deliver customer delight.
- Don’t forget to praise your internal team (anyone who’s helped you) for their support whenever you get any positive attention.
That’s what I mean when I tell you to use the same skills internally as you do externally. Keep your co-workers happy with you by using the same skills that keep your customers happy.
Trade shows are fantastic places to extend your networking contacts and start poking around for hidden jobs. You can find one for just about any medical sales arena–medical device, pharmaceutical, clinical diagnostics, orthopaedic manufacturing, and on and on–and they’re usually free for attendees. As long as you’re respectful of the exhibitor’s real purpose for being there (generating attention and business leads) you can pick up some fantastic contacts. In fact, this kind of in-person networking is on my list of top tips for your medical sales job search. It’s a great use of your time.
In the video below, I’ll tell you exactly what to do before, during, and after the trade show to maximize your efforts.
If you are currently in a medical sales job search, don’t miss my step-by-step How to Get Into Medical Sales kit.
Most sales reps are familiar with 30-60-90-Day Sales Plans, but unbelievably, not all of them bring one to their job interviews. As a medical sales recruiter, I push all my candidates to create a 30-60-90-day plan for each job interview, and that’s one of the reasons my candidates are so consistently successful. In candidate comparisons, the one with the plan always wins. You have a lot to prove in the interview, and a well-written plan will help you do it. It’s part of the whole process of marketing yourself.
In the video below, I’ll tell you more about why 30-60-90-day sales plans are such a natural fit for medical sales jobs.