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The medical device, biotech, and pharmaceutical industries are booming – and so is their need for outstanding sales and marketing professionals.  Increased demand for this talent, however, also means increased competition.

If you’re having trouble finding the sales and marketing people you want, ask yourself if these six hurdles are standing in your way:

Vague or Outdated Job Descriptions

How old are the job descriptions you’re using to create job postings?  Who was involved in creating them?

Often, candidates don’t match the job’s needs because the description in the job posting doesn’t clearly and accurately explain what skills and experience are required to thrive in the position.  Consider reviewing existing job descriptions or asking employees to write new ones from scratch.

Old-School Searching

How did you look for candidates 10 years ago?  Five years ago?  Two years ago?  Are you still using the same tactics?

Job seeking has changed.  The places top candidates looked for positions ten, five or even two years ago are not the places they look today.  Expand your postings beyond conventional job boards and want ads, and talk to your recruiter for help.

An Applicant “Black Hole”

When applicants send their information to you, where does it go?  How many are in that file or system, and what are their abilities?  Do you know?  How quickly could you find out?

Applicant tracking systems in many companies become “black holes” into which great candidates disappear, never to be noticed by the very companies that want to hire them.  Make sure the best candidates in your system make it to the top by recalibrating keywords, improving “flagging” options, and talking to your recruiter about how to optimize applicant tracking and screening.

Hiring at Turtle Speed

How long is your hiring process, from the day you post an opening to the day the candidate accepts the offer?

The longer your process drags on, the more likely you are to lose candidates to competitors. This risk increases the more desirable a candidate’s skills and abilities are. To grab the best talent, streamline the process; work with a staffing firm to dramatically shorten your time to hire.

Clunky Interviewing

How did your interviewers learn their interview skills?  What do they look for in candidates?

Many companies assume interviewing is a “pick it up as you go” skill.  In fact, the best interviewers have training on how to interview effectively, how to gather data, and how to compare candidates.  And the best interviewers find the best candidates.

Nothing on the Table

What does a competitive compensation package for this position look like?  What are your closest competitors offering?

If you can’t answer these two questions off the top of your head, it’s time to do some research.  Search websites like Glassdoor and Salary.com and talk to your recruiter.  Top candidates know when compensation is competitive – and they will hold out for a solid package.

At SMR Group Ltd, our recruiters can help you clear the path between your candidate search and hiring an outstanding sales or marketing candidate.  Contact us today to learn more about our pharmaceutical, biotech and medical sales and marketing recruiting services.


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