Working with a recruiter can be one of the most productive and rewarding choices a pharmaceutical sales department makes. To get the most out of your relationship with your recruiter, keep in mind these six tips for success:

Communicate regularly.

Like any relationship, your connection with your recruiter thrives on communication.  From feedback on candidates to updates on your company’s culture and goals, the more information you provide, the better your recruiter can help. Even a short touching-base email once a week helps keep those communication lines open.

Make sure your job descriptions are up to date.

If you’re regularly tossing out resumes from candidates who aren’t equipped for the job, double-check your job descriptions.  Talk to managers and sales staff to find out what they do from day to day and which skills are most important to the successful accomplishment of those tasks. Forward the information to your recruiter for help creating clear, up-to-date job descriptions.

Rely on your recruiter’s advice for streamlining your hiring process.

Your recruiter is a powerhouse of information on how to hire more efficiently without sacrificing quality.  For instance, your recruiter can tackle tasks like reading resumes and contacting references, allowing you to focus on more high-value work.  Talk to your recruiter to improve your hiring process, attract better candidates, and reduce the risk that the best people will drop out before you’ve made your decision.

Consider hiring superstars even when you’re not trying to fill an opening.

If your recruiter recommends an outstanding pharmaceutical sales candidate, think carefully.  Recruiters strive to ensure they recommend only candidates who will fit well with your department’s culture and goals.  This recommendation might be exactly the person you need to give the whole team a boost – even if you weren’t looking to fill an immediate opening.

Talk about flexible staffing options.

Recruiting firms are experts at helping their clients get the right people within their budgets.  If you’re facing a special project or a seasonal rush, your recruiter can find temporary staff who are experienced and focused.

Give feedback, whether or not you hire a candidate.

If a candidate is ideal, let your recruiter know.  If they’re not quite the right fit, let your recruiter know.  Either way, your insight helps your staffing firm refine the criteria they use to recommend candidates to you – improving the quality of those recommendations.

At SMR Group Ltd, our recruiters specialize in connecting our pharmaceutical industry clients with the best experienced sales and marketing talent available. Contact us today to learn more.