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The SMR Group Blog

To Attract the Best Sales Talent, You Need to Sell to Them

January 30th, 2015

It’s not difficult to get responses to a posting for a sales position – it’s likely that you will be inundated by resumes and calls. What’s more challenging is attracting top performers – outstanding talent who can make a significant impact on your bottom line from day one.

How Can You Sell Top Talent On Your Opportunity?

Significantly improve your job postings. These should be marketing pieces that speak directly to potential hires, not just dry job descriptions. Read the rest of this entry »

Recruiting Strategies for Sales and Marketing

January 16th, 2015

2015 is shaping up to be a productive year in the medical, biotech, and pharmaceutical industries – which means a need for new talent across the board, especially in sales and marketing positions. Here’s how to plan ahead to recruit the best people for these positions: Read the rest of this entry »

How to Win the Endless Race for Talent

December 26th, 2014

No matter what the state of the economy, competition is always stiff for the most desirable candidates. How can you find and attract the best people – before your competition does? Here are a few key strategies.

Identify Top Talent

What attributes do you require for the position? Be sure that you are competing for the specific skills and experience you need for your company’s individual success. Don’t waste time and money competing for someone who is a superstar in your industry if they don’t have the skill set that you need.

Go Where They Are

Network online and in person where the likely candidates will be. Host a networking event or a speaker who is an industry expert. You’ll attract the kind of people you want to hire and can speak to them in a low-key, but professional setting.

Build Your Reputation

Be transparent regarding the projects you are working on and what it’s like to work at your company. Update social media regularly and issue press releases to keep the community aware of any developments. If you make yourself a target company where people want to work, you’ll reduce the time you spend proactively recruiting. People will come to you.

Pay Competitively

You don’t need an extravagant compensation plan to attract people, but you must be fair and within market rates. Don’t forget to factor in nonmonetary rewards such as vacation days, telecommuting and other perks that can attract people to your company. Determine in advance how high you are willing to go if you get into a bidding war. Don’t get carried away in an effort to win.

Build Relationships

Even when you can’t hire a candidate right away, stay in touch. Build a talent pipeline of candidates who feel that you are invested in their success. They may give you a chance to counter any offers they receive or lead you to other talented people.

SMR Group Ltd has strategies to help you win the race for talented candidates. Contact us today to learn more about our sales and marketing recruiting solutions for the pharmaceutical, medical, and biotech industries. We look forward to hearing from you!

Six High-Impact Questions to Ask Marketing Candidates

December 12th, 2014

Hiring a top marketing candidate is a big task with big consequences for your company and its success. When you have multiple “top candidates” to choose from, how do you go about determining which ones will perform best on the job – or offer the best “fit” with the top performers you already have?

Here are six high-impact questions to ask when interviewing marketing candidates:

  1. How will you identify problems and opportunities on the job? The best candidates’ answers will do more than just address the question. They’ll also offer a concrete, step-by-step explanation of the candidate’s thinking process, as well as insight into what the candidate sees as “problems” and “opportunities.” A top candidate will leave you confident that he or she possesses a keen eye for potential marketing challenges and the skills to turn them into opportunities.
  2. What trends do you foresee in marketing in our industry in the next three to five years? How is business likely to change as a result? Marketing candidates aren’t just in the business of making educated guesses about the future; they’re also in the business of creating it. A focused answer to this question demonstrates that a candidate is keenly aware of the challenges faced by companies in your field and what the range of available responses is likely to be.
  3. What steps would you take to become an expert in an area you’re unfamiliar with? A candidate who has a plan for picking up new subject areas quickly will also be likely to adapt quickly to learning the ropes in a new marketing position, including adapting to a new work environment and to your company’s business practices. Candidates who are self-directed learners also grow more quickly and fully, preparing themselves to anticipate changes and opportunities.
  4. Based on what you know about our company/department/team, what changes would you make if you were in charge? Very few candidates are one hundred percent satisfied with the status quo, especially if they work in a field that encourages its practitioners to “push the envelope.” Top performers not only have the marketing skills to move your business forward, but to spot potential problems that could be holding it back.
  5. If you were to start tomorrow, what would your plan of attack be for the first sixty days? The first sixty days are among the most crucial for success in any job. A candidate who is serious about doing well in a marketing position will have a plan for learning the ropes, connecting with the team, and identifying projects that leverage the candidate’s skills fully.
  6. What are the best approaches for managing you? A candidate’s answer to this question allows you to evaluate two things. First, it gives you an idea how well the candidate knows his or her own work style, including how to encourage his or her strengths and how to help support the candidate’s weaknesses. Second, it reveals whether the candidate will be a good “fit” by helping you determine whether you can supply the sort of support the candidate needs.

At SMR Group, our recruiters specialize in connecting pharmaceutical, biotech, and medical companies with the qualified sales and marketing professionals they need to thrive in any economy. Contact us today to learn more.