America's largest healthcare recruiting firm.


For over fifteen years, I have utilized Buckman Enochs Coss to hire over one hundred individuals for Sales and Sales Management positions for a variety of healthcare technology firms. Whether it’s been for Fortune 500 companies or early stage, VC backed start-ups, BEC has always done a terrific job in sourcing top-talent.

Scott Schlesner
Vice-President of Sales

Don’t Let Poor Onboarding Set Your Team Up for Failure

A strong onboarding process can ensure that your new sales professional feels confident and prepared while planning and executing meetings with medical decision makers. If your onboarding program is on point, your new employee won’t feel left out or at odds with other members of the team. And when onboarding works, your newbie won’t run into the common, unsettling scenario of disagreeing with a team member in the presence of a client.
This early acclimation process will involve showing your new team member the ropes, making sure they know how to access information and materials they may not have, and building shared goals and cultural connections with the rest of the team. Here are a few onboarding considerations to keep in mind. 

Scale your skills and approaches
You may know EXACTLY what to do and how to handle a new employee on your sales team…because you’ve done this before and your methods have worked in the past. But before you apply those methods without assessing the circumstances, stop. Think. Calibrate your approach and your expectations. You don’t know this person yet, and you don’t know how his personality, background and learning style will influence the process. So listen and learn. And if your style isn’t working, change it. Adapt to your new employee; don’t expect them to adapt to you. 

Alignment matters. 
The personalities, talents, and backgrounds on your team may vary, and that’s a strength, not a weakness. But there are a few other things that should not vary at all. Everyone on your team should have a similar approach when handling client questions and objections. You should have a set of prepared positions that all group members can understand and share. This will begin with a set of values and goals. On your team, which comes first, the company or the client? Making money or supporting patients? Pursuing unbiased data or hand-selecting data that appears to favor company products? Make the sale or building a relationship? 

Start your training with the company at large. 
Your training and education process should begin with information about the company. How does this company work, who does it serve and what does it stand for? How are your departments arranged, how do they interact, and how does your business model work? 

Then, explain the department and sales program.
After you’ve walked the employee through the basics of the company, focus on the organization and mission of the sales department. Don’t get these two reversed, and don’t misrepresent the big picture or the order of your priorities. Make sure the employee knows how to navigate decisions and how to communicate with other entities in the company. 

If you are looking for the best people to add to your medical sales team, contact the medical sales recruiters at Buckman Enochs Coss and Associates.