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
Elsevier

Hiring Top Performing Medical Sales Professionals
Hiring Top Performing Medical Sales Professionals

The difference between hiring an average sales professional and a top performer is astounding. In fact, studies have found that “superior” workers produce 50% more than an average worker. In sales, that can equate to hundreds of thousands of dollars.

So what can you do to ensure you’re hiring superior sales producers? You can start by following these five tips:

1. Study your existing top performers – Take a look at the top 5% of your existing sales force. Why are they successful? Do they share similar personality traits? How did they score on assessment or other baseline tests when they were hired? Examine your existing top performers and build a profile of the type of person that will thrive in your organization.

2. Look for a history of success – Some people seem to thrive in just about any setting—these are the people you want on your team! Look for individuals who have a history of success and recognition in their life. This may come in the form of career accolades (Employee of the Month, Top Sales Performer, etc.), educational awards and honors, or personal accomplishments. A history of success is usually a sign of initiative, hard work and dedication—all traits that will compliment your organizational goals.

3. Dig deeper – Don’t get stuck on past sales numbers—you need to dig deeper. Is the person you’re interviewing successful because they inherited key accounts? Or, did they build their base of business from the ground up? Look for individuals who have grown existing accounts and those who are well-versed in bringing in new business.

4. Don’t accept mediocrity – Once in a while you will make a bad hire. For whatever reason some people don’t always thrive. As a sales manager you need to know when to cut your losses and stop putting up with mediocrity.

5. Trust your gut – First impressions mean a lot. If there are red-flags, don’t hire the person. In most cases you’ll find that your gut reaction during an interview will prove to be true.

Bonus tip: Get the help of a team of recruitment experts.
At Buckman Enochs Coss and Associates, we are America’s largest healthcare recruiting firm. We specialize in helping organizations recruit, screen and hire top professionals for medical sales,  pharmaceutical sales, and clinical sales Contact us today www.becsearch.com