How to Recruit the Non-Active, High Achieving Sales Talent to Your Team

21 Jul, 2018

The Medical Sales arena is a highly competitive and lucrative industry, leading reps to yearn for top ranks and feel immense satisfaction once they have reached that point. Most of these reps do not feel a need to explore other opportunities that have an unknown factor, when the foreseeable future is bright. So how can you convince these top reps to come work for you when they are already on top, comfortable, and doing extremely well from a financial standpoint? How can you even get them to hear you out? Start by trying these simple tips:

Be Prepared

Due to the fact that top Medical Sales reps may not be always looking for new opportunities, it is imperative that you are prepared before you reach out to them. Fundamentally, you need to provide enticements to which great salespeople are attracted. This can include substantial financial upside, realistic expectations of goals, a suitable work/life balance, potential for personal and company growth, and to be part of a great team with quality leadership. In addition, in this candidate driven marketplace you need to move with a sense of urgency. This means ensuring you keep the process moving on your end, as well as encouraging candidates by awarding extra incentives such as stock options and signing bonuses to top-tier sales people who join during a specific time frame.

Know What Makes You the Best

On what core values were this company built?
Why do people enjoy working for your company?
What methods do you use to motivate your sales team?
What kind of growth opportunity does your company offer?
How does your company separate itself from its competitors in regards to product AND culture?

Knowing, believing, and practicing the answers to the above questions gives you an edge to which compensation alone cannot compare.

Know Where to Find Top Sales Talent

Healthcare Conferences: The easiest way to put your company out there and attract major attention is by physically meeting candidates in person. This can be an advantage as you are meeting face to face with potential future employees in a no-expectations kind of setting. In addition, by seeing them in person and building that rapport, you are more easily able to attract those top-tier people into your company.

LinkedIn: The easiest way to access a large number of people in a fast and efficient manner is through LinkedIn. Through a single website, one can simply adapt their message to each candidate’s skill set. This can make your business attractive to a top performer as they know from the start whether this is something they may want to explore. It is true for everyone, but even more so for sales reps: Time is money.

Referrals: Theoretically, referrals are the most reliable and most effective way to recruit the top talent, as driven individuals seem to pair well with other driven individuals. Through incentivizing your top talent, possibly through a reward system, it can be made easily attractive for referrals to be introduced.

Recruiters: While services like LinkedIn can tell you who looks good on paper, recruiters can tell you much, much more. All day, every day, recruiters are talking to sales reps all across the country…and they remember them. They remember the ones who were kind and helpful, the ones who were less than kind, the ones who were uneasy when asked why they left a company, and most importantly, the ones who knew their stuff. They remember where these candidates live or want to relocate, how many Presidents Club awards they have, and what it would take to get them to open their minds to a new opportunity. Recruiters are talking to people all day, every day; and in turn, their read on people is top-notch.

Work With a Top Medical Sales Recruiter

Are you looking to bulk up your sales team with some of the best professionals in the industry? Keep these tips in mind during the sourcing process. Need a little extra help getting through to the best of the best? Contact the top medical sales recruiters at Buckman Enochs Coss and Associates.