The employees of a business contribute to its success. Therefore, it is vital for companies, particularly in the medical and pharmaceutical industries, need to make sure that the best people get to work with them.
When significant businesses offer sales jobs and other positions, the interview plays a substantial role in ensuring that you get suited employees. Interviews help companies understand the qualification of the candidate in question and whether they fit the company’s environment and culture.
Filling pharmaceutical and medical sales jobs can be challenging because the interview process can be tedious. However, there are ways to make the interview process more efficient. Improving the interview process hastens the hiring and helps you find long-term employees who can push your business forward.
Here are some things that you should do when interviewing candidates
Clearly explain and outline the phases and actions from the beginning. Candidates should know their current status concerning upcoming stakeholders, evaluations, paperwork, positions, and their specifications and deadlines. Ask the applicant to briefly summarize the next step if necessary to ensure they understand and address any concerns they may have.
Please pay careful attention to candidates’ replies to avoid repeating material, helping them feel comfortable throughout the interview. Comment on their experiences, hobbies, job ambitions, schooling, or travels, and provide a few highlights. Candidates want to know that you care about them just as much as they do about you.
Before entering the interview, review the job descriptions, the employer’s objectives, goals, and expectations, as well as those of the candidate. This will enable the interviewer to see any crucial facts that may be missing or determine whether the applicant needs to provide further information.
Asking the correct open-ended questions is easy to overlook. Please prepare a few of your standard interview questions and possible follow-up inquiries about the candidate’s background, time spent in the industry, the key roles and responsibilities they held in the past, how they gained experience, and their notable professional accomplishments.
Don’t forget to include questions about what they valued most about their previous employer, why they chose you, and why they are seeking a change of scenery, among others.
Body language may make a candidate feel at ease and open to discussion. It is essential and sometimes far more telling than verbal communication. A candidate can tell whether you are eager to help, professional, experienced, and enthusiastic whether you speak on the phone, in person, or online. It’s crucial to remember that timeliness, tone of voice, posture, and attire are all interconnected.
Candidates might not always provide straight or detailed answers. This may be a result of the way the question was phrased, how well they understood the issue, or even because they lacked sufficient expertise in the subject under discussion. This gives us the chance to use their response to carry on a smooth conversation and change the subject to what is the issue or question at hand. Look for ways to rephrase or connect what they have stated so that they may go into more detail.
To produce an efficient and timely result, comparing, contrasting, and assessing the candidates’ resumes as you prepare for the interview is essential. They might not possess every particular skill, but do they demonstrate potential in the field, ask questions that indicate what you’re looking for, and are they eager to learn? Being a little “green” in a few areas might occasionally benefit your business.
Candidates often anticipate a customized encounter and are led by their interviewer. As time goes on, we become used to our jobs, which causes some interviews to turn transactional. However, the candidate may be applying for employment for the first time. Give each person a chance to finish as much as possible without judging them too quickly, especially if they have traveled, waited, and prepared for you for months. Also, be courteous and patient.
Other ways to get the best employees
While you can revamp your interview process to make it more accessible, there are ways to avoid the burden altogether. You can opt to partner with a talent sourcing company. In this way, they will deal with the talent acquisition for you.
Rep-Lite ensures you will have rockstar employees that will improve your business performance. We mirror your SOPs and learn what makes a worker successful in your company. This way, we can be sure that the worker is a perfect fit.
We are fully invested in the employees’ success because we consider each client a partner. If the employee we connected to you underperforms, we will help them get back on track. However, if the worker needs to be replaced, we are happy to help you. We will be able to find a new sales associate in three weeks or less.
While Rep-Lite specializes in filling sales positions, we can do more. We can also connect you to the best clinical specialists, field service, R&D, human resources, marketing, and technicians, among many others. Furthermore, these employees will be fully committed to you.
The employees we connect with will be fully committed to working on your business. You will also be fully in control of their activities and quotas. You are also in control of their training to ensure that they will be a fit for your business. Furthermore, most employees hired through Rep-Lite get hired directly by our partners. This is because most of them fit the companies well.
Another great thing about Rep-Lite is that we do not charge upfront. You will only have to pay once the employees start working. We will deal with the costs of finding, screening, and onboarding the employees. We also help you reduce your company’s cost of employee attrition.
Aside from helping you find the best employees, we are also happy to help you with the growth of your business. For a separate fee, we are pleased to offer consultation services. We consider each client a partner and are fully invested in your success.