Medical Sales Recruiter - Tips & Quips

Medical Sales Reps: How to handle illegal job interview questions

the medical sales recruiter — Thu, 05 Nov 2009 13:12:44 +0000

What do you do during your medical sales interview if the questions get a little too intrusive or even become offensive? There’s a reason some questions are out-of-bounds, but that doesn’t stop the occasional hiring manager from asking them. Here’s a great article that will show you what to do:

When things get personal.

By Heidi M. Allison, Managing Director, JobReferences.com

There are several questions that employers may not legally ask applicants. Federal law attempts to ensure that candidates are hired on job qualifications and not by prejudicial criteria.

Questions structured to obtain information on race, gender, religion, marital status, age, physical and/or mental status, ethnic background, country of origin, sexual preference, or any other discriminatory factor are generally illegal as grounds for making employment decisions. With few exceptions, these factors contribute nothing to your ability to perform a job, and an employer must substantiate those cases where a direct relationship is thought to exist. Anything that is not a bona fide occupational qualification may not be covered directly, although the interviewer may seek the information indirectly.

So, how do you handle an illegal interview question? First it is important to assess the intentions of the interviewer. Most illegal interview questions are asked in true innocence — or, better stated, in true ignorance: ignorance of the law, ignorance of what questions are proper, and ignorance of how the information could be used by others in a discriminatory way.

Ironically, most illegal questions are asked when the untrained interviewer is trying to be friendly and asks a seemingly innocent question about your personal life or family background. Therefore, any attempt by the candidate to assert his or her constitutional rights will merely throw up the defense shields and put an end to any future consideration for employment. Warning lights go on, sirens sound, and the interviewer begins backing down from what otherwise may have been a very encouraging position.

So what is the proper response? Any response depends on the particular situation and the personalities and motives of those involved, but overall you have three basic options: (1) answer truthfully if you feel your response will not hurt you, (2) inform the interviewer that the question is illegal and risk offending them and ending your chances for the position, or (3) base your answer on the requirements of the job and your ability to perform it. Here are a few examples of casually asked illegal questions and suggested responses:

Q: Does your family mind the travel required for this position?
A: I am accustomed to significant business travel. In fact, I find being on the road invigorating, and my track record has been very consistent under these conditions.

Q: Are you religious? Will your religion prevent you from working extra hours or on weekends when we have a big project?
A: I suppose everyone is religious in their own way. I do not foresee any circumstances that would interfere with the quality or commitment of my performance.

Q: You have a very unusual last name. What is its origin?
A: It really is a mouthful, isn’t it? I’ve always used my first name and last initial in my business e-mail address, as it is easier.

Q: Are you planning a family in the near future?
A: Currently, I am focused on my career and although having a family is always a possibility, it is not a priority at the moment.

Q: How many more years do you see yourself in the work force (before retiring)?
A: In today’s world people don’t retire like they used to; some can’t. My career and my need to earn an income are priorities that I do not foresee changing in the near future.

How you choose to handle these types of questions depends on the perceived motivation of the interviewer as well as your desire to have the position. However, no matter how badly you want or need a position, always keep in mind that if a company is capable of asking illegal questions before you are an employee, there is a greater potential for mistreatment after you are hired.

Your best bet is to try and keep the interview focused on the qualifications of the position and your qualifications as a candidate. Blatant discrimination does take place. If it does and you are offended, you have the right to end the interview immediately (”I don’t think we’re a good match. Thank you for your time.”) — You never wanted to work there in the first place!

Heidi M. Allison is the Managing Director of JobReferences.com (an Allison & Taylor Company), the nation’s oldest professional employment verification and reference checking firm. Please visit their site at www.JobReferences.com.or call 800 651 2460 to learn more about this valuable service.

Article courtesy of Peggy McKee - Owner / Senior Recruiter at the nationally
recognized medical and laboratory sales recruiting team of PHC Consulting.
© Copyright 2008 PHC Consulting | All rights reserved

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Questions to Ask Your Medical or Healthcare Sales Force

the medical sales recruiter — Wed, 04 Nov 2009 13:39:18 +0000

Mark Hunter has a great set of questions for you to ask your medical, laboratory, biotech, medical device, clinical diagnostics, imaging, pathology, or pharmaceutical sales force to get them to think about the strengths and weaknesses of your sales process, the sales team, and your reputation with customers and competitors that will improve your company’s bottom line:

Sales Development Training:

Questions to Ask a Sales Force

What are the three things the sales force could do that, if done well, would significantly increase the volume and profit of the company?
What would the sales force say is the single greatest thing blocking them from increasing their sales?
If each layer of the sales team could change one thing about the layer above them, what would they change?
What are the things that have made us successful? How do we expand on these things?
What is the greatest weakness each of our competitors has that we can exploit?
What do our customers say about us?
What do our competitors say about us? What would they say is our strength and our weakness?
What is the single greatest contribution you make to the company on a weekly basis?
Do all people in the sales force truly understand what is expected of them in their jobs?
When a sales person is not able to accomplish something, is it because of a lack of skill or a lack of attitude?
What is teach person doing in their job that is significantly better than the way they did in one year ago? How about there years ago?

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10 Tips for Phone Interview Success!

the medical sales recruiter — Tue, 03 Nov 2009 11:00:19 +0000

Are you ready for your next phone interview?

Phone interviews are usually the first step in the interview process in medical sales, laboratory sales, medical device sales, pharmaceutical sales, and all healthcare sales. It’s always my first step (besides evaluating the resume) in selecting a candidate to present to my clients as a medical sales recruiter. If you want a chance to get your smiling face, winning personality, and 30/60/90-day plan in front of the hiring manager, you better do the phone interview very well.

There’s a great post by Bethany Stringer at brand-yourself.com: Avoid these 9 common phone interview blunders with such a good additional comment from Trace Cohen I decided to put it all together here for you (with a twist, so go read the original, too):

1. Speak smoothly. Practice your answers so that you don’t stammer, or use fillers that detract from your message (and they will). Uncertainty is bad enough in a face-to-face interview–it really stands out on the phone when all they have to concentrate on is your voice.

2. Explain your answer. Answer questions with more than a “yes” or “no.” It keeps the conversation going, and allows you to give the interviewer relevant details that go a long way toward selling you as the best candidate.

3. Be clear and to the point. Explain your answer, but don’t talk forever. One extreme is just as bad as another.

4. Keep a few things to yourself. For instance, now is not the time to discuss salary requirements, or talk about why you hated your last sales manager.

5. Be alert. Get enough rest, have your Wheaties, and be mentally/physically prepared for this interview. It’s just as important as a face-to-face.

6. Project enthusiasm. Use your voice (since that’s all you’ve got here) to let the interviewer know how much you want this job. No need to sound like a motivational speaker, just be positive. Smile while you’re talking. It improves the conversation, and makes you appear more confident.

7. Be prepared. Do your homework, have your resume in front of you, write down a list of questions to ask, and make sure you’re in a place where you can turn all your energy to this interview. They can’t see you check your notes, so use every advantage you can.

8. Be calm. Find a quiet spot where you can relax and focus to do the interview. If you’re surrounded by talking people, move. If you’re running late for another appointment, offer to call back and set a time. It’s much better to call back at a better time than to accept an interview that will go badly because of whatever chaos is going on right then.

9. Thank the interviewer. You would never leave a face-to-face interview without closing the interview, or at least winding down with a “thank you for your time” and “I’m very interested in talking with you again about this opportunity.” Be polite, and leave a good impression with the interviewer.

10. Stand up. (from Trace) Standing up while you’re talking makes it easier for you to project energy and enthusiasm. It will come through to the hiring manager (or recruiter).

Need more help with preparing for a phone interview? Click here.

If you’d like an objective, expert evaluation of your phone interview style, consider custom consulting. It’s an investment in yourself that will pay off in more job offers.

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5 Reasons to Use LinkedIn–Even If You’re Already Employed

the medical sales recruiter — Mon, 02 Nov 2009 12:02:04 +0000

Many people think that LinkedIn, a professional networking site, is only for those who are searching for jobs. So if you are someone who already has a job, there’s no use in posting resumes and recommendations, right? Wrong.

It’s a misconception that LinkedIn is only for those who are actively looking for employment. The true purpose of this site is not just to function as a resume depository–it is, above all else, a place for people to network. Networking is a valuable tool, regardless of employment.

LinkedIn is not even just a networking tool…it’s a resource center. There’s a Q&A feature which allows questions to be posted for other people in the industry to answer. A publicly posted question can yield valuable insights and allow the user to get in touch with other experts in the field. Groups that link individuals from the same industry are easily created and managed. Easier access to information is a welcome resource even for those who are employed, and it can be invaluable to someone in medical sales, laboratory sales, clinical diagnostics sales, medical device sales, pharmaceutical sales, or other healthcare sales.

In addition, the networking and resource opportunities available on LinkedIn can provide information about competitors that can enhance an existing business opportunity, and give you an edge in your career. Network updates can give you details about how other businesses are working and allow you to adjust your strategies accordingly. This kind of industry information can be a huge benefit to medical sales management, marketing, or sales reps.

LinkedIn is an important resource for employers, too. If you’re in human resources or run your own company, you can use the site to check up on potential employees. Through the simple act of checking a profile or virtual resume, you can get a glimpse into the capabilities and track record of a person.

One of the most invaluable features of LinkedIn is its ability to show recommendations, which allows employed people to see if a potential supplier, partner, or employee is worth dealing with. Wouldn’t you always rather work with someone who was recommended than work with someone you know nothing about?

If you don’t already have a LinkedIn profile, you need to get one now so that you can have access to all the opportunities available. Need help? Click here to find out how to set up your profile, choose connections, create contacts, and get great recommendations.

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What to Keep In Mind When Choosing a Career Mentor

the medical sales recruiter — Fri, 30 Oct 2009 12:37:18 +0000

How to Choose a Mentor for Your Medical Sales Career

There’s an article on EmploymentDigest.net that you should see. It’s about how finding a mentor can help you advance your career, but it also has several important points about how to choose a career mentor, keeping in mind that your manager, recruiter, or your friend might not be the best choices for you. A manager, for instance, might present a conflict of interest in certain situations, and they probably won’t have the time to help you. A recruiter just won’t do it–a recruiter’s primary concern is to please their clients (the hiring company) and he or she won’t have time, either. A friend might be unable to give you any constructive criticism out of a desire to remain your friend!

Even though it can seem difficult to find a mentor, I can’t emphasize enough how valuable a mentor can be to your career. A mentor in your field has been there, done that, and can help you advance while also keep you from making mistakes. A mentor can see the big picture of your career, but still knows how to coach you through the details. Example: I recently coached someone through the interview process. We worked on his presentation, his answers to interview questions, documents like his 30/60/90-day sales plan and brag book, and his negotiation skills–and he got the job, with a $22,000 base pay increase!

I’m not saying you have to hire me–I primarily help people involved in medical sales, laboratory sales, medical device sales, biotechnology sales, imaging sales, pathology sales, pharmaceutical sales, and other health care sales. As a career coach, I help them move from sales to management, and from other sales areas into health care sales. You should find someone who’s an expert in your field that you’re comfortable working with. Finding a mentor (or hiring one) is an investment in yourself and your career that has the potential for huge dividends. It’s worth it!

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Selling Yourself with Confidence as a Medical Sales Rep Candidate

the medical sales recruiter — Thu, 29 Oct 2009 18:03:02 +0000

Mark Hunter, “the Sales Hunter,” is an expert on increasing profitibility and success in sales, and has written a great article on maximizing your sales success by being confident in yourself and what you sell. I’ve posted the whole thing here for you. I’d like for you to think about it with this perspective: what about in the job search? As a candidate for positions in medical sales, laboratory sales, medical device sales, pharmaceutical sales, or other healthcare sales, are you sure that you’re sold on the product? (That’s you.) If you aren’t, how can you expect the buyer (hiring manager) to be?

Sales Call Best Practices:
Have You Sold Yourself?

You will always be your number one customer.   It’s not the big account you service, nor is it the hot new prospect you just uncovered; it’s you. The reason is simple. If you’re not completely confident in what you’re selling, you will never come close to maximizing your sales potential.

The current sales environment makes the need to sell yourself even more important. If you think you’re the exception to this rule and you’re not completely confident in the products or services you offer, ask yourself this simple question: Have you ever offered a discounted price to either keep a customer or attract a new one? Few salespeople can honestly say they have never done this. If you have, it means that you were not 100% sold on your product or service.

As a consumer, when we don’t fully believe in what is being offered to us, we naturally expect a discount. We want something in return for not being completely confident about what we’re buying. Since the salesperson hasn’t communicated the level of confidence we need in order to buy the product at full price, we want some type of concession to make us feel better about the purchase.

To be completely sold on your product or service, not only do you need to use what you sell, but you also need to understand all of the benefits that your product or service provides. As a sales consultant who works with thousands of different professionals each year, I’m amazed at the number of salespeople who admit that they don’t even use what they sell. How can anyone be totally committed to a product or service if they don’t even use it? Furthermore, it’s not uncommon for me to see salespeople shortchanging themselves because they are unable to identify and explain the value of what they are selling. Although this sounds basic, many salespeople cannot name five benefits their customers receive from using their product or service. They can usually only list five features. Without understanding the full array of their product’s benefits, there’s little chance the customer will ever see them too.

A poor sales process is usually a good indicator of whether or not the salesperson is sold on the product or service they are offering. Nothing conveys a lack of confidence faster than a sales process that is not professional. Unfortunately, for many salespeople, a disorganized sales process is the norm and it only serves to destroy more sales and, ultimately, a huge amount of profit. Despite the customer’s desire to buy, an unorganized sales process creates an air of skepticism that often can only be countered by offering some type of discount to close the deal.

With the current state of the economy, it is imperative that sales professionals be both confident and competent to achieve maximum success.   In any sales call, you best communicate these qualities by being completely sold on your product or service. If you are not, find ways to better educate yourself so that you can become your number one customer. Remember, “No customer is ever sold until the salesperson is sold.”

Mark Hunter, “The Sales Hunter”, www.TheSalesHunter.com, © 2008

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Why Should You Join LinkedIn?

the medical sales recruiter — Mon, 26 Oct 2009 13:35:14 +0000

LinkedIn is one of the most popular online career-focused networking tools available today. It has over 40 million members, and it’s growing. Did you know that 80% of employers use LinkedIn as a networking tool to find the best candidates? LinkedIn provides such an amazing array of opportunities, it’s increasingly becoming “the place to be” for professionals in all industries, all over the world. It’s a vital tool for those interested in medical sales, laboratory sales, medical device sales, biotech sales, pharmaceutical sales, or any healthcare sales.

LinkedIn’s primary purpose is to allow its users to interact with other professionals to help enhance career opportunities. Although it functions on the same principle as other networking sites in that a set of connections is created, it creates a specific set of business-related benefits for its users:

Joining LinkedIn is a definite advantage for professionals because it allows you to expand your network using the connections of other people. The whole purpose of the site is to allow you to establish a link to someone who is in the network of one of your first degree contacts. It expands your potential opportunities exponentially. It’s not only a resource, it’s a learning tool for you.
One of the most unique features of LinkedIn is that is provides a platform to build an online resume. Past projects, places of employment and notable achievements can be publicly displayed. Recruiters, potential employers, and contacts looking to recommend you can easily see your experience and achievements. Your LinkedIn profile then becomes a floating, open-ended marketing document for you… which opens up the possibility that someone might call and say, “I saw on your LinkedIn profile that you are experienced in x, y and z. We need those types of skill sets…can we talk?”
A highlight of LinkedIn is that it allows for recommendations to be made. Partners, suppliers, or clients can write short paragraphs about other individuals they have worked with. A testimonial like this is one of the most powerful features of a resume. It reinforces the details that are listed as well as helps build trust about how you do your work.

Why is LinkedIn important? In today’s competitive business climate, every advantage is a plus. Not only do potential employers or partners get the opportunity to know more about you, but you also get to control what others see about your work experience and put your best foot forward. It’s how you build your personal brand and increase your online presence.

If you don’t already have a LinkedIn profile, you need to get one now. Need help? Click here to find out how to set up your profile, choose connections, create contacts, and get great recommendations.

If you have a LinkedIn profile and aren’t getting the results you want, maybe you need a few Ninja tricks—creative ways to target the people you need in your network.

Jobseekers: Want some more secrets to job search success? Click here.

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Find a Mentor for Your Medical Sales Career

the medical sales recruiter — Fri, 23 Oct 2009 19:36:03 +0000

I found a great article on Employmentdigest.net that points out how helpful a mentor can be to your career, and gives you some ideas about what to look for in a mentor as well as how to find one–like at your company, in a professional organization, or a friend who’s farther along in their career path than you are. A mentor can be a tremendous asset to you in your career. Someone who’s been where you are, who knows the obstacles you face and can help steer you around them, can make your climb up the corporate ladder smoother and faster.

A mentor can coach you to success in your medical sales career!

You can think of a mentor as a coach–someone who can help you stand back and see the bigger picture, and function as a source of objective, constructive criticism about how you play the game, what your strengths and weaknesses are, and what issues you might face (and what to do about them). This sort of relationship happens all the time when someone is trying to improve his or her skills in any given arena–people use athletic coaches, voice coaches, personal trainers…you get the drift. For instance, my nephew hired a swim coach to help him shave a few seconds off his time and went from 15th in the nation to 8th. That’s a big deal. That’s the difference that will mean not just trophies and personal success, but scholarships. In your career, that could be the difference in coming in second or third place for a job offer or promotion, or being far and away the first choice candidate who gets the job.

So what I’m saying is, finding a mentor can make all the difference in the success of your career—but you need to find someone with some skills. If you can’t find someone to serve as a mentor for you, it’s worth it to hire someone, like a career coach. I do offer career coaching services to those involved in medical sales (and other types of sales), and I might be the right fit for you, but then again, I might not. The most important thing is to find someone with experience in your field that you also feel very comfortable working with. It’s a small investment, but provides a potentially huge payoff for you and your career.

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Medical Device Sales Rep Uses Career Coaching to Wordsmith…

the medical sales recruiter — Wed, 21 Oct 2009 12:47:58 +0000

Here’s Melissa’s story:

I went through a very difficult career transition in which my job ended in such a way that was very hard to explain to people. When I met Peggy, I was pretty down and out about it. She came to the rescue and helped me rephrase this difficult situation and put a positive spin on it. After coaching and role-playing with her multiple times, my confidence increased dramatically. I was finally able to tell my story with confidence and landed a job that was perfect for me. Peggy was a great support system and I appreciate her genuine interest in helping me achieve my career goals and objectives. She is a class act. I would definitely utilize her services again.

Melissa R., Sales Representative, Medical Devices

Candidates who are on the job market due to a negative incident are super-sensitive. And since they are so close to the issue, they don’t realize others might not see it as the “bad” thing that they perceive it to be. I can help you think about your situation in a different light.

As a candidate you may have only worked for 3 or 4 companies and you might not have been at a management level so you just don’t have the breadth of experience and understanding that I do. I speak with 7 to 8 managers a day (and have for 10 years now) and I have seen how companies view things (I have over 100 clients). You can see it from my perspective: click here.

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Brag Book Contest: Show it off, medical sales reps!

the medical sales recruiter — Mon, 19 Oct 2009 16:21:36 +0000

Who has the best brag book for medical sales?

I always recommend to my candidates that they create a brag book as a routine part of their interview preparation for medical sales interviews, so I see a lot of them. I have to say, I am amazed at the quality of information, the level of organization and the selling message that some of you have put together in your brag books.

I want you to have the opportunity to show off!

Please send your brag book to me at:
Peggy McKee
PO Box 1578
Celina, Tx 75009

I will send you a personal thank you gift for taking the time and effort to share it with us. I have to receive your book by November 22, 2009.

On November 23, 2009, I will choose the best book based on quality content, layout/presentation, clarity of purpose, appeal, selling message and over-the-top factors. The winner gets his or her choice of products from http://www.career-confidential.com/ (up to a $197 value).

Fine Print: All submissions become the property of PHC Consulting and will not be returned. I will let the winner decide if they want me to publicly share their name or brag book.

I look forward to seeing your best work!

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