| Todays video will show you the top 5 things to keep in | | | | 3. Watch the tells. If you play poker, you know about |
| mind when interviewing and hiring sales reps for | | | | tells. Its just body language and behavior. Read the |
| medical sales, healthcare sales, DNA sales, medical | | | | book: Reading People. Its excellent. And pay attention |
| supplies sales, clinical diagnostics sales, pharmaceutical | | | | to things like:how they follow up with you after the |
| sales, laboratory sales, biotech sales, pathology sales, | | | | interviewwhat the thank you note looks like, how it is |
| or imaging sales: what to make sure you do, and how | | | | written, and when it camehow the candidate dressed, |
| to avoid common hiring mistakes. | | | | and what kind of behavior you noticed |
| 1. Use a results-based decision-making process. What | | | | 4. Use an assessment tool: DISC, Caliper, OPQ, or |
| does this mean? Look at your current reps (most | | | | whatever- but use this on your current team first. Its |
| importantly -look at the high performers). What are | | | | like the background. If you know what kind of |
| their characteristics in common? Similar backgrounds? | | | | personality characteristics make for a great sales rep |
| Similar degrees? What works for them will likely be | | | | in your company, look for those kinds of things in new |
| what makes a good current candidate. They will fit. | | | | candidates. |
| 2. Talk to your top candidates several times. Make | | | | 5. CHECK REFERENCES. I m amazed at how some |
| sure youre getting a full picture of the candidate, not on | | | | hiring managers dont check for references or pay |
| just one really spectacular day. And, have others | | | | close attention to the ones they call. There are definite |
| speak to them. See if others on your team are getting | | | | signs to look for that will give you solid clues about |
| the same impression you are. | | | | your candidate. |