The plan helps simplify what the employee should be doing and focusing on. The goal is to maximize employee output in the first days of being hired, days which can be overwhelming and confusing in many cases. Employees work to hit set milestones that are aligned with the mission of the organization. It breaks goals down into 30-, 60- and 90-day increments. If you can’t connect with them directly, figure out who can and get that person on the phone.A 30-60-90 day plan is a document that is created either by a new employee or a hiring manager and outlines the goals to be accomplished during the first three months of employment. Us experienced reps have been in their shoes before, so we value people who recognize their inexperience and make an effort to learn more. My best piece of advice for aspiring medical device sales reps is to identify the hiring manager and connect with them. How did you break into medical device sales and what's your advice to others? They build that plan through experience and follow it through every day.įinally, the best medical device reps are able to connect with anyone-especially people who are not like them. They know when to develop connections as well as when and how to follow up. Successful medical device reps also have a planned and disciplined sales cadence. Fail quickly, and only make mistakes once. They reflect on their mistakes so it never happens again. In other words, they’re committed to continuous growth. The best medical device sales reps take failures in stride, and they always look to understand why it happened. From your experience, what are the characteristics of an elite medical device sales rep? If they don’t come prepared, they won’t move forward in the hiring process.Ĭurious what red flags you should look for as a candidate? Read our guide to job hunting for a career in medical device sales during the Great Resignation. They don’t ask thoughtful questions: Good questions show the candidate understands the position, and they’re committed to learning more.ĭuring the interview, candidates are at their best.
They don’t make an effort to connect with me: As a medical device sales rep, candidates must demonstrate excellent communication skills. They’re unfamiliar with me or the company: Though candidates don’t need to be experts, they must be able to show they’ve researched the company. They can’t demonstrate resilience: It’s essential that candidates are experienced in overcoming adversity. They lack urgency: As an example, a candidate says they will provide a resume, submit an application or take an assessment, but they do it later than promised. Here are a few of the biggest red flags I want to highlight: Medical device sales can be a challenging job, but I often look for the same kinds of red flags that any interviewer looks for.
What red flags do you watch for when interviewing a medical device sales rep? Recommended reading: 8 Skills You Need to Become a Medical Device Sales Rep That’s why I often look for candidates with a proven ability to overcome challenges on a regular basis. In medical device sales, we fail over and over again. I’m also looking for candidates who display great resilience. If they don’t grab my attention in the first 5 minutes of our conversation, then they probably are not a great fit for this role. With so little time to build a relationship, I am looking for people that can create a quick connection with anyone. Medical device sales cycles are typically short, around a month or two. What characteristics do you look for when hiring a medical device sales rep? Are any of them must-haves? Read our interview below to learn more about what they look for in a candidate, so you can stand out during the hiring process. To give you a better idea of what to expect and how to prepare, we spoke to an experienced hiring manager. No one has a better understanding of what to expect when interviewing for a job in medical device sales than the hiring manager in charge of the interview.