Angel Romero’s Post

Finding the right talent for your medical sales company isn’t easy. Particularly in today’s market. In the last few years, the number of organizations searching for candidates has increased, and while available, skilled professionals have grown scarcer. According to research presented by Korn Ferry, by 2030, around 85 million roles could go unfilled, simply because there aren’t enough skilled people out there to take them. At the same time, employees are becoming a lot more discerning about where they choose to work. Logically working with a recruiter who understands the medical sales hiring process is key, AND there are several things as a company you can do to help. We explain more in our post here-> https://lnkd.in/dRnCcTKu #talentattraction #AdvanceRecruitment #MedicalSales

An excellent medical sales recruiter should always be able to offer an exceptional candidate experience. That starts with a commitment to clear, consistent, and transparent communication. Your ideal recruiter should be able to answer any questions you have about how they select roles to suit your needs and how they measure and report on their results. They should be clear about their pricing structure, the terms and conditions of their contracts, and the level of support they provide. For instance, does your recruiter just direct you to medical sales opportunities, or do they also function as a guide and a coach? A great recruiter can deliver much more which we explain in our latest post/article here. -> https://lnkd.in/ey6EVKYZ

The hiring market in the medical sales industry has been candidate-driven for some time. Countless companies are now competing for candidates with critical skills to help their organisations thrive in a challenging economy. This means talented professionals have more freedom to select positions that align with their priorities and values. Positioning yourself as an "Employer of Choice" (EOC) in the medical sales is critical to reducing the costs and complexity of the recruitment process, as well as accessing the right talent. How do you develop a reputation as the "ultimate" business to work for? We share several ideas in our latest blog post here. -> ✍👉 https://lnkd.in/eGVmqVae

⭐Medical Technology - New clients have been investing in Collingwood Executive Search to establish new medical technology and medical devices business in Europe ⭐ During the last few months we have been receiving a lot of interest from global medical technology businesses that are looking to set up in Europe for the first time. They have been looking for a recruitment partner who can provide market insights and, ultimately consultancy, to help them develop their recruitment strategy. Luckily enough, that is what we do! Key questions they need answering include; ❓What is the route to market in Europe? ❓What are the salary ranges being paid? ❓Which are the easiest countries to employ someone in? ❓What is the competition for sales leadership and sales talent like in each European country? ❓In our experience, where are the best talent pools that have candidates with an "entrepreneurial" mindset? ❓Can we provide a talent insights report before a recruitment strategy is finalised? Being invested in as true consultants is what we live for at Collingwood and so it is currently a great ride in our Medical Technology Practice! If you are a medical technology business looking to invest in Europe and need answers to the questions above, please message me directly. #recruitment #hiring #medical Talentor International

The hiring market in the medical sales industry has been candidate-driven for some time. Countless companies are now competing for candidates with critical skills to help their organisations thrive in a challenging economy. This means talented professionals have more freedom to select positions that align with their priorities and values. Positioning yourself as an "Employer of Choice" (EOC) in the medical sales is critical to reducing the costs and complexity of the recruitment process, as well as accessing the right talent. How do you develop a reputation as the "ultimate" business to work for? We share several ideas in our latest blog post here. -> ✍👉 https://lnkd.in/eGVmqVae

Finding the right talent for your medical sales company isn’t easy. Particularly in today’s market. In the last few years, the number of organizations searching for candidates has increased, and while available, skilled professionals have grown scarcer. According to research presented by Korn Ferry, by 2030, around 85 million roles could go unfilled, simply because there aren’t enough skilled people out there to take them. At the same time, employees are becoming a lot more discerning about where they choose to work. Logically working with a recruiter who understands the medical sales hiring process is key, AND there are several things as a company you can do to help. We explain more in our post here-> https://lnkd.in/dRnCcTKu #talentattraction #AdvanceRecruitment #MedicalSales

Don’t make the mistake of switching medical sales roles for the wrong reasons. Make sure your role changes help accelerate your career path with this guide. https://lnkd.in/e7kQQyTY #medicalsales #medicaldevices #recruitment #career #AdvanceRecruitment

Don’t make the mistake of switching medical sales roles for the wrong reasons. Make sure your role changes help accelerate your career path with this guide. https://lnkd.in/e7kQQyTY #medicalsales #medicaldevices #recruitment #career #AdvanceRecruitment

An excellent medical sales recruiter should always be able to offer an exceptional candidate experience. That starts with a commitment to clear, consistent, and transparent communication. Your ideal recruiter should be able to answer any questions you have about how they select roles to suit your needs and how they measure and report on their results. They should be clear about their pricing structure, the terms and conditions of their contracts, and the level of support they provide. For instance, does your recruiter just direct you to medical sales opportunities, or do they also function as a guide and a coach? A great recruiter can deliver much more which we explain in our latest post/article here. -> https://lnkd.in/ey6EVKYZ

The first part of your hiring checklist needs to identify the roles you must fill. The need for new medical sales hires could come from a vacant position or the need to add to a team to manage better workload performance or to expand. Open positions may be due to new jobs added, recently vacated positions or departing team members. You may have plenty of notice before a position opens, depending on the circumstances. Responsible people in critical roles usually make an exit plan. However, sometimes vacancies can't be anticipated. We have identified thirteen more critical steps that we are sharing in our latest guide here. -> https://lnkd.in/eEqPcmpJ