The Pietrack Press
Selling the Remedy
As the job market shifts to a more candidate-driven market, the top candidates have become more selective than they have been since before the recession. Now, more than ever, the interviewers and companies doing the hiring need to prepare to attract the best talent.
The intent of this article is to help companies realize that the A-player candidate can be lost, especially when they are expected to do all the selling in an interview. My advice is to learn about their non-resume information, learn their motivations for making a job change. We call this Uncovering the Pain.
Often times, our clients go into the interview unprepared to sell to the candidate, and the company blindly assumes the candidate wants their job more than the others they’re pursuing. The best companies court the employee while evaluating them. They take the time to learn about their pain and prepare how to Sell the Remedy.
What is the Remedy?
Every candidate has pain, and all pain has a remedy. Pain is what is motivating them to go through a job interview and eventually make a job change. If the candidate’s motivations aren’t sincere or if the pain isn’t great enough to make a job change, they shouldn’t be in the process. Uncovering that pain and conveying it to the company is one of the duties of your recruiter. Creating a remedy is the job of everyone in the interview process (recruiter, hiring manager, interview panel).
Here are some very basic examples: If a candidate is concerned about his company’s long-term stability, sell the remedy and promote your company’s stability. Share stories about your attrition numbers and how your company did through the recession. If a candidate is frustrated with her lack of career progression and growth, present how going to your company is a remedy for that pain. Share your story about how you got into your management position or explain the career ladder that is in place at that company.
A Simple Solution
Take a few minutes to call your recruiter and learn about the non-resume information about your finalists. Uncover their motivations and pain, and begin to diagnose if your company is the remedy. If it truly is, then craft a message that is consistently presented by everyone on the interview panel. The A-player candidate will come away from the interview realizing that going to your company is the remedy for their pain.
I hope that by uncovering the pain and selling the remedy helps you land the candidates that will take your team to the next level. This takes a little bit of homework, but with a great recruiter, most of the work will be done for you. In short, you won’t have to guess what about your company to sell. You’ll have a game plan to attract the top talent. I look forward to working with you on your next staffing project where we can put this method to the test.
About the Author: Michael Pietrack is a leading executive recruiter in a the Pharmaceutical Industry and arguably the top recruiter in the Medical Affairs space. His specific expertise is recruiting in Field Medical Affairs placing Medical Science Liaisons, and therefore, he has been dubbed “The MSL Recruiter” (www.TheMSLRecruiter.com).
What is TMAC Direct?: TMAC Direct is an executive search agency that serves the Pharmaceutical and Biotechnology Industries. This boutique firm fills critical staffing needs on a retained, partially retained, or contingency basis. TMAC Direct is the direct-hire recruiting division of The Medical Affairs Company, commonly known as TMAC. Together TMAC and TMAC Direct, provide an unmatched staffing service in the Medical Technology arena, whether the hiring needs are on a permanent placement or outsourcing basis.
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