What is success?

Of course your whole team is aimed at success, but you need to lay out what success actually looks like for your company, for each department and for each individual. Create guidelines to measure it and know when you’ve reached it. If everyone doesn’t agree on this, each person will be working toward different goals, possibly taking your team in opposite directions.

What are our risks?

Some people are very comfortable taking risks, confident that they’ll persevere, and others are not. Debate some scenarios and make sure your whole team agrees upon some sort of balance about when risk is appropriate and when it’s not. Even if you’re not all on the same page, they need to at least be aware of what everyone else is doing.

How can we improve? 

This is a broad question, but we can break it down into smaller, more manageable topics. First, consider the bad habits your team has that you need to eliminate—things that waste time or space or you’ve just outgrown as other procedures or systems have evolved. Aim towards better productivity and efficiency. This should be an honest and safe conversation—every viewpoint counts! You’re responsible for empowering your team, but let them help you brainstorm and problem-solve.

Next, consider your market and your customer’s market. What are the trends or new technologies that you can take advantage of or need to adjust to? As you identify changes you need to make, consider which employees are comfortable taking on those challenges and which would rather maintain the status quo.

What is our team brand?

Your brand and your message are probably already established, but it could always use revisions or adjustments. Know who needs to hear it and how you can best communicate it.

Who should we reward?

Finally, discuss your team. Figure out who you need to thank and recognize for remarkable achievements and/or notable efforts. Have a reward system in place to identify those people who lead and to motivate the rest of your team. Determine which employees you should be grooming with recognition, grander challenges and responsibilities, additional training or a mentoring program.

Your team meetings should be aimed at asking questions, tackling issues and learning as much as possible to grow your business. For more tips on how to put your company ahead of the competition, contact us today.

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Medical and product knowledge

Just because you have great sales skills, doesn’t mean you can sell just anything. You need to have an intimate knowledge of whatever medical device you’re selling and the relevant body parts and anatomical systems. Understand the pros and cons, and how it works. You’ll be the one to give instructions to the medical professionals. as well as answer any questions they might have, so you need to be an expert!

Communication skills

Communication is a critical skill in any type of sales job. Remember, there are two parts to communication: speaking and listening! Yes, you have to speak to push your product, but you also have to listen carefully and understand your client’s needs in order to earn their trust and their business. You’re more likely to get referrals from them when they feel they have a positive relationship with you.

Be available

Make yourself easy to work with by being available early in the morning or later in the evening, whenever medical staff is willing to meet with you. They have busy schedules too! Be prepared, making sure the supplies your clients need are always in stock. And be responsive, answering questions and concerns as soon as possible.

Sales skills

If you’re already experienced in sales, you probably already understand that high-priced items require aggressive sales techniques, and you might only sell to each customer once or twice. If you’re selling to the same groups regularly, you can be less aggressive, but you need to take care of the customer relationship. It’s best to keep yourself fresh on a variety of different sales techniques so you’re always prepared for anything.

Remember the patients

Of course, the well-being of the patient must always be the primary concern of any medical device sales rep—don’t get so caught up in making the sale or in showing off the impressive groundbreaking technology of your product you forget that! Doctors and medical staff will remember your kindness and attentiveness.

We are one of the top medical recruiters in the U.S.For more tips on how to develop your career as a medical sales representative, contact us today. We are one of the top executive sales recruiters in the U.S.

The post How to be a Successful Medical Sales Rep appeared first on CulverCareers.

Communication skills

Communication involves both straightforward messages and more tactful, softer messages, either in person, over the phone or over email. The best recruiters are also great listeners, able to hear what a company’s needs are and what a client is really looking for. Great recruiters are capable of accurate and insightful interviewing. They can interpret body language to understand how candidates feel and what they think without them telling you.

Marketing and sales skills

Recruiting is all about selling. You have to sell a position to a candidate, convince them to apply for it and accept an interview. You then have to convince the hiring manager to accept your candidates and eventually convince your candidate to accept a job offer.

Motivated and persistent

The recruiting industry is highly competitive, so it’s important to follow up with all candidates and opportunities. You have to be ambitious and eager to hit your goals each month.

Relationship-building skills

A great recruiter loves to meet a variety of people and can connect individuals with opportunities. Cultivate relationships by establishing trust—you must be professional, reliable, knowledgeable, personable and approachable. It helps if you’re an industry expert and can understand the real-life aspects of the positions you’re recruiting for. Sometimes you’ll have to identify and recruit passive candidates, so it’s important to nurture relationships with those individuals as well.

At CulverCareers, our recruiters nurture relationships with over 400,000 active candidates. We also have a rich network of passive candidates, so you can be sure you’re getting the best of the best.

If you want to spend less time looking at resumes and more time growing your business, our expert recruiters can help.

Multitasking skills

 You have to be able to handle multiple responsibilities at the same time and figure out which is your top priority. Remember the details of various jobs, companies, and candidates so you can effectively shift from one project to the next at any given moment.

Time-management skills

Being able to manage your time makes you more productive and more reliable, making you more trustworthy. Focus and keep your priorities straight—don’t waste time presenting weak candidates. Be on time to meetings and deliver your promises in a timely fashion. And you have to be fast so you can place a candidate before a company finds another or your candidate finds a job with a different company.

IT and social media skills

Social media is crucial to networking! It’s a great way to find the best active candidates, so make it part of your search strategy. There are always new IT technologies available to give you an advantage over the competition. Algorithms can provide metrics and analytics so you can use this data to make predictions. Stay apprised of the most up-to-date techniques and trends so you can use the technology most effectively.

Our professional recruiters possess all these skills and more. Find out what makes our team, especially our sales recruiters, so exceptional today.

The post The Top 7 Skills Needed to be a Recruiter appeared first on CulverCareers.

Technical knowledge

There are several options here. You could ask about current trends affecting the IT industry. Your potential hire should be able to think broadly and proactively and keep up-to-date on changes in the business. How do they anticipate these trends affecting the profession?

Or make it a case study question. Ask about a recent issue your company had to deal with and how they think it should be resolved. Does she ask insightful questions that reflect what her responsibilities and concerns would be? Does she handle the situation appropriately?

A third option is to have her explain a complicated subject that she knows well. The subject itself is less important than her ability to demonstrate her knowledge and break it down for someone who might not understand.

Challenges

Ask her about a time when she was asked to perform a task or project she didn’t understand or do something she’d never done before. Is she an independent problem-solver? Or does she rely on the interventions and oversight of others? Ask whether she gets bored easily, and what her favorite and least favorite work-related activities are. You don’t want to have to deal with an unsatisfied employee down the road, so make sure her list agrees with the role at your company.

Expectations

Her expectations for the position should align with what the position would actually entail. Ask what types of activities and responsibilities she thinks she would have—and what she’d prefer to have. It might not be worth hiring her if what she likes to do and what she will actually do don’t match. Also, ask about her goals for her career and what skills she hopes to develop. Do those goals and skills seem realistic at your company?

Interpersonal skills

Decent interpersonal skills are important, especially if the position you’re hiring for involves supervising or connecting with other employees on a regular basis. Ask about the relationships she’s had with people she’s worked with. Or ask about a situation when she had to deal with a particularly difficult co-worker and how she handled it. You also might want to ask about extracurricular hobbies and interests to make sure you’re hiring a well-rounded person. Remember that most IT roles require a good bit of instruction and collaboration, so it’s important your candidate will fit into your company culture.

For more tips on how to fill your IT department with the most competent and knowledgeable staff, contact us today.

The post Four Questions to Ask When Interviewing IT Candidates appeared first on CulverCareers.

Use action verbs

It’s not enough to simply list your management skills as adjectives. Instead, flood your resume with strong action verbs to showcase how your efforts motivated your team to accomplish the goals of the company. Consider verbs such as initiated, directed, innovated, originated, guided, coached, organized, administered, supervised, developed, inspired, motivated, established, dominated, achieved, influenced, planned and forecast. Use these verbs to show the story of your career thus far, not tell.

Employ numbers

By listing specific numbers and data in your resume, you can illustrate the impact of your efforts and management skills. For each bullet point, list a certain valued management skill; then define it in precise, definitive terms. For example, describe how many people you trained or how large a budget you managed. Numbers make your responsibilities more clear-cut and help hiring managers put your accomplishments into perspective.

Talk about the success of your whole team

You can show you’re an excellent manager if you can discuss the achievements of your team, instead of you specifically. Talk about the size of your team, how your team functioned together, and how their performance improved as a result of your guidance. Perhaps they increased revenue, lowered your overhead or found a way to meet a tight deadline. Show the team’s success was a result of your ability to inspire, train, delegate and make decisions. Be specific! What did your team achieve and what did you do to get them there?

Show your commitment to growing as a manager

Aside from offering specific instances where you demonstrated leadership and oversight to your team, also list seminars, workshops or other leadership trainings you’ve participated in. List any professional groups you’re a member of that relate to your industry, and be sure to include any workshop sessions or in-house trainings you’ve led or coached.

For more tips on how to advance your career as a manager, contact us today.

The post How to Show Off Your Management Skills in Your Resume appeared first on CulverCareers.