Onboarding the right talent now will make your company stronger later. If you’re struggling to retain workers, it’s time to reevaluate your hiring strategy. Here are three signs you might need help with hiring.


  1. Job Descriptions are Tired and Ineffective 

One-size-fits all job descriptions that only list tasks and job duties for diagnostics sales careers are ineffective. Successful descriptions are customized to include attraction-based language helping match candidates to open positions. Start by listing some of the essential soft skills that are required in the medical industry, like communication skills, time management, teamwork, and adaptability. Emphasize what your organization has to offer each including the unique work culture, benefits, and opportunities for advancement. Detail what they will do in the role.



  1. Interview Process is Lengthy or Cumbersome

A drawn-out interview process is often the reason why companies lose the most qualified candidates. Count the number of steps that you currently have. If you run out of fingers on one hand, then you are likely making candidates jump through too many hoops. Do you really need to have three phone interviews and two in-person interviews to find the right person? A cumbersome process doesn’t put enough emphasis on the candidate’s experience and tends to take the candidate for granted. Don’t make candidates take a skills test up front and don’t treat them like a number. They shouldn’t be left waiting in the reception area for long and need to be addressed by name. Make eye contact and offer a warm smile and genuine greeting. Interviews are inherently stressful, so the more you can do to set them at ease, the better. Finally, be prompt in getting back to candidates, ideally in 24-48 hours.


  1. High Turnover or Bad Hires

Bad hires are a very real possibility when your hiring process is lagging. Rather than waiting for the perfect candidate to come along, be proactive and start hiring based on potential and cultural fit. Verify that applicants have the right soft skills for healthcare sales opportunities before onboarding them. Use open-ended questions, like asking about past accomplishments, or difficult working relationships to gain some insight into a candidate’s problem-solving skills and work style. Start collecting real-time feedback during their first few weeks rather than waiting for their probationary period to end. The sooner you identify a potential problem and try to address it, the better the likelihood of getting the new employee on the right track.



To reinvigorate your hiring process and attract the top talent your organization needs to succeed, start by updating your job listings on a regular basis. Evaluating your interview process is another way to create a smooth hiring process. Remove any unnecessary steps and focus on providing structured interviews. Collecting immediate feedback from new hires will improve your retention in the long run.


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