Strategies for Hiring Life Science Sales Reps in a Candidate Shortage

If you are like most hiring managers, it’s a challenge to hire top-tier life science sales reps. The surge in new technologies such as T-cells, CRISPR, single-cell, flow cytometry, mass spectrometry, and next-generation sequencing is creating an unprecedented demand for qualified life science candidates. 

In this article, we will explore strategies to help you navigate the current hiring climate and attract the talent you need to succeed.

If you can't attract a “bull’s eye” candidate, then go the next ring out on the target.

Start the recruiting process by visualizing a target. The objective is to find a candidate that is a “bull’s eye,” meaning they hit every criterion your company desires. But what if the bull’s eye candidate is unavailable or affordable? We take a step to the next ring on the target to deliver the best possible candidate. For example, one of our clients sells capital equipment (flow cytometers) to pharmaceutical and academic customers. The bull's eye candidate is selling a similar product (capital equipment in this scenario) to the Vice President of Research and Development (VPR&D) to those same clients. If you can't attract capital equipment, life science sales rep, then consider a rep selling reagents to the same customers. They already have established relationships with decision-makers in the industry, which is one of the essential factors in determining future success. Reps with desire and ambition can quickly learn to adjust to selling capital equipment.

Consider a reagent or consumable rep for capital equipment positions.

The reason hiring managers want to hire capital equipment reps is; that the sales process is much longer, and the sales cycle typically involves numerous decision-makers, making it a complicated process. They also want someone winning new business — not just selling to existing clients.

But some reagent reps also have a complex sales cycle that involves numerous decision-makers. If a sales rep is selling reagents based on an application or a problem, they'll solve for a customer, that rep may also be skilled at a complex sales process.

For example, some researchers require gene-editing tools to document how certain drugs interact with human cells. A reagent rep would meet these needs by providing the right types of antibodies or stem cells rather than just assay cartridges. This requires intensive knowledge of the scientist's requirements, the companies offering, and a consultative thought process, whereas commodities are sold on price and delivery. By considering reagent reps for capital equipment positions, you can tap into a pool of candidates with the right expertise and adaptability.

Consider the Candidate’s Potential

It is crucial to identify candidates who have the potential to succeed in selling more advanced technologies Your recruiter should be able to discern whether the candidate has the desire, ability, and skills to sell a more advanced technology. The right candidate has the potential to do more than what they're currently doing; they need the opportunity to prove themselves.

Connexis Search Group uses Lou Adler interviewing techniques to determine each candidate’s most significant accomplishments (MSA). An interviewer can gain a lot of information about a candidate by learning about their most notable achievements at each company. The environment in which they had success is also essential. Some candidates excel in a small company environment, while others need a large company behind them. Assessing a candidate's potential allows you to uncover hidden talent and provide them with the opportunity to prove themselves.

Work with specialized life science recruiters:

Given the talent war and candidate shortage in the life science industry, it's essential to collaborate with recruiters who have extensive networks and relationships within the field. Partnering with a specialized life science recruiting firm, such as Connexis Search Group, can greatly simplify the process of finding and hiring top talent. These recruiters have a deep understanding of the industry's nuances and are well-connected with potential candidates. Leveraging their expertise and network can give you a competitive edge in identifying qualified individuals who may not be actively seeking new opportunities.

In conclusion, hiring life science sales reps in a candidate shortage requires adaptability and a proactive approach. By expanding your candidate search, considering reagent reps for capital equipment roles, assessing candidates' potential, and partnering with specialized life science recruiters, you can overcome the