The Four P's of an Informational Interview

Written by Ryan Stewart

A critical part ofrepparttar pharmaceutical sales job search isrepparttar 147412 informational interview that you will conduct with your networking contacts. Obviously, these information-gathering meetings will provide you with valuable insight into things like day to day activities, company culture, professionalism, and overall mood ofrepparttar 147413 company (or at leastrepparttar 147414 rep you’re interviewing). Onrepparttar 147415 other hand, informational interview s give you a chance to practicerepparttar 147416 skills that you’ve acquired that will later be used in your interview. The PharmBoard Four P’s should be able to help you getrepparttar 147417 most out of your informational interview .

1. Plan - Asrepparttar 147418 old adage says, “If you fail to plan, you’ve planned to fail”. As with any phone call, networking meeting, or sales call, you should enterrepparttar 147419 informational interview with a specific goal in mind. Here are a few things you might want to walk away fromrepparttar 147420 interview having gained. * Information aboutrepparttar 147421 company’s future - You may want to ask whatrepparttar 147422 plans are forrepparttar 147423 sales force inrepparttar 147424 long term and short term. Doesrepparttar 147425 company plan on launching any new drugs inrepparttar 147426 next few years? * Information aboutrepparttar 147427 contact herself - Does this contact haverepparttar 147428 ability to help me get a job in pharmaceutical sales - either directly or indirectly? What does this contact do on a daily basis? Does she enjoy her job? Does she find a sense of satisfaction in what she does? * The contact’s input on how you might go about your search - Doesrepparttar 147429 contact believe you need more sales experience? Does he believe you haverepparttar 147430 right demeanor to succeed inrepparttar 147431 job? Does he think you’re overqualified? 2. Prepare - In other words, research. You will be amazed at . . . * How much more willing a contact is to talk business with you if you already know a bit aboutrepparttar 147432 business to begin with. Just as an auto racer would probably not be interested in answeringrepparttar 147433 question, “How do you start your car?”, a professional pharmaceutical rep isn’t typically impressed when a wannabe says, “So, do you have to wear a suit every day?” * How much more fruitful your informational interview will be if you are in tune withrepparttar 147434 company andrepparttar 147435 industry goings on. Reps like to educate. They like to share their thoughts onrepparttar 147436 state ofrepparttar 147437 industry and their company. They like to speculate - even about your future as a drug rep. If you can initiate some of these discussions, you will win.

Recruiting Excellent Job Candidates

Written by David Leonhardt

Six Easy Search Tips to Getrepparttar Cream ofrepparttar 147322 Crop

An independent recruiter, recruiting agency or executive search firm is charged with tracking down excellent potential candidates for available job positions. Despiterepparttar 147323 fact that there are innumerable people seeking positions of employment inrepparttar 147324 21st century, it often seems to a typical recruiting agency that qualified men and women are few and far between.

Here are six easy tips that recruiting services, staffing firms, or executive search firms should keep in mind when onrepparttar 147325 hunt for outstanding potential job candidates inrepparttar 147326 21st century.

These tips are equally applicable to companies undertaking their own search withoutrepparttar 147327 help of recruiting agency services. Indeed,repparttar 147328 headaches associated with finding qualified personnel is magnified for a company undertaking its own recruitment efforts.

1. Post an Ad on an Industry-specific Job Board. Oftentimes, a recruiter will take a scattershot approach to finding candidates that are worthy of consideration for an available position. They broadcast far and widerepparttar 147329 fact that a certain position is open and available, in big city newspapers and on major Internet job boards.

If a recruiting agency were more thoughtful about its recruitment efforts, it would realizerepparttar 147330 benefits of positing an announcement of an available position on an industry-specific Internet job board. By posting in a selective and admittedly limited manner, recruiters and staffing firms would be reaching out precisely torepparttar 147331 pool of people most likely to be qualified for an open position.

One excellent tool for finding industry-specific job boards can be accessed at The Online Recruiters Directory Job Board Directory.

2. Use Recruiters that Specialize in a Given Field. As with advertising, choosing an effective recruiter might be just a matter of targeting, particularly for a managerial or executive position. These positions can be very hard for in-house personnel directors and human resource managers. While these people do have responsibility for hiring,repparttar 147332 search for a new employee with skills beyondrepparttar 147333 norm for their company can best be targeted by a professional executive head hunter.

The same can be said for specialized fields, such as accounting or information systems. In-house human resources staff might know all about pharmaceutical skill-sets required for a multitude of research and administration positions, but they might rarely have to deal with hiring staff to track money or to keeprepparttar 147334 computers functioning. That's when recruiting agency services specializing in IT or in accounting can come in handy.

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