What is the impact of employees on recruiting medical representatives in the company

Despite the large offer on the labor market to find a qualified professional with minimum requirements to the candidate is quite difficult. Often when applying for a job using the recommendations of its own employees. The article discusses the pros and cons of such a choice for leader, and motivational methods of recruiting its own employees.

Sources of recruitment in pharmaceutical companies are many, the most common are:

• selection of internal hr team;
• services of employment agencies;
• recommendations of internal employees.

it’s No secret that even in conditions of high unemployment, a competent expert is quite hard to find. If selection is conducted in ordinary position, not requiring high qualifications, it is advisable to use a less costly method of selection.

Recommendations of internal employees sometimes make it possible to attract excellent candidates from outside the company, and the scheme «Refer a friend» has long been practiced in many companies. This method is great for narrow segments and regions where the number of specialists is limited. And who, as a medical representative, working every day on the same site, knows the «inner kitchen».

what is the meaning of such programs?

for Example: employees first announced information about the opening rate. They may engage in the position of their friends, classmates, former colleagues. To participate you will need to send your CV and possibly a letter of recommendation at a future candidate. The candidate enters the pool of applicants. And, if he passes through all the stages of interviews, his take on the work, it is efficiently working, then after a certain period (usually probation) officer, who gave him a recommendation, receive a cash reward.

also, this simple method allows you to kill two birds with one stone: to fill the vacancy and motivate the internal employee.

But it is necessary to analyze the pros and cons of the method.

benefits:

• relatively low cost;
• «hit» in the requirements (usually);
• employee participation in the organization’s life, additional motivation;
• possible reduction of risk of rejection of the proposal;
• transparent communication with the candidate.

cons:

• the risk of getting a recommendation for a «good man» and not of a good professional that will entail loss of time;
• acquisition of candidates «for remuneration»;
• the risk to hire a large number of relatives.

At the same time, some of the references are to such methods cautiously. After all, not everyone wants to assume responsibility for another person. No one knows how he might behave in a given situation, and sometimes can be opened from a different side. And there is a risk to spoil relations with the loved one, a relative.

But still it is worth noting that this method serves, including the indicator of satisfaction of the personnel of the company. After all, if you want to bring your friend to the company, then and you’re comfortable working here.

Based on the above information we can say that recruiting favorable recommendation from both the company and the employee it is effective, in practice, but also carries some disadvantages. A similar method can be used, but it is not fundamental.

Daria Kuraev,

Senior recruiter,

Recruitment company AVICONN