A Day in the Life of a Pharmaceutical Sales Representative

By Rick Fromme

The pharmaceutical industry has weathered some highs and lows in the recent past ― mobile technology,healthcare reform, increasing regulations, and global economic issues have all affected many leading firms. Some have had to lay off some of their sales force and other positions. Nonetheless, most industry pundits believe there’s still a robust job market for those looking to get into pharmaceutical sales jobs.

As with the need for many other clinical, administrative and IT healthcare jobs, one of the primary factors driving its anticipated growth rate is demographics.  All those once “Dancing-in- the-Street” Baby Boomers are now reaching their Golden Years, some in better health than others. This massive age shift within America’s and other Western nations’ population is profound. The number of Americans aged 65 and up is expected to nearly double in the next decade. Some estimate nearly 70 million people will reach age 65 and over by 2030. This major change in the U.S.’ population is one of the principle reasons pharma sales jobs will continue their upward momentum through increased demand. Why? Because the majority of prescriptions are written for individuals 65 and older. Our advances in healthcare are also contributing to this seismic age shift due to healthier lifestyles, new medical devices, innovative surgical techniques, better aftercare and, of course, the research and development of pharmaceuticals that also help prolong life and/or facilitate people’s ability to live well into their “twilight” years.  

There are a few other reasons why choosing a pharma sales job is an excellent career choice to pursue in this growth industry. 

For one thing, the pharmaceutical industry is virtually recession-proof. People, their beloved pets and livestock will always suffer from illness. Humans (plus our companion and livestock animals) will continue to need drugs to assist in their healing after an injury or illness, to thwart potential diseases, to recover after surgery, and to enjoy a higher quality of life.  

Furthermore, pharmaceutical companies invest more in research and development more than any industry, nearly tripling what the automobile industry spends. Because of the potential for huge profits, pharma firms spend millions to develop new drugs and treatments. Considering the actual number of drugs being researched that actually other do receive FDA approval, it’s not uncommon for pharma companies to have a one in ten success rate as to which of its drugs currently under research and development actually makes to the marketplace.

Take a look at the FDA’s report, “Approved Drugs 2013,” to see all the new drugs that were recently approved. In fact, the report points out: 

“One-third (33%) of the NMEs [New Molecular Entities] approved in CY 2013 (9 of 27) were identified by FDA as First-in-Class, meaning drugs which, for example, use a new and unique mechanism of action for treating a medical condition. First-in-Class is one indicator of the innovative nature of a drug and a 33% First-in-Class approval rate suggests that the group of CY 2013 NMEs is a field of innovative new products.”

Most major firms predominately focus on promoting a handful of drugs at any one time. Over 70% of a firm’s revenue comes from 20% of its drugs ( as per PhRMA’s [Pharmaceutical Research & Manufacturers of America] “Pharmaceutical Industry Profile 2001”). While there are associated financial risks, the potential for profit is much higher. The pharma industry’s commitment towards future products is yet another factor that continues to make pharmaceutical sales jobs a vibrant career choice.

Find Pharmaceutical Sales Jobs on MedMasters.com

Characteristics & Education

Generally speaking, successful pharmaceutical sales representatives are intelligent and extremely
professional. A pharmaceutical sales representative sells technologically and chemically advanced products to highly intelligent physicians, APRNs and PAs in very professional environments. A pharma rep is expected to sell their firms’ multimillion-dollar drugs to skilled providers across the full panoply of different specialties.

A minimum of a bachelor’s degree from an accredited university or college is required to become a pharmaceutical sales representative. Pharmaceutical companies prefer candidates with degrees in a life science (such as biology). However, sometimes a firm will consider applicants with other bachelor’s degrees.  Graduating from college with a high GPA demonstrates you’ve the wherewithal to master new information and have the discipline to reach a long-range goal. 

That said, the competition to break into pharmaceutical sales at the college level ― any level, really ― is extremely competitive. Some pharma firms recruit their sales personnel from recent or soon-to-be graduates. And some major pharma firms recruit directly from college campuses at job fairs, etc. Securing an interview can be challenging.  Quite often, the interviewer’s schedule is filled up very quickly as only a dozen or two students of about of 15,000 may be selected for a one-on-one.  Be prepared, however. You thought final exams were tough? The pharmaceutical interview process is probably one the biggest series of “exams” you’ll ever encounter.  

Sometimes, licensed health care clinicians decide to transition into pharma sales. There are severaltransitions often seen in within the field of medical and pharmaceutical sales.  Some of these include:

• Moving from a career in pharmaceutical sales to selling medical devices or products
• Moving from a clinical role to a sales role
• Forced transitions, i.e., layoffs, downsizing

Many pharmaceutical and medical device companies are moving to a more clinically oriented sales approach.  To accomplish this, some companies have transitioned from hiring B2B sales persons to hiring sales reps who can sell, and who, through their previous clinical expertise, are able to provide experiential information and value to their clients.  

Medical products such as laboratory equipment, radiological and surgical products often involve hands-on demonstration. Hence, hiring an employee with clinical skills proves advantageous. Adding a sales representative with clinical background establishes product credibility, customer trust. Depending upon the type of equipment or product the clinical salesperson is representing, s/he may be involved in training medical personnel (including physicians) on how to use the equipment (i.e., robotic surgery platforms such as the da Vinci).  

Professionally speaking, a pharmaceutical sales representative must be flexible, resilient and capable ofchanging their schedule ― sometimes at the last minute because many of their clients (physicians, dentists, veterinarians, ARNPs and PAs encounter emergencies). 

Given the above caveat, sales reps are usually charged with having a daily, weekly and monthly roster of clients on whom to call. On average, that’s about eight to ten per day, depending upon the size of the pharma rep’s territory and how many clients are included within it.  The number of doctors in an urban area is higher than in rural ones ― particularly in cities with a strong medical community, such as Jacksonville and Gainesville in Florida, Birmingham, AL; Atlanta, GA; Rochester, MN; Scottsdale and Phoenix, AZ; the Washington, D.C. area (with its numerous military/medical facilities), etc. 

A typical day may start off early with a breakfast meeting at a doctor’s office and end after 10 p.m. after sharing a meal at a restaurant with several physicians in a busy group practice. Subsequent sales calls are made in the mornings and afternoons. 

In this article, I discussed several reasons why becoming a pharmaceutical sales representative is an intelligent career choice, especially citing the changing demographics of the American population. I also provided an overview of pharma companies’ research and development, especially regarding bringing new products to the marketplace. I then discussed some of the personal and professional characteristics of successful pharmaceutical representatives, and also highlight requisite educational requirements. If you found this article useful, please feel free to share and repost it. If you have any questions or comments, as always, I’m eager to read them.

Rick Fromme combines entrepreneurial enthusiasm with an insider's knowledge of the medical industry to co-found MedMasters.com. Both his drive and perspective help provide health care professionals with a superior mechanism with which to communicate, network and market their strengths. Prior to founding MedMasters.com, Rick operated a highly successful medical device distributorship. Other milestones in his 12-year career in the medical industry include a key position at a medical device start-up company that was later sold to the Ethicon Endo division of Johnson & Johnson. You may also reach Rick by connecting with him on Facebook, Twitter, Google+, LinkedIn and YouTube.

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Health Care Professional Jobs: A Day in the Life of a Healthcare Recruiter

By Rick Fromme

Health care recruiters are responsible for searching for and indentifying qualified candidates for specific job openings in the medical field.  Recruiters pre-qualify candidates based on their experience, credentials, education, licensing and assist with coordinating the interview process. Usually the pre-qualification process involves reviewing many CVs and résumés, then following up with phone or web conference interviews to determine the most qualified applicants.  

Recruiters may function as a corporate or “in-house” recruiter. That is, they are employed by a health care agency or hospital, and serve primarily to fill internal positions for that given entity.  These may be either long-range hiring projects, particularly if searching for top-level positions such as physicians, department managers, administrative executives, etc., or clinical positions such as nurse, physical therapist, occupational therapist, sonographer, etc.

In-house recruiters have varied responsibilities; among them are sourcing candidates and screening

candidates (via telephone, web conferencing, in-person and via email correspondence).  A recruiter may also serve as “tour guide” of sorts, introducing the candidate to various clinical and administrative personnel within the facility (and possibly its satellite services), and, as may be the case when fulfilling a physician other top-level position, showing the candidates some of the highlights of the city/area where she or he may be relocating.

Furthermore, once a candidate is chosen and if both parties agree there’s a mutual fit, recruiters may often engage in contract negotiations as it relates to their employer and/or affiliation within the health care network. Here the recruiter is evaluating and balancing two perspectives in that s/he is assessing whether or not a candidate would be a good professional and cultural fit for their organization, but concurrently selling their organization/facility, and even promoting the surrounding community to the candidate as well. 

"Recruiters may often engage in contract negotiations ..."

Recruiters may work for an independent recruiting firm or agency.  These recruiters typically manage a number of searches for various entities on a third-party or contract basis. The recruiters receive a commission from that particular organization or facility when an ideal candidate is hired. 

Recruiters may also work in-house for a health care or locum tenens physician staffing firm.  In this scenario, recruiters search for a variety of health care clinicians or physicians who’re interested in being employed by the staffing firm itself.  Then they’re contracted out for temporary assignments in a variety health care settings and environments.

Health Care Recruiters Can Post & Find Applicants on MedMasters.com

Typical Work Schedule

A clock with a 24-hour dial. (Photo credit: Wikipedia)

Many health recruiting jobs require a flexible work schedule that oftentimes exceeds a typical 40-hour work week.  Because many health care empolyees have different shifts within a 24/7 work week, some candidates aren’t available for phone or web-based, real-time interviews during typical weekday “office hours.”  Also, some candidates’ visits include dinner or luncheon meetings with executives or managers, which were arranged by the recruiter, who’s sometimes expected to attend. Additionally, many in-house medical recruiting positions also require weekend work, entertaining candidates and their families during visits, particularly if it’s a top-level candidate who traveled to the interview from another location.  

Job Requirements and Skills

At the very minimum, strong candidates should have bachelor’s degree, preferably in a discipline such as business, business management, human resources, business psychology, etc.  Having a clinical background could also be highly advantageous, such as a BSN, especially in terms of understanding the clinical components of the position(s) for which you’re recruiting. 

Typically, when hiring health care recruiters, employers seek a candidate that has prior experience or knowledge in the health care industry. As mentioned above, having some type of clinical experience is certainly helpful, but recruiters may also have a solid background in medical sales, or other non-clinical or health care industry experience. If you have a strong track record in recruiting, but in a non-health care-related field, you’ll need to prove you can attain the requisite medical knowledge quickly.

Recruiters must have excellent written and especially strong verbal communication skills, due to the fact they’re frequently on the on the phone conducting interviews and pre-qualifying potential candidates. Attentive listening skills are also critical. Strong presentation and negotiating skills are also important. Recruiters usually spend several hours per day doing administrative work such as posting jobs, searching job boards, reviewing résumés and CVs, conducting background checks, contacting references, emailing candidates, creating travel and meeting itineraries, keeping up candidates’ licensure, credentials, certifications and more. Recruiting also requires the ability to multitask, as they’re often working on several job openings simultaneously.

Since, according to numerous key studies, many health care jobs will be in demand for the next several decades, consequently so is the need for qualified, talented recruiters. Recruiters that focus primarily on higher-level professionals such physicians, medical executives, department managers typically have a long, more in-depth search/recruitment process, but concomitantly earn a higher fee once the candidate is hired (unless you’re salaried employee of a health care facility). Recruiters that primarily focus on health care clinicians and providers (i.e., nurses, allied health personnel such as sonographers, PTs, OTs, etc.) typically can place these candidates faster, although the commission is less.  

In particular, physician recruitment emerged as a niche service about 25 years ago and since then,

has become an integral part of health care industry.  The need for recruiting services in the 1990s was accelerated by managed care and its emphasis on primary gatekeepers.  Whereas once recruiters focused primarily on searching for physicians for second-tier and rural areas that had limited access to residents, today recruitment has become a priority for urban facilities competing for managed care contracts, large medical groups, and corporate systems that often have their own recruitment arms.

There are a handful of large, national recruitment firms. Additionally, there are hundreds of local and regional recruitment companies and thousands of in-house physician recruiters working for hospitals, health networks, practice management companies and HMOs.  It’s estimated there are nearly 5,000 physician recruiters throughout the US, more than one for every four final-year medical students.

In this article, I discussed the various types of health care recruitment positions, and provided an overview of their oftentimes highly varied responsibilities (both interpersonal and administrative), preferred educational background and professional skills, job outlook, etc. I also briefly discussed the changes that have recently occurred concerning physician recruitment.  If you found this article useful, or have an opinion you’d like to share, please leave a comment below. Also, please feel free to share and repost it.  

Rick Fromme combines entrepreneurial enthusiasm with an insider's knowledge of the medical industry to co-found MedMasters.com. Both his drive and perspective help provide health care professionals with a superior mechanism with which to communicate, network and market their strengths. Prior to founding MedMasters.com, Rick operated a highly successful medical device distributorship. Other milestones in his 12-year career in the medical industry include a key position at a medical device start-up company that was later sold to the Ethicon Endo division of Johnson & Johnson. You can also reach Rick by connecting with him on Facebook, Twitter, Google+, LinkedIn and Youtube. 

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Err Cover: Problems Writing a Cover Letter? Here’s Help!

By Rick Fromme

Steven F. Udvar-Hazy Center: P-40 Warhawk with "sharktooth" nose (Photo credit: Chris Devers)

Ok, so you’ve read my previous blog, “Résumé Rules for Health Care Industry Applicants,” checked out its Related Article section, and, after hours of word work, you now have a well-crafted résumé. Well done!

What else is left to write right? Your Cover Letter, of course.

Alas, the conundrum of the Cover Letter.  Most of us have had to wrestle with this challenging element of the job application process. Writing them can be a pain in the “S” as we Strive to Succinctly Sell our Salient Skills to a Specific Someone Successfully.

It’s not easy to accomplish all the S’s stated above. But in knowing more about the objectives of a well-crafted Cover Letter, you can better accomplish — here comes another “S” word — this Sisyphean task. 

Sisyphus (Photo credit: Wikipedia)

Cover letters do make a difference, even brief ones. But just like the faux pas of smacking on a wad of double bubble gum during your interview, you never, ever want to send a standard form cover letter with an opening statement such as, “Enclosed please find my résumé.” And while not being too informal, you may want to include an anecdote and, if appropriate, inject a little bit of humor.

All this in a tightly constructed document of about 150 to 200 words.

Not the easiest of writing chores, even for professional writers, let alone for someone whose skills lean more towards the clinical, diagnostic, treatment or sales side. It reminds me of an anecdote one of my college professors was fond of repeating. (See? I was able to include one!) Senator Abraham Lincoln was writing a letter to a colleague where he began, “Dear Sir, forgive me for the length of this letter, but I did not have the time to make it shorter.”

Objectives of the Cover Letter

Personalization:  It generally offers the job seeker an opportunity to personalize and target their resume to a particular person.  This is one of the major strengths of a cover letter. While a résumé is detailed and succinctly organized, it can be impersonal. When submitted without an accompanying cover letter, it can give the wrong impression; that is, the job seeker is just doing a résumé blast campaign.  While it takes more work in today’s world of online applications, ideally you want to identify a specific person to whom you can send your cover letter.  (By the way, this is one of the numerous advantages of networking on a niche site such as MedMasters, where you can make connections and more easily contact specific individuals.)

You want to target your cover letter to a specific individual within an organization, preferably the person who’s most likely to have decision-making authority about the position you’re applying for. Never address a cover letter with the ambiguous salutation, “To Whom it May Concern.” If necessary, contact the company to obtain your target’s name, its correct spelling, their title, and correct email. 

Directing Attention to Skills: It allows the applicant to direct particular attention to specific skills that are important to the reader. One of the questions a well-crafted cover letter addresses from the outset is, “If we hire you, what can you do for us?”  It allows a potential employee to highlight particular skills or accomplishments that are especially relevant to the position. While that specific skill may be among many cited in the résumé, its emphasis in the Cover Letter communicates several key concepts: A) The applicant has researched the company and the position; B) S/he has identified some of its specific needs; C) It verifies the applicant is ideally capable of fulfilling them. Using a handful of bullet points in this section of your cover letter is appropriate and useful, as Succinctly is one of our target “S” words.

Belgium-6193 - Radar Dish and Searchlight (Photo credit: archer10 (Dennis))

Clear Statement Indicating Reason for Interest: It enables the applicant to clearly state why the organization is in their “want to work for” radar. This objective is the “yin” to the above objective’s “yang.” Whereas the above objective highlights a specific skill or set of skills, here the applicant is stating where and how the organization can best utilize those skills. It also demonstrates the candidate has researched the organization and is industry savvy as well.

Creates Professional Proactivity: It opens the door for further communication and follow-through.  Depending upon the organization and the nature of the application process, this aspect of the cover letter facilitates the job seeker’s ability to initiate the exchange of further communication. It gives them some input into the Who, What and When of the application process. Who is the job candidate taking the initiative. What refers to future actions and follow-ups. When is the decision and availability of the applicant.

Other points to consider:

·         Proofread carefully before sending. Better still, get other people to proof it as well.

·         Mention mutual contacts. (This can be an effective opening line such as “Jane Smith from Medtronic recommended I contact you about the medical device sales position at Johnson & Johnson.”

·         Even though today’s Cover Letters are usually an email with an attached résumé and sometimes other documentation (awards, examples of work, letter of recommendation), it’s best to use more formal prose. Avoid using common email abbreviations such as “u” instead of “you.”  

·         Minimize your use of superlative adjectives.  (Your project was the best, you were the quickest to finish paperwork, you had the highest success rate of closing sales, etc.)

·         Orient your letter to a specific position, but don’t copy the job description’s exact verbiage.

The Good, the Bad and the Ugly (soundtrack) (Photo credit: Wikipedia)

There are numerous websites and pundits who provide very good information on how to write effective Cover Letters, some of them citing examples of “The Good, the Bad, and the Ugly” for you to peruse. Extrapolate from the best, and, when appropriate, use some of those examples as models for your own.

In this article, I cited some of the difficulties and challenges of writing effective Cover Letters.  I then described the main objectives of a well-written Cover Letter and also listed additional points to consider. If you found this article helpful, please post a comment and share.

Rick Fromme combines entrepreneurial enthusiasm with an insider's knowledge of the medical industry to co-found MedMasters.com. Both his drive and perspective helps provide health care professionals with a superior mechanism with which to communicate, network and market their strengths. Prior to founding MedMasters.com, Rick operated a highly successful medical device distributorship. Other milestones in his 12-year career in the medical industry include a key position at a medical device start-up company that was later sold to the Ethicon Endo division of Johnson & Johnson. You may also reach Rick by connecting with him on Facebook, Twitter, Google+, LinkedIn and YouTube. 

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A Site for Your Eyes

By Rick Fromme 

Computer Setup (Photo credit: Paul Mayne)

As many of you know who’ve been reading my blogs (and my bio at the end of them) I’ve had a successful career in the medical industry for over a decade, mostly dealing with medical device sales.

Like many in the health care profession,  I had joined, and still belong to, several social media and professional networking sites. I would also periodically visit several job board sites, some of them generic, others slanted towards the health care profession. While I felt some of them were fairly well conceived and designed, I still thought that none of them were optimized for today’s busy health care professional. Especially in this era of Web 2.0, where the emphasis is on participation, sharing, collaboration, and recommendation; as well as blogging, audio/video, being user-centric and easy to use.

So I started thinking: "If I were to build my own site geared for health care professionals, one that combined the best features of an industry specific job board and social media website, what are the key elements and components I’d like it to have?" 

• First, I thought the site should provide a robust social network for the medical community. One that would also act as a directory for users to find and connect with each other based on their specialty within the health care industry.

• The site would also facilitate members’ ability to collaborate with each other, share ideas, and join networking groups pertinent to their interests and work specialties.

• It would be a dynamic, interactive online portal where members could join networking groups specific and exclusive to their interests, acumen, and area(s) of expertise. For example, recruiter-only groups, doctor-only groups, medical sales-only groups, etc.

• As far as job board functionality, individual members could also find career opportunities, get leads, and locate people and products. It would also allow companies and recruiters to source active and passive members looking for jobs specific to the medical and health care industries.

• The site would allow health care and medical community job seekers to join a networking community that was outside the labeling of traditional job boards.  Since social networks are more popular these days, they could post their profile, specialties and résumé (printed and video) — without worrying about a manager wondering if they’re really looking for other jobs. 

• A key feature I wasn’t seeing on other sites were opportunities for professional development and career advancement. I envisioned this new site would provide an area to learn new skills, evaluate one’s current skills and provide users with supporting material to help with their career advancement.

Network (Photo credit: michael.heiss)

• It would also offer employers and recruiters the ability to objectively evaluate candidates based upon measurable benchmark assessments, not just relying on someone’s résumé, or how well he or she interviewed, etc.

• The site would allow providers to find products (we haven’t implemented this yet) they’re seeking and also locate associated vendor providers and product distibutors.

Hence, the birth and ongoing development of MedMasters.com, which has become the nation’s premier niche job board and social media site designed by and exclusively for health care professionals. Again, since we operate in the world of Web 2.0, there are currently a dozen or so videos we’ve created to answer specific questions for potential members, individual members, and recruiter members, and new employer members. As with our dedicated blog site, Medical Social Network News, we’re always adding new content to our video library as well. 

Here are some key questions and issues some of current our videos address:

What are the Principal Elements of an Effective Niche Job Board & Social Media Site?

A truly functional niche job board and social media site should enhance your ability to reach out to and connect with medical professionals, as well as allow you to locate and take advantage of industry specific services.  For job seekers, it should also facilitate — from a variety of approaches and services — your ability to research and apply for new career opportunities. For recruiters, it should provide a comprehensive database from which to research, evaluate and even assess a wealth of qualified candidates. In short, it should function as the most comprehensive networking and career management site in the health care community today.

The site should further your ability to reach your professional aspirations as well as expand your network of fellow health care and medical professionals.  

Especially for the current job candidate, the site should allow medical professionals to connect with and keep their name and qualifications in front of business associates, medical recruiters, employers, distributors and decision makers.

MedMasters: Real-time Opportunities, Real-time Results

How to Build Your Network Online?

Ever since humans engaged in commercial enterprises, creating a professional network has been essential to anyone in nearly any profession. That’s why there used to be guilds, even pubs and taverns specifically associated with a particular profession; because they facilitated and encouraged networking … tankerd in hand or not. Today, it’s particularly important for health care professionals to have an online “organic” network that works for them around the clock. A good niche job board/social media site should help you to expand your network in a variety of ways.  

First, you should be able to invite any professional medical contact you know to join the site to become part of your own network.  That way, you grow your own network while concurrently helping them to expand their network on the site. Remember, “givers gain.”

Secondly, you should be able to search a site’s member database by name or category (i.e., nurse practitioner, pharmaceutical sales representative, internist, etc.) Once you’ve identified that person, it should be easy to reach out and contact them.

Thirdly, when another member reaches out to you, it should be easy to see who they are, what their specialty is, and can easily accept their invitation to connect with them.

Building Your Network on MedMasters

How Can Recruiters Search for Applicants and Post Job-Specific Openings?

Professionals across a broad range of specialties such as a medical sales representative, allied health professional, doctor, or health care IT, etc., should be accessible by medical industry job recruiters. Likewise, job applicants should have the ability to network with recruiters that focus on their specialty or area of practice.  

The savvier job seeker can utilize a well-designed niche job board to expand their professional networking opportunities, have access to industry specific recruiter networks, and can post or look for job openings posted on the site. This enables them to promote themselves and their qualifications to hundreds of recruiters and thousands of other health care professionals.

Health Care Recruiters Can Post and Find Applicants on MedMasters

In this article, I shared with you my ideas on what would make an ideal niche job board and social network site geared specifically for the health care community.  I also shared with you several of the videos we created specifically for potential members, individual members and recruiter . If you found the content and videos helpful, please leave a comment below. FYI: If you’d like to check out MedMasters’ other videos, visit my YouTube Channel.

Rick Fromme combines entrepreneurial enthusiasm with an insider's knowledge of the medical industry to co-found MedMasters.com. Both his drive and perspective helps provide health care professionals with a superior mechanism with which to communicate, network and market their strengths. Prior to founding MedMasters.com, Rick operated a highly successful medical device distributorship. Other milestones in his 12-year career in the medical industry include a key position at a medical device start-up company that was later sold to the Ethicon Endo division of Johnson & Johnson. You may also reach Rick by connecting with him on Facebook, Twitter, Google+, LinkedIn and YouTube.