There are some simple mistakes that candidates make with regard to their resume which can be easily avoided.

1. Take extra copies of your resume to an interview. That means twice as many as you think you will need. Some candidates assume the interviewer will have a copy of your resume. Safe assumption, right? Wrong. Even if the manager does, they may ask you for one to see if you are prepared. Also, you never know when a second party might join in unexpectedly.

2. Print your resume on high quality paper. This is your career and your accomplishments you are presenting- show some pride! Strive to make the best impression possible.

3. Know your resume stone cold. Seems obvious, but sometimes candidates fumble to find or point out or explain what is on their own resume. A big part of many interviews will be reviewing your accomplishments, so be prepared to discuss every single line on your resume. Make sure you have a copy for yourself to refer to during the interview.

I love social media. LinkedIn, Twitter, blogging… count me in.

The challenge is becoming managing all the traffic it generates. I get regular requests for job search, career advice and requests about non-existent job openings.  Requests to review and provide feedback on resumes. Although I encourage people to stay connected with me thru LinkedIn, they want to send me their resume to keep on file for future opportunities – which means I have to handle it someway. Sorry, but sometimes that way is  >delete<

I just simply do not have enough time in my day to read/file/process every resume that is sent to me. Boohoo, I am sure you feel really sorry for me right now.

This tension between job seekers wanting feedback and recruiters needing to focus their time on finding the most qualified candidate comes up almost every week on #jobhuntchat. This week Rich DeMatteo @CornOnTheJob, creator of #jobhuntchat, unapologetically tweeted that there was no way the thousand or so candidates currently vying for his open positions were going to get a personal response from him. I tweeted that as much as recruiters would like to provide in-depth feedback to every candidate, we can only keep our own jobs by focusing on the most qualified candidates. There was a chorus of agreement from other recruiters on the chat.

So where is the happy middle ground?

Here are a few requests…

1. If you are seeking career advice about how to break into medical device sales, please read my blog. I have been writing it for nearly 4 years and there is a ton of information here. Please read it and feel free to comment. If there is something you’d like me to write about, let me know in comment form here on my blog. I really would love to know what would benefit you.

2. Only send your resume in response to a specific opening that you are qualified for. If for sales openings, you must be local. Everything else simply clogs the process and is a fairy tale.

3. Pay it forward. If you see I have an opening, please rack your brain for someone who might be a great fit. I will appreciate it very much and yes you will earn a special place in my heart. I pay it forward by writing this blog, participating on #jobhuntchat and sharing useful sales, industry and job search info on Twitter. I do this all on my own time.

Find me on Twitter @MyJobScope

4. I welcome LinkedIn invites as the best way to stay in touch for future openings. I search my LinkedIn network for EVERY opening I have. If you are in my network, you will hear from me if there is an opening in your area that you are qualified for. You do not need to send me your resume now.

Connect with me on LinkedIn at http://www.linkedin.com/in/lisamcmedicalsalesrecruiter

My blog, Twitter and LinkedIn are great places were we can interact, benefit and learn from each other. I look forward to it!

Earlier this year, it was widely reported that less than half of all employees in the U.S. are satisfied with their jobs. In fact, job satisfaction has hit a 22-year low.

Certainly, the recession and subsequent layoffs have increased everyone’s anxiety about keeping their jobs. When layoffs occur, morale typically takes a dive. Even for those who have kept their jobs, growth and accomplishment have been hard to come by, as have bonuses and increases.

While money is certainly an important part of what makes work rewarding, money alone won’t make a grind bearable. And yet, many people evaluate job opportunities based primarily income. It is a mistake I see far too often. Usually people who take a job based solely on income, without evaluating other important factors, end up sorely disappointed. If the money doesn’t pan out as expected, then they begin to slide the slippery slope of changing from one job to the next, chasing a better paycheck.

People who enjoy the day-to-day of their work find their reward when they get out of bed each morning, rather than waiting until their paycheck arrives. As a recruiter, it is extremely exciting to learn when someone I’ve placed is in love with their job. I know success is at hand, for them and the company.

I got a note from one happy rep recently:

“How are you? Things are awesome here at ConMed. It’s a refreshing, fun environment. Easily the most fun job I have ever had. It’s never lacking a dull moment, I am constantly busy and love it. I love working with doctors and nurses. Thanks so much for your help in getting me in here. I am expecting big things for 2010 and 2011!”

If you are considering a new position, be sure you are evaluating the position on its full merits, rather than narrowly on first year income. Here are a few questions to ask yourself about a company and prospective job opportunity…

1. Is the company responsive to its employees? Are there open lines of communication for resolving issues?

2. What you have enjoyed most about your past jobs and why? Does this job offer more of it?

3. Does the job fit with your long-term career plan, or is is a detour?

4. Is your prospective boss someone you can learn from?

5. What avenues of growth does the company offer? This could be in the form of new products, training or career advancement.

If you are dissatisfied with your current position, you are apparently not alone. If you are considering changing positions, it’s all the more important to take stock to make sure you are making a positive career move, rather than just alleviating your present discomfort. Increasing your day-to-day job satisfaction should be just as important as increasing your paycheck, maybe even more so.

A job you enjoy is one you will thrive at rather than run from. If you aren’t sure that a job will be more satisfying than your current role, my advice is to pass. Even if the income is greater, you will pay a price in the long run.

Many companies today use some sort of personality or skills assessment for prospective employees. For employers, they can be a useful source of information that provides additional on a candidate’s fit for the organization.

Few prospective employees enjoy such assessments however. Sometimes candidates feel as though their entire career is being reduced to a pop quiz. There are a few who detest such assessments so much that they would prefer to refuse to complete such surveys. That would be a mistake, since it would likely rule them out of contention entirely.

Organizations use such survey assessments differently. In some organizations, the results of assessments are open to broader interpretation.

In other cases, there is a minimum passing “grade”. Candidates may be ruled out based solely on the results. In the medical device industry, Stryker’s “Gallup” is widely known as such a make-or-break assessment. If you want to sell for Stryker,  you have to pass the Gallup. Even people who have passed the Gallup, but never ended up working for the company, still feel they have bragging rights for having completed the tough assessment successfully.

I have worked with assessments that fall under both categories. There are times when I have received angry emails from prospective candidates about being ruled out because they did not pass a survey. I can understand the frustration. It is important to understand however that if an employer decides to use a survey assessment this way, then they have to abide by the results equally for all candidates. They can’t rule someone out for not passing the assessment in one instance, and then make an exception for someone else. When used properly this way, an objective assessment may actually level the playing field.

The best way to complete an assessment if asked to do so is to complete it honestly and quickly. You should choose the first answer that seems right to you, without any second guessing. If you over-analyze and try to figure out what the “right” answer is, you may do more harm than good. Since most assessments have ways to measure whether someone has tried to present themselves in a more favorable light,  your survey results could actually be flagged as distorted.

The use of assessments is on the rise. They are not likely to go away anytime soon. They are part of employers efforts to find the best match for their organization.

If you pass an assessment, consider it a positive sign that you may be a good fit for the job. As a candidate, you should nonetheless always do your due diligence to make sure the organization and position are the right match for your career. Candidates and employers ultimately share the responsibility of ensuring a good match for all concerned. The best way to achieve this is open and honest communication in all phases of the interview process.

The first half of 2010 has been brutal for pharmaceutical sales representatives. There are hordes of former pharma sales representatives on the street, seeking new job opportunities. Many try to seek higher ground in the medical device industry, often with limited success.

There is a persistent stigma that pharmaceutical sales representatives cannot succeed as medical device reps. Some of the perceptions that contribute to this are:

1. Pharmaceutical reps “don’t really sell”. They market, message, cater and get signatures, but don’t really close.

2. Many work in pods, rather than having territories of their own. Although they say they want to be responsible for their own business, they are not prepared for the reality.

3. Their numbers and awards are inflated. As a result, their sense of their own selling abilities is too.

4. They are used to being pampered with high base salaries and generous coverage of business expenses. Although they say they want to be more entrepreneurial and accountable, they find it much harder than expected and lack long-term commitment.

Some of the sharpest, ambitious pharmaceutical reps can make the transition. These reps often have less than 4 years in pharma sales and have blown out their numbers.

It is important to understand that although device and pharma sales are both medical, when transitioning, a pharma rep may still have to pay their dues as an associate before rising into a full sales role. Sometimes this can be tough to swallow for tenured reps.

I have observed that more former pharma reps transition into the relationship-heavy specialties of total joints, trauma and spine. My guess is that there are more similarities in the call cycle, and reps more often use clinical data in order to persuade the surgeon to switch. In specialties or with products that require more hunting over a larger number of accounts or managing a more complex capital sales cycle, the resistance to pharmaceutical reps is even greater.

The best advice I can offer for any pharmaceutical rep trying to break into the device industry is not to assume your medical sales background has prepared you at all. Many pharma reps are very good with territory analysis and management, for example, but all that careful routing goes right out the window when a surgeon calls with an urgent need.

There may be a few things that will cross-over but it is best to assume nothing. To cross-over, you will have to go the extra mile: be better prepared, be more knowledgeable, do more homework, have better results and references than everyone you are interviewing against. Then again, that is just a good game plan for anyone who wants to break into medical device sales.

Recruiters sometimes get a bad rap, kind of like salespeople.

We are really here to do our job, just like anyone else. As in any profession, there are good apples, and unfortunately some who are not.

I do my fair share of cold calling when I am working on a new position. Many people I contact are open to conversation, others not as much. Breaking through the suspicion of recruiters is important to a worthwhile exchange. When a recruiter calls, keep in mind that your willingness to listen to new opportunities for a few minutes could lead to great things.

I often find the higher in an organization someone is, the more open they are to talking about potential opportunities. A Vice President or Director is usually quite willing to make time to talk. If the position is not a fit for them, they are often very forthcoming with referrals of people in their network who could be. I think this is because over time, they’ve realized the potential benefits outweigh the small investment of time.

A good recruiter should be able to ask you the right questions in a few minutes to quickly determine if the position might be a good fit for you. When I call someone, in the first 5 minutes or so, my approach is to gather a brief overview of the prospective candidate’s background, learn about their career goals and current income. Then I let them know if we are in the ballpark: on the income, fit and career progression. From my perspective, quickly getting down to brass tacks is respectful and professional.

If it turns out that the position is not the right match, it is a good idea to offer up referrals of others who might be  good match or just good networking contacts. Offering such referrals is a great way to make a memorable impression with a recruiter, who will appreciate your assistance. In the future, the recruiter will let you know about other jobs that could be a perfect fit.

Whomever you refer may end up thanking you profusely for helping them land the job of their dreams. And one day, they may return the favor.

Who couldn’t use just a little more good karma out there in the world?

Someone I spoke with recently told me that she’s heard that 90% of sales come after the 6th sales call, but most people stop long before that. There are many variations on this theme, but essentially in order to get what you want, be it a sale or a job, you have to be tenacious, focused, and persistent.

A lot of people seem confused about what constitutes great follow-up. Some people are worried they are going to annoy others if they are overly persistent. Others don’t seem to understand that they are rubbing people the wrong way. Striking the right balance can bring so many rewards that it is worth figuring out the right way to go about it.

We all know this. I am not telling you anything new. So why it is so difficult for many people?

I think much of the confusion could be cleared up by focusing on follow-up as a way of building a relationship. Good follow-up is about good communication. If you show a consistent level of respectful interest, you will send the message that your interest in the job, sale or business relationship is sincere.

Here are a few good reasons to follow-up that will help build a strong relationship:

1. Keep the other person informed. If you’ve interviewed with someone else in the organization, drop your main contact a quick note to inform them how it went. Set a date for a meeting? Keep your contact in the loop note to let them know.

2. Respect personal boundaries. Call during business hours only. If your contact has told you when to expect an answer or next step, make note of it and make sure you do not pester them in the mean time.

3. Be courteous and considerate. “Please” and “thank you” – so simple and they still go such a long way!

4. Offering genuine compliments. Is there something you appreciate or have noticed that your contact does particularly well? Let them know. This should be simple and spontaneous, not schmoozy.

5. Clarify needs and expectations. A good tactic is to repeat back to the person what they’ve asked of you to confirm what is expected. Good clarifying questions to ask are, “Is this what you mean?” or “Did I answer your question?” or “Is there anything else?”

6. Be responsive. Answer your phone (simple, but there are some people who never seem to) or return your calls as soon as possible. This means preferably within 1-4 hours or the same business day.

7. Figuring out the times and contact methods the other person prefers. Some people are more responsive via email, some to phone calls. Is texting okay? Some people love it, others reserve it for those they know well. One manager I work with thinks that follow-up via email is not appropriate for sales candidates because sales are made in person, not via email. (See #5)

8. Giving the other person an opportunity to respond. As anxious as you might be, sometimes you need to sit back and wait.

9. Don’t overreact. Ans don’t make to many assumptions. Some times it takes longer than any of us would like to reach a conclusion, so don’t pack it in too soon. Stick with it until you have a clear answer. Continuing to show your interest is the best way to keep your contact interested in you.

10. Add value. Share a new piece of information about what you have to offer, or something that you think may benefit or interest your contact.

There is no single approach that works for every contact. It takes time and attention to figure out what works best… that is where the relationship building comes in. Taking the time in the early stages to understand this upfront will payoff in the end.

I am recruiting for a number of sales and marketing positions right now. It is good to be busy.

So here is my offer: if you refer a qualified sales or marketing candidate to me who is ultimately hired, I will give you a 45-minute career consultation, with the intent of helping you achieve success in landing a position or furthering your career in medical device sales and marketing.

This limited time offer will include:

• resume review
• career path assessment
• personalized interviewing tips and strategies

The openings:

ConMed Electrosurgery various Territory Manager openings around the country. Successful candidates will have 3-7 years in outside B2B sales with a proven track record of success. CURRENT OPENINGS

ConMed Linvatec Marketing Director, Interns and various Sales representative openings. Prior medical device experience preferred (especially orthopedics) for sales and Director role.  Openings

For sales positions, we can only consider local candidates.

If you know of an outstanding candidate in an area we do not currently have an opening- I would still love to hear from you. I will keep note of your referral, and should an opening arise in that area your referral will be one of the first considered.

How to refer:

Best to reach me through LinkedIn at http://www.linkedin.com/in/lisamcmedicalsalesrecruiter, post a comment here and or email me.  I regularly post new openings through my status on LinkedIn as well as on Twitter on @MyJoScope. Let’s get connected so you will be the first to know!

I look forward to hearing from you.

The difference between success and failure is often more subtle than we care to admit. Sometimes a total overhaul of our approach is required. Other times, there are just a few subtle changes that will lead to big results.

Take interviewing. I interview a lot of people, many with similar qualifications for the position. When they go for a face-to-face interview, most candidates show up on-time, properly attired.  They have an extra copy of their resume and can answer the manager’s questions pretty well. (If they can’t, then they probably won’t get to this stage in the first place.)

Some people show up to see what will happen. Some people show up to get the job. Guess who usually does?

Here is a checklist of the 5 simple things you must do to lay the ground work for success in any interview:

1. Print your resume on high quality paper, bring multiple extra copies. (More than you think you will need.)

2. Prepare by learning about the company and products, using the company website and whatever other resources you can Google. The more research, the better.

3. Prepare at least three intelligent, in-depth questions. “What is training like?” does not count toward your quota.

4. Get the hiring manager’s business card and send a thank you note within 24 hours. (E-mail is perfectly fine.) Provide recruiters and anyone else you interview with similar courtesy.

5. Follow-up to express your interest, via email and voicemail. Find a way to add value each time you do. Don’t pester, but be persistent.

Think this is basic? I think so too, but at least 50% of the people I interview come up short. Doing these things won’t make up for lack of relevant experience, poor results or body odor, but all things equal, if you do these 5 simple things-  you will significant increase your odds of success.

There is one more essential step, especially if you are interviewing for a sales position. This one step alone could make the difference between success and total failure. Any guess what it might be?

When you grow up and become a salesperson, someday you are going to be asked by a manager in an interview to “document your results.”

Here is a list of what you need to start saving, whether you are at the beginning or in the middle of your career:

1. Your rankings on a office, regional or national basis

2. Performance reviews

3. Commission statements

4. Complimentary emails and letters from your boss or customers

5. W2′s (the IRS wants you to hold onto these too, just in case you didn’t already know this

6. Awards

7. Your college academic transcipts

8. Records of your performance to quota if not included in your rankings

Collect all these things in a file. One day they will make a fine brag book of your accomplishments. You’ll also need to pull from this data to substantiate your resume with concrete accomplishments.