Jody Chandler’s Post

Candidate Assessment is the Number 1 area impacting Med Device firms hiring results the most. Not Attraction. Why? Because the right process drives the right results. Key reasons to focus on better assessments: - Reduce turnover, save time and costs. - Identify top talent quickly and accurately. - Improve team dynamics and performance. - Reduce hiring risks with data-driven decisions. Don’t let outdated assessment methods hold you back. The right talent starts with the right process! Need help with that? Enquire with Yozi Search & Selection (see comments)

The best performers in your business  Aren't always the best at interviewing...    (sometimes) How many times have you hired someone, that talked a great game at interview...    But couldn't execute once in post?    Why does this happen?    Here's my thoughts:   1. Outdated questioning (not going deep enough)  2. Pre-selection strategy is lacking or missing  3. Disqualifying people out and not in (discriminating)   4. Not picking up on micro-behaviours in the process  5. Prioritising quick time to hire over quality hire 6. Falling for confirmation bias    I am seeing more and more failed hires That haven't made the impact as expected Often, the people with the best pedigree are overlooked Because they don't set the world alight at interview If you are unsure... There's plenty of people, resources, data that you can use for a thorough verification on their potential impact. A poor assessment strategy WILL lead to poor or misguided selection...   You're not going to fix it over night, but Yozi Search & Selection can help you take that 1st step. Let's talk!

The 1 question a medical sales profile should NEVER trip up on during an interview: What are your sales numbers? 1. targets 2. revenue achieved 3. YoY growth Yet, there's occasional scenarios where sales reps breaking into med devices & some experienced medical sales reps... Either stumble or lie! Knowing how well I, the team at Yozi Search & Selection and my industry peers prep & question candidates I don't think it's down to lack of preparation: I believe it's fear of being judged & rejected. I promise you, regardless of performance the best thing you can do is to be upfront even if: 1. you've had a poor run 2. you've not cracked it yet Sometimes it's not even your fault because: 1. product / manufacturing / supply issues 2. lack of NPD / better competing devices (but it's best to stay away from external factors) There will always be a manager who: 1. see's your potential 2. gives you a chance 3. help's you develop Remember, next time you're about to hesitate or lie when sharing your sales numbers... Share with integrity and let the hiring manager know your aspirations and ask how they can help you get there. Don't be afraid of perception Don't be a perfectionist It will bite you in the A**

Thoughts on returning to an ex-employer:   Let's assume you're reading this and you have been offered to return to a former employer (left on good terms) It's easy to fall into the mentality that returning to a previous employer is a backwards step. But... Consider this: Are you actually going 'back' or is the opportunity going to move you 'forward' 3 questions that may help: 1. Has a role been created that wasn't there before? 2. Have the company progressed since? 3. Will this improve your current situation? If you can answer yes to any of these, then it might just be worth having that initial conversation before moving on. I left a company and re-joined 3 years later Because they created a division and a role that would put me in a better position for my future. It's ok to re-join a previous employer Companies can evolve quickly (odds are they probably aren't the same anymore) ___________ Work with us! Yozi Search & Selection

I'm not saying Bonus earning potential in the UK Med Device market should be higher (I am) but get on this: If your goal is to increase: - market share - revenue - brand awareness Then the best driver is incentivising your salesforce. I have just spoken with a profile who left a 'comfy' £55k +12k bonus job for a £45k role that pays quarterly & annual bonus + 7% commission on monthly orders. I believe offerings like the latter, attract the best sales people, the 'purists' Surely this is why we are all in sales? For reward, not for a comfortable salary? Appreciate there are a lot of factors such as product margins, other operational costs etc (please educate me on other factors too) But surely we need to start paying better bonus + commission in the UK Medical Device industry? What are your thoughts?

Your recruitment process / candidate experience Can shatter the perception of your business Particularly: 1. how you treat people 2. how you communicate 3. how organised you are It's sad... Because in reality, you probably: 1. respect and value your people 2. communicate clearly & often 3. have good systems & processes But... Lack of recruitment strategy & process is overwhelming, things will get messy and you won't show up as your best. If your candidate experience is poor, Your perception in the market suffers (PEOPLE TALK!) Make recruitment your priority Your experience is free marketing CREATE the image you deserve. YOUR WORK IS TO CRITICAL TO FALL SHORT! ___________ Work with us! Yozi Search & Selection [email protected]

Before you make that hiring decision ask yourself this: Will my customers buy from (or work with) this person? If you can't answer with a convincing YES... Regardless of cost & time pressures You need to slow down and go again (and get in touch with Yozi Search & Selection😉) The metrics around time to hire are great If every hire you make has an impact On your customers, revenue, culture People talk a good game at interview But struggle to execute once in post The answers are in your assessment strategy. So, if you've found yourself underwhelmed With your last few hires... Get in touch with me and Callum Moore and we would love to talk through your objectives and share our knowledge on how you can attract the people that can help you meet them... To make you and your customers, better.

Complaining about short tenure of profiles Whilst overselling your job opportunities Disregarding people's Reality vs Expectations Is criminal. This is THE No.1 driver of the 'instability' problem. Often spoke about are redundancies, liquidations, mergers As reasons for short stays in roles... Yet, the negligence over someone's future is most common. Most people I speak to who are looking to move after 6 - 12 months are looking because they have been misold. And it's these people who suffer the judgement of being a 'jumpy' profile and feel they have to stay in a toxic place. We have to shake the belief that people should continue to grind away for someone who has lied to them and stay at a firm that is no good for their health. We all die one day, you don't have to stick it out. STOP OVERSELLING YOUR OPPORTUNITIES! STOP DAMAGING PEOPLE'S CAREERS!

3 ways your mindset is making hiring medical sales people harder in 2024: 1. "𝗦𝗮𝗹𝗲𝘀 𝗶𝘀 𝗮 𝘆𝗼𝘂𝗻𝗴 𝗽𝗲𝗿𝘀𝗼𝗻𝘀 𝗴𝗮𝗺𝗲" There are exceptional people aged 40 - 60+ Well-networked with proven track records Who are more likely to give you 5 years+ 2. "𝗧𝗵𝗲𝘆 𝗺𝘂𝘀𝘁 𝗵𝗮𝘃𝗲 5+ 𝘆𝗲𝗮𝗿𝘀 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗶𝗻 𝗫" Most hidden gems are outside your market High performing and coachable in nature Who are more likely to make a statement tip: your competitors aren't recruiting this type of talent, adding diversity into your teams is your advantage. 3. "𝗜 𝗸𝗻𝗼𝘄 𝘁𝗵𝗲𝘆 𝗮𝗿𝗲 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 £55𝗸 𝗯𝘂𝘁 𝗹𝗲𝘁'𝘀 𝗼𝗳𝗳𝗲𝗿 £50𝗸" Paying over market rate nullifies your competition Higher Package vs ROI = a drop in the ocean Do you want the best working for your competitor? Number 1 & 2 open up your talent pool. Number 3 will help you get over the line. What other mindset shifts do you think hiring managers need to make, to be more successful at hiring? Yozi Search & Selection

1 thing letting down the UK Medtech market Making false promises to secure talent. This can have the BIGGEST impact on retaining your best. e.g Benefits not forthcoming… Progression, culture, structure, stability, processes, lack of genuine flexibility This is the fastest way to plant seeds of doubt. You not only damage your market reputation (we all know how much the medtech market talks) You create pessimistic job hunters too. If you fail to secure someone's services please please please don't overpromise go back to market and hire ethically.