The majority of medical sales jobs seekers do not really understand the process which recruiters use to fill jobs for their clients companies. The most common misunderstanding is that recruiters engage with a job-seeker, and actively work to match that candidatesâ€™ experience and skill set to a job opening.
The reality is that most medical sales recruiters do not find jobs for candidates. Rather, they find candidates for companies. In other words, recruiters are given â€œjob ordersâ€ by a company to find a candidate who matches their hiring requirements for a job in a given market. The recruiter then conducts a search to identify potential candidates for that opening who match the qualifications outlined by the hiring company.
Many times, the candidate who actually secures the job does not even come from the recruiter who has been given the job order by the company. The phenomenon known as â€œFee-Splittingâ€ is a term used to explain how a job from â€œRecruiter Aâ€ is filled with a candidate from â€œRecruiter Bâ€.
Fee-Splitting works exactly like real estate, where a fee is split between the listing agent and the selling agent. The total placement fee paid by the hiring company is split between the recruiter having the job order, and the recruiter providing the candidate who secures the job.
It becomes apparent that the recruiter who has knowledge of the strong candidates who may be looking for a new job hold the key to filling that medical sales opening. It is relatively easy for a recruiter to get job orders from a company. However, the real power to filling those openings is providing the right candidate. Thus, fee-splitting is a very popular method of filling pharmaceutical sales jobs and medical device sales jobs.