Chris Potter

Chris Potter

12 July 2022

Austin McEwen

About me:

I joined Evolve as a Recruitment Associate straight after finishing my University Degree and I am really looking forward to getting to know my job and industry through working with this fantastic team.

I am an individual who looks for progression in everything they do, whether its how many goals I score in a season to how many people I can help place into a job during my recruitment career. With having 12 months experience working as an International Pharmaceutical Sales and Marketing Assistant, I believe that with this experience along with the training here at Evolve, that I have a great foundation on which to build on to help our customers to achieve their career goals.

Outside of work, I was a gymnast for 13 years achieving a 6th place finish at a national competition allowing me to train for the GB Gymnastics team. At 19 years of age, I left home to Volunteer in Italy/Switzerland for 2 years where I was able to learn the Italian language in addition to helping the people of Italy/Switzerland. I love to play football, volunteer, and travel all over the world.

12 July 2022

Gorgey Bennett

About me:

I joined Evolve in February 2022 while finishing off my post-graduate degree in Education.

I am passionate about bringing out the best in other people and helping them realise their potential, and what better way to do that than working in recruitment. I’ve thoroughly enjoyed my time with Evolve thus far and am looking forwards to developing my career and my skills with the business. I love getting to know my candidates and finding excellent opportunities for them and being ahead of the curve in everything we do.

In my time outside of work, I spend most of my weekends gigging with my professional function band, playing weddings and corporate events around the country. I also spend some of my evenings singing with my choir, of which I’ve been in for 13 years!

12 July 2022

John Pask

About me:

I joined the Evolve team in April 2022 as a Recruitment Associate after relocating to the UK form South Africa. I specialise in Sales and Commercial recruitment in Pharmaceuticals and Medical Devices, covering the whole of the UK and Ireland.

Before joining Evolve I worked at the biggest golfing retail store in the Southern Hemisphere as a PGA Golf Professional. With over 10 years of sales and customer service experience, I believe that I have the experience to help our customers achieve their goals while providing exceptional service.

Outside of work I enjoy travelling, playing golf and working out.

12 July 2022

Ellie Wilson

About me:

I joined Evolve in May 2022 as a Recruitment Associate. I work within the Graduate and Pharmacy division.

Before I joined Evolve I was a Trainee Teacher, but decided this was not for me. I’ve always had a passion for helping people achieve their personal goals which is why I decided to move into recruitment. I have learned a lot about the medical industry since joining Evolve and my knowledge continues to grow.

In my spare time I enjoy spending time with family and friends, and I also love hiking in the peak district.

12 July 2022

Ellis Logan

About me:

I joined Evolve in 2022 as a Recruitment Associate after graduating from University last year and was looking for a change in career.

I consider myself to be quite chatty and very organised, so a role where I can speak with people all day suits me best. Having had 5 years’ experience working in retail it was time for a change. My role allows me to expand my knowledge and skills and working with a close team of helpful individuals is very rewarding.

Outside of work I love spending time with my family and friends and travelling to new places.

Following our recent article focused on employer branding from an organisation perspective, we now consider the implications of this from a job seeker’s perspective.

In today’s competitive job market, it’s becoming increasingly vital that applicants have the best possible experience throughout a recruitment process. Organisations need to consider that the ideal candidate experience should reflect the high expectations of the ideal customer experience. In both digital and real world environments, job seekers should be treated as customers by recruiting organisations. Any applicant should be treated in the same way that recruiting managers would like to be treated. Employer branding plays a significant role in achieving this.

Done well, employer branding serves to demonstrate an organisation’s recognition of an applicant’s potential value, as well as giving them confidence in joining an organisation and the way they do business. In our experience of assisting organisations to achieve employer brand excellence, we’ve found that a simple and streamlined application process gets the best results. Key to the success is acknowledgement of application and regular feedback at all stages of the recruitment process. Professional and knowledgeable recruitment specialists, who show a genuine interest in the candidate and their success is also an important aspect. Ensuring that information and updates are provided regularly will allow a job applicant the opportunity to make an informed decision as to whether an organisation is the right fit for them.

I truly believe the ultimate candidate experience goes beyond the recruitment process, right through to onboarding and induction. All of these touchpoints and experiences are hugely influential in terms of a successful applicant building up a picture of who an organisation is and how they operate. This is critical in ensuring a new employee settles in well and, importantly, wants to stay for the long-term.

Being a job seeker is an experience, and naturally, candidates want it to be a good one. Organisations must bear in mind that applying for a job and living through the recruitment process can be a stressful situation. It’s therefore important to try to make the experience as enjoyable as possible, whilst still achieving the same outcome. Providing clarity, open dialogue and setting expectations for all applicants, whether successful or not, allows candidates to learn from the experience and hopefully feel positive about the process they have been through.

Creating a great candidate experience cannot be a one-hit strategy. It’s developed over various interactions with an organisation, which typically include:
• Research
• Application
• Interviewing
• Acceptance or rejection
• Onboarding

A candidate will frame their overall experience from whether they gain a positive, negative, or neutral impression in each of these stages.

Strong employer branding has a number of proven benefits to both retention and cost of hire. As mentioned in my previous article, it’s been shown to reduce employee turnover rates and can significantly reduce hiring costs.

The recipe is actually pretty simple; the better an organisation is in developing, implementing and maintaining a strong employer brand, the more likely they are to attract and retain the best talent.
The fact is that employer branding exists whether you like it or not. The job seeker’s external perception of an organisation forms their employer brand and this will happen regardless of whether it’s managed actively or passively.

Strong candidate experience allows employers to maintain a relationship with both successful and unsuccessful applicants. This helps to retain their interest in an organisation and it’s important to remember that if a candidate is unsuccessful for a particular vacancy, they may be suitable for future positions and therefore may become an employee at some point in time. From a candidate’s perspective; if an organisation doesn’t take the time to create a great first impression during a recruitment process, then it’s unlikely that a strong employer relationship will be nurtured in the future.

Employer branding and the candidate experience sit hand in hand. You can’t have one without the other when you’re looking to attract the best talent for the business. Once an organisation has created a strong employer brand, the next critical steps are to ensure that there is a streamlined application process in place. Messaging must be clear within the business to gain buy-in from a recruiting team and training must be implemented to ensure interviewers know how to conduct a fair interview and are well informed about how the organisation wishes to present itself during their interactions with candidates.

The process of aligning an employer brand and the candidate experience will ensure that the two are working in partnership towards the same goal; to attract, recruit and retain the best talent who will play a critical part in the future success of an organisation.

Contact our team to see how we can help you to evolve your employer brand!

“Candidates have the pick of the bunch.” That’s what we’re hearing almost every day from our clients right now at Evolve. With an array of pharmaceutical and healthcare job opportunities opening back up over the last few months, it’s accurate to say that this is indeed the case. The present challenge for our clients is finding the best way possible to secure the highest quality talent against tough competition. There are some fantastic organisations out there within our sector, each with their own unique signature. Now, more than ever, a company’s employer brand must be a key priority.

When recruiting; as well as potential employees selling their skillset, it’s just as important nowadays that companies sell their organisation to applicants. In today’s job market, there’s more to selling a business than meeting applicants’ needs on paper. Successfully attracting, placing and retaining the best possible talent, in a market where candidates have greater choice, has never been more important. It’s valuable to remember that your company’s employer brand may not actually speak for itself and neglecting this is likely to lead to the loss of great people.

Like any good marketing campaign, the success of any recruitment process starts at ensuring that the messaging is correct. Even if a company has a great culture and happy employees working there, if this is not evident to those on the outside, then it’s not a selling point. Applicants need to be able to tell an organisation apart from alternative employers with perhaps less attractive reputations. Any candidate who is taking their job search seriously is going to do their homework. As a potential employer, making it easy for them by being as transparent as possible helps to increase trust in your company, which is invaluable to applicants who are deciding to take a risk on your business. In short; reputation can make or break an applicant pool. An employer with great branding can attract enthusiastic applicants to an otherwise less attractive job, while an employer with poor branding can struggle to attract any applicants at all.

At Evolve, we’re finding that employer branding can have a huge ripple effect throughout a pharmaceutical and healthcare business. It doesn’t just impact the initial impression and talent pool; it has a significant influence on employee retention. In a competitive job market, this means employer branding is something that needs proactively managing and it cannot be put to the bottom of the priority list.

There is no one size fits all solution that makes up an individual employer brand. No two brands look the same, but when you break it down, it’s possible to get a better understanding of how an individual company looks from the outside. Employer branding starts with identifying the main objectives, both short and long-term. Building a strong employer brand doesn't happen overnight. Not only are there a number of different moving pieces involved, but it’s important to get colleague buy-in so that the team are on the same page.

Companies can cultivate and guide their employer brand through messaging. They can influence it, but they cannot totally control it. An employer brand boils down to what other people think and what employees say about the business, outside of the boardroom. Employer branding is generally reliant on 4 aspects:

Company culture – the mission, shared values and general personality of your workplace. It’s the collective behaviours and thinking that unify an organisation.

Employee opinions - How employees feel about working for the company and what they are saying to each other at work, or when they go home.

Candidate opinions - Job seekers’ first impressions when they go through the application process. Even if a candidate doesn’t end up working for a particular company, they will still talk about their experience going through the application process and whether they were treated with respect.

Corporate brand - A corporate brand is made up of consumer perceptions of your company. People who think a company treats its employees well, may give them more business and will likely choose them over their competitors.

Done well, employer branding can help organisations stand out against competitors and gain a competitive edge, attract higher quality candidates and boost their credibility and trust in the applicant base. As well as this, a successful employer brand will lead to a reduction in overall recruitment costs, improve employee retention and ultimately will create an internal team of ambassadors who will naturally promote an organisation.

Employer branding can of course seem like a minefield and it’s often difficult to know where to start! Evolve has successfully partnered with companies, each with their own individual branding requirements. We’ve seen some great impact from a recruitment campaign perspective as well as longer-term positive benefits, which make the investment in employer branding a worthwhile exercise. From our experience, a transparent employer branding strategy that positively and accurately reflects what it’s like to work for a company will attract higher quality candidates, lead to higher retention, and ultimately contribute to growth.

Contact our team to see how we can help you to evolve your employer brand!

An excellent CV will help to get you noticed in the ever more competitive jobs market, so you need to ensure that your CV accurately reflects your experience and abilities.

At Evolve, we can provide advice as to what you should put in your CV and what employers are looking for in particular. Most employers prefer a CV to be well structured, clear and concise. If your CV is well presented and easy to read, it is more likely that the recruiting manager will want to read it. It is important that your CV is an accurate history of your career, and it should show measurable successes and achievements in previous positions. These achievements can then be expanded on when you reach the interview stage of the recruitment process. 

Step 1 - Prepare

To keep your CV clear and easy to read you should keep it well structured. Write out a basic outline and start from there;

• Personal Data

• Personal Profile

• Key Achievements

• Work Experience

• Education & Qualifications

• Interests & Activities

• References

If you are a recent graduate, please read our graduate guide here as the layout will differ to highlight your degree.

 

Step 2 - Write

Personal Data

When submitting your CV for a job application or to a recruitment company, it is always important to include your personal details. These include;

• Your full name

• Current address

• Home and mobile number

• Email address; make sure this is a professional email

 

Personal Profile

The profile is your CV introduction; a simple statement that highlights your career aspirations, ambitions and your current skillset. This should be a short summary of your career experience within the Pharmaceutical/ Healthcare Industry including; Number of years in the industry; Current role title if relevant, Territories covered if you are field based; Key customer groups; Therapeutic areas worked in, focusing on most relevant for the roles you are applying for; personal competencies and finally the type of role you are looking for.

 

Key Achievements

Bullet point major key achievements. These must be measurable and specific key achievements only really necessary within the last 5 years. It’s always important to not only talk about your achievement but to also write down how you did what you did and what skills were implemented. To give potential employee’s a better idea of your successes include;

• Rankings within current team

• Formulary success in which hospitals and for which products?

• Call rates

• Key relationships gained

• Awards/ Prizes/ Nominations

 

Work Experience

When highlighting your Work Experience start with your current/most recent position highlighting your responsibilities and achievements. It is important to include the start and end date with every company including the reason for leaving. For roles within industry also include; Therapy area, Key Customers & Products.

If you wish to keep your ‘Key Achievements’ with each of your roles, do this underneath the role responsibilities and remove your ‘Key Achievement’ section.

Should you have had any career breaks, make sure to include this in your CV. Make sure you include the start month and year to the end date and keep it in order with the rest of your previous roles. It’s important to be upfront and honest as to why you have had a career break, but also useful to refer to should you have picked up any life skills during this time.

 

Education & Qualifications

Your education and achievements should be listed in reverse chronological order - this is the easiest way to read. If applicable start with your professional qualifications, then move onto your further education ending with your higher education achievements. You should include; Years attended, Level of qualification, subject area and grade.

 

Interests & Activities

Make your CV personable. The aim is to offer a well-rounded view; the work side and the human side. At the end of the day, you will be spending considerable time with your employer and their new teams and you must easily adapt to their culture. Include any memberships/associations you are involved with followed by a concise range of interests. You should mention here whether you are keen to relocate if the role location does not match your address.

 

References

References aren’t a requirement on your CV. It is best to write a simple sentence ‘References available upon request’.

 

Step 3 - Review

Always check your CV thoroughly. Here is a checklist of things to keep an eye out for;

• Spelling and grammatical errors – use spell check but make sure it checks for English spellings not American spelling.

• Is everything uniform? Are you using the same font throughout in the same size?

• Layout; Keeping the same layout for all of your previous roles, will make your CV look crisp and professional.

• Capitalise key customers such as Consultants, Doctors and Nurses’

• Capitalise therapy areas I.e. Cardiovascular or Urology

 

Finally, the last thing to check, is your CV an accurate representation of who you are and your capabilities? 

If you require any assistance with writing your CV, get in touch so we can help! If you are thinking of moving into your first position within the Pharmaceutical or Healthcare sector or looking to take the next step in your career, we are more than happy to help every step of the way to secure your dream job. We have the expertise and experience to ensure that you get the very best position for your abilities. Feel free to contact us for further information.

It is the time of year where many are currently graduating from university, and wondering in which direction they may take their career. Many will envisage embarking on a path in pharmaceutical or medical device sales. As a leading independent recruitment agency and CSO, Evolve have put together a comprehensive summary of how best to break into the medical sales industry.

So; you’ve got your degree, you’ve done some research about getting in to the industry and you’ve realised that it’s not going to be a walk in the park! However, there are some essential steps which you can take to ensure success and to aid you in securing your move into medical sales.

If you follow the below guide, it ensures that you are set apart from peers in a very competitive market, and will put you on the path to a hugely rewarding career!

Research

Research is key, when it comes to breaking in to the industry!

First of all, it shows your interest in the industry, it proves that you have spent time on finding out more about the key elements involved in your chosen career. Secondly, it means that you will be prepared at the time of applying for positions and attending interviews; recruitment agencies will want you to be able to demonstrate your knowledge into the medical sales arena, as will hiring managers! Not only must you research the duties of sales reps, you must also research the NHS in terms of Primary Care, Secondary Care and CCGs. 

Other areas which are of importance when it comes to research are the ABPI (Association of British Pharmaceutical Industry) and NICE (The National Institute for Health and Care Excellence). 

Shadowing 

This is another key element which will help you secure your dream role!

Shadowing is crucial, as not only does it support your case in proving your interest and determination to a hiring manager, but also to yourself! It is the only way to truly appreciate the day to day expectations, duties and realities for medical sales reps! It isn’t always the easiest thing to arrange, but there are ways! 

  • Firstly, tap into your own network; do you know of anyone who currently works in the industry? Ask friends, relatives and acquaintances. 
  • Another option is to contact pharmaceutical or healthcare companies. You can usually find contact numbers for HR on the internet. 
  • Alternatively, you could call into your GP surgery, usually reps will drop business cards off, or you might be lucky enough to bump into one on your visit!

Another point to note with shadowing, is to include it on your CV. Summarise your findings and link your skill set to this.

Skills

Coupled with everything mentioned above, it is essential that you have the relevant skills to succeed in a career in medical sales. Some of these will be skills which you have already embraced, others may be taught on the job. It’s a great idea to start thinking about these, and to think of past scenarios where you have had to adopt these skills to achieve a positive outcome. Competency based questions usually always come up at interviews! 

Essential skills include: Great communicator, the ability to build professional relationships with people, effective organisation and prioritisation, team and individual working ability, a drive for achievement and being results orientated is also essential. 
If you have previous sales experience from another industry, also demonstrate that you have the skills which can be transferred across to the medical arena.

Work with the right agency

Working with the right agency is essential to ensuring your success in gaining a position in medical sales. 

In the majority of cases, working with a recruitment agency will up these odds for you hugely. This is due to many reasons…

  • Having inside knowledge and insight into what a particular company or hiring manager is looking for,
  • Offering a variety of roles and guiding you in the direction of the most suitable ones, often positions which are only released to preferred suppliers,
  • Relationships already established with hiring managers, allowing us to effectively sell you in as a candidate for consideration, 
  • Provide you will assistance and guidance throughout the whole process, including comprehensive preparation for interviews. 

If you are thinking of moving into your first position within the pharmaceutical or healthcare sector, trust the Evolve team to help you every step of the way towards getting your dream job. We have the expertise and experience to ensure that you get the very best position for your abilities. Feel free to contact us for further information.

It isn’t always easy to gain your first position in Medical Sales! However, there are numerous things which you can do as a new graduate to help your application stand out from the crowd! It always begins with research! 

The industry can be challenging to understand, especially from the perspective of a new graduate, therefore, research prior to applying for any vacancies is key. We would recommend gaining a sound understanding of the following areas which we have summarised, but would also advocate further, more in-depth research.

ABPI Code of Practice

ABPI stands for The Association of the British Pharmaceutical Industry.
The ABPI Medical Representatives Exam needs to be taken by Reps which promote medicines to Doctors and other prescribers with in the UK. Upon commencement of employment in the industry, the exam must be sat within 1 year and passed within 2 years.

NICE

The National Institute for Health and Care Excellence is responsible for providing guidance and advice on a national basis in relation to health and social care, to improve patient outcomes. 
NICE carries out research to provide evidence-based advice and guidance to practitioners.

Primary Care

Primary Care is healthcare which is provided in the community. It is there to provide care for the entire population within a community, who are making an initial approach to receiving healthcare. Usually, it is provided by GPs, but also covers Dentists, Pharmacies and Opticians. 

Secondary Care

Secondary Care is medical care which is provided by a specialist, after being referred form Primary Care. Usually, Secondary Care is provided within a hospital, but can also be a specialist clinic or centre. Secondary care accommodates both elective and emergency care.

CCGs

Clinical Commissioning Groups are clinically led statutory NHS bodies, who are accountable for the planning and commissioning of healthcare services for their local area. CCGs have many members, including GPs, Nurses, Consultants, Pharmacists and lay members. They have responsibility for about 2/3 of the NHS budget. The majority of Secondary Care services and some GP services are commissioned at CCG level.
Currently, there are 195 CCGs in England. 

Formularies

Formularies are a drug prescribing list. The Pharmacy and Therapeutics Committee is responsible for hospital formularies, made up of Physicians and Pharmacists, and sometimes Nurses. For a product to gain formulary status, there are many factors which must be considered. This includes: safety, effectiveness and cost.

NHS England

The National Health Service (NHS) is run by NHS England, an independent body. 
NHS England is the main commissioner for Primary Care services, including GPs, Dentists and Pharmacists.
In October 2014, NHS England published the 5 Year Forward View, which sets out priorities and visions for the NHS moving forwards to ensure that it is financially sustainable and able to meet the needs of patients.

NHS Scotland

NHS Scotland is the healthcare system in Scotland, which is publicly funded.
Scotland has 14 Health Boards, which have the responsibility for planning and commissioning Healthcare across Scotland.

If you are thinking of moving into your first position within the Pharmaceutical or Healthcare sector, trust the Evolve team to help you every step of the way towards getting your dream job. We have the expertise and experience to ensure that you get the very best position for your abilities. Feel free to contact us for further information.

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