Groundworks Industries’ Post

HR Manager: Brendon accepted another job offer? I thought he really liked our company. Canna Recruiter: He did, indeed. HR Manager: It's puzzling why he'd turn down such a promising future here. Canna Recruiter: Brendon's talent ensures success wherever he goes. HR Manager: But we're the top choice in our field... Cannabis companies must realize that interviews are mutual evaluations. While you assess candidates, they're also assessing you. Taking months and subjecting candidates to numerous tests can lead to losing out on top talent. If you want the best, streamline your hiring process. Agree? #cannabis #cannabisindustry #cannabisculture

HIRED with Emerald Lane Recruitment! 🎉 Our European Cultivation client just added a new member to their #dreamteam. This may be a new Personal best... 2.5 weeks from 1st hiring manager conversation to a signed offer with a new employee!! When our clients need URGENT hires for key roles, we move QUICK along the Emerald Lane. How did this search come together so perfectly, in record time?? - Terms: We already had signed terms with the client from another search where we demonstrated that we find the world's best cannabis talent. - Hiring Manager: Provided us with a job description and got on a 'kick-off' call within 24 hours of introduction. - Candidate: Had met our founder Stephanie Pow irl 3 months prior at a major Cannabis industry event in Europe (note: They paid their own money/time/energy to attend the global cannabis conference having just completed schooling and knowing that being with the industry was their ticket to networking into a new job). They applied directly to the job posting when it was posted on #Linkedin with a CV that was properly formatted & detailed. -Candidate Submissions: The first candidate profile was submitted to client within 48 hours of kick-off, chosen candidate sent within 1 week. - Feedback: The client/hiring team reviewed the candidate profiles within 24 hours of submission, and quickly moved the candidate into an onsite interview. - Interview: The candidate was able to accommodate an onsite interview with a few days notice, and showed up ontime, and onsite, to meet the team. -Offer: Client made an offer 4 days after the interview, at the salary discussed. - Signed: Candidate reviewed, discussed with our recruitment team, and signed back the next days. - Start Date: Candidate's start date is within 2 weeks of signing. The entire process from beginning to 1st day on the new job is 4 weeks!!!!!!! That's how DREAM searches, and perfect matches, come together when you work with us. Need to hire a key position for your global #cannabiscompany? Reach out, let's make the next one your team's success story.

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Happy Friday everyone! To all candidates pursuing med device sales, please take a few minutes and read this great article (link in comments) by Brad Terry talking about the 6 miss steps of candidates in the interview process that are pursuing medical device sales. the big takeaway from my end is to make sure you implement the pro tips that Brad is talking about because this will definitely help you be more prepared in your interviews and help you break into med device sales sooner. Keep up the great work out there. Shooters SHOOT! 🙋🏽♂️🎧👌🏽🏀 #recruiterlife #medicaldevicesales #interviewtips #finishstrongfridays #corporatebuckets

I often hear from hiring managers about their reluctance to partner with external recruiters. The concerns usually centre around trust, cost, and effectiveness. Today, I want to address these concerns and share how I, as part of Life Sciences Recruitment Ltd, can add value to your searches and save you both time and resources. At LSR, we understand the nuances and challenges in the life sciences sector. With specialised knowledge of start-ups, biotech's, and pharmaceutical organisations, we tailor our approach to meet your unique needs. Our quality-based approach ensures we only present candidates who are truly a fit, cutting down on unnecessary interviews and streamlining your hiring process. Engaging with an external recruiter can feel like a leap of faith, but it doesn't have to be. We view our role as an extension of your team, not just a service provider. By leveraging our extensive network and industry expertise, we aim to provide not just candidates, but real, lasting solutions to your recruitment challenges. I welcome you to engage in the comments, or reach out directly at luke.mcclean@lifescirecruitment.com to discuss how we can support your next hire. #LifeSciencesRecruitment #HiringSolutions #BiotechJobs

Hiring talent for Biotech can be tough. There is so much competition out there! How do we compete with big Pharma?! Below are a few tips that will give you an advantage. 1) Transparency: Be honest in your interviews. Discuss your pipeline & the challenges you will face together. No company is perfect. Trust is your biggest weapon. 2) Process: Don't drag out your interview processes for no reason. Time is a killer! Have conversations with multiple stakeholders to allow the interviewee to get a feel for the business? Yes. Group them together. 3) Belonging: People want purpose. Allow the interviewee to buy into your mission. Talk about the impact they can make, autonomy, trust & flexibility. Make them feel wanted! Drug development is a people game. Hire great people. If all else fails, you can borrow my dog Woody to seal the deal ...... Like butter wouldn't melt. Apsida Life Science www.apsida.co.uk jamie.salmon@apsida.co.uk

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When you adopt this mindset, you too can get hired in medical or pharmaceutical sales. From the people I coach to my podcast guests, we've concluded that you must sell yourself at every step of the hiring process. Here’s a breakdown of what it takes: ◾Sell Yourself Continuously: - From getting interviews to advancing in them, you need to take the initiative. They won't come to you; you have to go to them. ◾ Networking is Key: -Take advice from Wade, one of my podcast guests, who was advised to reach out to strangers on LinkedIn to develop his contacts. Although it was uncomfortable at first, persistence paid off with interview opportunities. ◾ Ask Yourself This: - How many people have you spoken to today, on the phone or in person? This active engagement is what truly moves the needle in your job search. ◾Preparation Beyond Basics: - While updating your resume and LinkedIn profile is essential, the real preparation involves active engagement. Contacting people, having meaningful conversations, and gathering insights from current reps in the field will set you apart. Here's a practical approach to get you started: ◾List Your Contacts: Identify all your connections. ◾Understand Their Preferences: Know how they prefer to be contacted (phone, email, text). ◾Set Follow-Up Dates: Schedule when you will reach out to them again. ◾ Gauge Their Availability: Determine how likely they are to speak with you or meet in person. If they can’t, they might know someone who can. These actions will transform your journey from just applying to getting interviews and eventually getting hired. Here's why: ◾ Interview Preparation: - You'll likely be asked, "What have you done to prepare for today's interview?" While most will mention online research and resume updates, your response will stand out. Share your proactive steps—conversations with reps, learning about the job’s realities, and understanding the highs and lows. Selling yourself at every step will put you ahead of the competition. You'll stand out as someone who is already acting the part, making you a top candidate for hiring. For more coaching and training on this, message me. Visit my website through the link below.  ❤️Michael Hayes ~~~~~~~~~~~~~~~ #medicalsalesresumewritera #medicalsalesresumes #medicalsalesjobs #hiring #interviewstrategy Share your thoughts and experiences in the comments!

How do you know? During my introduction calls with Med Rep Candidates… I like to ask: “On a scale from 1 to 10, how do you score yourself as an interviewee?” Frequently, candidates respond with a ”9.” ↳ Wow! ↳ That’s terrific. ↳ How do you know? It’s difficult for candidates to answer that question because hiring managers are not able to provide much FEEDBACK after interviews. 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞: When the hiring manager tells you, “The other candidate has more experience,” It’s time to reflect if you are a 9. 𝐓𝐡𝐞 𝐑𝐞𝐚𝐥𝐢𝐭𝐲: 🟨 You LOST the interview to the other candidate. 🟨 The manager TRUSTED the other candidate more than you. 🟨 You are MISSING something during your medical sales interview. Something is going on during your interview that is PREVENTING you from breaking into Medical Sales. Let’s face it, interviewing is not fun. A stranger is EVALUATING you. We don’t like being judged. 𝐅𝐨𝐫 𝐭𝐡𝐞 𝟗’𝐬 𝐨𝐮𝐭 𝐭𝐡𝐞𝐫𝐞… ➝ If 3 months have passed and you don’t have a Medical Sales job, something needs to CHANGE. ➝ A new game plan. <><><><><><><><><><> 🟨 Message me for a proven roadmap to break into medical sales in 90 days.

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