Are you looking for your next sales superstar or just a box checker who can say all the right things? Our guests Barry Rogers and Kelly Clark of Relentless Recruiting warn that far too many HR departments use limiting criteria that let real talent slip through the cracks and increase the risk of a costly bad hire. Their eye-opening survey of device sales leaders proves that it’s time for hiring managers to completely flip the script on traditional approaches—and for applicants to stop leading with a bland list of skills.  

In this interview, we discuss methods for identifying driven individuals at all skill levels, why sales superstars rarely fit neatly into checkboxes, and why they’re allergic to managers who tolerate mediocrity.

In this episode, you’ll learn:

• Subtle yet impactful differences between talent and skill
• Why a rep’s resume should consist of 80% talent, 20% skill
• Key questions that immediately identify exceptionally driven individuals
• How traditional hiring methods often confuse correlation with causation

Plus, we touch on the most common misconceptions that hamper MedTech hiring efforts.

Resources and links from the show:

• Connect with Barry Rogers on LinkedIn
• Connect with Kelly Clark on LinkedIn
• Check out Relentless Recruiting’s website
• The Behavior Change Blueprint
• Zed Williamson LinkedIn
• Clark Wiederhold LinkedIn
• The Growth-Driven Practice Series