Health Systems Specialist

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So, if you want to go to a company with 50% turnover, and a lack of basic knowledge about how to do business in the primary care market, this is the place for you! The sweet part of being a Med Group...erghh, Hospital Sales Specialist is that you get to have larger goals and no support. There is one person who does this job that has been successful and that is not based upon HECON messaging. But that's a dirty little secret. How can you show expansion into other departments outside of ENT, if we only get cap sales and no data fro. The account. Smoke and mirrors is how! I actually like the HSS and the DM, they are good people, unlike USLT. Any other Med Group...ergh HSS that's hitting a number is being a glorified CSC. This division won't hit its goal, they are blaming us plebes and they are PIP'ing the sales force for managements lack of business understanding, and I'm not talking about the sales managers. MZ, JS, PM, TB, how's that SCA coming along? Prediction, our German leader or Casper is about to clean house in kzoo or NY where MZ lives. Doesn't matter, I'm outta here and if you're smart, you won't come here. Now, someone please challenge what I've stated here. These are cold hard facts!
 






Having recently interviewed for a Health Systems Specialist opportunity, it is my opinion that a primary reason this position is failing has to do with the eccentric interview process that Thermo Fisher has put into play. It involves 3 presentations - one "Why Me" and two based on how to best get the business from a couple of strategic accounts in the territory at issue.

Using this criteria, and based on statistics, the best person for the job will rarely be hired. The best presenter is the one who will get the nod.

Overvaluing interview presentation skills over past performance, sometimes individuals are hired who are strong, but just as often people are hired who are not. Not hiring the best performer because he/she is not a great interviewee or doesn't look or sound quite right stymies the objective momentum. Getting the job is not the same as doing the job.

Clearly with this company (unfortunately not unlike others), emotions play a big role in who gets hired. Objectivity should be forced into the assessment. TF hiring managers should spend more time focusing on candidates past performance, upside potential and intrinsic motivation to actually do the work that needs to be done. When people are hired this way there’s an instant improvement in quality of hire, an increase in job satisfaction and a huge reduction in unnecessary turnover.
 






anonymous said:
Having recently interviewed for a Health Systems Specialist opportunity, it is my opinion that a primary reason this position is failing has to do with the eccentric interview process that Thermo Fisher has put into play. It involves 3 presentations - one "Why Me" and two based on how to best get the business from a couple of strategic accounts in the territory at issue.

Using this criteria, and based on statistics, the best person for the job will rarely be hired. The best presenter is the one who will get the nod.

Overvaluing interview presentation skills over past performance, sometimes individuals are hired who are strong, but just as often people are hired who are not. Not hiring the best performer because he/she is not a great interviewee or doesn't look or sound quite right stymies the objective momentum. Getting the job is not the same as doing the job.

Clearly with this company (unfortunately not unlike others), emotions play a big role in who gets hired. Objectivity should be forced into the assessment. TF hiring managers should spend more time focusing on candidates past performance, upside potential and intrinsic motivation to actually do the work that needs to be done. When people are hired this way there’s an instant improvement in quality of hire, an increase in job satisfaction and a huge reduction in unnecessary turnover.
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How is this different from any other company? How can a hiring manager get an objective view of past performance? It's not possible.

Basically, if you can't present and close for a job the assumption is you can't communicate under pressure and you won't ask for the business when the time comes.




anonymous said:
Having recently interviewed for a Health Systems Specialist opportunity, it is my opinion that a primary reason this position is failing has to do with the eccentric interview process that Thermo Fisher has put into play. It involves 3 presentations - one "Why Me" and two based on how to best get the business from a couple of strategic accounts in the territory at issue.

Using this criteria, and based on statistics, the best person for the job will rarely be hired. The best presenter is the one who will get the nod.

Overvaluing interview presentation skills over past performance, sometimes individuals are hired who are strong, but just as often people are hired who are not. Not hiring the best performer because he/she is not a great interviewee or doesn't look or sound quite right stymies the objective momentum. Getting the job is not the same as doing the job.

Clearly with this company (unfortunately not unlike others), emotions play a big role in who gets hired. Objectivity should be forced into the assessment. TF hiring managers should spend more time focusing on candidates past performance, upside potential and intrinsic motivation to actually do the work that needs to be done. When people are hired this way there’s an instant improvement in quality of hire, an increase in job satisfaction and a huge reduction in unnecessary turnover.
Click to expand...
 






anonymous said:
How is this different from any other company? How can a hiring manager get an objective view of past performance? It's not possible.

Basically, if you can't present and close for a job the assumption is you can't communicate under pressure and you won't ask for the business when the time comes.[/QUOTE
Sounds like that assumption needs to be re-evaluated based on performance and high turnover.
Click to expand...
 






anonymous said:
Having recently interviewed for a Health Systems Specialist opportunity, it is my opinion that a primary reason this position is failing has to do with the eccentric interview process that Thermo Fisher has put into play. It involves 3 presentations - one "Why Me" and two based on how to best get the business from a couple of strategic accounts in the territory at issue.

Using this criteria, and based on statistics, the best person for the job will rarely be hired. The best presenter is the one who will get the nod.

Overvaluing interview presentation skills over past performance, sometimes individuals are hired who are strong, but just as often people are hired who are not. Not hiring the best performer because he/she is not a great interviewee or doesn't look or sound quite right stymies the objective momentum. Getting the job is not the same as doing the job.

Clearly with this company (unfortunately not unlike others), emotions play a big role in who gets hired. Objectivity should be forced into the assessment. TF hiring managers should spend more time focusing on candidates past performance, upside potential and intrinsic motivation to actually do the work that needs to be done. When people are hired this way there’s an instant improvement in quality of hire, an increase in job satisfaction and a huge reduction in unnecessary turnover.
Click to expand...
 






anonymous said:
Having recently interviewed for a Health Systems Specialist opportunity, it is my opinion that a primary reason this position is failing has to do with the eccentric interview process that Thermo Fisher has put into play. It involves 3 presentations - one "Why Me" and two based on how to best get the business from a couple of strategic accounts in the territory at issue.

Using this criteria, and based on statistics, the best person for the job will rarely be hired. The best presenter is the one who will get the nod.

Overvaluing interview presentation skills over past performance, sometimes individuals are hired who are strong, but just as often people are hired who are not. Not hiring the best performer because he/she is not a great interviewee or doesn't look or sound quite right stymies the objective momentum. Getting the job is not the same as doing the job.

Clearly with this company (unfortunately not unlike others), emotions play a big role in who gets hired. Objectivity should be forced into the assessment. TF hiring managers should spend more time focusing on candidates past performance, upside potential and intrinsic motivation to actually do the work that needs to be done. When people are hired this way there’s an instant improvement in quality of hire, an increase in job satisfaction and a huge reduction in unnecessary turnover.
Click to expand...

Spot on!
 












anonymous said:
Anyone have knowledge of this position? I am seeing lots of them across the country. What type of pay can be expected?
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20 acres and a mule to start. As time goes on, they start taking some of those acres away, until all you have left is a broken down mule and bad memories. Otherwise, welcome aboard!!
 












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