I recently applied for position in the Midwest moving from Florida to be near my children. A recruiter rudely interrupted my conversation on phone stating they do not recruit candidates unless living in geographic area with relationships with market physicians. Is this true? Industries of all markets, services, and products recruit looking for the best qualified candidates but these recruiters only want candidates conveniently residing in area to make the first introduction easy? I am looking for a better representation and recruiter. Employers and Hiring Management should know they are not getting the best. They are hiring people to satisfy a number game.
Ventiv Health Recruiters
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perfect analysis and well founded comments. All should hire the best candidates. Sad thing is many direct hires, and CSO have been burnt by hiring and paying a great deal of money to train candidates that new to the area only to find that their new hire does not like the area. Other concern is in this industry where no one has much time with the customer, the candidate with prior track records in target accounts does have some leverage. Stay positive. There will be opportunity for you in the area you want. May be best that it may not be in pharma.
CSO would never offer a relocate package. Word on street includes some have had greater success securing employment while using a local address within targeted geography on resume and when applying.
I find this truthful becuz recruiters wipe out solid candidates per zip codes all the time. So many people relocate in this world. Give people opportunities based on resume and not by a zip code. Think about it, we are realigned terribly all the time and instantly gain new accounts and we get the job done anyways. END RESULTS IS HOW PEOPLE DEAL WITH CHANGE!!!!!!!! -end of story- Hoping Ventiv Health recruiters and others will be more open minded and look at the >resume< making better decisions without passing up solid people. The guy just wants to be with his children and have the job too.
relocation not requested and recruiters just say no. I don't agree with it. A resume should justify who gets interviews not a zip code.
I'm a hiring manager. My experience is this. I've hired one relocation- failure. One relocation- so far so good.
In most cases the best candidate will win...but someone with, allegedly "local contacts" will trump if the competing candidates are close in talent. The local candidate will always get the benefit of the doubt.
Hope this helps. I do give relocations a chance but they have to really shine and have a solid reference or two to go with it
In most cases the best candidate will win...but someone with, allegedly "local contacts" will trump if the competing candidates are close in talent. The local candidate will always get the benefit of the doubt.
Hope this helps. I do give relocations a chance but they have to really shine and have a solid reference or two to go with it
I am original person posting and appreciate your input hiring someone outside territory. Please let recruiters know. 
I've had recruiters stop me mid sentence viewing my situation on paper. I've seen reps kill it and peak coming in new from other territories and further understand local reps do pretty good with familiar access but same reps become can be lazy and don't usually don't peak. Newer reps will appreciate opportunity and kill it to prove your decision. Trust me. I've witnessed it. Just not with Ventiv. Not to mention distraction of other company and products same rep. Think about it. Give relo's a chance man/woman.
I've had recruiters stop me mid sentence viewing my situation on paper. I've seen reps kill it and peak coming in new from other territories and further understand local reps do pretty good with familiar access but same reps become can be lazy and don't usually don't peak. Newer reps will appreciate opportunity and kill it to prove your decision. Trust me. I've witnessed it. Just not with Ventiv. Not to mention distraction of other company and products same rep. Think about it. Give relo's a chance man/woman.I am original person posting and appreciate your input hiring someone outside territory. Please let recruiters know.
Are you crazy? There are so many qualified candidates with indepth knowledge of the territory, docs, hospitals, and managed care you just don't stand a chance. Just how long do you think it is going to take you to get up to speed on the things that a local rep already knows? Do you know anything about protocols to get into accounts? Can you name the top ten managed care organizations and IDN's. Do you know the best way to get around town in rush hour? The culture , or pace of the call, may be entirely different from where you are coming from. Unless you have multiple President Club's at your old assignment I just don't see it happening until you have an address in or near the territory.