Featured Job Post: Regional Sales Reps for eLearning Simulation Company

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Engenium are recruiting 2 Sales Executives – West Coast and East Coast regions for a rapidly growing niche e-learning company focused on healthcare education.

The Sales Executive will be expected to establish relationships with medical schools, PA and graduate nursing schools to sell web-based patient encounter simulation to their administration, faculty and simulation lab staff on a consultative sales basis.

Responsibilities:



  • Accountable for all sales and revenue generating activity in his/her region for medical, graduate nursing and physician assistant schools (and eventually other healthcare professional schools and provider organizations/hospitals)
  • Identify, build relationships and grow new and existing IHP accounts in a timely manner
  • Create and update a Territory Business Plan to include strategy, tactics and milestones as it relates to hitting goals set by the company
  • Thoroughly learn and maintain current knowledge of IHP’s products, and competitors’ content
  • Build and maintain effective contacts, sales plans, pipelines and forecasts in Salesforce.com
  • Attend conferences to promote IHP’s visibility and generate leads and sales

Desired Skills & Experience:

  • Previous experience in one of the following categories: Medical Simulation, Medical Education, Nursing and/or Academic Hospital/Medical Center sales is required.
  • Proven strategic account management experience based on consultative sales in multi-stakeholder decision process environments is critical.
  • 3- 5 years of consultative sales experience required within medical education, medical simulation, healthcare/medical device/medical equipment, or healthcare IT strategic account management experience — establishing account relationships and penetrating accounts — is required
  • Strong interpersonal skills and ability to professionally follow up, move forward/advance, and close opportunities.
  • Ability to identify client’s needs, communicate product benefits, while building lasting account relationships.
  • Must be well versed is solution based selling and creative closing techniques.
  • Strong computer skills (WebEx, Excel, PowerPoint, Word, CRM Programs)
  • Good driving, credit and personal records
  • A BS/BA degree required

Preferred Skills & Experience:

  • Clinical training (e.g., EMT, nursing, etc.) is a plus.
  • Experience presenting to deans, faculty, and simulation lab preferred.
  • Experience demonstrating and selling sophisticated products/technologies, web-based medical education sales preferred.
  • Ability to construct, present and execute a Territory Business Plan, must be able to learn various clinical academic structures, curriculum designs, and course layouts.

Interested applicants should directly contact Jason Irving at Engenium

See more jobs from Engenium and other organizations on our Medical Simulation Jobs page!


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New Medical Simulation Jobs Posted

medical simulation jobs

Are you looking to advertise or apply for a new medical simulation position? Check out the HealthySimulation.com jobs listing page for almost 50 different medical simulation jobs! If you are looking to fill a unique clinical simulation job, it is free to post to our listings page. You can also gain valuable insights into job descriptions for various simulation positions by exploring the job advertisements posted there.

If you are looking for help recruiting for a unique medical simulation position, read our articles about Best Practices for Hiring in Medical Simulation, What to REALLY Look for when Hiring a Sim Tech, and Great Interview Questions for Sim Techs!

Finding qualified individuals for medical simulation jobs can be quite tricky as this industry is quite new, so consider the benefits of working with SimSTAFF – a specialized services group that specifically deals with simulation hiring!

Recent job postings on HealthySimulation.com include:

Sim Tech – University of Tennessee
Sim Tech – Florida International University
Director of Business Ops. – University of Massachusetts Medical School

So check out the HealthySim Job Listings page today to see more!

Best Practices For Medical Simulation Hiring

When hiring for your healthcare simulation program, finding candidates with direct medical simulation experience is difficult but not impossible. Previously I have written a few articles covering the topic including What To REALLY Look For When Hiring a Sim Tech, New Simulation Program Webinar, and How To Increase Lab Staff Without Increased Budgets, and of course the entire HealthySimAdmin event, to name a few.

medical simulation hiring

The goal with hiring for your simulation-based positions is to not necessarily find candidates with the most simulation experience, nor even the most medical experience, but rather the person who has demonstrated the most passion for the position. No matter how strong the core of your simulation program is, we are talking about a technology and methodology that will continue to evolve and disrupt your training program. Thus, finding individuals who are comfortable with change and go to work everyday looking to “learn something new” will far far better serve your program than someone who a) knows it all or b) cannot deal with continual change.

Finding the right fit for your program should consider experience, but weigh more heavily the fit of the individual into the controlled chaotic world of simulation and your pre-existing team. And to give your program the best opportunity to find the best person, you should consider the serious benefits of working with an outside staffing firm.

simstaff

Today, Jason Irving from SimStaff, a staffing firm which specifically serves simulation industries, wrote in to HealthySim to share some of the benefits of working with professional hiring specialists.

Why it makes sense to use an external recruitment firm.

More than ever there is increased pressure to work quickly and efficiently. With the advances in technology we have become an “on-demand” society that expects answers and results at short notice. There are pressures from external sources such as shareholders, consumers and partner organizations that then drive internal pressure at board level to hiring managers, internal human resources and recruitment teams. Added to those pressures are the increased workload many employees have undertaken since the great recession and there is very little time for hiring managers to actively recruit new employees. Even internal recruitment teams are typically stretched working on multiple assignments that allow very little time for proactive recruitment. Many internal recruiters are so busy they are only able to “post and pray” – an industry term for posting jobs and hoping they are seen by a wide enough audience to attract the right candidates.

These scenarios make it necessary to use external “third party” recruitment firms who are engaged to find suitable candidates. Recruitment / Staffing firms’ entire business model is designed to find the right people for clients – often at very short notice. A typical assignment is initiated when all other internal methods to find candidates has proven unsuccessful and there is an immediate need to hire someone to fill an empty “seat” or a program is unable to start without the key employee.

Reduce risk and Save costs

Utilize an external firm to ensure your hiring managers are productive. A well briefed recruiter should be expected to produce no more than 2 or 3 highly qualified candidates for review. Eliminate unnecessary downtime for your management team!

Utilize an external firm who has to the ability to increase time to hire – making sure your product/ service is delivered and you are not missing other opportunities!

Utilize guarantees! A reputable firm will give guarantees with any hire and replace a hire if necessary – something you can ill afford to do. If they can’t replace they will also give you your money back!

Reduce potential cost and risk by using temp to hire opportunities. You can trial a temp before you make a long term commitment.

Jason also shared these Top Ten Tips for Hiring in Simulation:

10 Tips for successfully using an external / third party recruiter:

1) Develop a partnership with a firm who understands your short and long term needs.

2) Choose a firm that has a systematic process and a proven track record in your niche

3) Describe your potential hiring needs so your partner can continuously identify candidates.

4) When you are hiring – don’t leave it to the last minute – engage early for best results.

5) Describe the outcomes / key indicators you want from the role – don’t just copy and paste the last job description.

6) Agree on how you want to proceed and set expectations.

7) Once you see resumes give quick and detailed feedback on non selected candidates.

8) Give specific post interview feedback that helps candidates and your external recruiters.

9) If you amend the Job Description tell your external recruiter so they can be effective.

10) Treat the recruiter as your partner – they will be more vested in your needs.

To Get Help With Your Simulation Staff Hiring

You can learn more about these hiring support opportunities by visiting the SimStaff website and by contacting Jason Irving via Email. Lastly, be sure to visit the HealthySim Job Listing’s Page to see what’s out there or to post your open medical simulation vacancies.


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