The role looks fantastic, a bit ambitious for a newbie like me without a medical background in sales other than diabetes? OR does my diabetes experience count?
The advertisement states they would prefer to recruit someone with experience, but preference given to those with diabetes or diagnostics experience.
It's really, really important that you understand anyone recruiting for role will have a wish list. There may me some mandatories on their wish list, but as someone who has employed/recruited/managed many, many over the years, it is very rare indeed that you find a candidate who ticks every one of those boxes.
Now, in this particular role, it would seem likely that the ability to drive is pretty mandatory, as that's likely to be what would get the employee to their meetings.
Lots of skills can be learned (obviously) and much depends on how any individual scores on their application and interview.
In the past, I have rejected applicants who, on paper look fab, but whom I knew wouldn't get on with other important employee who would be their colleagues. Equally, I have recruited people who look scant on their CVs, but they had energy, enthusiasm and the ability to learn.
Personally, I made a point of never recruiting anyone who could do (or stated they could do) everything on the job description from day 1, because it's either highly likely they're fibbing, or alternatively, if they're going from one job to the next, they'll likely get bored quickly. (Someone relocating might be that exception to that personal rule.)
Sometimes, we just need to go for it, and make applications. Let's face it, the worst that can happen is we're rejected, and if we already know we're maybe not the best fit, there's nothing to be upset about.
I admire your enthusiasm for working in the food industry, but it wouldn't be for me.
On a final note, it's easier to find a job when you're in a job. It's just the way it seems to work.