As the job market continues to be a competitive space for employers, attracting top-tier talent isn’t just a priority – it’s the key to success. With the number of job openings surpassing the number of applicants, businesses are finding themselves competing against each other for a limited talent pool – resulting in organisations leaning towards strategic recruitment methods to acquire talent.

Gail Cowling, Head of People and Culture, from Device Technologies, says, “At Device Technologies, we believe that attracting top talent isn’t just about filling positions – it’s about creating a culture where innovation can thrive. By investing in partnerships, pioneering recruitment tech, and prioritising employee well-being, we’re making sure to keep up with the cut-throat recruitment industry, redefining what it means to lead in the MedTech industry.”

With the MedTech industry growing rapidly each year, it’s becoming increasingly difficult to find top talent, with 55.8 per cent of candidates settling for less preferred job offers because their top choice was either taking too long to complete the application process or couldn’t offer satisfying benefits. Here, Gail Cowling, from Device Technologies, provides the recruitment secrets behind locking down the best talent on the market.

STRATEGIC HIRING PRACTICES

In order to find the best, MedTech companies are specifically designing targeted recruitment strategies that focus not only on technical expertise within the industry but also based on cultural fit and their innovative mindsets. This involves proactive talent mapping – setting out clear targets of what additional skillsets and perspective is needed for the role and importantly the wider team before choosing who will be interviewed, and engaging with industry-specific networks. Companies that are making sure to stay ahead of these strategic requirements are certain to meet the industry’s ever-evolving demands.

BUILDING A STRONG EMPLOYER BRAND

As the MedTech industry is as competitive as ever, standing out as an employer of choice is key, with the top three reasons people leave or don’t accept a role being; disliking of the culture, disliking of management style and feeling underpaid. Companies are realising that to attract and retain motivated employees, they must demonstrate genuine care by building a stronger employer brand that stands out from the competition. In fact, 39 per cent of employees want to see evidence that their company cares about their welfare before accepting a job offer. With organisations desiring the leading talent in the industry, Gail Cowling, from Device Technologies, narrows it down to four components; generous health and wellness perks, flexible work setups, learning and development resources, and clear opportunities to grow professionally. As beneficial as it is to obtain this talent, it’s another thing to keep them for the long haul. Device Technologies is proud to be an employer of choice having over 15 per cent of employees with 10 or more years of service.

LEVERAGING TECHNOLOGY

Technology is leading the way when it comes to MedTech companies recruiting talent, making processes smoother and widening the candidate pool. These companies are using specialised tools such as advanced applicant tracking systems (ATS) and AI-powered platforms, to sift through the numerous applications they receive daily and accurately target those they believe will add to the innovative culture they foster. As hybrid work continues to grow in popularity, so do virtual interviewing tools. By adopting these virtual interviewing tools, organisations are significantly broadening their talent pool to include individuals from diverse geographical locations, parents returning to the workforce, and candidates with mobility issues. This approach not only encourages inclusivity and diversity but also reduces hiring wait times, allowing businesses to attract a broader range of qualified candidates.

DIVERSITY AND INCLUSION

As an organisation, having a diverse and inclusive workplace culture is critical for fostering innovation and reflecting the diverse customer and patient population we serve. It brings different perspectives and skills which lead to more creative and effective solutions to complex challenges. Implementing unbiased recruitment practises and cultivating an inclusive culture are essential steps to achieving the best outcomes possible.

DRIVING FUTURE GROWTH

As healthcare demands are increasing, tech advancements drive continuous expansion and innovation in the MedTech industry. Top-tier talent is crucial for sustaining this growth and driving transformative healthcare technologies. By attracting and recruiting visionary leaders and technical experts, companies will continue to contribute to the advancement of improved patient outcomes and healthcare delivery. Adaptation is also critical in the evolving industry; as successful MedTech businesses stay ahead by adjusting their recruitment strategies to align with changing preferences and demands. Embracing these emerging technologies, companies will stay ahead and maintain a competitive edge as an industry leader.

Successful recruitment in the MedTech sector relies on strategic hiring practices, strong employer images, keeping up with evolving technological innovation, and a commitment to continuous adaptation. As the sector continues to evolve, these recruitment practices will remain crucial in attracting and retaining the best minds to shape the future of healthcare innovation.