5 Ways Your Medtech Can Punch Above Its Weight in Talent Attraction

Multinational medical device businesses are allocating up to 12% of their gargantuan revenues on Marketing and Brand Awareness initiatives. Due to this spend, when it comes to influencing and educating potential employees about the joys of joining their companies they have a considerable head-start over small and medium-sized competitors.

Since it’s not feasible for smaller medtechs to match this investment level, we’ve developed a list of 5 effective and affordable methods to help these businesses acquire transformative talent.

1. Embrace your idiosyncrasies

When communicating your story to the market, focus on your individuality and what makes your mission and vision remarkable. You have an opportunity to paint a vivid picture of what a career in your company really means, you should exploit this to demonstrate the personality of your culture and the boundlessness of your aspirations.

2. Talent comes in many forms

Not all the functions that you need to hire for will require highly experienced, top-tier employees. Developing links with academic institutions and online graduate communities can open up a world of potential at a much much lower cost. Hiring intelligent, hungry but as yet untried grads for internship style or even entry level positions will inject fresh perspective and creative problem solving into the business, not to mention forge early links with leaders of the future.

3. You need a spectacular specification

A standard job specification suggests a standard job which in turn generates standard applicants. If you’re serious about finding impactful talent then use words and ideas with the requisite impact. In a sea of mass-produced advertising content, use your imagination to reach potential candidates on a deeper level and stand out from the multitude.

4. Clarify the picture internally

Look deeply at your current team and existing collection of skills to understand in detail where a new employee could fit in and add the greatest value. Developing a detailed skills gap analysis will lead to an accurate definition of the challenges and growth indicators that the highest quality talent craves.

5. Individualise the perks package

Large scale organisations often have rigid or set-menu benefits to offer their employees. Doubtless, they are often attractive and useful, but they are not personal. Within reason, your small scale gives you the opportunity to offer exactly what your employees really want without the headaches and delays inherent in attempting to achieve this with large scale finance or buying department input. Allowing employees to imprint individuality on their perks will only serve to reinforce their psychological link with your mission.

Guided Solutions is Europe’s largest search & selection consultancy operating exclusively within Medical Devices.

Contact us today to make sure your next hiring decision is done the right way.