Medical technology (Medtech) incorporates an innovative drive behind delivering a better patient experience, enhancing the doctor’s ability to treat patients and develop research practices to better control the disease.
In a world where “every company is becoming a tech company,” technology opportunities are rampant. Of course, the other side of this equation is providing the talent to fill these positions needed. The BLS reports information technology will add more than 5 million jobs by 2027.
Where does Medtech fit into all this?
With the attraction of Silicon Valley acting like a giant magnet for talent, companies need to be strategic in their approach to attracting tech talent to their industry. For Medtech’s case, it should be a relatively easy one.
- One of the most progressive industries
- Opportunity to work with new technology
- Job security and growth
- Having a positive impact by helping save lives
For all these offerings, anyone qualified would seem to be interested in this profession. How can hiring managers attract candidates to their opening?
Attract and Engage
In an article from Healthcaredive.com, David Wilkins (Chief Marketing Officer) notes hospitals need to have 21st century technology in order to effectively attract and recruit new talent. This includes, “sourcing -specific talent to identify and source potential candidates as well as search engine-optimized career websites and assessment technology to screen candidates against behavior markers specific to medical jobs.” He further points to incorporating “a strong applicant tracking system with workflow technology to manage the hiring and onboarding process.”
To attract and engage with candidates, you need to be one step ahead of the competition. Bringing in these technological methods will only make your hiring process stronger, more efficient, and have the capability to cast a wider net.
This headline is sure to get an eye–roll from some people, but it’s the stalwart of the recruiting profession – especially when there are no candidates available. Recruiting passive candidates requires building relationships. Jena Brown, an independent recruiting operations and brand strategist, says: “Passive candidates who turn into hires usually come with several different touch points with your company, its culture and values. If you execute your passive candidate strategy well, the candidate enters your company with a certain level of trust and familiarity and can visualize working for you.”
Of course, building relationships is a slow process and those involved in recruiting understand persistence. You can’t expect a magic bullet for every placement opening. Developing trust is essential for checking in with candidates and seeing their interest in potential job openings.
Be Seen, Stay Relevant
Be everywhere. At the end of the day, whoever has the best candidate for the job, gets the placement. In all likelihood, those that have the most candidates to choose from will have a better chance with having the best candidate. Being seen is all about staying relevant and being in the view of these potential candidates.
You can accomplish this by:
- Phone Calls/Texts
- Relationship Management
- Social Media Engagement
- Leadership/Networking Events
- Recruitment Marketing
- Inbound Recruiting
As previously mentioned, the opportunities available for your company to grasp technology to attract and engage candidates is immense. The bottom two items in the above list (recruitment marketing and inbound recruiting) act as strategic vehicles to drive candidates to your site.
Find Medical Technology Talent with HCRI
At HCRI, we specialize in pairing dynamic medical tech talent with innovative companies. Contact us today and let us know what type of talent you’re looking for.