Medical device organisations are populated by some of the most talented and motivated people I have come across during my career as a recruiter in this field - they seamlessly join the tech and the medical world together, and produce and develop innovations which are changing the world.
With this in mind, it is essential to ensure that the employees you hire into your medical device organisation are of the best calibre.
Hiring skilled and conscientious team members will improve services for the end-user - the patient – and, ultimately, it can save lives.
To build an excellent medical devices team, you need the best candidates applying to your vacancies, and this all starts with the job description.
The following are some of the most useful (and lesser-known) strategies in writing impactful job descriptions to attract top medical device candidates.
1. Keep It Simple and Concise
I have seen an increase in medical device job descriptions that seem to over-complicate the matter in hand.
The initial description of the job should be around five lines long, and should briefly comprise the duties, the company and your company culture
. After this, you can embellish by adding bullet points of what the employees daily tasks will be (I’ll explain more about this later).
As a medical devices company, your candidates will be on the lookout for a job where they can use their skills to really improve people’s lives – so remember to have in mind the question ‘how will working for this company contribute to improving the lives of our patients?’ when you write your initial job description.
2. Describe the Tasks
It is believed that candidates are more likely to be inspired to apply for a job when they can envisage themselves working for the company as they read the job description.
Again, this does not mean using overly-descriptive (or even jargon) terms, but interesting and engaging examples of the kind of tasks the employee will be responsible for. This will increase engagement in your job description and will ultimately lead to a better quality of candidate.
Work with your medical devices team to craft appealing and informative descriptions of daily tasks, from the employees perspective. For example, for a Medical Manager role – “You will provide strategical medical knowledge and scientific updates within the therapy areas for external and internal stakeholders.”
Describing the job accurately and engagingly is essential; let me tell you a little more about why this is so important.
3. Be Honest About the Responsibilities
As a medical devices recruiter, one of the most frustrating scenarios is when I find an excellent match for a candidate and their new workplace, only for the candidate to get in contact shortly after they are placed to tell me that the job isn’t working out because the role is nothing like what was presented in the job description.
Depending on the level of the role
, there will more, or fewer, desirable tasks. As I mentioned earlier, you want to make the candidates aware of the attractive parts of the job, but be truthful as to the actual duties that will be expected of the candidate.
If your organisation has just opened a new robotics department and the employee will be able to make use of the department, but this will not be their primary duty, don’t make it sound so in the job spec to catch their attention.
An excellent and accurate job description will ultimately lead to higher staff retention – one of the most important factors
of all successful business, and something your medical devices organisation should strive towards.
4. Focus on Growth
Medical device candidates are some of the most innovative individuals I work with. From integrating AI into the medical world to developing new and life-saving devices, these employees are all looking for the same thing – to be developed and to never stop learning.
Highlighting your training and development opportunities for medical device candidates is a smart way to attract value-adding candidates to your vacancies. Use the job specification to describe the training opportunities that you provide and highlight how vital employee development is in your organisation.
The goal is to get candidates excited at the prospect of coming to work for your medical device company, and to see how applying for this position is an excellent idea for their career, and personal, progression.
5. Be Open-Minded About Hard Skills
Lastly, I want to share with you a piece of advice that I have picked up on during my time as a medical devices recruiter.
As the medical devices sector is expanding so rapidly, thanks to emerging technologies, some organisations struggle to find the talent that they need for key roles. If you and your hiring team have decided that a candidate needs a minimum of three years experience to apply for your digital engagement manager role, but a stand-out candidate with only two years experience applies, my advice would be to consider them anyway.
Candidates who have good base knowledge and who are eager to learn can add real value to your medical device organisation, and in a time where great candidates are increasingly hard to come by, a little flexibility on your part can go a long way.
How Kinetic Can Help
Kinetic source professionals locally and internationally for leading multinational, regional and local Pharmaceutical and Medical Devices companies, including Consumer Healthcare organisations.
As such, we understand the niche requirements for all specialisms of this ever-increasing regulated industry. To find out more about how we can help you in landing your next career progression, contact us