Addressing Pain Points

Today, effective hiring is the Number 1 factor driving success in business.

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Recruiting top talent has always been a priority to remain ahead of the competition in any field, but is even more critical in the fast-paced MedTech sales and marketing arena.

Nowadays after covid, prospective candidates demand more of employers and are sought after, often the best talent is ensconced in a role and off-radar to only the most proactive and professional approaches.

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Forward thinking employers therefore seek to gain a competitive advantage through effective talent acquisition strategies depending on circumstances and resources available.

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Reactive hiring to fill urgent currently vacant positions is the most common reason for engaging a recruiter in a contingency-led process.

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However as we know from many Discovery calls with business leaders or senior HR, there can be other obstacles which get in the way of successful and timely talent acquisition.

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Thankfully, some of the most frequent pain points can be addressed by applying a rigorous search methodology.

Our lean and agile retained search partnership approach compliments your Talent Acquisition process.

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Meet your search specialist

Scope across 5 common pain points in hiring​

Problem 1: HR / TA Capacity	​Problem 2: Team Capability	Problem 3: Confidentiality	Problem 4: Succession Plan	Problem 5: Rapid Growth
Solution 1 ​ Outsourcing Requirements: When the internal team is stretched thin, consider outsourcing specific recruitment needs to a specialist agency. ​ ​ ​ ​	Solution 1 Engage Specialists: Seek assistance from external experts to tackle challenging roles or skill sets that the internal team may not be familiar with. ​ ​	Solution 1 Anonymous Partner: Utilise a well-briefed and professional agency to approach the market without disclosing the client's identity. ​ ​	Solution 1 External Pipeline: Proactively build a pipeline of external candidates who can be engaged and nurtured in preparation for future succession needs. ​	Solution 1 Early Pipelining: Begin engaging with potential candidates ahead of time to cultivate interest and establish relationships in anticipation of future hiring needs. ​​
Solution 2 Partnering Closely: ​Forge a close partnership with the agency and incentivise them to see the hiring process through to completion. ​ ​	Solution 2 Commitment to Completion: ​Retain a specialist dedicated to overcoming talent gaps by providing expertise and guidance throughout the hiring process. ​ ​	Solution 2 Non-Disclosure Agreements (NDAs): Implement NDAs when candidates are committed to the process, ensuring the company name remains confidential until later. ​	Solution 2 Strategic Hiring: ​Instead of reactive hiring, leverage the pipeline to seamlessly transition candidates through a streamlined process when needed.​ ​​ ​	Solution 2 Stay Ahead: ​Maintain an active talent pipeline to avoid being caught off guard by sudden growth spurts, ensuring a steady supply of qualified candidates. ​ ​ ​

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Let us be your professional partner, collaborating to navigate your challenges, streamline or support your Talent Acquisition process, and help your organisation thrive against the competition.

Achieving this is as easy as Booking a complimentary consult via Calendly.

Allow us to demonstrate the effectiveness of our best practice approach with an understanding of your specific circumstances.

Securing top talent is crucial for success in today's competitive ANZ MedTech business environment.

MedTech Search With A Difference