gener8’s Post

Great benefits

First day back yesterday and the message I am hearing is: There are opportunities, but they are moving at snail pace. 🐌 Does this sound about right? 🤔 Whilst frustrating, it's vital to stay patient and communicate openly with all parties involved. In a lot of cases, delays are often beyond even the hiring managers control Stay vigorous 💪 #recruitment #process #patience #hiring

To Talent Acquisition Professionals, Hiring Managers, and Leaders in the Clinical Research Industry and Beyond: The past few months have been a journey of persistence and self-discovery. After receiving nearly six months of rejections, I’ve chosen to remain steadfast in my belief that the right opportunity is just around the corner. This post isn’t about desperation—it’s about determination, growth, and hope. Here’s what I bring to the table: ➡️ Core Competencies: Strategic budget management, contract negotiation, marketing, and branding expertise tailored to the clinical research industry. ➡️ Leadership: Proven ability to lead initiatives that amplify organizational goals and foster team collaboration. ➡️ Adaptability: Thrives in fast-paced environments and learns quickly, independently tackling challenges with creativity and resourcefulness. ➡️ Experience: Over 50 collaborations with CROs, BioPharma, and Pharma organizations, negotiating for 20+ sites and academic institutions, with hands-on experience across site and academic levels. ➡️ Passion: Dedicated to building meaningful relationships, empowering teams, and driving results. While I don’t hold a Bachelor’s degree, I firmly believe that skills, perseverance, and a strong work ethic speak volumes. Every challenge I’ve faced has been an opportunity to learn, grow, and prove my capabilities. To extend my impact, I recently launched a consulting firm to support new and emerging research sites. While it’s been a rewarding endeavor, I’m eager to return to a team environment where my skills can contribute to collective success and I can continue growing alongside amazing colleagues. I’m seeking a role where I can bring value, drive innovation, and be part of an organization that fosters growth and collaboration. If you know of opportunities or teams looking for someone passionate, skilled, and ready to contribute, I’d be thrilled to connect. Thank you to those who have supported me along this journey. To anyone else navigating similar challenges, know that you’re not alone—your perseverance will lead to the right door opening. Let’s connect, grow, and build something extraordinary together. #ClinicalResearch #JobSearch #CareerOpportunities #TalentAcquisition #GrowthMindset #LeadershipSkills #Networking #ClinicalTrials #CareerDevelopment

Does your job spec stop people from applying? HR... forgive me!    Ever read a JD and think – “why's it in there?” - 5+ years medical device experience  - 3 years+ in 'X' therapeutic area - Degree educated to bachelor level Often these can be marked down as essential. Once I take a brief from a hiring manager none of this is spoken of. It's all about - Talent. Ability. Character. And just enough experience to avoid 'hand holding' In reality the best talent could have 3 years medical device experience, the least experience in your speciality and no degree. But this person won't apply because they doubt they meet your criteria. Let's stop discouraging the best talent from applying for your jobs. ↓ We don't just attract talent. We want to give you the tools to attract better talent too. ——— → jody@yozisearch.co.uk → Yozi Search & Selection

It’s no secret that the healthcare industry is still experiencing massive shortages. Today’s healthcare leaders can’t afford not to hire high-quality talent. In my experience, I’ve seen the following strategies prove effective: 1. Interview for soft skills. Although technical and clinical expertise are vital, soft skills are just as critical—screen for things like integrity, critical thinking, and empathy. 2. Sell the job as a career. Let people know that the position offers them a chance to do meaningful work that can turn into a long-term career. 3. Boost company branding. Assess your brand’s website, social media presence, job listings, patient reviews, and Google listing to see if you’re giving an excellent first impression. 4. Offer comprehensive benefits. Strive to exceed candidate expectations with an impressive benefits package, including training opportunities, flexible work schedules, and wellness programs. 5. Meet your candidates where they are. Think about where potential talent is located. Are they in college? Online on LinkedIn and Indeed? Industry conferences? You can find out where they are and meet them there. #Recruitment #HealthcareHiring #RecruitmentStrategies

🔑 The Secret to Being a Successful Recruiter in the Medical Device Field? It's All About Connection! 🔑 Recruiting in the medical device industry presents unique challenges, but I've learned that success hinges on a few key principles: 1. Deep Industry Knowledge: Understanding the nuances of the medical device sector is crucial. This means staying updated on regulations, trends, and innovations that shape our field. The more you know, the better you can match talent with opportunity. 2. Building Relationships: Recruitment is not just about filling positions; it’s about forging meaningful connections with clients and candidates. Taking the time to understand their needs, goals, and cultures creates lasting partnerships that yield successful placements. 3. Empathy and Active Listening: Every candidate has a unique story. By truly listening to their experiences and aspirations, I can tailor my approach and find the best fit for both the individual and the organization. 4. Persistence and Adaptability: The recruitment landscape is ever-evolving. Embracing change and being willing to adjust strategies ensures I’m always prepared to meet the demands of both clients and candidates. 5. Passion for People: At the heart of recruitment is a genuine passion for helping others succeed. Celebrating the achievements of candidates and supporting clients in building great teams fuels my drive every day. Success in recruitment is not a solo journey; it’s a collaborative effort built on trust, knowledge, and a commitment to excellence. Let's connect and share our insights to elevate our industry together! I would love to connect at sisaac@barringtonjames.com. #Recruitment #MedicalDevices #CareerSuccess #Networking #TalentAcquisition #IndustryInsights

Too often I find hiring managers repeating themselves. Explaining the role, the way departments are structured, which programs, why its important etc. Its pretty exhausting - especially if hiring multiple people. Recommendation: Use Video.  Case Study: Immatics. Recently interviewed the hiring managers so she could explain the perfect person, the problems she has and how this person will help. We also broke down the differences between Clinical Dev vs. Clin Ops vs. Medical at Immatics - and Leadership vs. Operational. These are huge topics for candidates - especially if they are passive and dont want to waste peoples time. Now each candidate receives from me: - Job description.  - This video recording interview.  - A 5 page summary of the company (news, leadership, science, pipeline).  - 30 Minute open conversation to discuss all this - Time to reflect before applying The better picture we can paint for candidates - the better they can prepare and understand if this is a good fit. Its a win for leaders (saving time/energy, better prepared candidates). And a win for candidates. —------- Thinking of hiring and would rather outsource this to someone you can trust? - drop me a message. Looking for a new job - here are my current roles:  - Director of Clinical Development (Germany) - Medical Director (x3, Germany, Boston and EU Home based).  - Clinical Project Manager (Germany).  - VP of Reg Affairs (US, Radiotherapy)

Navigating budget constraints while finding top healthcare talent? Let's optimize your strategy! 💡 Consider this approach to stretch every recruitment dollar: 🩺 Focus on High-Impact Roles: Prioritize hiring for the healthcare positions that have a direct effect on patient care and outcomes, like nurses and clinical specialists. This focus ensures you’re getting maximum value for your investment. #HealthcareRecruitment #EfficientHiring 🌐 Utilize Professional Networks: Reach out to healthcare associations and internal referrals to build a reliable and cost-effective pipeline. Associations often have talent pools and specialized job boards. 🎯 Targeted Job Postings: Craft clear, concise job descriptions with keywords that reflect your ideal candidate’s skills and experience. This strategy will attract the right healthcare professionals while filtering out less suitable candidates. 🤝 Collaborate with Schools: Partner with nursing and medical schools to recruit students and recent graduates. Offering internships, residencies, or mentorship programs builds a sustainable talent pipeline at a lower cost. 🩻 Reskill and Upskill Internally: Train existing employees for specialized roles like surgical assistants or diagnostic technicians. This not only fills vacancies but also increases job satisfaction and retention. 💼 Promote Employer Brand: Build a strong employer brand through employee testimonials, company culture videos, and highlighting benefits. Showcase what makes your healthcare organization the best place to work. Maximizing your recruitment budget in healthcare can still lead to exceptional talent when done strategically. What innovative ways have you used to find healthcare professionals? Share your tips below! 🔄 #HealthcareHiring #CostEffectiveTalent 👍 Like this post if you believe in strategic hiring, and tag a recruiter or healthcare leader who would find these tips useful!

💸 Open Positions Could Be Costing You More Than You Think 💸 In the fast-paced world of healthcare, unfilled positions don't just mean extra work—they mean lost revenue. Every day a role remains open, your organization is losing money and missing out on opportunities for growth. At Addison Group, we understand the importance of finding the right talent, quickly and efficiently. We’re here to partner with you when you’re at the point where the dollars make sense. Our reputation speaks for itself—good business travels fast in the medical world, and that’s why we don’t need to spend big on marketing. Let’s connect and explore how we can fill those critical roles and keep your organization running smoothly. #Healthcare #Hiring #AddisonGroup #StaffingSolutions #MedicalIndustry #Efficiency

How do you approach experience when recruiting for a new role? The debate often revolves around the minimum level required, with some emphasizing transferable skills. It's acceptable to hire individuals without experience if they can be adequately trained, especially in non-life-threatening industries. However, in healthcare, where lives are at stake, relevant experience and skills are crucial to ensuring the well-being of others. Before making any hiring decisions, it's essential to confirm that the candidate is sufficiently trained to handle the responsibilities. Micah Solutions #Recruiting #HiringTips #ExperienceInHiring #healthcarerecruitment