Medcruit’s Post

"The Future of Healthcare Talent Acquisition: Trends and Insights" The future of healthcare talent acquisition is looking bright, with several trends and insights emerging to shape the industry. *Top Trends in Healthcare Talent Acquisition:* - *Technology Integration*: AI and automation are revolutionizing the recruitment process, streamlining hiring and reducing time-to-fill positions .Chatbots are being used for candidate screening, and advanced algorithms match job seekers with relevant roles. - *Remote Work and Telehealth*: The pandemic has accelerated the acceptance of remote work in healthcare, expanding the pool of potential candidates and providing better work-life balance options . - *Diversity, Equity, and Inclusion (DEI)*: Building a diverse workforce fosters innovation and enhances patient outcomes, making DEI a top priority for healthcare talent acquisition teams . - *Strong Brand Identity*: Showcasing a company's culture, values, and commitment to employee growth sets it apart from competitors and attracts high-quality candidates . - *Employee Retention*: Offering competitive compensation packages, continuous training, and development opportunities, and cultivating a positive workplace culture are key to reducing attrition and keeping top performers engaged . *Emerging Strategies:* - *Global Talent Acquisition*: Healthcare organizations are leveraging international talent to address workforce shortages, navigating regulatory challenges and cultural considerations . - *AI Upskilling*: Educating employees on AI skills is crucial for reducing administrative burden and empowering the workforce . - *Internal Mobility*: Turning talent acquisition and development into a flywheel by focusing on internal recruitment and upskilling can significantly impact ROI . #HealthcareTalentAcquisition #FutureOfWork #HealthcareRecruitment #TalentAcquisitionTrends #HealthcareInnovation #HR #Talentacquisition #nurse #paramedical #hospitals #recruitment #talentacquisition #hrleadership #employeeengagement #talentmanagement #nursing #nursingcareers #paramedicine

I am so passionate about the work that HealthTech & HealthCare companies are doing! Check out our most recent blog about recruitment strategies for #healthtech orgs!

In an increasingly competitive landscape, the strategies included in this article are just a few ways that pharma and biotech companies can implement to attract, hire, and retain top talent. To maximize a competitive edge, organizations must adapt and evolve... Elevate your team's capabilities, mitigate skill gaps, and drive innovation by choosing Barrington James for unparalleled talent acquisition and development in the ever-evolving field of Artificial Intelligence. Book a consultation with our team today: https://lnkd.in/erN87wvX #AIStrategies #Q2Hiring #AITalentAcquisition #AITalent https://lnkd.in/e_ZWny4m

Internal Mobility — Are these 6 non-technological barriers to internal mobility (IM) impeding IM in your organization? Technology is a critical enabler of IM; without it, IM at scale is challenging. However, it's not sufficient on its own. My slide shows 6 examples of non-tech barriers to IM, such as: 𝗮) 𝗧𝗮𝗹𝗲𝗻𝘁 𝗵𝗼𝗮𝗿𝗱𝗶𝗻𝗴 (i.e., managers prevent or discourage employees from pursuing internal opportunities outside their team). 𝗯) 𝗣𝗿𝗼𝗰𝗲𝘀𝘀𝗲𝘀 𝘁𝗵𝗮𝘁 𝘀𝗹𝗼𝘄 𝗱𝗼𝘄𝗻 𝘁𝗵𝗲 𝗽𝗹𝗮𝗰𝗲𝗺𝗲𝗻𝘁 𝗼𝗳 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝘁𝗮𝗹𝗲𝗻𝘁 (i.e., hiring managers often have more steps to move internal talent than to hire externally). 𝗢𝗻𝗲 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗽𝗿𝗮𝗰𝘁𝗶𝘁𝗶𝗼𝗻𝗲𝗿𝘀 𝗰𝗮𝗻 𝗮𝘀𝗸: "Even if we had the best tech, what non-tech barriers to IM would we need to address to maximize our tech's potential?" I'm also resharing my template, which can help identify non-tech barriers https://lnkd.in/d2ftHe4w 𝗪𝗵𝗮𝘁 𝗼𝘁𝗵𝗲𝗿 𝗻𝗼𝗻-𝘁𝗲𝗰𝗵 𝗜𝗠 𝗯𝗮𝗿𝗿𝗶𝗲𝗿𝘀 (𝗯𝗲𝘆𝗼𝗻𝗱 𝘁𝗵𝗲 𝟲) 𝗮𝗿𝗲 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝘁𝗼 𝗮𝗱𝗱𝗿𝗲𝘀𝘀? If this post was helpful, let me know by 𝗿𝗲𝘀𝗵𝗮𝗿𝗶𝗻𝗴 𝗶𝘁, 𝗰𝗼𝗺𝗺𝗲𝗻𝘁𝗶𝗻𝗴, 𝗼𝗿 𝘁𝗮𝗴𝗴𝗶𝗻𝗴 others who would benefit. #hr #humanresources #internalmobility

2024 has left the talent world with more questions than answers… AI or EI? Recession or Recovery? Recruitment or Retention? Wellbeing or Compensation? Remote or hybrid? Gen X or Gen Z? Curation or creation? For our EWS Team it’s been another exciting year delivering innovative solutions to our global clients. Some highlights include – • US Talent pipelining exercise for Medtech client. 4 hires and counting. • Confidential US ED Clinical Leader for Global Biotech. After exhaustive efforts by our client’s internal team, EWS created a bespoke solution and were able to identify and engage the perfect candidate. • Confidential Head of Development Japan for global biotech. Highly complex search where the market had been exhausted. EWS’ global reach enabled them to source a stellar candidate and deliver on this crucial role. • EMEA Compensation benchmarking analysis for Global pharma client. EWS delivered comprehensive data for skills across EMEA. Client reported improvements in recruitment and retention. • Confidential Global Competitor Intelligence exercise for an Automotive Manufacturing client. The EWS team were required to identify competitors, research their structures and provide detailed insights and analysis. From our research the client was able to respond to the increasing demands of new regulation and compliance. • Confidential US Payroll Leader for global Engineering client. Challenging project where the EWS team delivered a superb shortlist and the ultimate hire. • Cardiology Leader Switzerland for Global biotech. Described by the HM as a ‘needle in a haystack’ exercise. EWS found the needle and are still picking out bits of straw! • US Sales Talent pipelining engagement for Industrial Process client. In addition to 5 hires, thus far, the EWS team has delivered compensation benchmarking and insights. Now we might not have all of the answers to the questions above, though frankly I think very highly of Gen X! But the EWS team love to provide solutions to your challenges and after a relaxing festive season we’ll be back out there identifying and engaging the best talent in the world. From us all, thank you, and we wish you a healthy and happy festive season. #TalentManagement #AI #Recruitment #Retention #GlobalHiring #ExecutiveSearch #MedTech #Pharma #Biotech #Benchmarking #LeadershipRoles #FutureOfWork #GenX #GenZ

What's the secret to a world-class Healthtech hiring strategy?   Our CEO Rachel Neill recently sat down with Louvella Ivanoff, PHR from Abridge to talk best practices, and Louvella shared 4 key takeaways that have helped Abridge excel at Healthtech hiring: ☑ Aligning Values with Recruitment ☑ Creating Meaningful Work ☑ Retention through Employee-Centric Practices ☑ Sustaining a High Bar for Talent   Check out the full article for more details: https://lnkd.in/gt5xuWEm   #Healthtech #HiringStrategy #BestPractices #HealthtechJobs

Internal mobility (IM)—the movement of internal workers across different roles and opportunities within the same organization—is a critical component of talent management. While technology is a significant enabler of IM, non-tech factors must also be addressed to maximize technology's potential in facilitating this process. Here are a few ideas to consider. #hr #hrtech #internalmobility

🚀 Exciting Partnership Announcement! 🤝 We are thrilled to announce a strategic partnership between #Clapself, an AI-powered talent platform, and TKG (The Kleinbach Group), a renowned executive recruiting firm specializing in Sales and Marketing talent for the #healthcare industry. This #collaboration marks a significant step forward in reshaping the #futureofwork! 🌟 Clapself, an AI-powered #talentplatform connects skilled professionals with the right job and career growth opportunities that align not only with their technical qualifications but also with their soft skills, personal attributes, and values. Clapself's unique #AI and vibe score technology offers a more streamlined, high-quality, and humanized experience both for the professionals and businesses. Together with TKG’s unparalleled expertise in #executiverecruitment, we are tackling the evolving challenges of today’s workplace head-on, ensuring organizations find the right leaders to drive growth and innovation in #healthcare. By combining TKG’s deep industry insights with Clapself’s cutting-edge AI, this partnership is designed to: ✅ Streamline hiring processes ✅ Enhance decision-making with data-backed insights ✅ Provide exceptional candidates who align with organizational goals We’re redefining what it means to #hireforimpact in a fast-changing world. The future of recruitment is here – and it’s smarter, faster, and more human-centered than ever before. 🌐 Stay tuned as we embark on this exciting journey to make hiring better for everyone. #AIRecruitment #FutureOfWork #HealthcareRecruitment #Clapself #jobs #growth #rightmatch #talentmarketplace #ExecutiveSearch #annuouncement #newpartnership #aitalent #softwaredevelopers #toptalent #talentsolutions #hr #hiring #recruitment #placement Michael Hendricks Lyn Kleinbach

Staying Ahead of the Curve in IT Staffing As the demand for IT talents continues to rise, companies are placing a greater emphasis on diversity and inclusion in their hiring practices. 90% of leading companies today have already invested in #AI technologies, more than half of these businesses claimed that AI tools help them increase productivity. So AI learning is must so as AI based hiring. #Agility is a key ingredient. As IT teams become more diverse and distributed, the ability to work effectively in a team environment is important. In order to stay ahead of the curve, organizations must remain agilein recruitment and retention strategies . #Technology & #Talent Pool: Managing remote teams can be challenging, and organizations must have the right tools and processes in place to ensure effective communication and collaboration. Organization must remain open to work from anywhere and attract best talent. #BrandBuilding by Employer: If one builds strong employer brand, then invest in employee engagement, provide opportunities for professional growth and development, and foster a culture of innovation and creativity to stay ahead of curve and this will bring gains in the market due to good reputation on organizational culture. Motivated workforce is possible only by prioritizing the development of a strong employer brand, and ultimately achieve greater success in their IT staffing efforts. #Jobdescrpition is the first point of contact between an organization and a prospective candidate. To attract top IT talent, job descriptions should be clear, concise, and tailored to the skills and qualifications required for the position. Human resource is evolving every year along with the changing dimension of work place culture. How do you and your organization see this. Do let us know? #humanresource #ITstaffing TechTitanClub Daya Prakash 👨🏻💻 TalentOnLease 👩💻Pervesh DhingraSanjeev Matta (Co-Founder - TalentOnLease) Amita MohanNirakh Prakash Ravi C Dasgupta

Did you know that over the next decade, 1.1 million tech jobs will emerge globally? Sadly, organisations are woefully unprepared to meet this demand. So what can businesses do? Tech professionals are in high demand, with 70% receiving multiple offers when accepting their last role. Additionally, the volatility of tech hiring is creating waves, over-hiring in some sectors, while others fall behind. In our latest blog post, Gigged AI's CEO & Co-Founder Rich Wilson outlines 4 approaches to address the skills crisis facing CIOs in the coming year. Read them here 👉 https://bit.ly/3ZzD1ja #CIO #SkillsGap #SkillsShortage #TechSkills