Choosing the Right RPO for Med Tech

Jobs in the Medical Technology industry have been steadily rising. The professional designations include surgical robotics, diagnostics, medical equipment, dialysis equipment, etc. Surgical robotics, for example, is an area within Med Tech that is undergoing rapid expansion. In 2018, the global market share of surgical robots stood at $5.4 billion, and according to the Global Market Insights report, it is expected to reach $24 billion by 2025 (at a 24.4% CAGR). An aging population is a primary reason for such demand. Surgical robotics engineers earn in the range of $110k to $125k per year. With 5+ years of experience, you can even look at $160k per year. While the numbers look promising, the organizations hiring Med Tech talent face several challenges. This highlights the need to hire an RPO to manage the hiring.

What is RPO? Why choose RPO for hiring?

Organizations face significant stress regarding hiring and, more importantly, retaining Med Tech talent. With the improvements in workforce acquisition technologies, the challenges seem overwhelming for the small Human Resources staff. As times change, catering to the present and future workforce’s expectations can be challenging for a limited-resource HR department.

What services RPO provides

Recruitment Process Outsourcing benefits include access to knowledge, skills, experience, and technology for its clients.

• Reduction of work and responsibilities of the HR staff of the Medical Technology organization.
• Make up for skill shortfalls and manage off-peak man-hour demand.
• As recruitment is their core competency, RPO provides the latest innovations and technologies for Med Tech talent sourcing.

The Shortage of Talent in the Field of Med Tech

Hiring full-time candidates for medical professional positions has been a challenge for organizations. These positions include surgical robotics, diagnosis, machine-used in healthcare, dialysis equipment, etc. A holistic approach is required to hire quality candidates. RPOs bring in tonnes of domain-specific experience and expertise in devising strategies and developing innovative approaches to sourcing right-fit talent. RPO strategy has talent marketplace visibility that cannot be acquired by internal HR Teams.

RPOs for Med Tech have the capacity to invest in the latest technologies, such as AI, to develop innovative sourcing platforms. As they have the volumes to justify the expenditures, healthcare organizations can leverage the technology quickly and efficiently. Predictive analytics is an in-built feature of AI; HR teams can use it to quickly identify the best-matching candidates from the talent pool.

RPOs Address Talent Retention Challenges

RPOs are experienced recruiting firms that have firsthand experience of handling talent for different industries. They have the expertise to cater to the job seekers’ changing needs. An internal recruiting team might not be well-equipped to handle changes in expectations. RPO serves as a talent acquisition partner in adapting to the changing marketplace. RPOs have agile teams that can handle sudden surges in hiring activity, thus reducing RPO costs. This may be induced by opening a new location or a new department. And vice versa: when hiring freezes, it can be handled easily by an agile RPO team.

Candidate Expectations

When it comes to potential hires, internal recruiters find it hard to manage expectations. The first contact with the candidate has a lasting effect on the candidate. HR staff should take note of the need to provide a positive hiring process experience. They also need to focus on building and strengthening employer branding in candidates’ minds. Thus, such inspired candidates can quickly become brand promoters and provide substantial word-of-mouth publicity for the company. RPO for Med Tech staffing companies use time-tested techniques to provide a smooth hiring process experience to candidates. RPO providers could run a process audit for the organization and provide valuable feedback for improvement. Resultant is a streamlined hiring experience for the candidates.

An RPO for Med Tech industries could also bring in the latest hiring techniques that employ technology. Mobile Apps or websites for hiring, Social media interactions with potential candidates, and online talent forums to provide an enticing yet personalized experience. RPOs could conduct phone interviews, pre-application tests, and video interviews.

Top RPO companies, like Pierpoint, could provide the latest AI-powered Application Tracking Systems (ATS) to reduce time and human error when sifting through received applications. RPOs already have industry contacts to ensure every job advertisement reaches its full potential. AI-powered hiring tools could help draft a typical candidate profile that can be easily found among the overwhelming number of applications received. AI can help streamline and automate the scheduling process.

Medical Technology industries can leverage the USPs of RPOs discussed above to positively affect their recruitment teams’ challenges.