The Med-Tech Talent Lab

According to a recent KPMG study, 91% of CEOs expect a recession in 2023. Further, according to Intuit. over 80% of large US corporations plan to increase flexible workforce with approximately 40% being comprised of contingent workers.

In this episode, which was part of the weekly live sessions of the Med-Tech Talent Lab, we dove into the pros & cons of contract/interim/contingent staffing for companies as well as for those considering becoming a Contractor themselves.

Each Wednesday we are live with another topic on all things talent in The Med-Tech Talent Lab Community.

Join here:

https://app.heartbeat.chat/medtechtalentlab/invitation?code=E66DEJ

Ever so often you meet someone who simply stands out from the rest. For me, recently, it was Mr. David Alsop, the Vice President of Human Resources at Ultradent.

If you read any of the content David puts out, especially on LinkedIn, or you look back to past interviews or speaking engagements David has done, you'll see that he truly is all about authenticity. I'm so excited to release this episode for your benefit and enjoyment.

David spent the better part of 13+ years with the Kraft-Heinz company starting off in Sales and quickly working his way in and up the ranks of HR leadership.

He joined Ultradent in 2017 and today serves as the organization's Vice President of Human Resources. David is a contributor and council member for Forbes, and he is also the Founder of an organization called Jump Spark. Jump Spark was a cause born to build a community of leaders who inspire the future of human experience in the workplace and beyond.

Ultradent is a company dedicated to improving Oral health globally through science, creativity, and education. The company was recognized in 2021 by Fortune Magazine as a Best Workplace in Manufacturing & Production.

Some highlights of what we covered:

-Why the rules of Talent Acquisition need to be thrown out in order to actually hire the best people and help them succeed

-How underdog stories lend themselves to great hires

-Why seeking out the "excluded" is like seeking out diamonds in the ruff when it comes to hiring

-Why hiring highly experienced and highly educated people may actually be a detriment to your overall company goals

...and so much more!

David Alsop on LinkedIn https://www.linkedin.com/in/davidalsop/

Ultradent on the Web www.ultradent.com

As a HR or Talent Acquisition professional....If you've ever been frustrated by hiring managers rejecting candidates you thought were qualified, or being unresponsive to your request to interview your candidates this episode is for you.

Similarly, if you are a hiring manager who has been frustrated with a HR/TA team who just doesn't seem to get what you are looking for, this episode is most certainly for you as well.

In this episode we uncover:

-The upfront commitments that need to be made between hiring team partners

-The exact line of questioning that you need to ask hiring managers to confirm exactly what he/she is recruiting for

-The exact line of questioning to sniff out whether or not this is a true requisition that should be recruited for

-The one question/answer that will relieve recruitment headaches for both parties for good

...and so much more!

Special Note: This episode was recorded during a live session that occurs every Wednesday at 11am Pacific/2pm Eastern. It is hosted for professionals in the Med-Tech industry who are looking to gain a competitive hiring and/or career advantage. Feel free to join us on the next live session inside the Med-Tech Talent Lab community here:

https://app.heartbeat.chat/medtechtalentlab/invitation?code=E66DEJ

I was pleased to be joined by Mary Brogan, the Head of Talent Sourcing at Intuitive Surgical for this episode. Mary comes to the show with over 20+ years of talent acquisition, recruitment, and staffing experience. She has had the opportunity to work for a variety of companies across many industries. The likes of Fidelity Investments, ADP, & Northrop Grumman to name a few all hold places on her resume.

Since 1995, Intuitive Surgical has advanced minimally invasive care through advanced robotic systems, end-to-end learning and value-added services. The company is a pioneer of robotic-assisted surgery via the DaVinci Surgical System and is used today by surgeons to deliver a less-invasive approach to a variety of surgeries. In 2021, over 10 million procedures were performed through Intuitive Surgical's DaVinci Systems.

Some highlights of what we discussed:

-What is Intuitive's Employer Value Proposition

-How is the EVP leveraged when courting/recruiting candidates

-Real-time candidate insights....Themes of what goes into their decision making process. Criteria that important to them, etc.

-Sourcing techniques that are working in 2022

...and so much more!

Mary Brogan on LinkedIn- https://www.linkedin.com/in/mary-brogan-sphr-5145b2/

Intuitive Surgical on the web- https://www.intuitive.com/en-us

When we talk about branding and the importance of branding for recruitment purposes I think many often confuse Corporate Branding with Personal Branding.

In essence, Corporate branding is what you think of when we talk about fancy brochures or expensively produced videos with corporate logos and possibly green screens, etc.

On the flipside, personal branding is authentic, bare bones content about one’s self, their personal or professional career journey, days in the life, trials and tribulations, personal wins or offerings they can provide others, etc. This can be put out in video form, written form, audio form, however.

What's more important to your recruitment success, personal branding or corporate branding? 100% it's the personal brand.

It’s the personal branding that people connect with the most. People want to work with those they can and do connect with.

Personal branding on social media platforms like linkedin rapidly expedites that opportunity for connection and helps build following. So important when it comes to recruiting and building talent pipelines.

Some highlights of what we covered:

-Who has a personal brand?

-Examples of how to build a personal brand

-Who should be building a personal brand?

-What to do first when building personal brand?

...and so much more!

How do you know if you've been successful in building trust with candidates?

How do you go about building this trust early and often throughout your interview process, or even before they enter into your process for that matter?

In today's dog eat dog world where talent has choice, especially in Med-Tech it's critical to build this trust to that you can leverage it when it comes time to make offers and gain acceptances.

More often than not those organizations that are successful in building this trust are those that will be crossing the finish line with offer acceptances.

Tune in for detailed outline of the how and why!

DenaRae Walter is currently the Vice President of Talent Management at Cynosure, LLC.

She brings to this episode over 20 years of experience building engaged teams who drive big results. DenaRae has had the opportunity to work across many sectors of Healthcare including Pharma, for companies like Sonovion Pharmaceuticals, Med-Tech with companies like Insulet, Payers like Blue Cross Blue Shield and even in the Employee Wellness space with companies like Provant Health.

Cynosure is a company that creates energy-based aesthetic and medical treatment systems. The company develops and manufactures a diverse range of leading treatment applications for hair removal, skin revitalization, scar reduction, gynecological health, body countouring, and more.

Some highlights of what we covered:

-DenaRae's definition of culture

-Who should own the idea of building culture within a company?

-Challenges DenaRae and Cynosure encountered culturally as a result of M&A activity and lessons learned

-Culture building strategies that are working in 2022

..and so much more!

If you are looking for unique insights to help you build, strengthen, and sustain your organization's culture this is an episode you won't want to miss!

DenaRae Walter on LinkedIn

https://www.linkedin.com/in/denaraewalter/

Cynosure on the web:

https://www.cynosure.com/

Let's face it. We all have had our fair share of tough conversations. They're never easy nor are they fun to have. Yet, they are absolutely critical especially when it comes to not losing talent during an interview process.

During his episode of the MedTech Talent Lab we discuss tips, tricks, and strategies you can utilize straight away to make these tough conversations a bit easier and much more effective.

It's so important that hiring teams (hiring managers, HR/TA, and interview panelists) are in sync with one another. The market continues to move at an epically fast pace. Those teams that aren't on the same page as one another will be at a significant disadvantage to competitors who are when it comes to landing talent.

Some highlights of what we covered:

-The importance of setting expectations and building in mutual accountability

-Scripts for how and what to say when one party doesn't fulfill their responsibilities

-The importance of confidence

-Recognizing the value that Talent Acquisition professionals bring to an organization's overall company success

...and os much more!

Allen Chilson is the Talent Acquisition Leader over Vendor Management for Danaher.

Allen has spent over 18 years in the Staffing, Recruitment, and Talent Acquisition space, both in agency and corporate settings. He's had great success building high-performing recruitment teams for many organizations like BASF and AstraZeneca to name a few. Allen now serves as the leader of programs and he is responsible for strategy and leadership of vendor programs delivering full-time and Contingent/Temporary Workforce to Danaher's family of more than 20 Operating companies. Allen also serves as a Board Member for an organization called TALK (Talent Acquisition Key Notes) the world's largest society for Talent Acquisition professionals.

The Danaher organization is a Fortune 500 Science & Technology innovator helping solve complex challenges and improving the quality of life across its diverse portfolio of Med-Tech organizations.

Some highlights of what we covered:

-What common mistakes Allen sees organizations making when it comes to strategy for leveraging search firms

- Pitfalls when building vendor relationships and lessons learned

-How to effectively partner with the RIGHT search firms that fit into your Company’s ways of working with search firms

-How to prioritize the right staffing firms supporting your contingent workforce program

...and so much more!

Allen Chilson on LinkedIn

https://www.linkedin.com/in/allenchilson/

Danaher

www.danaher.com

We all know the market is moving fast. We all know top-talent is significantly in demand. Yet, when it comes to our recruitment processes we act as if "they'll wait for us" or that they "need us". It's just not true.

Imagine the effort your sales organization puts in to courting and retaining clients and customers.

That same, best-in-class effort needs to be dedicated to your recruitment process.

Top Talent does not need your job. We can't stress it enough.

If you could build a one of a kind candidate experience/recruitment process what would you do differently?

This, amongst many other highlights is what we dig into here in this episode.