Despite the general picture of malaise across the British economy, there are several sectors that are experiencing significant growth, accentuating the underlying demand for a comprehensive and candidate focused recruitment strategy.
One of these sectors, the Medical Device industry, is currently one of the largest sectors within the global healthcare industry and has experienced significant growth to meet the urgent demands of the current pandemic. According to a July 16th 2020 Financial Times article, “some of the strongest [stock market] performers through the first half of 2020 have been in medical devices and life science sectors”.
Recruitment and Talent Management understandably, therefore, sit as the backdrop to ‘success’ for these companies. Particularly so in their ability to ramp-up hiring and onboarding of volume and niche talent to meet increased order books. The questions generally being asked by Heads of Resourcing and HR Directors in this new world, ranging from:
|
Managing job applications, assessments, shortlisting, interviewing, offer management and onboarding of candidates in a remote working environment is challenging to handle without a centralised ATS that binds all the stakeholders in the recruitment process tightly together.
Whilst addressing the recruitment journey, understanding the candidate experience becomes equally as critical to be able to attract quality talent and progress them quickly through the hiring funnel.
"I actually went through a remote recruitment process for a major company. It was very slick, well organised and they went through multiple stages in one day, one after the other. I heard back from them within a couple of days and the virtual onboarding process was very smooth.
They had my laptop mailed to me a week before I started with all the accessories I’d need to get set up, they gave one of the IT support guys my number so he could remote into my machine and get it ready for starting on my first day. I was asked if I needed anything for my home office to help with productivity and they sent me two branded face masks (I got to choose the colours), a bake your own bread kit and a potted plant."
Wouldn’t it be great to get this type of feedback from a candidate recruited and onboarded without ever attending the company’s offices or physically meeting any of their team? Is this now the new nirvana for recruitment in a post-COVID world?
In many cases, COVID-19 has provided an extreme stress test of a company’s recruitment and attraction capabilities. Positioning a compliant, highly secure, and best practice ATS at the ‘front and centre’ of your recruitment process will accelerate your organisation’s recruitment success.
If you’d like to find out more about how Jobtrain is helping our clients reconfigure their recruitment processes with ‘virtual’ as the default approach, please contact us for an exploratory discussion.