Lucy Gilmour

Increase your chances of impressing a hiring manager and landing the job you want by preparing for these common interview questions.

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#facts In the wake of recent industry turmoil, it's become increasingly apparent that negative perceptions of job-hopping within our field are prevalent. While it's tempting for seasoned employees to seek greener pastures elsewhere, it's crucial to remember the foundation that has supported us through both prosperous and challenging times. Those who have remained loyal to their companies for years have not only weathered economic storms but have also contributed to their organizations' long-term success. Their experience, expertise, and unwavering commitment have been invaluable to their employers, providing stability and continuity during times of uncertainty. It's precisely during these adverse periods that the true character of a employee is revealed. It's essential for us to appreciate the sacrifices that our families have made while we pursued our careers. Their support and understanding have allowed us to focus on our work and achieve our goals. As we navigate the challenges of our industry, it's imperative that we never forget the value of loyalty, both to our companies and to the families who have always been there for us.

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3 Steps to Improve Your Med-Tech Recruitment Recruitment in the med-tech industry can be challenging, but improving your hiring process doesn’t have to be. Here are three actionable steps to enhance your recruitment strategy: Leverage Data Analytics: -Use data to identify where your best candidates are coming from. -Analyze hiring trends to predict future staffing needs. Enhance Your Job Descriptions: -Clearly outline the skills and experiences required. -Highlight growth opportunities and unique benefits your company offers. Invest in Employee Referrals: -Encourage your current employees to refer qualified candidates. -Offer incentives to motivate participation in the referral program. -Implementing these steps can lead to more efficient and successful recruitment efforts. Interested in learning more about effective recruitment strategies? Reach out for a detailed consultation.

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Are your clients making low ball offers? With the economic situation creating a sluggish hiring market, and unemployment on the up, are you, as recruiters seeing low ball offers for your candidates? __________________________________ If you enjoyed this post please share it with your network and follow me, Simon Gee for my insights and daily content about the staffing sector.

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Retained v. Contingency Search? To define which is better for your hiring needs it is best to know your situation and goals. Here are some questions to consider when deciding which talent solution may be best for you... ▪ Are you looking to make an external hire or are you considering both internal and external? ▪ Do you need someone immediately or are you flexible on your timeline for delivery? ▪ Is this a crucial role to the operation of your company/team? ▪ Is this a niche role that needs a specialized focus and team of SMEs to fill? If you are still unsure or would like some facts and figures to make your decision, feel free to send me a message and we can set up a meeting to discuss! #lifesciences #pharma #biotech #retainedsearch

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5 Common Mistakes in Med-Tech Recruiting (And How to Resolve Them) Recruiting in the med-tech industry is crucial yet fraught with challenges. Here are the top five mistakes to avoid and how to resolve them: -Overlooking Soft Skills: While technical expertise is critical, soft skills such as teamwork and communication are essential. Resolve by incorporating behavioral assessment tools in your interview process. -Relying Solely on Traditional Hiring Channels: Not reaching the right candidates? Expand your search beyond traditional platforms to include specialized med-tech job boards and industry networking events. -Ignoring Employer Branding: Top talent seeks employers with great reputations. Enhance your employer brand by actively promoting your company culture and values on social media and your careers page. -Neglecting Candidate Experience: A cumbersome or impersonal application process can deter top candidates. Streamline the process and ensure timely communication to keep candidates engaged. -Failing to Tailor Offers: One-size-fits-all offers don’t work in a competitive field. Customize offers to meet the expectations and needs of top candidates, considering factors like career development opportunities and flexible working conditions. By addressing these common mistakes, you can significantly improve your recruitment outcomes in the med-tech sector. What strategies have you implemented to enhance your recruiting process?

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Visionary leadership is about seeing beyond the horizon and guiding your med-tech company towards a future filled with innovation and success. Here’s what makes a visionary leader: -Clear Purpose: Define and communicate a clear vision that aligns with both current and future healthcare needs, inspiring your team and stakeholders. -Strategic Foresight: Anticipate industry trends and technological advancements to keep your company ahead of the curve. -Empowering Others: Foster an environment where every team member feels valued and empowered to contribute to the vision, driving collective success. Your leadership can turn possibilities into realities. Lead with vision and watch as your team and technologies transform the landscape of healthcare. What visionary goals are you working towards? Let’s discuss the future you’re building.

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Gain access to expert advice on attracting and retaining top engineering talent with our comprehensive 2024 Engineering Hiring Guide. Align your strategies with the desires of top professionals so you can focus on finding the best candidates for your organization's needs. Download here:

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Want to discover how NYC's #salarytransparency laws are shaping the future of recruitment? Dive into this Monster Hiring blog post to explore the benefits for both employers and candidates. Plus, #Monster explains how these laws can help attract top talent and enhance your company’s reputation.

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To evaluate a recruiting agency effectively, consider the following factor: Specialization Determine if the agency specializes in your industry or the specific roles you need to fill. A specialized agency is more likely to have a deep understanding of your requirements and access to relevant talent pools. #hiringmanagers #Hiringtips #recruiters

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Get tips on how to end an interview so you get the information you need to evaluate job seekers and they leave with a favorable impression. https://dy.si/oYghL

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