What was the impact?

350 passive candidates approached

Improved the experience of the company's TA team

Increased brand's awareness on the marketplace

Candidates satisfaction improved

The battle for talent is fierce in the medical devices industry. It is especially difficult to entice experienced and highly competent engineers. So when our client set up a new manufacturing project there was a lot of “heavy lifting” to be done in identifying potential future employees.

The client

The client in question is a globally active manufacturer and supplier of medical technology, driven to make healthcare better. Its history is rooted in innovation. In 2016 it employed 33,000 people worldwide. Products include joint replacement components, bone tissue replacement, robotic arm-assisted technology, surgical power tools and computer-aided surgery.

The challenge

It can be incredibly difficult to find professionals with the right set of competences to fill permanent positions in the medical devices industry. The internal talent acquisition team lacked the time to source suitably qualified and experienced professionals to support a new and growing part of its business: the manufacture of a 3-D printed device. This is an exciting and fast-developing niche within the medical technology industry and demand for the few engineers specialising in this area is very high.

Many potential candidates are already engaged on interesting projects and are therefore “passive”, i.e. reluctant to move, even if an attractive salary package is on offer. A reactive approach is inadequate in these circumstances. The client engaged M3S to generate large numbers of candidates who might be interested in working with them in the future.

The solution

Talent pooling takes recruitment from reactive to proactive: it establishes relationships with a pool of potential candidates who offer the precise competence sets that best suit the employer’s needs. Building a talent pool is an effective way for recruiters to ensure a constant flow of candidates is available when needed. 

The project proceeded by first, gaining deep insights into the qualities of the candidates sought. Based on this information M3S interrogated its database to identify matches. Screening and candidate engagement established a talent pool of professionals who are eligible for employment with the client, open to future opportunities and a good fit with the corporate culture.

The benefits

By the end of the project, the client had received a long list of 179 qualified and interested engineering candidates for any future hires within its 3-D printing teams and the wider business. M3S relieved the internal talent acquisition team of the burden of screening several thousand potential candidates in a three-month period to reach this number. The project thus freed them to work on other responsibilities.

“We have helped the client’s internal talent acquisition team by working through the longlist and qualifying candidates, freeing up their time to work on other responsibilities,” reports Programme Manager Maria Cosgrove.

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