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It’s no secret that the healthcare industry has changed drastically over the last several months. In a fully remote world, digital solutions are vital, making healthtech one of the most essential industries today. 

 

As the need for innovation grows, so does the market. In fact, the global healthcare information technologies market is expected to reach $270.3 billion by 2021, up from $227.5 billion this year. That kind of rapid growth requires serious manpower, meaning technology professionals are and will continue to be in hot demand. Naturally, that leads to a fight for talent.

 

In this article, we break down how notable healthtech companies promote some of the most desirable employer qualities. Use this analysis to inspire your own employer branding efforts and keep tabs on the competition. 

 

FREE REPORT: STATE OF THE INDUSTRY – HEALTHTECH IS ON THE RISE. SEE HOW. DOWNLOAD HERE. 

1. Kyruus’s Career Growth

 

Image via Kyruus

 

Highlighting  individual members of your team is an excellent way to foster a sense of connection and understanding between your  company and prospective employees. Even better is showing candidates how employers are progressing in their own career paths.

In this article, Kyruus’s engineering manager, AJ Jenkins, explains what the experience of transitioning from individual contributor to team manager was like and shares some of the most impactful learnings.  

Not only does the article position Jenkins as a thought leader, it also makes Kyruus seem approachable. Willingly offering career advice in an effort to support other tech professionals in their development endears prospective employees to the team. Jenkins’s advice alone demonstrates his empathetic leadership style and consideration for his direct reports — something every candidate wants in a new boss.

 

 

Furthermore, Jenkins highlights Kyruus’s emphasis on feedback as a way to help employees grow. This goes a long way in attracting high quality candidates and retaining great employees: 48 percent claim that asking for their feedback and acting on it would help to reduce voluntary turnover. 

 

Read the full article here.

2. OrthoFi’s “Win-Together” Culture

 

Image via OrthoFi

 

Company culture plays a significant role in a job seeker’s decision making process. In fact, 46 percent cite culture as “very important” when evaluating a job opportunity and 56 percent of employees say company culture is more important than salary. Regardless of industry, employers must make a concerted effort to promote their workplace culture. OrthoFi, a notable provider of software solutions for the orthodontic industry, leveraged this article to do just that.

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VP of Technology, Steve O’Quin, Shares his experience as an OrthoFi employee, highlighting what distinguishes the team from other tech companies. “Many companies focus on culture, but it is often a difficult concept to pin down,” says O’Quin. “At OrthoFi we feel culture, and our incredible team members are the foundation of everything that we do.”

 
This inside look at the team’s company culture helps prospective employees get a better sense of what it’s like to work at OrthoFi. Not only does this entice top talent, it also helps them make a more informed decision, improving the chances of hiring a well-suited candidate.
 

3. Cedar’s D&I Spotlight Video

 

 

Diversity, equity and inclusion (DEI) are more important than ever. Employers must create safe, entirely inclusive work environments in which all individuals can thrive. Your efforts will significantly impact your employer brand as well as your ability to recruit and retain top talent  67 percent of candidates seek out diverse companies and 13 percent of employees monitor how frequently senior managers discuss diversity and inclusion.

 

In this Insider Video, NYC-based healthtech, Cedar, puts its team members front and center to discuss how they’re addressing the essential workplace issue of DEI. Doing so allows Cedar to provide prospective employees with the information they desire from the people they trust the most. Furthermore, each employee has the opportunity to speak to the aspect of Cedar’s DEI initiatives that mean most to them. This helps highlight diverse voices from across the organization and illustrate how the company takes a multifaceted approach to diversity, equity and inclusion.

 

Watch the full Insider Video here. 

4. InterSystems Elite Tech Team

 

Image via InterSystems

 
A product is only as good as its tech team, which means a group of highly skilled developers and engineers is vital. That’s especially true for InterSystems, the information engine behind some of the world’s most critical healthcare applications. In order to quickly and securely meet user needs, InterSystems needs skilled, agile tech professionals on its team.
 
InterSystems’s Insider Page goes beyond the typical tech company overview. A full page dedicated to the people behind the product offers candidates. aglimpse at the kinds of problems the team is dedicated to solving. Not only does it give prospective tech employees a sense of what projects they might be working on, but the opportunity to truly envision themselves as a part of the team.
 

5. Medici’s Mission-Driven Product  

 

Image via Medici

 
An organization’s core values should be at the heart of everything the team does — from how they do business and treat customers to how employees interact and work together. Promoting your company’s core values and mission will not only attract well-suited candidates who uphold similar morals, it will also help establish a strong employer brand.
 
Core values are not something to set and forget; just like a company culture, values must be thoughtfully set, maintained and upheld across the organization. Healthcare messaging platform Medici is redefining the doctor-patient experience — always with their core values in mind.
 
This Spotlight article allows Medici to tell the story of how its overarching mission drives product evolution. By including multiple perspectives from across the organization, the team shows prospective candidates that its core values touch every aspect. ofthe business. As a true healthcare technology leader, Medici genuinely “C.A.R.E.S.,” an acronym the team uses to create a strategic workforce founded on its key values: caring, ambitious, resourceful, excellent and speedy.
 
Furthermore, the fact that leadership is credited with modeling values and celebrating mission-driven behaviors is a huge credibility boost for the team. Disingenuous executives — those who preach but don’t live by the company’s values — are extremely off-putting to prospective employees. The Spotlight shows job seekers that Medici’s values are integral to the success of the organization and embodied at every level.
 

6. Pager’s Engineering Spotlight

 

Image via Pager

 
Showcasing employees and their experiences is a highly effective recruitment strategy. Why? Because 66 percent of candidates believe the best way to get a sense of a potential employer is by interacting with current employees. Furthermore, candidates trust employees 3x more than a potential employer and 83 percent of job seekers are likely to search for company reviews when deciding to apply to a job.
 
This Spotlight article allows Pager — a mobile-first, AI-powered solution that helps people navigate the healthcare system — to showcase members of its engineering team. Highlighting leaders and individual contributors shows how every member of its engineering team contributes to the success of Pager.
 
The article allows the organization to share the story of its mission and culture while simultaneously promoting its innovation. It’s an impactful way to showcase Pager’s team dynamic, managerial styles and collaborative approach to engineering.
 

7. Lose It!’s Work-Life Balancing Act

 

Image via Lose It!

 

One of the most important parts of a job is work-life balance. Employees want a boss who will support them in their passion outside the standard 9 to 5. In fact, it’s a huge factor in attracting candidates: 76 percent of employees report seeking jobs with more flexibility because of work-life balance. Furthermore, employees who positively view their work-life balance are 10 percent more likely to stay in their current role.

 

In this Insider Spotlight, two members of  the Lose It! team explain how the organization supports people development — offering opportunities. to explore the here and now, in and outside of the office. Through exciting trips and retreats, Lose It! demonstrates its appreciation for its employees with a totally unique experience.

But it’s not just that: by encouraging employees to prioritize their needs beyond their work responsibilities — going to the gym, spending time with family, pursuing passions — Lose It! shows that it makes work-life balance a part of its employees’ day-to-day. In that, it becomes a reality.

 

Read the full article here. 

Whichever strategies you choose to pursue when cultivating your employer brand, be mindful of the fact that candidates are unique and will have varying priorities. To appeal to a wider talent pool, you should aim to vary your approach. Think about the parts of your organization that resonate most with your current employees and market them to candidates. Doing so will help create a more effective and authentic employer brand. 

 

FREE REPORT: STATE OF THE INDUSTRY – HEALTHTECH IS ON THE RISE. SEE HOW. DOWNLOAD HERE.