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.
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.
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.
Image via InterSystems
Senior leaders are responsible for the broader business strategy and touch just about every aspect of the organization. It goes without saying that they have a significant impact on the employee experience. Even if they’re not completely accessible, employees want visibility into their leadership’s goals and plans for the future. More than half (61 percent) of employees cite trust in and with senior management as important to their satisfaction. Showcasing your leaders will help cultivate a relationship between the C-Suite and team members.
With the healthtech landscape constantly evolving, spotting and predicting trends early is crucial. VillageMD — a household healthtech name — used this article to highlight its CTO, Mike Roberts. It provides Roberts a platform to share how the team continues to innovate and stay abreast of patient and provider needs. Furthermore, it also gives him an opportunity to forecast the future of healthtech, establishing him as a thought leader. Giving candidates insight as to where the company is heading will make them eager to work alongside such a forward-thinking leader.
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.
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.