Bard Medical are a leading medical device manufacturer with a strong presence in multiple consumable markets such as IV Access, Critical Care, Vascular and Urology amongst others.
In a period of change following their acquisition by Becton Dickinson that completed in December 2017, Bard were continuing to grow their commercial team following a successful finish to the year across all divisions. Though they are a sought-after business in the Medtech market, they had difficulty finding the right calibre of candidates for three new positions within their Critical Care division and engaged with RMG after using a multiple agency approach for the five months previous.
RMG were engaged on three new positions in this team, Clinical Specialist in the North, Clinical Specialist in the South and Sales Specialist for the North. The timeframes were pressing and a hard deadline was given to ensure that all new employees were able to attend a Global meeting in Florida that would be key to their onboarding process. The objective of these positions was to provide a shortlist as a matter of urgency to Bard, without compromising on the quality of candidates we looking to engage with.
On beginning the process we used a variety of different tools and resources to research the market and truly uncover a broad range of talent that could be appropriate for the positions, leaving no stone unturned. From initial screening, we were able to narrow the pool down to candidates that had the relevant experience as well as those who would fit the business culturally. A pivotal part of the process was the competency-based interviews, where we were able to comprehensively understand the skills, motivations and experience of the candidates, and ensure they were meeting the brief set as close as possible. With the timeframes that were set being very tight, we needed to ensure that we were hitting the mark for Bard, with little margin for error.
RMG were able to deliver three comprehensive shortlists to the hiring manager within the timeframes set, and through a thorough screening and a robust competency interview, we were able to keep the calibre of the individuals to a very high standard. After five months of reviewing 80+ CVs and interviewing some 30+ candidates for the roles, the hiring manager was delighted to begin interviewing a combined shortlist of 12 candidates submitted by RMG in the five-week deadline, a much better use of their time.
Needless to say that three hires were made in the timeframes and on the last update from Bard we learned that they all enjoyed the global conference in Florida (but who wouldn’t!).
RMG would never confess to having a speedy ‘quick fix’ solution to all recruitment projects, but this is a great example of how we can tailor our approach to meet our clients’ needs using not only our resources but also our years of experience in sticking to a comprehensive recruitment process. Needless to say, we are currently engaged with Bard again on numerous different projects and hope to add long-lasting value to our key client.