They Will Leave You!

Lack of work/life balance is one of the major reasons I see good people wanting to leave their current Healthcare Communications role.
I once met with a client who admitted their top people could earn ridiculous amounts of money by their 2nd year, but that they would probably end up divorced soon after that too. They knew that there was a limited time they could expect anyone to stay.

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Do You Have A Sleep Inducing Recruitment Process?

I think we’ve all experienced regret at some point in our lives. You know what I’m talking about… ‘what could have been?’ or ‘if only.'
And it definitely happens when it comes to hiring in the Healthcare Communications sector.
Unfortunately, some Healthcare Communications businesses are actually driving top talent away, and they have no idea why.
How? Well here are some of my favourite ways to literally make top talent run for the hills.

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What are you?

I was making my way through my emails this morning and there was one in particular that caught my eye…
It was from Ben Settle, a Copywriter and Direct Response Marketer based in the States…
Anyway … this particular email was about spotting the difference between a winner and a loser…
His argument was … ‘losers are always looking for a magic pill’ and I agree with him 100%...
Losers are always looking for that quick fix, but aren’t willing to put the work in to get results…

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Power... Who Has It?

When it comes to hiring leading Healthcare Communications professionals, you might be surprised to know that they have most of the power.
Economic recovery after the recession is on-going and unemployment rates are declining resulting in fewer candidates for open positions within the sector. Hiring Managers are having to work really hard to fill their jobs. This is unlikely to improve anytime soon, and with the upcoming retirement of the baby boomer generation, the workforce will become smaller still.
In addition, increasing scarcity of good talent in the Healthcare Communications sector means that the candidates have options. This means that they’re not likely to participate in a hiring process that doesn’t value their effort and time. 

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To Degree Or NOT To Degree?

From time to time I have found myself in a very frustrating situation…… HR departments who insist that all candidates have a science degree.
We are not talking graduate intake here. We are talking extremely well seasoned Healthcare Communications superstars, proven and unbelievably successful for an extremely senior position, but there’s a problem ….. one particular candidate who stands out a mile from the rest… doesn’t have a science degree!

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