Motivations to Move - Diagnostics

The compensation package is always an important aspect of choosing one role over another. We're not here to kid ourselves about that. But it's not the only definitive factor anymore.

Candidates are increasingly placing emphasis on the non-financial elements of a job offer, especially if they have two offers on the table that offer similar when it comes to pay. 

So what else do they care about? We have conversations with candidates in the diagnostic space every day, and here are some of the most common reasons why candidates are choosing one company over another when they're making a career move. Nail these things and you'll set yourself up nicely for attracting candidates over the competition!

Progression opportunities

There's nothing worse in a career than feeling like you're stuck at one level. Particularly for those towards the start of their careers in diagnostics, the need for progression opportunities in a new role is constantly mentioned as an essential. Ambitious candidates will be looking to achieve a promotion within the first year of joining a company, and if they don't see this as a possibility, you may find them looking to move on to another role that offers the progression they desire.

We'd advise making it clear from the off what they can expect when it comes to progression. Clear structures coupled with regular check-ins to see how they're getting on is a winning formula for showing you're serious about helping your employees to progress. And as for making this obvious to prospective candidates, case studies about success stories are a great way to show what progression can look like with you!

Professional development

In a similar realm to progression, ambitious candidates want to join a company that values their professional development. Whether that's paying for additional courses, giving them dedicated development time, or providing opportunities to try new things, companies that show a willingness to aid their employees in their professional development will be of interest to many top, ambitious candidates.

To show to these candidates that you value their professional development, put in any internal recruitment posts about the budget that's available for additional training and qualifications. Want to go a step further? Celebrate employees that have recently achieved a new qualification! Clarity is the key here.

Company mission

As we're in the healthcare industry, a lot of employees and candidates will be driven by a strong sense of wanting to do good for the world. With an industry full of people with strong morals, it should come as no surprise that candidates want to work for a company that has a mission they feel strongly about. The more specific your mission is, the likelier you are to get candidates who are equally as passionate about what you're trying to achieve.

Once again, the best way to attract candidates who are mission-led is to boast about it on social media. Consistent communication that is genuine rather than performative will appeal to talent who are equally as passionate about your mission.

Work-life balance

Increasingly in our conversations candidates state that they want a move that allows for a better work-life balance. This can come in many forms including flexible hours, remote working, or even part-time work. Each candidate will want or require a different level of flexible working, but an openness to negotiate a working pattern that works for everyone will be a big factor in a decision for many candidates in this industry.

If a flexible working pattern is possible, make this clear in your job adverts. On the flip side, if you can't offer a flexible working conditions, don't state that you can. Don't be that company that states the role is hybrid in the advert, then take that back further down the recruitment process.

Strong brand/product

A key aspect that many seem to forget the importance of in a candidate's decision is the power of brands and products. There is a certain level of draw that big brands have in a market; people want to work for the biggest names in the business. As well as brand, talent can be attracted by products. A company providing an innovative solution in the market is sure to have people's interest, particularly those in sales and marketing positions.

To make your brand sought after, you need to put time and energy into your brand strategy. A strong brand may take a while to build, but it is a sure-fire way to strike strong interest in the job market.

Leaving the clinical setting…

For some candidates, their motivation to move is purely for a change of scenery; they may want a complete escape from the clinic. If you want more information on why candidates are leaving the clinic (and the skills they can bring to a commercial role) then download a copy of our Clinical to Commercial guide here.

What benefits are attracting candidates?
As well as having their own internal motivations to move, there are some select benefits that we've noticed are a big pull for candidates. 

If you are hiring for a sales role where they will be travelling a lot to customers, offering EV/Hybrid company cars is almost a necessity to attract top salespeople (as well as doing your bit for the environment!) Increased pension contributions are yet another benefit that not only attracts new employees but encourages them to stay for a long time. 

One final additional benefit that always gets a good response from the market is mental health support. Paying for access to an external service to provide advice or even free counselling sessions is another big draw.

So there we have it. These are what's motivating top candidates in diagnostics to move from one role to another. Interested in making your own move in the diagnostics space? Reach out to me on adam.leeder@fmctalent.com and lets chat.