Clinical

Relocation and its benefits are a huge topic within recruitment, especially when speaking about niche industries like: MedTech, Aviation and Aerospace, or Mining.

What is onboarding? Companies spend a significant amount of their time looking for the perfect candidate in order to fill an open role in their organization. However, it is often forgotten that the job of the HR function or Hiring Manager is not finished once they hire the right candidate. To transform a new (and likely very nervous) starter into a productive team member, an effectively planned onboarding program is required.  Statistics show that 90% of employees make the decision on whether to stay with a company or leave, within the first 6 months from the start date. Onboarding can have a massive impact on your mindset.  A better onboarding experience improves new employee satisfaction, engagement, and performance. Some scary figures to consider:​ After a disastrous first day, 5% of new employees quit immediately. Within the first 45 days of employment, 20% of new employees will leave. Almost one-third of all new employees leave the company (voluntarily or involuntarily) before the end of their first year.​  A good onboarding process expedites the integration of new employees while lowering costs. Replacing an employee typically costs an organization between 50 and 150 percent of the departing employee's annual salary!  How can you make an effective and successful onboarding program? Onboarding programs can differ depending on the size and culture of the company. However, there are some common tips and rules used in successful onboarding programs. Before we get to the training part, it is crucial to ensure that new starters are provided with the needed resources to be efficient. Such resources depending on your work might include: ​Passwords, log in details for software, and the keys to access the building  DeskWork uniformAttendance tool Tablet, Computer, or phone​  Having this, you can be confident that they have what they need which would make it less stressful for both you and the employee. Top Tip: Highly motivated employees will go the extra mile, so don’t be afraid to point them in the right direction! Provide a reading list or suggest a few useful websites that will allow them to independently research and accelerate their learning. Complete the paperwork before their start date  Documents like the contract of employment, payroll forms, work requirements & VISA need to be finished before day 1. The quicker you are done with the important documents, the faster you can put your mind on planning the engagement part of the onboarding. Nowadays, instead of posting the documents, consider an electronic signature. This is a quick way to avoid any delays and allows the employee to keep all important documents stored electronically too. The team and communication Building the employee/manager relationship from day one is essential for communication. According to the data, 61% of ‘best at’ onboarding businesses allow their managers to be part of the hiring process making the status of new hires accessible for them. Through applying this process of engagement between manager and new starter you provide the employee with the best practices, knowing that they are being followed in the correct way.  Top Tip: Don’t be afraid to communicate before the first day! Send a welcome email, set up a virtual coffee, give some insights into the onboarding process. New starters appreciate the contact, and you’ll appreciate having a strong foundation from Day 1 to build on. Create a welcome experience and provide them with culture aspect of the companyHave a clear owner of the orientation experience – is it the hiring manager or a human resources representative who will walk them through the office, show them where the kitchen, good coffee machine, and best bathrooms are?  Make the new hire feel truly special by allowing them to decorate the space if they have a dedicated workstation. If you're hot-desking or working remotely, consider making a fun, travel-sized pack. Hot desking may be unfamiliar to many people, so making a caddy full of treats may help to normalize the experience. Top Tip: Create a welcome pack! It can be inexpensive and include some essentials like a branded water bottle, pens, mousepad, and a voucher for a desk plant.  After the first dayAfter let’s say 4, 6 months, a year… How are you staying in touch with that employee overtime? Onboarding should not end after the first week.  Setting your employees up for long-term success requires clear goals, objectives, and succession planning. This is where probation management comes into play. It's simply not enough to hire a superstar and expect them to perform flawlessly all the time. To help them thrive, every top talent has a great coach and support network. Share goals and set regular check ins. When the best practice of onboarding is carried out, it benefits not only the new employee but also the manager and the organization as a whole. 

The medical device landscape is continuing to evolve as we see an increase in AI, surgical robotics, molecular diagnostics, and digital health. Even for the most traditional medical device manufacturers, the ongoing challenges of regulatory compliance, entry into new markets and keeping a harmonious balance between internal departments is prevalent.So, for the professionals working in the highly demanding role within a Regulatory Affairs team, what sets you apart from the rest in this constantly ever-changing professional landscape? What will allow you to develop ahead of schedule and continue professional development? I imagine if you are reading this and we are connected, you already have the technical competence with product registrations for medical devices, relevant academic study experience in Life Sciences or Engineering. Let’s call this the technical and core competencies.What I would like to share with you is the soft, professional skills companies are looking for. The things that start-up, mid-sized and global medical device companies are talking to me about… Every Single Day.Stakeholder management and challenging the status quo Being able to challenge the status quo, having a ‘seat at the table’ internally and being the logical, clear voice of regulatory. Clearly communicating the department wants, needs, challenges, limitations, and hard limits with regards to compliance. Replicating this externally, perhaps with suppliers or the Notified Body. Confidence is key and having the ability to be a change driver in an organisation – companies need these skills to stay innovative and agile in an increasingly competitive and challenging market. Organisational and Project Management In regulatory, unless you are in a large organisation with a clearly divided RA function, normally you will be wearing many hats and working across several areas in the business from R&D, QM, RA and auditing. Companies always have projects on-going and systematic organisation skills are key. Especially with entry into new markets and the transition to MDR and IVDR, perhaps working towards MDSAP or a first ISO13485 certification. Be sure to work on your PM skills and pick up those project leading/contributing skills. Communication skills – The ability to speak the language of engineering and regulatory This links back to point one but essentially, being able to navigate the internal structure and competing demands within the business is key. From R&D who are pushing innovation, to sales whose focus is to get the products out the door, you need to show how you handle these potential roadblocks and come to a conclusion that still meets compliance. Also, translating the data and documentation from engineering into the regulatory framework and QMS is such a valuable skill – showing that you are not only comfortable with the paperwork, but also getting a bit technical. Showcasing your listening skills and ability to negotiate with commercial acumen will gain the respect of senior business leaders who perhaps, have limited knowledge of regulatory and are in genuine need of your expert opinion and guidance. It’s not always going to be easy, but we all love a challenge, right? Working independently and as part of the team Autonomous working, especially in the post-COVID-19 remote working world is going to be so important. It was even before! Whether the company is 10 people or 10,000, medical companies need professionals who can stand on their own two feet, plan their days, have awareness of the priorities and pressures but most importantly, still ask for support when it is needed. I spend 50% of my time with my clients understanding their role requirements but the other 50% is dedicated to understanding the team, culture, environment, and people. It’s important to show you are able to build relationships with a multi-disciplinary department and be a team player towards the common goal. Resilience I will never forget the time a candidate messaged me two minutes before a call and typed “Rebecca, I have to reschedule. I’m stuck on the other line with the Russian MoH dealing with chaos!” There are going to be challenges in every day, but also variety, working with like-minded people and making a difference in the world. In interviews, competency-based assessment will be a topic. Questions like “R&D owe you a document to be able to submit a time critical submission, but they are dragging their feet and don’t see the urgency. How would you handle this situation?” This is the type of question we see come up a lot, particularly from multi-nationals and start-ups.  Dealing with organisational change, resource management, increasing regulatory pressures and interrelationship demands internally are all challenges that will bring you personal and professional growth, extremely valuable in the industry as you progress your career into a more strategic/influencing role. Your job is vitally important. You keep the medical world spinning, patients living longer and leading happier lives. There is a shortage of supply in regulatory affairs and increasing demand, but do not forget the soft skills mentioned above to set you apart from the rest!What competencies do you think are necessary for a successful career in Regulatory Affairs?