What does STRAMMER bring to Healthcare companies in the recruitment process that other recruitment firms don’t?
What differentiates STRAMMER from our competitors is the strength of the Full Talent Solution® and our processes at a local and European level, our teamwork in several searching processes and selection in Talent Acquisition & Talent Management. In the different phases of the process we support our clients and candidates with tools that give objectivity to our evaluation, helping people develop themselves. This includes: Assessment and Development Centres, Onboarding, Individual and Team Coaching and Outplacement.
STRAMMER presents a unique range of services in the Life Science industry. The Full Talent Solution®, provides integrated and customised solutions to meet the needs of our clients in Talent Acquisition (Top and Middle Management) and Talent Development (Assessment Centres, On boarding and Outplacement).
Our team originated in France and has successfully developed and expanded throughout Europe. The team is composed of 50 Talent Acquisition consultants and ICF certified Executive Coaches. All of them have experience in the Pharma and Medical Devices industries.
Is specialisation important to work in Life Sciences?
All sectors have their characteristics, and I believe it is currently important to work with a specialised firm to give a good ‘Executive Search’ service for the client and the candidate.
The Life Sciences industry is very broad, it includes: pharmaceutical companies, biotechnology, hospitals, medical devices, capital equipment, cosmetics, nutrition, veterinary, digital health and health tourism services.
We speak the same language as our interlocutors: sector, clients and candidates. Therefore, there is no need to explain the specificities, the jargon or acronyms such as GMP; HEOR, CMO, FDA, EMA, etc to the consultant. STRAMMER understands the concepts of the sector.
The briefing: a consultant from STRAMMER brings a lot of value to the client and enriches their perspective from having similar search experience for some of the client’s competitors therefore offering information that supposes a benchmark of the sector.
The recruitment: Specialised consultants can search in non-related companies, for instance those that have just entered the sector, the ones creating a division or even companies from other related sectors.
Interviews: when an interviewer knows the companies and the manager’s candidates, they have some advantage, understanding their needs and how candidates can fit it. In addition, they will learn about the company’s culture, their work environment, its track record of launches, successes and failures, etc. With this information they can easily conduct the interview through critical events to see the true value of a candidate beyond the answers.
Shortlist presentation: All those steps above lead to a shortlist presentation. The consultant now has the information needed about the sector, related segments,