Latest on Twitter:

Effective Market Access Appointments – How Digging Deeper Produces a Better Crop

March 26, 2013

by Marcus Metcalfe

market access appointments

As a Managing Consultant, my role is to lead mid-senior level assignments within Market Access, Pricing and Health Economics Across Europe. This is a challenging area for our clients and critical to the success of their organisations. Talentmark has established a reputation for effective placements within this area and I’d like to explain how we achieve this by digging deeper and asking the right questions.

After four years at Talentmark, and eight years prior to this in recruitment and industry, I’m always looking at where we can add value for our clients. Our role is not just to fill a placement, but to be an advisor, an expert – someone who can work in partnership to help guide and advise our clients. A recent assignment reminded me of this. We were working on behalf of a client going through some dramatic, albeit positive, changes.

The original job brief was good but not enough. Whilst the description of the role was sound, there was no introduction to the company, overview of the organisation structure, their reporting lines, turnover, size, or the nature of their products. This is information that potential candidates always ask for and, by providing it upfront we are able to engage with our candidates more effectively.

The role we had been asked to fill was exciting and the style of the advertisement needed to reflect this. This was a critical, strategic post in the UK and it was essential that the brief gave a clear indication as to the true significance of the role. The brief described ‘implementing’ a strategy, setting ‘objectives’ and ‘supporting’ affiliates yet there were few examples, nothing really specific that would give potential candidates an insight as to what this meant.

After a brief call with the client, we managed to define these specific details. In addition, the client had scheduled an exciting product launch so we were able to communicate to candidates some of the key events which would typify the role. We were also able to gain an understanding of the culture of the organisation and to be open about some of the challenges they face as a business.

We need to take the time to work with our clients to really understand what is special about their organisation. Feedback has been positive from talent about the brief and I am sure that we will be able to fill the role with an excellent candidate very soon.

Comments are closed.


Get every new post on this blog delivered to your Inbox.

Join other followers: