ABHI Project: Making the MedTech Industry an attractive career option Chantal Thompson and Latifah Brown, Philips
Agenda Key Deliverables of the Project › ABHI context: current practices of ABHI companies and status › Careers fair: Understanding how the ABHI can best engage high school students and work with school career services to give information about the MedTech industries. › Grad Survey: Understanding what attracted current graduates in ABHI companies to the MedTech industry and what sources of information did they use to help them make their decision? › Research: Understanding what best practice looks like in other industries such as accountancy, FMCG, consultancy so the MedTech industry can get early engagement similar to these industries Next steps: Culmination of field-based and contextual research to provide recommendations for making MedTech an ‘attractive’ career option
Summarise: key insights › Schools: key influence is taken from direct conversations, hence children go to their parents for first opinions on career routes. › Engagement is high in the sciences, yet knowledge of how they can take this interest forward to develop as a career is limited. › We need to ensure parents are aware of the opportunities in the MedTech industry as they are key influencers. › University students: competing companies regarding applications – sources such as the Sunday Times Best companies are highly influential. › The MedTech industry needs to create a ‘story’ something people can relate to and inspire. › Leveraging ABHI as a whole could create greater awareness and a greater candidate pool.
The Results Continued…. ❯ Direct conversations METHODS USED TO EXPLORE POSSIBLE with parents family CAREER OPTIONS members, career male female events and individual company websites 60 ❯ Educating their first 52 point of resource – 50 47 PARENTS. 40 37 35 30 25 20 20 14 11 9 10 5 0 Direct Conversation School Career Services Career Websites Career Events Individual Company Websites
The Results Continued…. WHO HAS THE MOST INFLUENCE ON CAREER ❯ The results show DECISIONS that parents have the biggest impact on career decisions. 9 Other Relatives ❯ What other 6 resources can we use to support decision making? 37 Parent/Guardian/Carer 35 0 5 10 15 20 25 30 35 40 female Male
Graduate survey Understanding what attracted current graduates in ABHI companies to the MedTech industry and what sources of information did they use to help them make their decision? › Targeted current graduates, as well as graduates from the last 3 years › What we wanted to get from them: How did they come to work in the MedTech industry? › What subjects did they do at school › What did they study at University – was there any correlation between University degree and subjects studied at school? Or when they did work experience? › What made them apply to a MedTech-based company? › Were they applying to other industries and if yes, why? Essentially: what can ABHI start doing to engage students pre-university?
Graduate survey PLATFORMS THEY WOULD USE TO LOOK FOR ❯ Three main go to ROLES sources. Are they being used 35 effectively? 31 31 29 30 ❯ Interestingly 25 accreditation lists are still quite 20 18 17 17 popular. 15 9 10 5 1 0 0 0 0
Graduate survey SOURCES OF INFORMATION USED TO HELP MAKE DEGREE CHOICE ❯ Again reiterates the influence of 25 23 parents in 20 decision making 20 process 16 14 15 ❯ Also the 11 11 importance of 10 having those 6 face to face 5 4 5 interactions. 0
Core Team Recommendations 1. ABHI and members need a presence at careers fairs to educate school children, parents and teachers (or careers advisors if they exist) • DECISION: Are ABHI and member companies willing (in principle) to invest time and $ into this activity? • NEXT STEPS: Identify existing channels (national industry career fairs?), identify if there is a need to do something ourselves (who would we invite?). Decide from any action in this space the follow up activity (depends on success). 2. ABHI (maybe some members but wholly dependant on graduate intake #) need to further educate undergraduates via Milk Round/Prospect • DECISION: Are ABHI willing to (in principle) invest time and $ into this activity? • NEXT STEPS: Identify costs and timeframes, resources required. 3. To support above (if we go forward) produce ‘short and sweet’ ‘credit card’ handout to ‘sell the story’ (why, who, career options) • DECISION: Useful if we go forward? • NEXT STEPS: BE to get costings and investigate options
Core Team Recommendations (cont’d) 4. Social Media: ABHI to ramp up presence on LinkedIn via blogs, host discussion groups etc • DECISION: Are ABHI willing (in principle) to invest in this? • NEXT STEPS: Investigate any costs/compliance etc. Review best practice (Unilever) 5. ABHI website: Work on content – careers information page (industry wide), Tell the story, career paths. Can we list the companies that are members? Search Engine – healthcare/MedTech = ABHI? • DECISION: Can we do some investigation into these topics, but in any event add more (limited) content to ABHI site? 6. Lobbying: What links do ABHI have into those dealing with Educational Reform? Can we influence a consistent approach in schools? What else? DECISION: 7. Sponsorship: Can ABHI sponsor any external awards? DECISION:
To understand how ABHI can best engage high school students and work with school career services to give information about the MedTech industries What did we want to find out?
The Results ❯ 72 respondents GENDER ANALYSIS ❯ Almost an equal split between males and females. Female Male ❯ This indicates that the results are representative of both sexes 35 37
Careers Event Students were asked what their favourite subjects were… FINDINGS ❯ Science was the most popular FAVOURITE SUBJECT ❯ The Arts was another popular Male Female subject 16 14 14 13 OPPORTUNITIES: 12 ❯ Careers events 10 leading to influence on work experience 8 6 6 5 5 4 4 4 3 3 3 3 3 2 2 2 1 1 0 0 0
What are schools implementing now and how can we contribute? ‘Meaningful Employers’ • ‘Careers Programme’ Year 10 Interview days • From Year 7 through to Year 11 Year 12 work experience • Employers promote their brands and industries
Recommendations… School interest in the sciences is high, however school interest in med tech is limited We need a means of engaging students at a critical time when they begin to consider their future careers Face-to-face dialogues The results show that children thrive off face-to-face dialogues: they currently go to their parents and teachers as a first resource. How can we change? Other resources have more influence The careers network that is currently in place can give options to what is available, but the content will not inspire kids to take this further.
Recommendations… Having a defined clear career path Potential talent want to know how they can progress, timescales and what they need to do to ensure it happens. Face-to-face dialogues The results show that at a-level/university level that these face-to-face dialogues are even more important as it a critical point in their career path Engage potential talent through the right mediums We need to ensure we give potential talent the information on the industry and the opportunities using the right mediums.
The Results ❯ 38 respondents GENDER ❯ Equal split between male female males and females. ❯ This indicates that the results are representative of both sexes 19 19
The results SUBJECTS STUDIED AT FURTHER EDUCATION LEVEL ❯ Reiterates the science engagement levels 25 22 found at high school level 20 16 15 13 12 ❯ Interestingly Maths, 10 Science and Business 10 8 7 Studies are quite 5 popular 5 3 3 2 0
The results DEGREE STUDIED AT UNIVERSITY 14 13 ❯ Two standout degree choices 12 10 10 ❯ Are we missing 8 7 out on talent? 6 4 4 2 2 2 0 0 0 0
What would you like to see more of that is not currently available to applicants? Accurate and detailed job Three key overarching Testimonies from themes: descriptions that are actually current employees who ❯ Wanting to know representative of the role that work in those specific what the job is the applicant will be doing on a really like from the departments to give day to day basis. people currently information on the day doing it to day activities and ❯ Structured career Also job descriptions that make what the business is like path it clear the focus is on learning to work for ❯ Accurate job quickly and adapting to the descriptions new role and not experience A clear structured career progression path with objectives to up-skill over time
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