Tips for interviewers to attract top talent

Hiring in the MedTech sector is at an all-time high. Based on data gathered from January 4th through to May 31st we have found candidates in the Quality, Engineering, and Regulatory fields are interviewing with 3 companies simultaneously once they engage in an active search. 

67% of the candidates we engaged with received at least two offers; simply put candidates have the pick of the bunch. 

While an interview is a time for a candidate to prove why they are right for a job, it is also the company’s opportunity to show those interviewing with them why they should choose you over your competitor. 

We’ve prepared some tips for interviewers to ensure they attract top talent & position their organisations as a top choice to candidates seeking new roles: 

1. Have an efficient interview process 

Be well prepared going into the interview. Don’t duplicate questions from 

previous rounds/interviewers, read the CV carefully & the comments provided by the recruiter. 

Provide feedback both positive and/or constructive after the interview. 

Move swiftly through the process; the time between interviews can indicate how interested the hiring managers are in the candidate, therefore, it is best to avoid delays between interview rounds. 

2. Sell the role and your company 

The interview experience is one of the most influencing factors in a candidate's decision-making process when accepting a new job. 

Take this as your time to describe the role and opportunity; encourage your interview panel to think about what career, learning, or growth opportunities have been afforded to them since joining. Ask them to share this with the interviewee – make it personal/specific to your organisation. 

Candidates are likely to share their experience with colleagues who may also be open to new opportunities in the market therefore always put your best foot forward as word-of-mouth spreads fast! 

3. Encourage a two-way conversation 

A conversational style and engaging interview processes consistently deliver the best experience to candidates. 

Interviewers should take the time to ensure all questions are answered as 

informatively as possible. 

If a candidate is fully informed of the role and company after leaving an 

interview, this will help support a quick & informed decision. 

4. Make the final decision quickly 

Just like the interview process, deciding quickly will show the candidate that you are keen to have them as part of your team and value their time. 

The longer the feedback or offer process, the higher chance the candidate will become disinterested or accept another offer.   

5. Remote working/ethos to flexibility 

While all roles cannot be performed remotely due to the nature of the work, be upfront and open with candidates regarding the levels of flexibility viable for that role. 

Where possible, we recommend introducing some flexibility to retain and attract top talent. 

According to the Remote working in Ireland survey published in April 2022, some 27% of respondents have changed employers since 2020. Of these professionals, 47% indicated that remote working was a key factor in their decision as their new employer offered better opportunities in this area. 



If you need help finding key hires to grow your business please feel free to reach out to us at any time – we can connect you with the talent that you need. 

Jess Bergin – j.bergin@masonalexander.ie