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Roundtable

Is Mexican Talent Bolstering the Industry or Holding it Back?

Wed, 09/05/2018 - 10:18

Each area of the health sector requires talent with highly specific knowledge and skills and companies are becoming increasingly demanding in their requirements. The industry needs more talent and more professionals graduate every year, yet there appears to be a mismatch between what companies want and what potential employees are looking for. Mexico Health Review spoke with human capital experts to identify the sector’s needs in terms of human talent and what must be done to meet those requirements.

Mishelle León

Consultant
Hays

The sector is recruiting mainly for marketing and commercial positions. Thus, companies often look for highly proactive and independent people who are familiar with governmental negotiations and who have a high level of English. At this point, the Bachelor in Biomedical Engineering has an extremely high demand from medical devices companies. Most companies in the medical devices sector are very young compared to the pharmaceutical industry. As a result, they are looking for employees who can grow with them. Medical device companies are investing significantly in training and education for their personnel, so they want to retain them in the long-term.

Cédric Trantoul

Cédric Trantoul

Managing Director
Morgan Philips Group

There is a lack of coincidence between companies, which expect that recent graduates have all the necessary skills to access new jobs, and graduates, who enter a company and hope to learn. Companies must invest in training and developing the skills of their employees and employees must invest their time and knowledge in the company. Healthcare companies are among the most demanding in the market. For instance, they demand English even if the open position does not require it.

Conzuelo Pi

Conzuelo Pi

Manger of Healthcare Division
Michael Page

The base of potential candidates is very large in Mexico; in fact, the only country with a larger base is Brazil. The problem is not finding people but getting them to change their position. The most complicated part is making the match between the company’s expectation and what the candidate wants. In countries like Chile, when a candidate is at the final stage of a recruitment process, it is between 80 and 90 percent likely that person will sign. In Mexico, the probability of closing a deal is very low. It is hard to convince people to leave their comfort zone.