Unlocking talent management in healthtech: Nitin Thakur’ insights

With rapid transformations occurring in the world of work, organisations in the Middle East are encountering new challenges, with talent attraction and retention emerging as prominent concerns. In the healthtech sector, not only is hiring new talent with specific skills a persistent challenge, but the training and development of the existing workforce to keep pace with rapid transformation have become even more crucial.

In an exclusive interaction with People Matters, Nitin Thakur, ex-Vice President at Dozee, overseeing operations and teams across India, MEA, and APAC, shared insights into the Middle East's current talent landscape. He also emphasised the significance of employer branding alongside training and development as impactful strategies for attracting and retaining skilled talent in the region's healthtech sector.

Here are the edited excerpts from the interaction:

Understanding what skills healthtech’s workforce need to thrive globally 

When hiring talent, we need to understand the skills required for a particular role, for example for entry and mid-level roles in sales, marketing, business development, or product, we primarily seek individuals with a focus on sales turnover, territory management skills, stakeholder management, key account management, product and market knowledge, and channel management. In addition to these, business development and corporate ethics and governance are also valued skills. However, for senior-level roles, required skills include strategic thinking and decision-making, which are paramount for leading the organisation. It's crucial to strategically assess what is needed at various junctures to ensure the organisation's success. 

For leadership roles, strategic thinking is indeed crucial, but it must be complemented by effective decision-making and execution. Moreover, strong customer relationship management and talent development are essential pillars of success. Building and maintaining robust customer relationships are vital for long-term sustainability. Furthermore, technical proficiency, while there is significant discussion surrounding AI, machine learning, and other technologies, is not currently mandatory. It is beneficial to possess technical skills, but it is more important to leverage one's existing strengths and align them with the organisation's values, mission, products, and service offerings. Upskilling in technology should be tailored to the specific needs of the role, as technology encompasses a broad spectrum of expertise. Adaptation may be necessary, especially for non-technical individuals pursuing roles in technology, where technical proficiency is a requirement. In addition to this, talent needs to develop communication skills, change management abilities, creativity, and collaboration. These skills facilitate effective interaction with patients and colleagues, adaptability to evolving healthcare landscapes, innovative problem-solving, and teamwork, ultimately enhancing the quality of care provided.

Nurturing talent within the organisation is indispensable for fostering continuous growth. Therefore, it is paramount not only to recruit talented individuals but also to retain them within the organisation. 

Aligning HR practices for supporting talent development in the Middle East's healthtech sector

The workforce in the UAE, especially in cities like Dubai and Abu Dhabi, and in Saudi Arabia, comprises a substantial Emirati population alongside individuals from nations such as India, Bangladesh, and Pakistan. Where Emiratis typically aspire for leadership positions, the mid-level and subordinate roles are often occupied by individuals from aforementioned countries. Despite this diversity, the selection criteria remain largely consistent, focusing on required skill sets and competencies. For instance, it's noteworthy that a considerable number of hospitals in the region employ medical professionals from India. However, for these medical workers the primary challenge lies in adhering to regulations, which is essential for any worker in the region. Assisting talent in navigating these regulations, which involves obtaining permissions and approvals from relevant regulatory bodies, as well as establishing connections with local consultants to facilitate market entry and talent identification, is crucial.

When evaluating candidates, it's crucial for employers to think outside the box and consider diverse backgrounds and skill sets. Evaluating candidates based on their competencies and potential to contribute, rather than solely on industry experience, can lead to diverse and innovative teams.

Lastly, HR and employers should provide necessary training and support to new hires, regardless of their background, to ensure their success and integration within the organisation. This commitment to nurturing talent fosters a culture of continuous learning and development, ultimately benefiting both the workforce and the organisation.

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Enhancing work culture for better talent retention

Organisations need to emphasise taking risks and hiring individuals from outside the industry, then developing their skills, which is crucial for fostering a diverse and talented workforce. Leadership entails taking ownership of talent development and creating opportunities for growth, while the retention of high performers is equally vital. This requires creating a work environment of trust and loyalty within the organisation. To attract and retain talent effectively, organisations should provide learning opportunities, maintain work-life balance, offer competitive compensation, benefits, and perks, and actively address employees' unmet needs and aspirations.

In addition to this, employee engagement strategies like monthly or quarterly review meetings that blend business updates with recreational activities, along with initiatives like company-wide day outings or gym memberships, demonstrate a commitment to employee well-being and enhanced experience. These initiatives, where employees engage in team sports and competitions, foster camaraderie and teamwork, enhancing overall engagement and productivity. Furthermore, recognising the importance of mental and physical health by promoting activities like yoga, meditation, and sports is crucial in today's workplaces. Embracing change and continually evolving engagement strategies ensures that the organisation remains dynamic and responsive to the needs of its employees.

Finally, leveraging social media platforms like LinkedIn to share company updates and insights, showcasing engagement initiatives can be instrumental in attracting talent. Employers can engage with potential candidates by highlighting their organisation's progress, achievements, and future prospects.