Talent Centric
Creating scale
and driving
talent acquisition
efficiency at
Medtronic
Medical technology, services and
solutions company Medtronic’s
acquisition of Covidien in 2015
prompted global transformation
across the business. Markus
Pflanz, Director of Talent
Acquisition, explains what this
meant for the recruitment agenda
and why introducing RPO gives
him the flexibility to create a
talent acquisition strategy
that is fit for purpose.
T
he story of the janitor working for NASA
who, when asked by President Kennedy to
describe his job, said: “I am helping to put a
man on the moon,” is well documented. Now
more than ever, talent looks to employers to
provide meaning and purpose in their career paths. For
those organisations that get it right, it can prove powerful
in improving employee performance and retention and
building a robust talent pipeline.
Global medical technology, services and solutions
company Medtronic aims to do just that for its 88,000-
plus employees across 160 countries. Since its inception
in 1949, Medtronic has produced technologies including
a wearable pacemaker, implantable mechanical devices,
drug and biologic delivery devices, and advanced energy
surgical instruments. Today, its technologies are used
to treat nearly 40 medical conditions and, in turn,
transform the lives of millions of people globally.
“We provide solutions to heal people,” explains
Markus Pflanz, Director of Talent Acquisition, Global
Recruitment Partnering. “Our Mission, which is integral
to our day-to-day decision making, has remained
constant since 1960: to alleviate pain, restore health and
extend life. We aim to translate that mission into our
employee value proposition (EVP) – we offer careers that
change lives.”
With Medtronic hiring around 11,000 professionals
each year, a key focus of Pflanz’s role is to help the
Issue 1 - 2017
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