What kind of talents do IVD enterprises need?

Gravity is one of the most significant manifestations of a company's competitiveness. Whether it can attract and retain talents is also an important indicator of a country's development potential.

When did the United States begin to attract global talent? The answer is that after World War II, the United States invested heavily in "buying talent" globally. The siphon effect of the United States on global talent is intrinsically linked to its rapid post-war economic recovery and becoming a superpower. However, the COVID-19, which we have gone through three years and has not yet gone out completely, has the same impact on the global economy as the World War III.

The economic recovery after the epidemic is bound to bring about a new round of talent competition, so what kind of talent do IVD companies need now?

1. Compound talents

Taking sales personnel as an example, future sales talents will definitely be comprehensive service oriented. With the implementation of a series of reform measures such as the national centralized procurement policy, DRGS, and Sunshine Procurement, the entire marketing system of IVD will undergo changes, and the requirements for frontline sales personnel will gradually increase. There will also be more people who need to do things, which will in turn require sales personnel to adopt more efficient work behaviors.

Previous sales may have had relationships, but future sales require academic understanding, channel building and management skills, planning skills, and the ability to customize different sales plans for different customers based on their needs and product lifecycle. Even if it's a relationship, future relationships won't just be built with money. You need to have a wealth of knowledge and flexible communication skills.

Similarly, salespeople who truly understand new media operations are also versatile talents, which is one of the reasons why Guo Daqu is highly respected. Real marketing talents are not simply customer service, nor are they a network of relationships; It is a practical elite with ideas, strategies, planning, and management. Experienced and transformative research and development scientists have always been the focus of competition among private entrepreneurs.

2. Talents with closed-loop capabilities

Most people do not possess the ability to perceive, are trapped in their own low cognitive loop, unable to think effectively, and always attempt to understand everything with known cognition. They live in their own world, mistaking it for the real world. Once faced with failure, it is the world's fault. So it's important to respect facts and seek truth from facts. Use facts to verify the correctness of one's cognitive closed-loop logic, and always remember that one's cognition has a dark space under the light. This way, there will be an upgrade channel from low cognition to high cognition.

It is important to cooperate with others, as they have had experience of failure, and those who have failed will not be impatient; It is more important for the other party to have successful experience, as successful individuals have the ability to develop a closed-loop system. So what is closed-loop capability? To put it bluntly, those who have succeeded are more familiar with the secrets of success. In other words, those who have had successful experiences are more likely to summarize the methodology for achieving something.

Closed-loop capability is a type of ability that goes from 0 to 1. Closed-loop capability means that you have gone through the process of gradually becoming successful from a very low starting point, and most companies require talents with closed-loop capability when developing new business or reforming old business.

3. Innovative R&D talents

The layoffs in IVD enterprises are mainly focused on sales. But R&D personnel rarely hear of large-scale layoffs. The absorption of R&D talents is the top priority for all IVD enterprises. Previously, everyone used to make various low-end imitations, but now this path is becoming increasingly difficult. IVD companies are expanding towards innovative products, and there has always been a demand for talent in this area.

Of course, innovation in research and development must be based on the premise that you are a professional talent and an expert in the field of innovation. Innovation must avoid being limited to personal experience, and must be based on one's solid research and development experience and long-term market insights and judgments.

Strive to reach the top of the pyramid and make oneself scarce

In the future, sales talents who only engage in relationships with hospitals and those who only develop homogeneous products will face a survival crisis. No matter how the industry changes, talent with scarce resources has always been in demand. I don't think it's useful just to master, you need to be able to use it. Usually, truly scarce resources can only be effective in the hands of scarce talents, otherwise it's useless if your father is Li Gang.

For the vast majority of ordinary people, whether it is composite talents, talents with closed-loop capabilities, or innovative R&D talents, it is difficult, but this is reality. The path to becoming a talent is not always smooth, and often full of thorns. The secret to success is actually on this path, rather than the brilliant end that many people aspire to.