How Do You Recruit the Best Workforce?

There is a war for talent in the pharmaceutical/biotech industry like never before. So how can you find the top workforce candidates for your company when everyone is hiring the same skilled professionals? NGP asked Taylor Crook and Kevin McKenna, both Business Development Managers at leading technical and professional staffing firm Aerotek Scientific, LLC.

“Whether large or small, pharma companies can utilize an agency’s recruiting services or benefit from their expertise when establishing a program of their own”

Now more than ever, Pharma companies must be prepared to compete in the war for talent. Their challenge will be to educate their hiring staff regarding new industry trends by encouraging them to network with universities, professional associations, and other relevant resources. The knowledge gained will prepare their staff to proactively respond to the current conditions affecting the pharma industry today, i.e. a shrinking talent pool and growing demand for qualified staff.

Pharma companies will find that filling their technical positions have become increasingly more difficult. These positions are harder to fill because the individuals possessing these qualifications are decreasing in number, and the ones that are qualified are most likely employed. In order to reach these passive job seekers, pharma companies must explore alternative means for hiring new talent. This may mean tapping into new and emerging talent – an option that is typically less desirable for many pharma companies.

One way of reaching new and emerging talent is to establish an internship or mentorship program. At Aerotek, we have found that some of our clients use these abbreviated training programs to professionally cultivate entry level candidates and bring them up to speed. Through these programs, the understudies benefit by learning the mechanics needed to perform their duties and responsibilities within a true work environment. In turn, our clients benefit by building loyalty with the understudies and, therefore, increase the likelihood that they’ll stay on board after the program ends. Often times, these employees result in a greater return on investment for the companies that offer this type of training.

Partnering with an agency is another way to reach new and emerging talent. Whether large or small, pharma companies can utilize an agency’s recruiting services or benefit from their expertise when establishing a program of their own. From our experience, large pharma companies may have an easier time recruiting because candidates are generally more familiar with their brands. On the other hand, smaller pharma companies may need to market their competitive advantages more aggressively because they have not established a strong presence within the market place. Agencies can help identify and market these advantages (i.e. fast-paced work environment, benefits, profit sharing, hands on experience and accelerated opportunities for growth), so that these companies are just as desirable as large pharma companies.

Aerotek, Inc. has been involved in the staffing industry for over 23 years, 10 of which have been related to the clinical research industry. When seeking an agency relationship, be sure to properly screen them for level of expertise, references and familiarity with the qualifications of relevant professions within the industry.