.png)
From the digital overhaul to the glaring skills gap, the life sciences have challenges to contend with on all sides, and a talent-shaped hole is getting bigger as a result.
The growing need for highly skilled business-critical talent has been exacerbated by the COVID tailwind, leaving even the biggest brands in business struggling to fill positions.
In an industry built on innovation, the life sciences are under pressure to keep up with evolving tech – the right people must be there to pilot the sector to success.
It’s not all doom and gloom. The life sciences are growing, investment opportunities are there, and there are ways to better navigate talent shortages. If you’re hoping to attract and retain top-flight professionals, here are some of our top tips.
Build a Better Brand Story
Why should a candidate choose your brand specifically? Building a better brand story helps you stand out, so it’s worth thinking about what you want to show your prospective employees, after all, they’re the ones who will be part of your journey.
Have you built a game-changing new medical device? Did your team work on the COVID vaccine? Did you toil away with a skeleton crew of one until you broke the global market? Your progression reflects the opportunity to progress, your achievements represent your people’s achievements. Make sure to humanise your brand and lead with an authentic voice too, as it tends to resonate with those seeking a value-based role change.
A strong mission statement can help your cause too, and the life sciences are home to some of the most important missions you’ll find anywhere.
Focus on Diversity, Equity, Inclusion and Belonging
Inclusive and diverse workplaces are attractive. They boost satisfaction rates, improve productivity, and contribute towards a much better brand value proposition for attracting new candidates. The life sciences are poised to solve tomorrow’s problems, but they need diversity of thought to do it in a way that reflects the needs of the population they serve.
The life sciences have a representation problem – setting yourself apart as an inclusive employer (and ensuring you take the measures necessary to validate your claims) can grant you access to a much wider talent pool.
Access to a wider talent pool is a key aspect of navigating shortages, and there are candidates out there.
Use a Specialised Recruiter
Specialised recruiters have both the knowledge and the network to reach further than your hiring managers. At BioTalent, we underpin our entire hiring methodology with a DEIB-focused approach to the market, ensuring that we have the widest reach. Our specialist recruitment consultants have the passion, means and tools necessary to make a positive impact through recruitment, on both our clients and the communities we serve.
If you have any questions about our mission or methodology, get in touch with the team today, we’re here to make a difference.
Showcase Your Amazing People
People buy from people, and if it’s careers that you’re selling, it’s worth showing off how good it is to work for your company!
Your social media presence can have a big role to play in this regard, as can any content you generate as a brand. Your candidate journey starts long before the application stage, so make sure the first thing they see is positive.