How to Reach More Life Science Candidates

Written by: Lucy Walters
Published on: 28 Oct 2021

How to Reach More Life Science CandidatesWith the Life Science job market being highly competitive, attracting the best talent in the industry is a challenge. To improve your chances of finding the most high-quality candidates, you’ll need to be continuously growing your talent pool and implementing new ways of reaching more qualified candidates.

In this article, we outline 7 things you can do to reach more life science candidates, with advice on how to attract both active and passive talent...

Develop Your Employer Brand

Developing your employer brand is key when it comes to securing top talent. 75% of prospective candidates consider a company’s employer brand before they apply for a job, and will do research on your online reputation before anything else. Poor employer branding costs companies around 10% more per hire, so if you’re investing in attracting new talent, you can’t afford to not invest in developing your employer brand too.

Read our recent article on the importance of employer branding in life science recruitment.

Tap Into International Markets

To grow your candidate pool, consider hiring applicants from overseas. Implement a global hiring strategy that supports international candidates with visa processing, relocation and accommodation, and grow your network of candidates on a global scale. Broadening your reach will open you up to new skill sets and experiences and will help to diversify your workforce.

Using niche job boards can be a great way of locating international talent. PharmiWeb.Jobs now has affiliate job boards in Australia, DACH and the United States, all offering a range of innovative services to help you attract the best talent from global markets. 

Be Proactive

Be proactive in your hunt for strong candidates and find new ways of engaging talent. Here’s how you can be more proactive:

  • Grow your network on LinkedIn with both active and passive talent. If you hire lots of Clinical Research Associates (CRAs), building a network of people already in these roles is just as valuable as connecting with those who aren’t. Instead of just pushing out your roles to connections, find ways of adding value to their network, perhaps by sharing original content.
  • Use targeted email campaigns to deliver information on your organisation and open vacancies straight to the heart of your target audience. This helps familiarise jobseekers with your brand and makes sure they don’t miss out on any opportunities. 
  • Search through PharmiWeb’s CV database of over 53,000 active CVs using specific search criteria to match candidates with your open positions. Use CV Alerts to be notified when qualified candidates upload their CV to be the first to reach out.
  • Implement an employee referral programme that encourages employees to recommend someone they know for one of your vacancies. By rewarding them when one of their recommendations is hired, you’ll encourage them to continue to build their network and keep an eye out for candidates well-suited to your organisation, even if they aren’t currently job searching.

Be Responsive to What Jobseekers Need

You need to be responsive to the changing needs of jobseekers, especially when it comes to developing your company culture and implementing employee benefits. Stay up to date with what new generations are looking for in their next role, and really make your organisation appeal to their needs.

The Life Sciences 2030 Skills Strategy report outlines how Gen Z jobseekers are entering the Life Science industry with different values to previous generations, with many wanting to join an organisation that makes a difference to society as well as science. Think about how you can make yourselves stand out as an employer and listen to what jobseekers need the most.

Take a look at our recent article on what is most important to Millennial and Gen Z jobseekers in 2021.

Target Both Active and Passive Talent...

The Life Sciences 2030 Skills Strategy report claims there are more passive jobseekers within the Life Science industry due to highly specialised skill sets. This is why it’s so important to focus on engaging both active and passive talent, and on building an employer brand that successfully improves your employer of choice positioning. 

Visit PharmiWeb’s Recruiter Blog for more tips, guides, and research on hiring within the Life Sciences.