Languages
Pages
Legal
Recruiting & retaining a competitive workforce
Leon Hendra,
Head of Contracting
Today’s agenda
• Case study: Recruiting and retaining talent in an organically grown business, with reference to leadership & development
• Real Life Sciences’ industry report highlights: Recruiting and retaining a competitive workforce, A spotlight on European employers 2014
• About Real Life Sciences.
Leading the field
Real Life Sciences is a global leader in pharma, biotech and medical devices recruitment.
We have one of the largest networks of specialist recruiters in the world.
We have more 250 specialist pharma, biotech and medical devices recruiters worldwide – and growing.
Our premise: by recognising talent and valuing relationships we can deliver local, global and industry expertise wherever you need it.
From our offices around the world Real Life Sciences is committed to providing our clients and candidates with the highest standards in recruitment and to providing each with a personal and bespoke experience.
Global reach
SydneyBrisbane
AmsterdamFrankfurtZurichBrussels
LeedsBirminghamLondon CityLondon Soho
BostonNew YorkChicagoSan FranciscoSan Diego
Paris
Singapore
Tokyo
Dublin
Our methodology
Real Life Sciences industry report:Recruiting and retaining a competitive workforce
• Based on the results of our worldwide employer survey, conducted with over 200 leading Life Sciences organisations from across the world.
• Plus further insight from our series of 10 international thought-leadership roundtables, which were attended by senior leaders from across the Life Sciences industry.
Download the full report at:
www.realstaffing.com/insight
The recruitment outlook
In the past 12 months do you think the available talent pool has:
Increase market share
Top 3 commercial objectives for the next 3 years:
70.8%
61.1%
55.6%
Develop new products
Increase competitiveness
The recruitment landscape
How important are the following factors when looking for a new role?
European employee perspective 2013
Recruitment trends and challenges
Increasing salary and bonus expectations50.0%
47.2%
44.4%
Increased competition for the best people
Lack of skilled professionals on the market
Top 3 recruitment trends seen by employers:
Biggest challenges facing employers:
Lack of talent51.4%
50.0%
48.6%
Lack of available skilled talent
Competition for the best talent
Paying attention to retention
Employers are confident about retaining their best people, saying:
70.0%
57.5%
44.4%
Our staff churn levels are low
We offer competitive salaries/financial packages
We offer competitive flexible benefits/work-life balance
The employer proposition
Employers felt their top 3 strengths when recruiting are:
58.3%
50.0%
40.3%
Offering a good work/life balance and flexible working
Offering a competitive financial package
Offering good L&D and career development opportunities
and their reputation as a desirable place to work
An organic business model
Since inception Real Life Sciences has grown organically
This unique model has shaped our employer proposition.
Case study: the root of the problem
Our internal analysis showed 2 critical issues:
Pain pointsStaff turnover
Who will lead?
Leadership deficit
Case study: Employer proposition
To solve our staff turnover challenge, and strengthen our hiring and onboarding we invested in reinforcing our employer proposition, in three main areas:
Case study: Leadership proposition
Developing leaders from specialists is the challenge of the organic business model.
Tailored executive ‘MBA’
Training leaders from day 1
International mentoring program
Summary
• Continual leadership development is the alternative path.
• A Tailored employer proposition will strengthen your ability to recruit and retain the best talent.
• The war for talent is back, this time it’s Global.
Top Related