As Deloitte describes, many life sciences organisations are turning the ‘Great Resignation’ into the opportunity for a ‘Great Re-imagination’.
This means focusing on greater flexibility, a more diverse culture, and fostering greater collaboration.
Part of creating a more diverse working environment is widening the talent pool beyond traditional academic backgrounds and routes.
Transferable skills are extremely valuable, in part due to the skills shortages that the industry is facing – data programming, for example, is a skill that might be found in traditional tech roles but applied in life sciences.
Additionally, companies are looking more to have access to the best talent, rather than just hiring them permanently – contractors, gig workers, external suppliers – are now combining with in-house employees instead.
Cross-functional teams are another area that digitalisation has acted as a catalyst for, which can allow for greater flexibility for businesses.
When MSPs give insights into today’s talent market to their client, it helps to set expectations that won’t limit their recruitment partners’ ability to deliver the best talent that matches the criteria.
The scope of job requirements An area that MSPs can find challenging is how to align their clients’ expectations with the current talent market.
Often, client expectations don’t match such a candidate-driven, competitive market.
For example, clients may be set on a certain duration of previous experience from candidates and are inflexible about this requirement.
However, for MSPs, clients and their talent providers, setting realistic expectations of the scope of job requirements is key.
Rather than searching only for candidates with 7-10 years of experience, why not work with the hiring manager to review the criteria and see if 5 years+ is adequate?
This widens the talent pool without compromising on the areas that clients are most invested in, and can be applied to location (e.g. can the role be hybrid?) and educational requirements (e.g. opening the talent pool beyond degrees from specific institutions).
It’s more important than ever before for MSPs to look towards the future demand to provide the best service possible for their clients, and also to collaborate effectively with their talent supplier.
After all, the talent market can shift significantly, which is why being proactive can keep the recruitment process streamlined and efficient.