If you’re a company in the life sciences industry needing workforce solutions, consider using specialized firms with a deep understanding of the unique skills and expertise required in the industry. These firms have the resources and networks to source top talent and have experience placing professionals in various roles within life sciences organizations. They can save you time and hassle in the hiring process and ensure that you have a talented and qualified team to drive your company’s success.
According to recent industry statistics, the demand for professionals in the science, technology, engineering, and math (STEM) fields is rising. The Bureau of Labor Statistics projects that employment in STEM occupations will grow by 8.9% from 2019 to 2029, faster than the average for all occupations. This growth is driven by various factors, including an increasing need for workers with advanced technical skills in an increasingly technology-driven world and a growing recognition of the importance of research and development in pharmaceuticals, biotechnology, and medical devices. As a result, clinical and scientific staffing firms play a vital role in helping companies find the skilled professionals they need to stay competitive in today’s market.
For over 30 years, Joulé has been providing workforce solutions and delivering top talent to industry-leading clinical, scientific, and healthcare organizations. It’s the 12th most prominent life sciences staffing firm in the United States, and has five regional offices throughout the country ready to deliver on your business needs. We source and screen candidates for contract, direct hire, contract-to-hire, and project-based roles, connecting talented people and dynamic organizations in a variety of industries and sectors, including:
Chemical & Petrochemical
Clinical Research Organization
Clinical Site Networks
Commercial & Industrial
Consumer Products
Cosmetics & Fragrance
Food & Flavor
Healthcare & Medical
Medical Device
Pharmaceutical & Biotechnology
Site Management Organization
Entering 2023, we are excited to educate our audience on professional topics ranging from recruiting, career growth, interviewing, hiring manager tips, industry insights, and more. We will provide exclusive interviews with our employees, and behind-the-scenes peeks into our day-to-day experiences.
If you are a job seeker looking for your next opportunity, please visit our job portal: Joulé Job Search
Contact us if you’re looking for clinical, scientific, and healthcare talent.
At Joulé, we believe our world is filled with possibilities – where character, integrity, and commitment drive our purpose. Operating at the forefront of the life sciences arena, Joulé’s relentless approach enables our clients to execute critical initiatives and significant projects rapidly and effectively. Joulé is a System One division.
Once you’ve crafted a resume that stands out from the crowd, it’s time to get ready for your interview. The interview process can be the most intimidating part of a job hunt, but confidence is key.
We’ve previously talked about the importance of preparing for commonly asked interview questions, but what else can you do to ace your interview in English? As part of our Career Week, we’ve put together eight top tips to set you on the path to interview success.
1. Do your research
It is absolutely essential that you familiarize yourself with the industry, company and role you’re interviewing for. The company’s website is a great place to start. This will provide some useful talking points and ensure you’re ready for a few standard interview questions. Always come prepared with an answer to the question: “Why do you want to work here?”
2. Practice, practice, practice
Practice makes perfect. Arrange a mock interview with a friend, or if all else fails, rehearse your answers to commonly asked questions in front of a mirror. Not only will this be an opportunity to gain confidence in your spoken English, it’s also a great way to get comfortable talking about your relevant skills and qualifications.
3. Be prepared
It should go without saying but do make sure you’re on time for your interview. If you’re relying on public transportation, always have an alternative route in mind in case your bus or train is delayed. Also, remember to bring an extra copy of your resume and a list of references.
4. Know your strengths
A hiring manager will want to know what skills you’ll to bring to their company. Read the job specification and make a note of the credentials they are looking for. Think about your relevant skills and achievements, and prepare to talk about specific examples that highlight your professional strengths and suitability for the position.
5. Think about a weakness you’ve overcome
It’s no secret that interviewers love the question: “What is your biggest weakness?” Identify something that you’ve struggled with in the past, but have since dealt with. Be sure you can list concrete ways in which you’ve overcome this former weakness. For instance, perhaps you used to struggle with organization, but now you make a point of keeping an updated calendar to help you stay on top of your tasks and deadlines.
6. Dress for success
When it comes to an interview, it’s crucial that you make a great first impression. The best advice? Dress for the position you want. You will be more confident when you know you look well groomed and your clothing is wrinkle-free and professional. It’s also important to be comfortable in what you’re wearing on the day; there is nothing more distracting than an interviewee who is fidgeting with their clothes or hair.
7. Smile
Positivity goes a long way in an interview. A genuine smile can put everyone at ease and show your interviewer that you’re truly enthusiastic about the job. Be sure to make eye contact and be aware of your body language. Above all, avoid the temptation to make negative comments about former employers.
Taking the time to say a polite thank you following an interview is a small gesture that can make a big impression. Consider following up with a thank you email. This will keep you at the forefront of the hiring manager’s mind and give you the perfect chance to reiterate why you would be a great fit for the position.
If you want to identify the best candidate for a job, you have to ask the right questions during the interview. And that takes preparation.
You need to evaluate not only the job candidate’s skill sets and experience but also how the interviewee thinks. That requires you to ask the right types of interview questions, with both closed-ended questions and open-ended questions.
Other kinds of queries can produce even more nuanced information to help you with your hiring decision. Here are four types of interview questions employers ask, including when to use them — and pitfalls to avoid.
1. Closed-ended interview questions
This category of job interview questions calls for simple, informational answers. Often, they can be just a “yes” or “no,” but you should give candidates an opportunity to explain themselves. These questions can help you quickly gain basic information about the job seeker.
Here are some sample closed-ended interview questions:
“How many years did you work for your last employer?”
“Have you ever worked in a different industry?”
“What’s the longest you’ve worked for any employer?”
“Are you comfortable working remotely or in a hybrid environment?”
“Do you prefer working with a team or independently?”
When to use them: Closed-ended job interview questions work best if you’re trying to elicit specific information or set the stage for more complex questions.
Pitfall to avoid: Asking too many closed-ended questions in rapid-fire succession can make interviewees feel as though they’re being interrogated, especially if you fail to link them back to the job criteria.
2. Open-ended interview questions
Open-ended questions require thought and oblige the job seeker to reveal attitudes or opinions. For example, a behavioral interview question asks the candidate to relate past on-the-job experiences to situations they’re likely to encounter again in the new position.
Here are sample open-ended interview questions employers ask:
“Can you describe how you handle tight deadlines on the job?”
“Can you give me an illustration of how you improved productivity at your last job?”
“Why do you want to work for this company?”
“What are your methods for avoiding errors?”
“What are your greatest strengths and weaknesses?”
“What’s the biggest challenge you’ve ever faced in any job?”
“What direction do you see your career taking in five years?”
“What does your ideal job look like?”
“What could your current company do to be more successful?”
When to use them: Ask these questions frequently throughout the interview, but intersperse them with closed-ended questions.
Pitfall to avoid: If you’re not specific enough when phrasing the question, the applicant’s answer may veer off track, especially if you don’t intercede and provide clarification.
3. Hypothetical interview questions
These job interview questions invite the candidate to resolve an imaginary situation or react to a given situation. Check out these examples:
“Let’s say a project you supervised didn’t meet the goals you set. How would you respond?”
“If you noticed a decline in employee morale, what would you do to improve things?”
“If you were the hiring manager for this position, what skills would you be looking for in a candidate?”
“Let’s say you were given a generous budget for employee training. What would you spend it on?”
“If you were asked to improve communications across your previous/current company, what steps would you take?”
“If you had an opportunity to revise your early career path, what would you do differently?”
“If you could have anyone in our industry as a mentor, who would you choose and why?”
When to use them: These kinds of questions are most useful when framed in the context of actual job situations.
Pitfall to avoid: Don’t place too much emphasis on the specific answers a candidate gives to hypothetical answers. What you’re really looking for is a glimpse into the interviewee’s approach to solving problems and overcoming obstacles.
On the surface, these job interview questions could seem bizarre, but they may actually yield revealing answers. Consider these curveball queries:
“From what you’ve learned about this position, how would you describe it to a 6-year-old?”
“Who would play the lead role in a movie about your life?”
“What’s the most important thing people don’t understand about you?”
“If you could be given any superpower, what would you choose?”
“How would you explain social media to someone who’s been stranded for 30 years on a desert island?”
“If you could take one trip through time, where would you go?”
“What’s the most difficult problem you’ve ever solved?”
When to use them: Employers have used these types of interview questions to see if the applicant can think outside the box. But most hiring managers should approach them with some caution. You may gain insights into a candidate’s creativity and thought processes. But you might simultaneously seem unprofessional — if not a bit odd — if you don’t handle these job interview questions carefully.
Pitfall to avoid: Don’t overuse this approach. If you decide to ask this type of interview question, do it just once. A series of curveball questions may send your candidate scrambling to end the interview.
Types of interview questions you should avoid
A final word of caution: There are other categories of job interview questions employers ask, but they are best to avoid entirely.
One type is leading questions, which are those asked in a way that makes the answer you want obvious. If you use these kinds of job interview questions, you’re not likely to get an honest answer — just the answer you want to hear. For example:
“You know a lot about team building, don’t you?”
“I bet you’re good at setting long-term goals. Right?”
“Is this the job that interests you most?”
Another is inappropriate or illegal questions. You can safely assume that questions about race, age, disability, medical information, gender, sexual orientation, marital status, citizenship and religion should be off-limits, based on state and federal laws.
This article reminds us that no matter how much experience we have, if ever in doubt, just ask! As a novice nurse, it’s influenced me to take note of what factors lead to a successful, efficient healthcare professional. My purpose for writing this letter is to share the importance of adequate staffing based on nurse-to-patient ratios, as well as provide experiential insight into decreased infection rates, medication errors, and transfusion reactions based on my oncology unit.
Hospital reimbursement is based on performance. If units don’t adequately staff enough professionals to provide the care that patients need based on their acuity level, reimbursement may significantly be affected. On the oncology unit in which I practice, we typically staff in line with our patient acuity level. Typically, around 3 p.m., we’re able to staff down if we’ve released our discharged patients and our acuity levels aren’t as high; however, there are days when we’re unable to do so. When units have higher turnover rates, including admissions, discharges, and transfers, additional nursing time isn’t recognized in shift variability when considering staffing needs and nurse-to-patient ratios. We staff based on patient acuity, and we work as a team if we’re understaffed. Our management team comes to the floor to provide additional resources as needed.
Communication between the patient’s nurse and the charge nurse is imperative to ensure that the unit has the resources needed to provide excellent patient care. By being able to provide adequate staffing, our oncology unit currently has no central line-associated bloodstream infections or catheter-associated urinary tract infections, and we’ve experienced only five falls and one transfusion reaction in 2018. Clearly, education, teamwork, and preparation are key to the success of any healthcare organization. I fully believe that if all units were run the way ours is, there would be dramatically lower infection rates on those units. When I obtain my BSN, I’ll be able to further use the knowledge acquired to help assess patient acuity levels and provide adequate staffing, as well as any additional resources my unit may need.
hiring a staffing partner? ask them these 9 questions first.
Talented employees turn good businesses into great businesses. With that said, it takes time and effort to find qualified job seekers — and you only have a limited number of hours to spend on talent acquisition each day. That’s where recruitment agencies come in. As Benjamin Franklin aptly stated, “remember that time is money.” Investing your resources into an expert HR partner can save you on both.
HR partners help companies across the business spectrum hire temporary and permanent members of staff. They act as a middleman in the hiring process and handle everything for you, from advertising jobs, through applicant matching, to the interview stage and getting new hires settled into your workplace.
If you’re in the market for a stellar recruiting agency, read on. In this guide, we’ll reveal the nine probing questions you should ask any potential staffing partner before signing on the dotted line.
questions to ask your potential recruiter
Some staffing agencies promise the world but don’t deliver. For peace of mind, set up an in-person or online meeting with your prospective recruiter and ask the following questions:
1. how do you source and vet top talent?
Your recruitment agency will find applicants for open positions within your company, so it’s good practice to ask how they plan to source and vet job seekers. Ask the recruiter whether they have a screening process, and what that process involves. Do they have background checks in place? What kinds of interview questions do they ask? How will they verify applicants’ qualifications and skills?
2. what does a typical hiring timeline look like?
Every unfilled vacancy makes your business a little less effective. Ask your potential recruitment agency representative to go over a typical hiring timeline with you. How soon can you expect to have an applicant shortlist in your email inbox? When and where do initial interviews take place? How much of the recruitment process will your staffing partner handle, and how do they plan to keep you informed?
3. what guarantees do you offer when placing workers?
Reputable recruitment agencies shouldn’t charge you if they can’t find suitable candidates, or if they’re unable to meet your needs. Go for a recruiter with an iron-clad satisfaction guarantee. Some agencies offer guarantees to replace candidates who don’t work out within the first few months. That can go a long way to inspire confidence in your hiring choices. You deserve to work with a confident HR partner who is certain they will help you find the best person for the job!.
4. how do you support workers?
Stay far away from recruiters who refuse to support the staff they hire. The very best staffing agencies stay in regular touch with recruits to ensure that they settle into their new surroundings. Your final HR partner should be willing to offer advice about employee retention strategy, too. In other words, they need to be in it for the long haul.
5. how do you ensure strong retention?
We mentioned employee retention briefly above; now let’s take a closer look at this vital subject. Your employees are your company’s most valuable assets. First-rate staffing partners take time to match well-qualified applicants to their clients’ open positions. In itself, that careful process improves employee retention. Excellent recruitment agencies go one step further and work with clients to help them retain talent.
6. what is your follow-up and communication process?
This is a two-part question. In the first instance, you want to know when and how the staffing agency will communicate with you or your HR team during the recruitment process. At what point does your team need to step into the hiring process? In the second, you need to know how quickly they plan to follow up with candidates. Will they check in regularly?
7. how do you approach diversity and inclusion?
To ensure you stay within the law at all times, choose a recruitment agency with a proven track record of candidate inclusion and a solid CSR (a corporate social responsibility) policy. Your staffing agency represents you, and it would reflect badly on your company if their approach to diversity and inclusion didn’t line up with yours. Don’t shy away from asking tough questions like their strategy to hire across a variety of demographics and what metrics they use to track diversity..
8. how do you offer value to our internal HR team?
Most companies use recruitment agencies in addition to their own human resources departments. How will your potential HR partner offer value to your internal team? Will they communicate regularly with your staff, and will they share information? Can they contribute specialist skills that you don’t already have in house?
9. what makes you different from other HR partners?
Lastly, don’t be afraid to put your potential HR partner on the spot by asking them how they’re different from other similar HR services. What you’re looking for here is a clear-cut list of premium traits — ways in which they stand out in the recruitment industry. Can they tell you why they deserve your business? Can they do so without criticizing their closest competitors?
why make Theeft Healing Centre your staffing partner?
Here at Theeft Healing Centre, we believe in matching smart people with the right jobs, and we use innovation and technology to help us accomplish that goal. Our team of over 900 recruiters in connect with and find jobs for thousands of job seekers every week. Don’t let our size fool you, though — we use a personalized approach with every one of our clients.
Our expert recruiters are specialists in your local market, so they know how and where to find top talent. We have an extensive existing talent pool full of pre-vetted professionals, too — so you can rest assured that your new hire knows how to deliver.
The perks don’t stop at acquisition. Randstad can also help you create a robust staff retention strategy, so that your team stays together for the long term. Our exclusive combination of staffing benefits isn’t available anywhere else.
the recruitment wrap
Working with a recruiter should make your life easier. With the right staffing partner at your side, you’ll experience less recruitment frustration and more success.
We’re at a turning point in healthcare. The COVID-19 pandemic washed over the industry like a tsunami, rearranging priorities, care delivery modes, and supply chains. And now that the waters of crisis are beginning to recede, many professionals are reconsidering their choices. Some have decided to pursue different goals in their careers – to earn new certifications, choose a different discipline or specialty, or focus on public health initiatives. Other nurses and physicians have decided to opt out of traditional positions in big hospital networks and pursue locum tenens work or positions in underserved areas.
These paths are attractive for several reasons. Many want the flexibility of locum tenens to have better work-life balance in handling school and family obligations; others like the idea of traveling to different regions of the country; some want to take breaks between assignments. Still others want to experience a variety of patient populations and clinical environments to help them broaden their skillsets. Others like the idea of practicing hands-on trauma medicine, something that may not happen much in conventional staff positions.
Choosing a Supportive Medical Staffing Agency
If you’ve decided to explore this route, you have your pick of medical staffing agencies to choose from. But not every staffing company or assignment offers a fulfilling experience – and it’s important to consider some factors upfront before you tie yourself to a disappointing situation. While professional efficiency and staffing expertise are the baseline, you should also factor these six elements into your decision.
Consider smaller companies vs. big “staffing mill” agencies. The biggest staffing agencies tend to drop people into an assignment and call it a day – something that can leave you feeling stranded in a new environment. Smaller agency recruiters will usually take the time to get to know your professional goals and work with you to find the right fit. Small agencies may also pay better, since they don’t have as much overhead to cover.
Check out their track record. Any agency can present itself as a supportive, reputable company. Confirm that by searching out reviews and testimonials that prove they have a good track record. You’ll also want proof that nurses, physicians, and other staff enjoy working with them.
Ask if they provide clinical support. You should never feel isolated on assignment. A good medical staffing company will provide clinical oversight through medical directors and chief clinical officers, so you’re never on your own or shouldering unfair responsibility. Also important: the agency is physician-led, which means their leaders have worked in hospitals and understand your needs.
Clarify who handles administration and logistics. A staffing company that provides administrative support, such as doing the heavy lifting in terms of lodging arrangements and credentialing paperwork, frees you up to focus on providing care. You’ll enjoy your job that much more and have more energy for your patients.
Confirm there’s room for growth. A locum tenens job can feel great now, but eventually you may find a facility where you could see yourself working long-term. Ask if your agency offers long-term assignments or other pathways, so you can grow your career in a way that works with your changing priorities.
Look for training and professional development. Your assignments may be temporary but your career will span decades. Look for an agency that will invest in their employees’ success by paying for new certifications and even degree programs. They should also prepare you for your assignment, so you can offer culturally informed care to clients from different backgrounds.
Taking Control of Your Career
If you’re looking to change your current career trajectory, think carefully about what each medical staffing agency has to offer. The right partner can open new doors and help you align your sense of purpose with your day-to-day work life. Just be sure to choose a company that serves your best interests – and can provide a foundation for your future success.
In recent times, both healthcare and life sciences industries including medical technology, biochemicals, and pharmaceuticals, have experienced exponential growth. With a surge in drug and novel medications development, it has become imperative that key players employ the best staff to ensure a high level of efficiency and productivity.
As a result of the increased demand for next-generation therapies, life sciences and healthcare businesses face stiff competition from rivals to secure the services of top, tech-savvy talent if they hope to remain relevant. This can become quite problematic if staff recruitment is done from within the organizations themselves.
THINGS TO LOOK FOR IN A HEALTHCARE AND LIFE SCIENCES STAFFING AGENCY
While it is generally agreed that hiring talent for healthcare and life sciences companies should be done via a professional recruitment agency, deciding on the particular recruitment firm to partner with is a decision that should be given due consideration. Outlined below are criteria to evaluate before choosing a staffing agency.
INDUSTRY-SPECIFIC EXPERTISE
A key factor is the amount of expertise they possess in recruiting talent tailored to specific requirements of the prospective employer. As various life sciences and healthcare industries continue to expand and develop, the demands in terms of skilled personnel required to function in crucial roles have become more noticeable.
At The Planet Group, we don’t believe that a single staffing model can work for all. Each of our brands is dedicated to the needs of a specific industry so you can work with experts in your field who understand your challenges and objectives.
PHARMACEUTICAL AND BIOTECH SPECIALISTS
The Bureau of Labor Statistics forecasts a surge in the demand for the services of analytical chemists. The increasing need for these pharmaceutical technology specialists parallels a rise in medical nano-tech and chemistry, which requires their expertise in analyzing and establishing the nature and safety of emerging medical compounds.
Another highly sought-after group of life sciences professionals are clinical trial managers. When taking into consideration the length of time and amount of finances invested in trying to secure FDA approval for a new drug, it is understandable that key players in the biopharmaceutical industry would seek to staff their organization with the best available specialist personnel.
In tandem with the ever-expanding biopharmaceutical industry, the demand for drug safety specialists is expected to increase rapidly. With the rise in the number of novel medical solutions being churned out, the need for drug safety specialists to monitor production processes and ensure adherence with regulations and standard operating procedures cannot be ignored.
In addition, the necessity to keep up to date with the sheer volume of increasingly complex medical advances has placed more emphasis on a previously little-known aspect of life sciences called medical writing. Expert medical writers are being increasingly pressured to provide exhaustive biostatistical information with regards to clinical research and new drug development, not only to the general public but to regulatory and ethical agencies as well.
When you partner with Planet Pharma, you benefit from high-quality services at a competitive cost. Whether you need on-demand staffing, direct hire or contract staffing solutions in pharmaceutical, biotech or research, we deliver exceptionally skilled profiles as quickly as possible so your projects don’t suffer any delay.
HEALTHCARE SPECIALISTS
The healthcare industry is currently experiencing significant breakthroughs in the area of surgery and oncology. As expected, the demand for specialized healthcare personnel to provide their services in these areas has also risen. While surgical technologists have become increasingly involved in the safe delivery of newer, cutting-edge procedures, registered nurses with a focus in oncology are critical to providing therapeutic and rehabilitative care for patients with various pathological tumors.
The rapid demand growth in healthcare professionals and IT services will soon create a shortage of talent, which will result in fierce competition between employers. Thanks to its ability to bridge the gap between healthcare and technology and access to a global network, Planet Healthcare is the leader in medical staffing.
TALENT POOL
Before selecting a staffing agency, potential employers need to determine if the agency in question has access to the type of candidates they want working at their organizations. It is dangerous to presume that all staffing agencies can reach the same profiles and simply choose based on convenience or cost of services. Important factors that will guide your choice of staffing agency include the size of the firm, the agility of their processes, their marketing abilities and their reputation within the corporate community.
TIME-TO-HIRE AVERAGE
The life sciences and healthcare industries are currently developing at a very fast pace and key players have to keep ahead by hiring the most innovative and versatile personnel to drive their objectives. The ability of a staffing agency to quickly provide the necessary talent is of utmost importance. Delays in securing the right candidates could significantly diminish the efficiency and productivity of the affected companies. When you use global workforce solutions provided by staffing agencies, the time it takes to fill positions can decrease dramatically. At The Planet Group, we offer customizable programs which include bespoke reporting to analyze key metrics. These key metrics include lead-times and quality-based ratios such as submission to placement and adherence to compliance in order to track performance and actively speed up your time-to-hire.
LONG-TERM STAFFING SUCCESS RATE
Depending on the objectives of the potential employer, it is important to clarify the staffing firm’s expertise in securing candidates to fill long term positions. If the goal is to secure dedicated long-term talent to develop their careers with the firm, then prospective employers need to carefully assess the long-term staffing success rates of the recruitment agencies to ensure they are in tandem with their unique requirements.
RECRUITMENT PROCESS
Key questions to ask include how the agencies source their candidates (LinkedIn, Job Boards, personalized sourcing services) as well as the pre-employment screening process they conduct. Top agencies should have well-structured recruitment processes which should include adequate background verification, behavioral screening, and skills assessment.
REPUTATION
Staffing agencies should be built on reputations for delivering the best quality talent to their clients. Employers should only consider recruitment agencies with a proven track record of providing excellent connections between talent and the organizations seeking their services.
ACCOUNTABILITY
It is critical to consider how accountable your staffing partner is. Considering the sensitive nature of the industry, which is fraught with ethical and process regulatory concerns, it is vitally important that their hiring be conducted in a transparent and thorough manner. This is to ensure that potential employers are guaranteed talent who will perform assigned duties well within ethical and professional boundaries.
COMMUNICATION
Ideally, employers should be able to contact their agency easily to express concerns and gain clarifications regarding the recruitment process. Top players in staffing life sciences and healthcare industries provide a client-based approach to communication with representatives making visits to individual firms to establish an understanding of their unique goals or objectives. This is key to determining the right talent fit for any given organization.
THINGS EMPLOYERS NEED TO DO WHEN CONTACTING A STAFFING AGENCY
To ensure a smooth and timely recruitment process, there are a number of important actions the employer needs to perform.
WRITE OUT A CLEAR BRIEF OF EXPECTATIONS/HIRING NEEDS
Employers should always attempt to be as specific as possible when discussing their hiring needs. Important clarifications cover the duration of the employment contract (short term or long term?) as well as unique requirements (background checks, talent diversity). A clearly outlined brief of hiring expectations will result in a smoother and speedier process of recruitment with a high level of employer satisfaction.
PRIORITIZE SELECTION CRITERIA
Just because talent is available does not mean they are suited to particular organizational roles. Prospective employers should prioritize the most desirable employee qualities and skills they require as this will reduce delays in finding the right fit and reduce employee turnover rates.
WEIGH THE RATIO COST OF OUTSOURCING/QUALITY OF HIRES
Deciding to utilize the services of a staffing agency is a business decision where the benefits should be weighed against the quality of staff being hired, so employers get maximum value for their investments. Opting to do business with a cheaper agency might seem like an economically smart choice initially, but the heightened risk of employing poorly selected and ill-equipped personnel will prove to have damaging effects on organizational objectives in the long term.
The Planet Group takes pride in the quality of its services. With 20 years of experience in fitting organizations with top candidates, we deliver perennial solutions in fast-growth sectors.
SECURE THE RIGHT STAFFING, ACHIEVE YOUR ORGANIZATIONAL GOALS
At The Planet Group, we are dedicated to providing the very best staffing solutions for industries all over the world. We are proud of our ability to secure mutually beneficial and long-lasting employer-employee connections.
In recent times, both healthcare and life sciences industries including medical technology, biochemicals, and pharmaceuticals, have experienced exponential growth. With a surge in drug and novel medications development, it has become imperative that key players employ the best staff to ensure a high level of efficiency and productivity.
As a result of the increased demand for next-generation therapies, life sciences and healthcare businesses face stiff competition from rivals to secure the services of top, tech-savvy talent if they hope to remain relevant. This can become quite problematic if staff recruitment is done from within the organizations themselves.
THINGS TO LOOK FOR IN A HEALTHCARE AND LIFE SCIENCES STAFFING AGENCY
While it is generally agreed that hiring talent for healthcare and life sciences companies should be done via a professional recruitment agency, deciding on the particular recruitment firm to partner with is a decision that should be given due consideration. Outlined below are criteria to evaluate before choosing a staffing agency.
INDUSTRY-SPECIFIC EXPERTISE
A key factor is the amount of expertise they possess in recruiting talent tailored to specific requirements of the prospective employer. As various life sciences and healthcare industries continue to expand and develop, the demands in terms of skilled personnel required to function in crucial roles have become more noticeable.
At The Planet Group, we don’t believe that a single staffing model can work for all. Each of our brands is dedicated to the needs of a specific industry so you can work with experts in your field who understand your challenges and objectives.
PHARMACEUTICAL AND BIOTECH SPECIALISTS
The Bureau of Labor Statistics forecasts a surge in the demand for the services of analytical chemists. The increasing need for these pharmaceutical technology specialists parallels a rise in medical nano-tech and chemistry, which requires their expertise in analyzing and establishing the nature and safety of emerging medical compounds.
Another highly sought-after group of life sciences professionals are clinical trial managers. When taking into consideration the length of time and amount of finances invested in trying to secure FDA approval for a new drug, it is understandable that key players in the biopharmaceutical industry would seek to staff their organization with the best available specialist personnel.
In tandem with the ever-expanding biopharmaceutical industry, the demand for drug safety specialists is expected to increase rapidly. With the rise in the number of novel medical solutions being churned out, the need for drug safety specialists to monitor production processes and ensure adherence with regulations and standard operating procedures cannot be ignored.
In addition, the necessity to keep up to date with the sheer volume of increasingly complex medical advances has placed more emphasis on a previously little-known aspect of life sciences called medical writing. Expert medical writers are being increasingly pressured to provide exhaustive biostatistical information with regards to clinical research and new drug development, not only to the general public but to regulatory and ethical agencies as well.
When you partner with Planet Pharma, you benefit from high-quality services at a competitive cost. Whether you need on-demand staffing, direct hire or contract staffing solutions in pharmaceutical, biotech or research, we deliver exceptionally skilled profiles as quickly as possible so your projects don’t suffer any delay.
HEALTHCARE SPECIALISTS
The healthcare industry is currently experiencing significant breakthroughs in the area of surgery and oncology. As expected, the demand for specialized healthcare personnel to provide their services in these areas has also risen. While surgical technologists have become increasingly involved in the safe delivery of newer, cutting-edge procedures, registered nurses with a focus in oncology are critical to providing therapeutic and rehabilitative care for patients with various pathological tumors.
The rapid demand growth in healthcare professionals and IT services will soon create a shortage of talent, which will result in fierce competition between employers. Thanks to its ability to bridge the gap between healthcare and technology and access to a global network, Planet Healthcare is the leader in medical staffing.
TALENT POOL
Before selecting a staffing agency, potential employers need to determine if the agency in question has access to the type of candidates they want working at their organizations. It is dangerous to presume that all staffing agencies can reach the same profiles and simply choose based on convenience or cost of services. Important factors that will guide your choice of staffing agency include the size of the firm, the agility of their processes, their marketing abilities and their reputation within the corporate community.
TIME-TO-HIRE AVERAGE
The life sciences and healthcare industries are currently developing at a very fast pace and key players have to keep ahead by hiring the most innovative and versatile personnel to drive their objectives. The ability of a staffing agency to quickly provide the necessary talent is of utmost importance. Delays in securing the right candidates could significantly diminish the efficiency and productivity of the affected companies. When you use global workforce solutions provided by staffing agencies, the time it takes to fill positions can decrease dramatically. At The Planet Group, we offer customizable programs which include bespoke reporting to analyze key metrics. These key metrics include lead-times and quality-based ratios such as submission to placement and adherence to compliance in order to track performance and actively speed up your time-to-hire.
LONG-TERM STAFFING SUCCESS RATE
Depending on the objectives of the potential employer, it is important to clarify the staffing firm’s expertise in securing candidates to fill long term positions. If the goal is to secure dedicated long-term talent to develop their careers with the firm, then prospective employers need to carefully assess the long-term staffing success rates of the recruitment agencies to ensure they are in tandem with their unique requirements.
RECRUITMENT PROCESS
Key questions to ask include how the agencies source their candidates (LinkedIn, Job Boards, personalized sourcing services) as well as the pre-employment screening process they conduct. Top agencies should have well-structured recruitment processes which should include adequate background verification, behavioral screening, and skills assessment.
REPUTATION
Staffing agencies should be built on reputations for delivering the best quality talent to their clients. Employers should only consider recruitment agencies with a proven track record of providing excellent connections between talent and the organizations seeking their services.
ACCOUNTABILITY
It is critical to consider how accountable your staffing partner is. Considering the sensitive nature of the industry, which is fraught with ethical and process regulatory concerns, it is vitally important that their hiring be conducted in a transparent and thorough manner. This is to ensure that potential employers are guaranteed talent who will perform assigned duties well within ethical and professional boundaries.
COMMUNICATION
Ideally, employers should be able to contact their agency easily to express concerns and gain clarifications regarding the recruitment process. Top players in staffing life sciences and healthcare industries provide a client-based approach to communication with representatives making visits to individual firms to establish an understanding of their unique goals or objectives. This is key to determining the right talent fit for any given organization.
The labor market has seen a sharp increase in the number of free agents who choose to operate independently, moving as desired from job to job.
A CHANGING WORKFORCE DICTATES NEW STAFFING PRACTICES
While the road back from the recent recession has been a long one, statistics show that job growth over the last eight years in the U.S. has increased at a remarkably steady pace. As of the first quarter of 2016, more than 16 million jobs have been created since 2009, and unemployment sits at approximately 5 percent, which is the benchmark many economists believe approaches “full employment.” Certainly, many of these jobs fall within the category of traditional full-time employment. But the labor market has also seen a sharp increase in the number of free agents who choose to work in what’s now commonly known as the “gig economy”—in other words, workers operating independently and moving as desired from job to job, rather than locking in as full-time employees with one particular employer.
Many involved in the life sciences sector who actively engage in workforce planning, talent acquisition, and retention strategies acknowledge our industry has witnessed this phenomenon as much as any, if not more than most, over the past several years. This article explores how strategic resourcing models employed within the life sciences sector have shifted in response to this new talent marketplace dynamic and how best to take advantage of the changing workforce landscape.
SUCCESSFUL APPROACHES REQUIRE UNDERSTANDING
Just as employment has increased in the last decade, so too have markets for biopharmaceutical and medical device and diagnostics products. And as R&D portfolios have expanded and transformed with more specialized drug compounds, targeted therapies, and personalized medicine, the life sciences industry’s short- and long-term strategies to hire high-quality talent have had to evolve as well. Ultimately, those strategies need to be crafted to enable academia, industry, and government-based clinical research professionals to focus on speed to market, innovation, and rapid decision making to address the changing needs of the dynamic drug development sector.
This means that any company with plans to protect and grow its share of the market must have essential talent in place at critical turning points. And while business operations have expanded to serve these markets, there’s no question that the size and availability of a qualified workforce is a critical factor in industry growth. Gaining a keen understanding of the talent—in particular, these free agents that a company hopes to attract in the future—is imperative. In fact, it’s a critical part of the foundation for creating effective strategies in workforce planning, talent analytics, and talent supply chain management, now and for the foreseeable future.
At Kelly Services, we are acutely aware that one of the fastest-growing aspects of clinical research, particularly as it relates to the life-cycle management of clinical products, is the utilization of clinical research organizations (CROs) and functional service providers (FSPs) for outsourcing. These entities comprise an essential infrastructure of clinical research associates (CRAs), data managers, medical writers, and regulatory affairs professionals. In fact, because of market demands for global expertise, this model has become the standard rather than the exception. Talent communities within FSP models are hallmarks of the business process outsourcing (BPO) solution. These experts are employees who apply their intellectual capital on behalf of the sponsor companies—broad-spectrum talent pools that by design fill gaps and seamlessly transform as business focus changes.
FREE AGENTS AREN’T JUST SPORTS STARS ANYMORE
So who are these players, and what are they looking for? The typical free-agent worker in the United States is more likely to be highly educated and possess professional or technical skills compared with traditional workers. In-depth surveys define them as individuals who consult; perform temporary, freelance, or independent contract work; or have their own business. They boast a wide range of skills and educational backgrounds; nearly 7 in 10 (69 percent) of U.S. free agents possess a professional/technical skillset, compared with 57 percent of traditional workers. The global trend is similar, with workers who possess professional/technical skills representing 70 percent of free agents in Asia-Pacific (APAC) and 66 percent in Europe. Free agents in the United States also tend to hold higher degrees than do traditional workers: 61 percent hold a bachelor’s degree or higher, compared with 52 percent of traditional workers.*
These statistics give us a broad picture of this powerful and ever-expanding workforce cohort. But experience also tells us that free agents, within the life sciences industry in particular, are often looking for more than just a good paycheck. Certainly, traditional desires for growth opportunities, job satisfaction, and competitive compensation matter. But these workers also often exhibit a strong need for daily intellectual stimulus and more collaborative work environments.
In fact, free agents in the life sciences, especially the “A players,” often base their decisions on where to go or stay on the culture of the company and its defined therapeutic focus; these are people who want to feel like they are “doing well by doing good.” Their passion to contribute to the betterment of patient care and outcomes is a key driver in their decision-making process.
FIERCE COMPETITION FOR TOP TALENT
As HR professionals in the life sciences, the industry can attest, the competition for this passionate talent is fierce, especially when you consider that the majority of these companies are heavily concentrated in the Mid-Atlantic/ Northeast, Central Midwest, and Pacific regions. This geographic clustering contributes to the challenge of talent acquisition—you can be sure competitors are trying to lure pre-identified and incredibly capable individuals within these relatively confined locales.
Given that, companies accessing the talent supply chain in these areas must become more flexible and adaptive to remain competitive as well. The same way a supply chain of raw goods and materials is managed in manufacturing, access to skill-specific talent should be effectively procured and managed using a talent supply chain—one in which a talent adviser provides clients just-in-time talent that includes temporary workers, independent contractors, service providers, alumni/retirees, and/or full-time employees. Life sciences companies specializing in advanced areas like biopharmaceutical and medical devices must make sure they’re tuned in to the needs of this talent pool and have a better understanding of that talent’s personal goals and objectives.
The bottom line? Life sciences companies need to have a solid workforce staffing and recruitment plan and a partnership model to collaborate continuously to attract and retain this valued talent.
THE IMPORTANCE OF VESTED OUTSOURCING
From a practical perspective, it is to a company’s advantage to understand and invest in these free-agent human resources because they are almost certainly an integral part of their core strategy—moving new chemical entities and devices through the research process and launching them for patient consumption as soon as possible where first-to-market strategies still rule the day. When you consider the spiraling costs and huge risks involved with bringing new drugs to market (a recent Tufts University study pegged the price at $2 billion), the unrelenting competition for talent comes into focus.
As biopharmaceutical companies look to continually diversify their R&D pipelines, strategic partnering and sourcing will play a key role in providing flexible capacity to level the peaks and valleys of their drug development continuums. Vested outsourcing offers a methodology that leverages the win-win thinking associated with behavioral economics, centers on buying results instead of tasks or activities, and uses incentives to transform the work product to achieve trade-ups versus trade-offs. To that end, better access to scientific and clinical expertise in the free-agent arena will further enable organizations to consistently apply rigorous clinical practice methodology to their robust process improvement initiatives.
MAKING THE GIG ECONOMY WORK FOR YOU
So what can employers do to be proactive in planning to meet staffing challenges head-on and maximize their employee satisfaction and retention? Turn to the industry experts. The pharmaceutical and biotechnology industries in the United States have historically failed to invest sufficient resources in building internal teams and developing long-term succession plans for their workforces. But smart, forward-thinking, and established firms are increasingly partnering with consultative workforce organizations to fill their talent gaps, especially through contract employees. Workforce solutions companies can offer valuable assistance in locating contractors with niche skills, as well as streamlining and accelerating the hiring process to fill permanent positions quickly.
The gig economy has changed the nature of employment dramatically, and the life sciences industry presents a powerful example of this new paradigm that other industries would do well to study. In the face of fierce competition for talent, companies that take a holistic approach to their talent supply chain and human capital strategy to identify the right talent, at the right time, and in the right place have the best chance to stay ahead of their competition. Understanding and taking advantage of the gig economy and its free-agent workforce is and will continue to be a smart, strategic investment. It will be essential to success on the scientific frontier of drug development as companies leverage their proliferating product portfolios.
If you want to do the job in biotechnology firm or company, then you will have to know how to make a strong relationship with the biotechnology recruiter. You will have to find a recruiter who specializes in the biotechnology and are biotechnology professionals and experts as well. You should make a productive relationship with the recruiter. The recruiter needs to know the industry trends and aware of the job market as well. If they know better the industry, then they can guide you throughout your job career and can describe your transferable skill and prepare you for the interview.
Some important keys to make strong relationship with the biotechnology recruiters:
In the non-academic job field, it is not at all enough to do your all necessary homework and your interested position for the job application. You will have to find the right and suitable recruiter for your job. The right biotechnology recruiter will do their job perfectly and they will fit your best needs as well. So, building a strong relationship with the recruiters is very much necessary in this field. You need to seek them out for your benefits. Here is a list how you can do this:
1. ind the right one and get in touch with them:
At first, you need to find out the right biotech recruiter as as Biotech Partners and get in touch with them. For this, you need to do a lot of research. You will have to make sure that the recruiter is the right choice as per your needs. The perfect and right biotechnology recruiter will help the top companies to hire the top and eligible candidates. You will have to be polite and friendly with them. You should not show them, your needs. So, you will have to make a list of top biotech recruiters and get ready to reach out them confidently.
2. Upload your resume to their website:
After finding the right biotechnology recruiter or agency for your job, then you will have to upload your resume or portfolio to their official website. You can also create a special recruiter resume for them. You should not give the same resume which you are going to submit to the hiring manager. After that, you need to build a strong networking with the recruiters.
3. all them:
The work has not yet finished. You will have to call the recruiter and get in touch with them. The initial phone call with the recruiters should be short and smart. If you are seeking any special job position, then you may ask the recruiter if the position is available or not. From there, you can also transmit to the questions about the biotechnology firm or company. You will have to act like a smart, so, they want to hear from you again.
Apart from these, you will have to follow up them via emails and LinkedIn profile. After that only, you will have to schedule a face to face meeting.
3 lessons that you should learn from the recruiting in Biotech:
It is very much challenging and tough to secure the new stuffs in biotech field. The biotechnology recruitment agency want skilled, highly specialized and professional employees.
1. biotechnology recruiter uses the right tool to find the right talent:
The biotech firm will need the specialized skilled employees and professionals for their companies. They will cast the right talent by using the varieties of criteria. They will fetch out the talent from the online resources. They also use the social media job boards of their company website. The job boards are used for the benefits of both party such as recruiters and recruited as well.
2. emphasize the advantage of their companies:
They will show the higher concentration of industry opportunities to the applicants. There is a high and tough competition among the best professionals. The recruiter will select the best one among all such talents. They also share the varieties of benefits to the applicants at the time of hiring.
3. prepare a fluctuating hiring needs:
They prepare a hiring strategy in order to hire the professionals and pull out the qualified and eligible candidates. They also develop a good relationship with the candidates.
Above all, recruiters can play a great role in your career advancement. So, it is very much important to build a good and strong relationship with the recruiters.
