Over the past decade or so there has been a significant rise in the number of companies entering the field of health care and life sciences. This has naturally led to a rise in the demand for skilled and competent life skills executives, who can bring in a competitive advantage for the organization.
With LinkedIn alone having a listing of more than 125,000 pharma directors, the problem is no longer about finding the right executives in the field. Rather, a major hindrance faced by recruiters during life science executive search is to get these professional engaged and motivated enough to switch to a competing organization. Discussed below are some important factors, the awareness about which, can simply this task for the recruiters.
Focus on the needs of the candidates: With the change in the employee-employer relationships, the responsibility of convincing the prospective candidates about the benefits of getting hired by a specific client lies on the shoulders of the recruiters. They need to not only understand the needs and expectation of the right candidates but also spell out the ways in which the recruiting organizations can help them fulfill the same to their complete satisfaction.
Offer roles that match the candidate skills: It is extremely difficult for the recruiters from life science executive search firms in China to ensure candidate engagement unless the role they are offering is sufficiently appealing. Most professionals working in this industry are seeking opportunities where they can use their skills to carry out exciting and innovative tasks. That is why recruiters need to think about the best ways to market the job position to prospective candidates in an interesting and unusual manner to motivate them for a change.
Flexible in terms of workspaces: Most professionals seek an organization that does not want them to work within a set space. The freedom to work remotely or even semi-remotely is increasingly becoming a standard sought by the best candidates for various roles within and outside the pharma sector. They believe that organizations should focus more on getting the job done rather than on where and how it is being carried out. This is especially ture in case of mid-level and senior executives who might find it a bit more difficult to adjust within a new work environment.
Assurance of job satisfaction: Finally it is important for the recruiters to provide some assurance to the prospective candidates about having the kind of job satisfaction they are seeking by accepting the new position. The recruiters need to resolve this issue in a direct manner as otherwise it will become difficult to motivate the candidates to risk their current position and future growth opportunities within the present organization for something they are not quite sure about. Unless this psychological barrier is removed, recruiters have little chance of making a headway with the prospective candidates.