Life Sciences Global Talent Insights

The life sciences industry is facing a dynamic talent landscape with several key trends shaping its future. Here's a breakdown of global talent insights

Specialized Skills and Niche Expertise: The rapid advancement of technologies like AI, gene editing, and biomanufacturing demands candidates with specialized expertise in fields like bioinformatics, CRISPR technology, and advanced therapeutics. This has led to a surge in demand for niche skills and talent with deep knowledge in specific areas.

Increased Use of Artificial Intelligence in Recruitment: AI-powered tools are transforming the recruitment process, from candidate screening and predictive analytics to virtual reality simulations for skills assessment. This is leading to greater efficiency and effectiveness in hiring.

Remote Work and Global Talent Pools: The pandemic accelerated the shift to remote work, allowing life sciences companies to tap into global talent pools. This has expanded the reach for talent but also requires careful management of remote teams and cross-border compliance.

Enhanced Candidate Experience: The candidate experience is a key differentiator in a competitive talent market. Companies are using personalized communication, streamlined application processes, and transparent timelines to improve candidate engagement.

Focus on Employer Branding and Purpose-Driven Recruitment: Candidates are increasingly drawn to organizations with missions that align with their personal values, especially in areas like sustainability, public health, and ethical research. Employer branding strategies are emphasizing authentic storytelling and showcasing company culture.

Upskilling and Internal Mobility: Organizations are addressing the skills gap by upskilling existing employees and promoting internal mobility. This not only reduces recruitment costs but also boosts employee engagement and retention.

Diversity, Equity, and Inclusion (DEI) Initiatives: DEI continues to be a priority, with organizations implementing strategies to eliminate bias, build diverse talent pipelines, and create inclusive workplaces. Progress is tracked through data-driven metrics.

Flexible Workforce Models: The traditional 9-to-5 model is being replaced by more flexible arrangements, including gig workers, freelancers, and project-based hires. This allows organizations to scale operations dynamically while offering professionals enhanced work-life balance.

Hybrid Remains the Standard – But Return to Work Gains Traction

We are 4 days a week in office and have been now for close to 18 months. I think we are generally more rigid than many of our peers and it does make recruitment challenging at times.”

Vice President, Marketing at a BioTech

As a whole, more people are coming into the office 2-3 days a week, which is more than the previous year. This is centered around large meetings that are planned and there is a general reluctance to come into the office more than 3 days a week.”

Vice President, Commercial

What life sciences industry employers need to know

REBUILDING TALENT BRANDS IN THE WAKE OF LAYOFFS

While these layoffs have been unavoidable for many organizations trying to stay afloat, it is important for life sciences leaders to be aware of the long-term effects layoffs can have on their organizations, particularly when it comes to their talent brands. Layoffs can lead to the perception of instability, which can make it more difficult to convince candidates that joining the organization is a safe decision to make.

In 2025, it will be more important than ever that life sciences leaders understand the perceptions created amid downsizing and ensure they get out in front of the narrative to explain the reasons behind it and the path forward. They also must ensure they communicate this internally to their employees in an authentic manner if they wish for them to remain committed and engaged.