Recruitment is a function that needs linear business perspective, expertness, ability to source and match the best potential candidate for open position , The recruiter’s or HR professionals should possess very good marketing skills, wisdom to line up the recruitment processes for the benefit of the company.

In recent years, the job market has undergone tremendous changes in terms of technologies, market competition, business function, new innovation, norms and etc. In this challenging scenario the HR professionals are invariably facing new challenges in one of their most core function- recruitment; the life science industries faces distinguishable challenges while trying to achieve its recruiting, new hiring goals; Also organizations’ recruiting departments are in a position of perpetual flux trying to estimate the employment needs of the company and the challenge of detecting the talent to fill those requirements.
In life science industry new drug product launches alone pose a number of challenges. In addition to that identifying, screening through the astonishing number of candidates required to filling the high volume of open positions that have been created to support new product line, internal recruiting departments have to juggle for the waiting game of regulatory approvals by the concern authorities. A product’s launch date is made around regulatory approvals. Any delay interrupts sourcing, screening and delivering offers to new hires for a particular launch date.

Also other requirements come up as well. Special promotions for new products should be planned or those can be event-based or geographically focused. Life science companies often need workforce quickly, sometimes only in targeted regions, then scale back after a specified period of time. Add to this the distinctive new vacancies due to expansions, growth, and attrition or for other reasons.

Key for any company success is the quality of employees on payroll. Unique to the life science industry is the specialized set of skills sets required to meet certain industrial requirements and to symbolize the organization in an intelligent manner. R&D professionals, Scientists, Pharmacists, Doctors, Nurses, Chemists, and Sales professionals with good clinical backgrounds are just a few examples of the types of professionals each product line requires.

Industry Expectations:

  • First of all, the qualified professionals in this specialized environment are very different. Scientists, doctors are requires a very different recruiting approach. They can’t be reached into anything, they don’t need assistance for their resume preparation, don’t need to be trained for an interview, and recruiter can’t try to control them. They are very intelligent people who think differently than most of recruitment personnel.
  • Always money is not a driving factor to attract them. Their objective is to discover drugs in the best place that will allow them to do this, at the same time it is very difficult for them to leave a company that easily; since they have their life’s work bound off at the company, require to see their innovation has to go all the way to a marketed stage. Job changes required to be well thought out, and professionals in this segment do not change their jobs as often because of this. It’s known fact that they can’t be reached easily because they are engaged high time either in their labs, managing a lab, overseeing a clinical trial, or in many other areas. Email is the best way to contact these professionals. In these specialized areas professionals are judged by publications, scientific discoveries, and etc things. A recruiter in this niche segment has to understand the complete drug product life cycle in order to find the most qualified or highly match candidates.
  • The life science industry has special stability issues that are pertained to the lengthy of drug approval process by regulatory authorities, and recruiters in this segment must understand functionality of these companies. These industry-specific problems conjugated with the challenges of all recruiters face in todays in the world of job sites, job boards and other Internet recruitment sources / strategies mean tough times for recruiters.
  • The recruitment professionals are expected to keep in tune with the changing times. HR or Recruiter should maintain the opportunities of the recruitment process.
  • The emergent of new systems are both an opportunity as well as a challenge for the recruitment professionals. Thus, revising human resource plans, requirements and prioritizing the duties to meet the modification in the market has results a real challenge for the recruitment professionals; The immediate apprehension and accelerate of the recruitment process are the main pertains of the recruiters or HR personnel’s in recruitment profession. Every professional should try to design flexible, adaptive, cost effective and antiphonal to the high prioritized or hot requirements to meet business objectives.

For more updates visit