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It’s a common refrain among biotech recruiters and clients that right now we’re in a candidate-driven job market, which has made it harder for some companies hiring to fill technical roles. Attracting and retaining the best talent in these conditions requires clients to rethink established recruitment strategies.

A candidate-driven market is one where demand for candidates outstrips supply, and qualified candidates receive multiple job offers during their search. It also means employees are regularly approached by recruiters with opportunities, even when they are not actively looking for work, and that an employee dissatisfied with their current company will find it easy moving into another position.

The onus therefore shifts to the client and recruiters to convince candidates to accept their offer, and to make sure their valued employees remain satisfied at the company.

There’s no ignoring the reality that candidates can afford to pick and choose between companies. Biotechs cannot afford to lose out on top scientific talent. For instance, while the majority of STEM jobseekers have the basic laboratory skills necessary to succeed in an R&D environment, a smaller proportion has the knowledge of industry standards necessary to bring a company’s product to market.

Bringing In The Best

How clients should make job offers appealing to candidates:

  • Compelling company brand and vision. Not just an enticing offer package and company perks, but an attractive company culture and working environment.
  • Match of values and aspirations between client and candidate. In a candidate-driven market, jobseekers care about matching their personal values with those of a company. Clients must pay attention to candidates’ values, emphasize their own values and identify alignment.
  • Listen to what the candidate is asking for and tailor your offer. What will make your company stand out from the crowd – in addition to values and offer packages – is the attention you pay to your candidate’s priorities and career goals. Make sure you ask the candidate about their desired career path and demonstrate in the interview and offer stage that your company is able to align on.
  • Fast and user-friendly job application process. With the rise of ‘one-click’ online applications, candidates are coming to expect a streamlined job application process. They also aren’t willing to wait weeks to hear back about another job offer if they’ve already received one. Clients therefore need to create a positive application experience for all candidates, and to make hiring decisions quickly.

Looking to recruit top STEM talent to your company? The recruiting and sourcing experts at Sci.bio are here to help. Reach out to us today and start the conversation.