Strengthening the Post-Pandemic Talent Pipeline

Author:  Claire Jarvis

What does post-pandemic talent recruiting look like?  The recent years of the coronavirus pandemic have highlighted how fragile our supply chain infrastructure can be, with delayed shipments, worker shortages and resource scarcity. These logistical problems also apply to the recruitment, with many biotechs noting a shortage of talent and difficulty bringing in qualified candidates in time to meet demand.

To adjust to this new normal, biotech companies and recruiters must adapt their own post-pandemic talent pipelines and consider new recruitment models.

Building resilience into your biotech talent pipeline
There are several factors that, once addressed, reduce the likelihood of your recruitment drive falling short.

  • Diversified sourcing of recruiters and talent pool. This is a lesson any supply chain expert will repeat, because it ensures companies are never reliant on one acquisition source for their hires.
  • Scalable recruitment support. To maximize efficiency, biotech companies should seek agile recruiting agencies that can adjust to changes in client workforce demands.
  • Lean recruitment models. There are several more cost-effective yet responsive ways to bring in talent, discussed below.

Post-COVID-19 lean recruitment models
There are different lean recruitment models companies can take advantage of, depending on their tolerance for risk and desire for efficiency.

The ‘just in case’ model has more buffers than other lean recruitment models, and involves taking the steps to build resiliency described above. While this approach is less efficient, it guarantees the supply of workers.

The ‘just in time’ model is equivalent to hiring a freelancer or independent contractor to meet demand. The talent is only trained for responsibilities they need to perform, as opposed to more comprehensive traditional onboarding, which leads to quicker onboarding and more efficient use of training time. Part time work, full-time availability. Lower risk to client

Just in time differs from ‘ASAP’ recruitment, which addresses urgent gaps in the workforce, and is more reactive than proactive.

Unsure how your biotech company can navigate the new hiring normal? The recruitment and sourcing experts at have a variety of service options to meet your needs.

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