As the global biotechnology industry continues to grow at a rapid pace, companies in this field face unique challenges when it comes to finding and hiring talented individuals to join their teams. With breakthroughs in gene editing, personalised medicine, and other cutting-edge technologies, the demand for skilled professionals in biotech has never been higher. However, there are several factors that can make hiring in this sector particularly challenging.

One of the biggest challenges facing biotech companies is the highly specialised nature of the work. Many roles in biotech require not only advanced degrees, but also extensive experience and expertise in specific areas such as gene sequencing, protein engineering, or clinical research. This means that there is a relatively small pool of qualified candidates available for many biotech positions, making it difficult to find the right fit.

Another challenge is the competitive landscape of the biotech industry. With so many exciting breakthroughs happening in this field, top talent is in high demand and may receive multiple offers from different companies. This can make it difficult for smaller or lesser-known biotech firms to attract the talent they need to stay competitive.

Finally, the regulatory landscape of biotech sector can also present challenges for hiring. The industry is heavily regulated, and companies must comply with a complex set of laws and regulations governing everything from clinical trials to product development. This means that many biotech positions require not only scientific expertise, but also a deep understanding of regulatory compliance.

Despite these challenges, there are strategies that biotech companies can use to attract and retain top talent. These include offering competitive compensation and benefits packages, providing opportunities for professional growth and development, and building a strong company culture that values collaboration and innovation. By addressing these challenges head-on, biotech companies can continue to build the talented teams they need to drive innovation and push the boundaries of science.

To see how we can support you with your hiring needs, contact Jamie Rafferty:

LinkedIn: Jamie Rafferty

Email: [email protected]

Call: +44 (0)1606 212 020

When you are looking to grow your business in the life science sector, brining in the right people is one of the biggest challenges you will have. This is often ‘make or break’ and companies find themselves in a reactive and high-pressure situation leading them to poor hires.

Our advice is to get ahead of the curve – it’s not just about engaging with the right search practice, there is a lot you can do yourself. We are obviously advocates of using search companies but there are hires you can make yourself with some effort at the front end.

Invest in promoting your business – This is not just about marketing your products or services this is about promoting you and your team.

• Networking – Everybody in your business can help, actively encourage people to talk to their network. Hold social events – naturally your team will spread the word for you if they are happy (and unfortunately the same applies when they are unhappy!)
• Social Media – You don’t have to look far to see businesses championing themselves on a social level on LinkedIn. Follow liked minded companies and use their ideas, you don’t always need to re-invent the wheel. Find someone in your business that is a natural promoter within social media and give them the chance to take it on.
• Culture – Be yourself, your culture is you and you want people to fit with that – if people don’t then possibly, they are not right for your business.

If you are innovative shout about it. If you agile and flexible tell people. If you are a group of academics working things out – the right people will engage with you.

If people know your business exists there is far more chance of them engaging with it. If you do the hard work up front, build your social followers, promote a positive and engaging culture, then, when you promote an opportunity, you have a much better chance of finding the right person.

Take a strategic long-term view – Networking can be hit and miss. No doubt. However, it’s about taking a long-term view and having the right expectations. Like business development, hiring strategy can be the same. You can’t expect to only meet people where you always get an immediate return (as nice as that would be) however these people can play a part in your hiring for the future. Recommendations are often great hires so you should leverage that route to market.

Partner with the right search business – With so few candidates actively looking for roles there will come a point where you need to invest in a proactive approach to recruitment and work with a search business. These are some golden rules:

• Look for specialists not generalists – They will have a more relevant network to start from and their knowledge of the market will give you (and candidates) confidence.
• Take time to get to know them – and they should want to get to know you. Considering a new role when you’re already in one is a risk – the relationship with the recruiter has a direct impact on their confidence in you – you need to empower your recruiter to sell.
• Look for trust and use your instinct – do they listen, and do they act in a way you want. Don’t compromise on this.
• Set clear and realistic expectations with mutually agreeable timescales and goals.
• Communicate regularly – this is for both parties’ benefit! Sometimes you need to change tact and the quicker you do this the better. Feedback will lead to better decisions and a better outcome.

Partnering with a search firm to proficiently manage and consult during the hiring process, from sourcing to placement, is invaluable for many reasons. This is especially true in the life sciences, semiconductor, and engineering industries where competition for top talent is fiercer than ever and gaining a competitive advantage can be the difference between a great hire and wasted resource. 

Choosing the right search firm, with specialist recruitment skills and an in depth understanding of your industry is key to making successful hires. Here at Delve, we think there are many reasons why we should be your recruitment partner of choice, but here are just a few…

Our consultative approach – Fundamentally, we care about your business (seriously, we really do)! We appreciate that no two businesses are the same and we invest time in getting to understand your hiring challenges and what makes your business great – and sometimes where you might be missing the mark.  

Only by understanding these can we advise on a longer-term recruitment strategy and hiring processes that could give you the advantage. With the ability to provide sound advice and personalised solutions our team of consultants can help, whether you are an early-stage start-up or a global organisation with complex people needs, we have the expertise to support you.

Our International reach – We have a wide international reach, and this is reflected in the partnerships we have built with leading companies globally. With offices in the UK and Germany, we are constantly developing and investing in ways of work that enable us to be closer to our clients, helping them to overcome their hiring challenges. Our international network and robust approach to delivering a value-added, holistic service means we can deliver projects successfully, in any location, utilising our bespoke “Beyond the Paper” approach.  

Our highly skilled consultants – Our consultants are the lifeblood of our business and simply put, they are what make us great. They are the experts in their industries and will go to extraordinary lengths to make sure that our clients and candidates get the best possible experience from the first conversation to the last! 

To find out more about how we can support you and your recruitment needs, visit www.delvelifescience.com.