Skills Alliance’s Post

Numerous job roles within Life Sciences organizations necessitate specialized soft skills, encompassing pattern recognition, precision, accuracy, and the capacity to synthesize vast amounts of data. Remarkably, these skill sets are often prevalent among neurodivergent talent. Despite an estimated 15-20% of the global population being neurodivergent, it's alarming that 30-40% of them are unemployed. How can Life Sciences organizations, which rely on rare, highly-skilled talent, ensure they can effectively attract, hire, and retain neurodivergent individuals? https://lnkd.in/eNVUQipn #SkillsAlliiance #Neurodivesity #LifeSciences #Recruitment

In light of Neurodiversity Celebration Week, we discuss neurodiversity within the Life Science industry. Many job functions within Life Sciences organisations require specialist soft skills, from pattern recognition abilities, precision and accuracy, through to synthesizing large amounts of data. And these are the skill sets that can be prevalent within neurodivergent talent. With 15-20% of the global population estimated to be neurodivergent, it may be surprising that 30-40% are unemployed. So how can Life Sciences organisation’s, that require rare highly-skilled talent, ensure that that are able to attract, hire and retain neurodivergent talent? https://lnkd.in/ez_QQafx #SkillsAlliance #LifeSciences #NeurodiversityCelebrationWeek #Neurodiversity

Below we discuss neurodiversity within the Life Science industry. Many job functions within Life Sciences organisations require specialist soft skills, from pattern recognition abilities, precision and accuracy, through to synthesizing large amounts of data. And these are the skill sets that can be prevalent within neurodivergent talent. With 15-20% of the global population estimated to be neurodivergent, it may be surprising that 30-40% are unemployed. So how can Life Sciences organisation’s, that require rare highly-skilled talent, ensure that that are able to attract, hire and retain neurodivergent talent? https://lnkd.in/ez_QQafx #LifeSciences #Neurodiversity

🔬 Are you a life-sciences organisation looking for the best talent in the industry? Want to know how to overcome the skills shortages and attract the candidates who can drive innovation and growth? If so, you need to read our latest article on the state of life sciences recruitment. 📘 Leveraging data from our UK Salary & Recruiting Trends 2024 guide, we reveal the key trends, challenges and opportunities for both employers and candidates in this highly competitive and rapidly evolving sector, including: 🔹 How skills shortages are impacting hiring plans 🔹 Why AI is driving new opportunities and talent needs 🔹 What life science professionals are really looking for 👉 Don’t miss the chance to discover the latest market insights and optimise your hiring plans for the year ahead. Read the article here: https://lnkd.in/eEBD3B5D #lifesciences #recruitingtrends #workingforyourtomorrow

Is the recruitment process having a dehumanising impact on people?   A recent article in the Financial Times highlighted a key issue within current recruitment practices, which is negatively affecting young people in their job search and their ability to secure a role successfully.   Applicants are left feeling frustrated and demoralised with automated rejections, advertisement of irrelevant jobs and a lack of feedback from employers - all of which are far from helpful when it comes to the younger generation getting the best start possible on the career ladder.   Unfortunately, it seems that this existing approach to recruitment has been normalised and accepted by a large number of companies.   So what needs to change?   It is clear that the current recruitment process is in need of a review and upgrade, with a focus on integrating more “people-focused” methods that engage with and encourage young applicants, making sure that they are being seen and heard.   In our view, this overhaul would not necessarily mean ditching technology and the use of AI. Employers should indeed select the most effective tools and tech for the job but at the same time ensure they aren’t letting talented young applicants slip through the net. Make sure to add in some genuine human interaction and a ‘real’ person they can speak to about the role.   The focus should be on creating a more balanced, “humanised” approach that doesn’t just prioritise automation and efficiency but focuses on enhancing approachability and better, more positive communication.   Do you agree with the above? We would love to know your thoughts. #recruitmentprocess #businesstransformation #hrconsultancy #smes #humanapproach #leadershipdevelopment

Last week, Moxee engaged with: 3 CEOs 7 HR Leaders In the following domains: • Proteomics (3) • Synthetic Biology (1) • AI for Drug Discovery (1) • Algorithms for Bioinformatics Applications (1) • Precision Oncology (2) • Spatial Biology (2) There are common recruitment focuses for Q4. Especially whilst we're all figuring out how the current economic environment effects our hiring processes and structures. Here are the key Q4 focus areas: 👇 [1] Strengthening (or beginning to build) their employer value proposition. Across biotech websites, the focus is entirely on the customer. They forget the people who build those products / services. [2] Investing in recruitment marketing tools (events, career sites, forms, LI campaigns, etc.) [3] Standardised questioning to remove bias and reduce time-to-hire. There's been too many decisions dictated by one overriding comment or opinion (particularly with panel interviews at larger multi-nationals). [4] Catching up with new hires to provide feedback surrounding their recruitment process. [5] Focus on outbound recruiting vs. inbound, which unfortunately only worked during the pandemic sugar high and VC $$$$. More hiring managers are reaching out directly. [6] Nurturing passive talent. Your career aspirations being heard and remembered is preeeetty powerful. [7] Recognising that lack of diversity may stem from internal issues, not just recruitment pipelines. Looking at the pool instead of our processes lets us ignore how systemic racism and sexism shape us. [8] Showcasing career development and training benefits throughout the interview process. [9] A quantifiable focus on source of hire, time to hire, cost of hire, passive candidate outreach, offer rejection reasons, and the ROI of recruitment marketing techniques. [10] Adapting to reduced outbound recruitment due to layoffs impacting internal TA teams. So, if you're thinking about where to begin because your TA team have sadly been let go... Link in the comments: 👇 Picture Source: Gem

Neurodivergent cognition is thought to have vast potential for creative approaches to problem solving, presenting a unique opportunity for employers looking to approach organisational challenges differently. 😮 However, many neurominorities encounter hurdles during typical hiring processes that put them at a disadvantage. 😥 Ben Morris, Project Manager at Skills and Learning at Hays, gives a rundown of steps organisations can take to reduce obstacles for neurominorities during the recruitment journey. 😀 . . . . #neurodiversity #neurodiversityweek #haysrecruitment

🌟 𝙉𝙖𝙫𝙞𝙜𝙖𝙩𝙞𝙣𝙜 𝘾𝙝𝙖𝙡𝙡𝙚𝙣𝙜𝙚𝙨 𝙞𝙣 𝙇𝙞𝙛𝙚 𝙎𝙘𝙞𝙚𝙣𝙘𝙚𝙨: 𝙄𝙣𝙨𝙞𝙜𝙝𝙩𝙨 𝙛𝙤𝙧 𝙎𝙢𝙖𝙡𝙡 & 𝙈𝙞𝙙-𝙎𝙞𝙯𝙚𝙙 𝘾𝙤𝙢𝙥𝙖𝙣𝙞𝙚𝙨🌟 Having worked closely as a top Life Sciences recruiter in the Middle East, I've identified key challenges that small and mid-sized Life Sciences companies have faced in 2023 and continue to encounter in 2024. Let's delve into these challenges and strategies for overcoming them: ✅ 𝗕𝗿𝗮𝗻𝗱𝗶𝗻𝗴 𝗘𝗻𝗵𝗮𝗻𝗰𝗲𝗺𝗲𝗻𝘁: Small and mid-sized Life Sciences companies often struggle to establish a strong brand presence in the region. Enhancing branding and reputation is crucial to increasing visibility and attracting top talent. Investing in targeted marketing initiatives and showcasing company achievements can significantly impact brand perception. ✅𝗙𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝗣𝗮𝗰𝗸𝗮𝗴𝗲 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝘃𝗲𝗻𝗲𝘀𝘀: To remain competitive in talent acquisition, companies must enhance their financial packages. Offering competitive salaries, bonuses, and benefits is vital to attract and retain skilled professionals in the competitive Life Sciences landscape. ✅𝗖𝗹𝗲𝗮𝗿 𝗖𝗮𝗿𝗲𝗲𝗿 𝗣𝗿𝗼𝗴𝗿𝗲𝘀𝘀𝗶𝗼𝗻: Employees seek clear career paths and growth opportunities. Small and mid-sized companies should focus on developing structured career progression plans, providing training and development opportunities, and promoting from within to foster employee loyalty and engagement. ✅𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀: Downsizing, mergers, and acquisitions can impact employee morale and retention rates. Implementing robust retention strategies, such as mentorship programs, recognition initiatives, and transparent communication, can mitigate turnover and maintain a motivated workforce. ✅𝗦𝗵𝗼𝗿𝘁𝗲𝗻𝗶𝗻𝗴 𝘁𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗽𝗿𝗼𝗰𝗲𝘀𝘀: Lengthy interview processes can deter top talent and delay hiring. Companies should streamline their interview processes by leveraging technology, conducting efficient assessments, and involving key stakeholders early in the process to expedite hiring decisions. ✅𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁: Building a strong organizational culture that reflects company values is essential for employee satisfaction and engagement. Companies should invest in creating a positive work environment, fostering diversity and inclusion, and promoting a culture of collaboration and innovation. In 2024, addressing these challenges proactively and implementing strategic solutions will be key to attracting, retaining, and developing top talent in the Life Sciences sector. Let's collaborate to navigate these challenges and drive success together! Aspire Life Sciences Search Aspire Recruitment Group #LifeSciencesRecruitment #TalentAcquisition #ChallengesAndSolutions #2024Strategies

In a world obsessed with artificial intelligence and algorithms, let's take a moment to appreciate the human touch in recruitment. 🤝 We've all been there - the endless cycle of job applications, the robotic email responses, the impersonal rejection letters. It's easy to feel like a cog in a machine. But here's the thing. Recruitment isn't about filling vacancies. It's about shaping futures. It's about connecting dreams with opportunities, talent with growth, and passion with purpose. The most successful recruiters aren't those who make the most placements. They're the ones who build the most meaningful relationships. They're the ones who see beyond the resume and into the soul of the candidate. 💼🚀 Recruitment is more art than science. It's about intuition, empathy, and understanding. So, let's bring the human back into human resources. Let's make recruitment more about people and less about processes. Here's a tip: Next time you're recruiting, don't just look at the qualifications. Look at the person. Listen to their story. Feel their passion. Because at the end of the day, it's not about finding the right candidate for the job. It's about finding the right job for the candidate. Let's redefine recruitment. Let's make it personal. Because every job seeker is more than a resume. They're a human being with dreams, aspirations, and potential. Let's honor that. Remember, recruitment is not a transaction. It's a transformation.🌱💫

👋 * If you are a hiring manager or job seeker in the #Pharma & #LifeSciences industry, this post is for you!* Our most recent – and interactive💡– blog titled, "Navigating The Evolving Tides: Top Trends In Pharma & Life Sciences Recruitment," explores key trends shaping recruitment, like the rise of tech-savvy scientists and the growing focus on diversity & inclusion. Take a peek and discover how you can make sure to thrive in this evolving market. 💪 #pharma #lifesciences #recruiting #careerdevelopment #nextlevelimpacts #dei #diversity #equity #inclusion Keith Roher • Cameron Massie • Jamie Maceroni • Jen Rasmussen