TMS Talent

By Life Science

The competition for exceptional leaders in the SEA life science industry is fierce. If we may be so bold, here’s a few suggestions for life science organizations seeking top talent in the region:

 

  1. Be mindful of your recruitment timeline. Plan out the process, considering factors like the duration for candidate selection and market analysis, the number of interview rounds, the individuals involved, your ideal CV count, and the procedure for final candidate selection, including medical, background and references checks. Could your recruitment partner assist with coordinating these steps?

 

  1. Emphasize the need for speed in your hiring process. The SEA life science job market is highly competitive, so wherever possible, streamline your procedures to stay ahead. Seriously, if we must ‘keep the candidate warm’ any longer, they might just hatch and fly away!

 

  1. Prioritize effective communication. Keeping lines of communication open is paramount. Failure to provide feedback or maintain clear communication can lead to candidate frustration in a market where candidates hold the upper hand. It also reflects badly on your company brand, and we need to sell your brand to candidates, so your brand is important to us!

 

  1. Elevate your brand awareness. Your company website should provide comprehensive information about your organization, including your mission, your product pipelines and innovation, what you offer to candidates, and what sets your culture apart from other competitors.

 

  1. Personalize your company’s online presence using LinkedIn. In today’s digital landscape, potential hires want to research their prospective employers. Ensure that your organization is positively represented online, and consider how you can enhance your LinkedIn presence.

 

  1. Forge a strategic partnership with a specialized recruitment agency. Collaborate with an agency that is well-versed in your industry, comprehends your specific needs, and possesses a relevant network to tap into.

 

  1. Leverage social media for employer branding. Actively engage with platforms like Twitter, Instagram, and even Facebook to showcase the human side of your company. Highlight team achievements, share behind-the-scenes glimpses, and create an inviting online environment.

 

  1. Embrace diversity and inclusion. A diverse leadership team can bring fresh perspectives and ideas to the table. Make it a point to actively seek diverse talent in your recruitment efforts and foster an inclusive workplace culture.

 

  1. Invest in ongoing professional development. Demonstrate your commitment to employee growth by offering opportunities for continued learning and skill enhancement. This can attract high-caliber leaders looking to further their careers.

 

  1. Seek employee referrals and put in place a viable referral scheme. Encourage your current employees to recommend top talent from their professional networks. Referrals often lead to successful hires and can strengthen team dynamics.

 

Remember, when hiring managers and senior leaders, it’s not just about finding the right qualifications but also the right cultural fit.

 

To discuss how TMS Talent can help identify, attract, and retain leaders for your life science organization in SEA, drop us a line.

 

Contact@tmstalent.com

 

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