In Recruitment Articles

In recent years, the pharmaceuticals industry has gone through some big changes at a global level. The emergence of Chinese and Indian companies that have flooded the market with cheap drugs has put pressure on the ‘old guard’ of the industry to be more process efficient, reducing costs so that they are able to compete in this new environment. The recession has also been a catalyst for this change in direction – as the patents for high profile drugs which have bankrolled the industry for the past 20 years have come to an end, established firms have looked to spend less on R&D to protect revenue streams.

As expected, this has had a knock-on effect on recruitment in the sector. For example, the economic climate has made senior candidates very cautious about moving companies – the value of security and stability are considered more important today, and people in general are taking fewer risks in their careers. In some instances though candidates have been attracted to exciting (and even smaller) companies in the region where they can see opportunities for personal growth in more dynamic environments. The pharmaceuticals sector in the North East is strong and many of the SMEs are experiencing high growth, making them attractive to candidates.

There is, however, a shortage of graduates with several years’ industry experience to supply the demand in the burgeoning sector. This is despite the fact that the Universities in the region are producing excellent graduates. What we need, therefore, is spin-outs, SMEs and corporates to offer more workplace experience opportunities to graduates so that they can gain the necessary industry experience that will be attractive to employers.  Currently, many firms have to source candidates from outside of the region, which comes with a whole host of additional complications. For example, senior candidates often cite family reasons as to why they won’t consider a role in the North East. This is compounded if the person doesn’t have any connections to the region – i.e. not originally from here, no family connections or didn’t study at one of the universities.

The changing picture of the pharmaceutical sector will put increasing demands on the talent pool. The continued growth of the region in the science sector must go hand in hand with talent development. Increasingly, companies have to take a strategic approach to employee attraction as a primary consideration when deciding on expansion plans.

Lesley Nixon
Senior Consultant Scientific
Nigel Wright Recruitment

Contact Us

Send us an email and we'll get back to you asap.

Not readable? Change text. captcha txt

Start typing and press Enter to search