Clinical Development covers the process of bringing a new drug or device to the market, including discovery, product development, pre-clinical research, and clinical trials. Since May 2023, 452,604 registered clinical trials have taken place around the world. This is a marked increase on the 365,000+ recorded in early 2021. With such robust ongoing growth within the field, competition for Clinical Development professionals is fierce., but sourcing the right candidates for these vital roles remains a challenge. A trusted life sciences talent partner can change that. EPM Scientific will find and deliver the best candidates for Clinical Development roles when you need them.

How we can help

For over 10 years, EPM Scientific has been the preferred talent partner of industry-leading life sciences companies. Our aim is to source the Clinical Development talent you need when you need it. We invest in world-class technologies and in our expert consultants’ development, making it possible for us to source and place leading talent for extremely niche roles providing connections with professionals that can't be found anywhere else. Let us assist with our comprehensive talent solutions.

Clinical Development talent solutions

Eliminate the challenges of sourcing the right Clinical Development talent for your company’s needs with us. With an industry average fill-time of 4-6 months for most Clinical Development vacancies, EPM Scientific has built up a network of talented Physicians, many of which are not only board-certified in their therapeutic area but also experienced within the industry setting. That allows us to bring that fill-time down to 4-6 weeks on average.

We will work with you to understand your needs and handle the process of finding and delivering the best people for the job. As a leading life sciences talent partner, we provide permanent, contract, and multi-hire talent solutions from our hubs around the world.

We offer bespoke retained and contingent services, and we boast an extensive network of contractors and interim managers that allows us to place the right people in the right roles. We also source talent for time-critical and long-term functions. As part of the Phaidon International group, we offer a competitive advantage in sourcing talent, superior account management, and valueadding services such as risk mitigation, salary guidance, and sector-specific deep dives.

Don’t just take our word for it

“I have partnered with EPM Scientific over the last several months for recruitment support during an oncology buildout in Gilead’s Clinical Development division. I have found EPM Scientific to be highly responsive in delivering quality candidates for our open roles. They have delivered in a timely manner with candidates that meet the desired profile. I would recommend EPM Scientific to other colleagues and would call on them at any time I have a need for extra assistance. It’s been a pleasure working with them.” - Carolyn McBride, Talent Acquisition, Gilead Science

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Benefits of working with us

Experience

We have over a decade’s worth of experience as a leading talent partner in Life Sciences & Pharma.

Network

A vast, global network of the best, in-demand professionals, working with the world’s largest Life Sciences institutions, to take drugs, devices and therapeutic applications through from conception to completion.

Knowledge

Our award-winning talent specialists offer bespoke, tailored guidance on the latest hiring trends and industry news to help you achieve your goals.

Looking to hire?

Clinical Development Jobs

EPM Scientific places individuals seeking to take the next step in their careers across a variety of Clinical Development roles, including Clinical Development Director, Medical Director of Clinical Development, Head of Clinical Development, and VP of Clinical Development.

We know how passionate you are about your work. We have a global network of top life sciences companies that we partner closely with, and can tailor the opportunities that we bring you specifically to your goals.

Senior Medical Director, Clinical Devlopment & Medical Affairs

Title: Senior Medical Director of Clinical Development & Medical Affairs Location: New Jersey, USA OR Remote (Continental USA only) A mid-size pharmaceutical company is hiring a Senior Medical Director to join the Global Clinical Development and Medical Affairs team. As Senior Medical Director, you will have oversight of a multi-disciplinary team and will lead the strategic planning and execution of a Clinical Development program, as well as the development of Medical Affairs strategy and publications planning for global product launches. Responsibilities: Oversee clinical trial design and execution (especially Phase 3 and Phase 4 studies) Lead Advisory Board meetings and KOL/Expert panels Provide medical and scientific expertise to the development of product, R&D, and Clinical Development plans Identify prospective principal investigators and key opinion leaders Contribute to regulatory dossiers and NDA submissions, participate in interactions/meetings with FDA, EMA, and other regulatory agencies Program management including people leadership, budget management, risk and contingency planning, etc. Contribute to publication planning; author publications as needed or applicable Skills & Qualifications: MD (or equivalent), PhD, or PharmD is required 5+ years of Clinical Development experience is required Expertise in Hepatology, Nephrology, Pulmonology, or Critical Care is strongly preferred Direct Medical Affairs experience is strongly preferred Experience working with global regulatory bodies (FDA, EMA, etc.) is required Experience in a Medical Device company is strongly preferred Compensation & Benefits Base Salary: $240,000-$260,000 Annual Bonus: 25% Long-Term Incentive package comprised of company stock (estimated value $60,000) Option for 100% remote (open to candidates in the continental USA) Excellent medical, dental, vision, and life insurance Generous PTO and sick leave policy

US$240000 - US$260000 per annum + 25% annual bonus, 25% RSU-based LTI

Bridgewater

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Head of Clinical Program Management (M/F/D)

This is an exciting opportunity to Join a Rapidly Growing Biotech Company as Clinical Program Head in Basel Our biotech client based in the city of Basel is seeking an experienced and driven individual to join their team as a Head of Clinical Program Management (M/W/D) . Our client is focused on developing next-generation oncology products, with the aim of bringing new hope to cancer patients worldwide. This is an exciting opportunity to work for a company that is dedicated to making a real difference in the lives of others. Responsibilities: As the Clinical Program Head, you will be responsible for overseeing clinical development programs from Phase I through regulatory submission. This includes developing protocols, study reports, investigator brochures and other relevant documentation. You will also manage cross-functional teams including medical affairs, data management and statistical analysis groups. Your expertise and leadership skills will be utilised to ensure the successful execution of clinical trials and programs. As the Clinical Program Head, you will be involved in the development of the clinical development strategy, and will work closely with the senior management team to ensure that this is aligned with the overall corporate strategy. You will have a key role in the development of the annual clinical development plan, and will be responsible for the delivery of this plan within the agreed timelines and budget. Experience / Professional Requirements: - MD degree - Advanced knowledge in relevant disease area(s) is essential. - Minimum of 6 years of experience in clinical drug development, including demonstrated leadership and accomplishments in designing and conducting clinical trials (e.g., planning, executing, reporting, and publishing). - People management experience is required, including matrix management. Required Competencies: - Ability to leverage scientific, clinical, and technical knowledge with excellent communication skills. - A strategic thinker with strong influencing and negotiation skills; regulatory experience would be advantageous. - Possesses excellent organisational skills. - Demonstrates knowledge of Good Clinical Practice, clinical trial design, and the drug development process. - Has a working knowledge of oncology- and nuclear medicine-specific aspects of clinical development. - Able to travel internationally (anticipated requirement: 20% of the time). - Fluent in English (both oral and written). As the Clinical Program Head, you will be required to work closely with a range of stakeholders, including clinical investigators, regulatory authorities, and key opinion leaders. You will need to be able to build effective working relationships with these stakeholders, and will be expected to represent the company at external meetings and conferences. Our client is committed to the development of its employees, and as such, the successful candidate will have access to a range of training and development opportunities. These will include both internal and external training courses, and the opportunity to attend industry conferences and events. If you're interested in joining this dynamic company working towards finding solutions that will change people's lives forever then please apply today! This is an exciting opportunity to work for a company that is dedicated to making a real difference in the world of oncology.

Negotiable

Basel

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Clinical Trial Manager/Senior Manager

Location: Singapore Therapeutic Areas: Oncology, Cardiovascular, Infectious Disease, CNS/Neuroscience An award-winning global Clinical Research Organisation with international reputation in providing Phase 1 to Phase IV clinical development services is looking for a Clinical Trial Manager to be based in Singapore This opportunity provides amazing growth potential, career progression and the chance to be working with a growing company. Responsibilities: Lead projects for multi-service global clinical trials Manage project timelines and deliverables Lead cross functional teams - clinical monitoring, study start-up, regulatory, contract, safety, medical monitoring. Secure new businesses Requirements: Bachelor's degree (Masters or PhD preferred) Relevant experience in clinical trial management in Asia, in a CRO is preferred Preferably a tertiary education in law and/or experience within the Chinese legal jurisdiction Good communication skills and team spirit If you are interested, please apply with your CV attached.

Negotiable

Singapore

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Lead Scientist (Study Director)

🔍 Job Opportunity: Lead Scientist (Study Director), Viral Clearance Company: Join a leading multinational leader in the CDMO industry, responsible for development and characterization manufacturing processes used for the production of novel therapeutic recombinant proteins for their client base. We are currently seeking a dynamic and passionate Lead Scientist to join our team in Singapore. Key Responsibilities Function as a Study Director, who has the overall responsibility of planning and conducting, as well as the interpretation, analysis, documentation and reporting of results Design viral clearance studies in accordance with guidelines (e.g. EMEAand ICHQ5A) and perform hands-on laboratory work (e.g. small-scale control run, virus models spiked run, virus inactivation step evaluation, virus reduction filtration) following protocols and working to GMP standards. Follow work procedures to set up and operate chromatography, ultrafiltration and dead-end filtration systems to GMP standards. Review and interpret raw data to produce good quality process knowledge and data sets suitable for inspection by regulatory agencies. Authoring of protocols and reports and interaction with regulatory agencies required. Supervision of project teams and leading troubleshooting activities required. Develop and manage relationships with external customers and teams at contract testing laboratories. Deliver high quality communication to ensure an outstanding customer experience (written reports, telecons, face to face meetings). Work as part of a site and global project team, co-ordinate multiple projects and ensure timely delivery of project workstages. Requirements: Degree/PhD in Biological Science/Engineering as appropriate for area of expertise. 4-7 years' experience or 2-5 years and a PhD with experience gained in a lab either in industry or academia, or via an industry work training programme. Practical laboratory experience in virus clearance studies, study directing and project management is required. Developing a detailed understanding of the scientific rationale behind one or more technical areas involved in the development of biopharmaceuticals. The final role offered will be commensurate with the candidate's experience. Understanding of cGMP regulations and quality management is required. Excellent problem solving and analytical skills. Excellent communication skills (verbal and written). Excellent team work skills. How to Apply: If you are enthusiastic about making a meaningful impact in the field of the CDMO industry and possess the required qualifications and experience, we invite you to apply for this exciting opportunity. Please submit your resume to this job advert.

Negotiable

Singapore

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Senior Manager Biostatistics

Client: Clinical-Stage Biotech - Publicly Traded Hiring: Senior Manager, Biostatistics (Third most senior in the company) My client is a cutting-edge clinical-stage biopharmaceutical company on their quest for groundbreaking advancements - The only one to get to commercialization! They are looking to bring on a dynamic Senior Manager, Biostatistics to become the 3rd most senior member within the company. You will have the opportunity to really advance your career, by working closely with the Head of the department and Associate Director on submissions and commercialization of an innovate product. You'll be at the forefront of innovation, working on data analysis of studies linked to a rare technology which is booming at he moment. You will work hand-in-hand with their brilliant statisticians, programmers and clinical teams to craft top-notch deliverables that redefine industry standards. Are you ready to unleash your creativity, collaborate with the best, and drive transformative change? If you're a proactive, visionary thinker who thrives on challenges, then this is the opportunity you've been waiting for! Apply now and be part of a team that's shaping the future of healthcare! Responsibilities: Work closely with CROs on the oversight of statistical and programming deliverables Provide ideas in evaluating innovative methods of study design and analysis Collaborate with other teams - Clinical, Programming and Data Management, to ensure data collection and reporting is correct and appropriate Support on the entire drug development on biostatistical input - study and program design, writing of protocols, CSR, Regulatory documents, SAP, Scientific publications Qualifications 2-3+ years' experience in either research or industry, post PhD PhD in either Biostatistics or Statistics Ability to work onsite in California Please note, to apply for this position you must have rights to work in the USA or a Canadian citizen looking to make the move to California. Reach out to find out more!

Negotiable

California City

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Clinical Scientist/Senior Clinical Scientist

Clinical Scientist/Senior Clinical Scientist Salary: ($100,000-$150,000) Remote (USA) This medical device company launched the first device of its kind. They've received over $500M in investment in the past 2 years… so runway is not in question here. While this organization is being backed by one of the largest med dev companies in the world, it is still operating with complete autonomy. The team is looking to bring on a new Scientist/Sr. Clinical Scientist in a remote capacity. Responsibilities: Lead the design and planning of clinical trials for medical devices, ensuring alignment with regulatory requirements and company objectives. Oversee clinical trial operations, including site selection, data collection, and adverse event reporting, to ensure high-quality study execution. Analyze and interpret clinical trial data, prepare study reports, and contribute to regulatory submissions and publications. An ideal candidate for this role will have: Medical device clinical trial experience in Peripheral Artery Disease Experience of clinical documentation preparation, including protocol, ICF, CSR, IB, presentation and publications. Advanced degrees (MD, PhD, or Masters) 2+ years of clinical scientist experience on the sponsor side This company offers a competitive compensation plan: Annual bonus Insurance 401(k) plan PTO If you're interested in this role, please apply now!

US$100000 - US$150000 per year

United States of America

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Clinical Development News & Insights

clinical-operations

In-Demand Clinical Research Skills and Experience to Highlight in Your Next Interview

Like the wider life sciences industry, the Clinical Research arena is fiercely competitive. If you want to advance your career, you need to stand out from the crowd. One of the best ways to do this in an industry in which knowledge and expertise matter is to highlight your in-demand Clinical Research skills and experience in your next interview.EPM Scientific sheds light on which skills and areas of experience to focus on, including knowledge of clinical trial design, methodology, and statistical concepts, clinical expertise, project management and teamwork, soft skills, and critical thinking and decision-making.Thorough working knowledge of clinical trial design, methodology, and statistical conceptsGiven the importance of clinical trial design, methodology, and statistical concepts in Clinical Research, it’s vitally important that you convey a thorough working knowledge of these processes. You may be tested on your basic knowledge of these processes by being asked to walk the interviewers through the different phases of a trial. Your answer should demonstrate that you understand the key characteristics and purpose of each process.You should also highlight how you would handle incomplete or missing data in a clinical trial, as well as the statistical methods you use to analyze data obtained in a clinical trial. Take time to think about questions you might be asked about this in an interview, such as giving an example of a clinical trial in which you had to deal with missing or incomplete data, and explaining how you overcame the problem.Highlighting clinical expertiseIt’s not enough to know about the various processes involved in Clinical Research. In your next interview at a life sciences company, ensure you also highlight your clinical expertise.When showcasing your medical/scientific expertise and technical skills, go beyond demonstrating your knowledge of guidelines. You should also explain how you ensure data quality and integrity in clinical trials, focusing on your understanding and previous application of best practices such as standard operating procedure adherence, data validation, and source data verification. A good way to think of examples of your expertise is to think about interview questions you might be asked, such as explaining the steps you followed when analyzing and applying data during a project that posed various logistical challenges that could have impacted data purity.Project management and teamworkExcellent teamworking abilities are an in-demand skill for any Clinical Research role, whether junior or senior. When it comes to senior roles, you also need strong project management skills to lead a team and manage timelines and deliverables.In your next interview, highlight your project management and teamwork skills. Explain how you communicate and coordinate with study coordinators, investigators, and other team members during a clinical trial, and describe how you have managed study-related logistics such as patient recruitment and scheduling. You might find it helpful to think about possible questions you could be asked, such as explaining how you manage disparate teams faced with various challenges in a time-critical project.The importance of soft skillsThere’s a high demand for individuals with specific soft skills in Clinical Research. These skills include communication, collaboration, attention to detail, and problem-solving.Prepare for this stage of the interview by thinking about specific examples that illustrate your skill at communicating complex ideas effectively, focusing on the techniques you used and how you engaged your audience. For example, if you have communicated complex scientific information to a non-scientific audience, explain how you made sure your audience understood your presentation.Think of examples of times when you prioritized and managed multiple projects simultaneously, focusing on how you made sure that deadlines were met, and everything was accounted for. You may also find it helpful to think about how you can showcase your collaboration and problem-solving skills during your interview. Doing this can help you to start formulating answers to questions you might be asked. Also consider other questions that interviewers might ask, such as being asked to provide examples of how you managed to meet deadlines whilst managing multiple projects that included collaboration with various different stakeholders, or how you solved an issue that could have affected project timelines. Critical thinking and decision makingCritical thinking and decision making are fundamental to any Clinical Research role, making them key skills to highlight in your next interview. Convey your ability to analyze observations and data, and to make informed decisions.In order to assess your attention to detail and problem-solving abilities, you may be asked to describe a time when you discovered an error in research or data and to explain how you addressed it. You might also be asked to explain how you would respond to a situation in which a participant in a trial experienced an adverse event. Highlight what steps you would take to ensure participant safety and the integrity of the study. Emphasize your ability to stay grounded, calm, compassionate, and organized during a crisis.Secure your next role with EPM ScientificAdvancing your career in Clinical Research and life sciences is easier with EPM Scientific. Take a look at our open roles for an excellent idea of the many opportunities available. Find your next role with us. Register your resume or browse our latest roles today.

biometrics

Life Sciences Salary Guides of 2023

Are you aiming to advance your career within the life sciences sector? Are you interested in discovering your competitors‘ offerings for professionals in your field across the APAC region? We are excited to present our new series of Salary Guides for the life sciences industry. These comprehensive reports will furnish you with invaluable insights into the present salary trends in Singapore, China, Australia, South Korea, and Japan.Compiled from the responses of almost 900 life sciences professionals in the APAC region, this is an opportunity you shouldn't overlook. Seize the chance to gain a competitive advantage in the life sciences field, enabling you to make well-informed choices about your career trajectory, compensation, and hiring approaches.

management advice

The Life Sciences Skills Gap: How to Hire

The life sciences industry is rapidly growing, but it is experiencing skills gaps that need to be addressed to allow it to reach its full potential. According to a 2022 life sciences and pharma talent trends report, 33% of C-suite and human capital leaders in the life sciences and pharmaceuticals sector agree that talent scarcity is a major pain point. This problem is widespread, with the UK also suffering a skills shortage that threatens to stall the industry’s trajectory.Skills gaps in digital and computational skills, and industrial, economic, and clinical research are particularly large. However, if phenotypic, genomic, and patient data integration practices can be optimized across the industry, this will support both research and treatment advances in the future.This article shares effective hiring strategies that can help life sciences organizations address skill gaps within their teams and wider business.Understanding the skills gaps in the life sciences industryStatistics from the talent trends report highlight the key skills gaps in the life sciences industry and how they impact key research and development processes. Demand for life sciences products is forecast to grow more rapidly than the global GDP over the coming years, and 45% of the aforementioned talent leaders note that they are looking to hire primarily to avoid talent scarcity from hindering their organizations’ progress. Moreover, the report found that 67% of pharmaceutical and life sciences companies believe that reskilling their current employees is an efficient way to address and mitigate skills gaps. It currently takes 105 days on average to fill a non-executive life sciences position in the US, leading to financial losses of $500 per open role per day, so intentional talent strategies are crucial to setting life sciences businesses on the path to success.Supporting mobility between sectorsSupporting mobility between sectors plays a vital role in closing the skills gaps within the life sciences industry. Enabling professionals to transition across sectors, ranging from Regulatory and Legal Services to Pharmaceutical and Medical Device Engineering, allows life sciences companies to tap into a vast pool of talent. This is also an effective method of sharing intersectional knowledge and developing key skills.Selecting candidates with a diverse range of backgrounds for open roles may also bring more unique perspectives into your organization, thereby driving innovation and helping to meet growing demand. Focus on transferable skillsFocusing on transferable skills is a powerful approach to bridging the skills gap in the life sciences industry. Rather than solely emphasizing sector-specific experience, prioritizing transferable skills enables professionals to adapt and thrive in new roles within the field. The life sciences industry’s talent offers a myriad of transferable skills that can be used to power future growth and innovation. These include analytical skills, leadership and teamwork skills, problem solving, written and oral communication skills, management skills, and scientific peer communication. Additional soft skills to focus on in your talent acquisition strategy include critical thinking, problem solving, and attention to detail.Consider cultural fitSeek out candidates from other industries who align with your organization’s culture, values, and core mission. This alignment promotes employee engagement, retention, and overall job satisfaction, whilst creating a supportive working environment that benefits from a wide range of experiences and perspectives.These candidates should also possess the aforementioned transferable skills, which will help to ensure that they can perform optimally in their new roles without being hindered by common skills gaps.Offer more flexibilityWhile not a priority for all candidates, flexible working arrangements such as remote or hybrid work arrangements are valuable to skilled candidates and may help to give your organization an advantage in the ongoing competition for life sciences talent.Hire top talent with EPM ScientificEPM Scientific is a leading specialist life sciences talent partner, providing you with a wealth of expertise to help you locate the best talent for your life sciences roles globally. Submit a vacancy or request a call back from our team to find the right people to drive your organization forwards.

clinical-development

Interview & Hiring Guidance

5 essential tips for employers, hiring managers, and HR on the hiring process in Life SciencesThe interview process, from initial phone call screenings and psychometric testing, to face to face interviews with the hiring manager and onsite tours, can often be a long and laborious process. So it is imperative to keep an interview process streamlined and engaged, to ensure talent doesn’t drop out, and your organization, and yourself is represented best. Here are 5 vital top tips for employers to stick to when interviewing top talent. Be present Showing excitement to prospective candidates provides insights for them into the potential team culture and attitude. Asking them questions about themselves, on their interests, their lives, their careers, as opposed to only technical questions to vet their hard skills, goes a long way in connecting on a human level. Another way to connect is by sharing real life examples of the day to day, positive experiences about the role and team, and details about project work. These are important talking points candidates like to know, and while they understand an interview may be rigorous technically, maintaining the conversational, human aspect is important too. Being engaged may sound simple, but given how much of the interview process is over Zoom/VC/phone these days, it is easy to get distracted and check emails or open windows on your computer. Remaining attentive and interested will bring the best out of the interview process and provide a positive candidate experience. Also important is to be interesting yourself. Be in sell modeMany of the above points are indirect examples of selling your team and role. However, in a more overt way, providing exciting opportunities at present and for future career growth are always on candidates’ minds and knowing there is more to be excited about than just hands-on skills or what is in the job description on day one makes them buy into the role and organization more. As part of selling the role, explain why you took this position, and what you liked about the company and team. Be relatable to their circumstances and share with them why the position in your team, at your company, is the best move they can make.Another important aspect to highlight here is the culture. Maybe there is more to what makes the role great than just the daily tasks or responsibilities, such as company sports team, lunch clubs, charitable groups, or environmental initiatives. Highlight what else is enjoyable so that candidates are excited about this role, as well as the team and company, aside from the day to day. These days competition for top talent is so tight, that those cultural differences can distinguish you amongst the rest.Be positive Many of the above points translate to this aspect of hiring, but above all, being cordial, professional, and sharing timely feedback all contribute to a positive candidate experience. In some cases, the candidate may not be a good fit culturally, or for your position, but you should still offer them professionalism and positivity in the interview. Remember, they may have colleagues or a network of other experts that could be better suited for your role/team. You want them to have a positive experience to refer people to you, and maintain your company’s reputation in the market, as well as your own. It's also important to note that many candidates often have other processes in the mix, so if you give them any chances to doubt their experience, they could be more likely to go elsewhere. Be flexible If a professional isn’t the 100% right fit, still ask yourself if there is a place for them in the team or organization, especially if they bring something unique to the company. Keep an open mind when recruiting talent, and consider the future headcount. Potentially you can create a new role for an exceptional candidate, especially if you don’t want to lose someone good to a competitor. See the positives in a candidate’s skillset if they bring enough to the table, and find reasons to say yes, especially in this market. Outside of being flexible with the job description, can you also be flexible with the offer? Offering nuanced benefits, flexible working, and customizing offers to the individual joining can again make the difference between rejecting and accepting. Be decisive The market is still exceptionally hot, so it is vital hiring managers are mindful of how quick an interview process needs to be. “Keeping someone warm” is so important, but if you can’t commit to them you do risk them going in another direction. Therefore, be timely with your feedback, especially if it's positive, to keep the momentum up. If they are at the top of your mind, you should stay at the top of theirs. Try and push approvals quickly as well. This is often bureaucratic but affect whatever influence you can have on an interview or hiring process, and don’t allow things to slow down if you can control it.Finally, be competitive. Don’t allow back and forth negotiations to hinder a process or allow time for other processes to catch up. Put your best, most competitive offer forward so it entices them from the very start. To hire the best candidate for your open role, get in touch with EPM Scientific today. As a specialist talent partner in Life Sciences, we have access to industry-leading talent around the world. Find the talent you need by submitting your vacancy, or request a call back below to elevate your hiring process with the right talent partner today.

safety-pharmacovigilance

How to Ensure Employee Retention in Life Sciences

The Pharmaceutical market has expanded considerably in the past two decades, with Pharma revenues totalling $1.42tn in 2021. This has been accompanied by a growing demand for experienced, highly qualified Life Sciences professionals: with more drugs than ever now available, companies require a strong workforce to bring their products to market. The industry has had to deal with an ever-small talent pool as a result, which has been exacerbated by one of the highest employee churn rates, with the Life Sciences and Medical Devices industry alone seeing a 20.6% turnover rate. This is reflected in the results of our Life Sciences survey which revealed that more than 40% of Life Sciences professionals are currently looking for a new role.The COVID-19 pandemic led to a substantial increase in resignations across all industries, as many employees started to re-evaluate their priorities and seek roles that offered flexible remote-work policies. Consequently, companies have found it harder to get the people they need. 47.8 million workers in the U.S. decided to quit their jobs in 2021 – the highest volume of resignations since the Bureau of Labor Statistics began recording this data in 2001. This is equivalent to 3.98 million workers quitting their jobs each month, up from an average of roughly 3m leaving their jobs each month in 2019.Similar trends have been observed in Australia and the UK, where the rate of employed people between 16-64 choosing to switch jobs reached an all-time high of 3.2% between October-December 2021. The resignation rate continued to increase in 2022, with job-to-job resignations in the UK peaking at 442,000 in the second quarter of 2022. In Europe, one in three workers are considering quitting their jobs in the near term, with inadequate compensation and lack of career advancement being cited as the top factors.Why are Life Sciences professionals leaving their roles?The reasons that Life Sciences professionals have for wanting to leave their jobs vary across each industry sector. However, the promise of higher remuneration is invariably the main reason. This is according to findings from our Year in Review, which goes into greater depth about the factors that matter most to Life Sciences professionals when seeking to advance their careers.There are a host of other important factors, however, such as the desire for an improved work-life balance and employees wanting to acquire more new skills that will aid in their professional development. Changes in management can also cause people to want to move jobs, and Life Sciences professionals are increasingly looking for openings that provide flexible working hours and the ability to work from home.How to improve employee retentionThe good news is that there is a wide range of employee retention strategies that you can adopt in your workplace. Let’s take a look at some of the most effective employee retention techniques that you can use to ensure that your employees are satisfied at work and remain highly motivated in their positions, as opposed to looking elsewhere for their big career break.Offer competitive salaries and benefitsDissatisfaction around salary has had a negative impact on talent retention in the Life Sciences sector. As we’ve seen across the board, wanting higher compensation is the top reason for employees wanting to move to jobs; 70% of the R&D professionals that we surveyed within the Pharmacological industry were motivated by the promise of higher compensation at other companies.Paying your team a competitive rate is a simple but effective employee retention strategy that you can use to avoid your workforce shrinking. Our survey results show that the majority of respondents want a pay rise upwards of 10-15% of their current salary, which provides some indication of how much you may need to offer in order to remain competitive. Focus on career developmentYour employees will be far less likely to want to continue working for you long-term if there are few opportunities for advancement – or if their ability to develop their skills is limited. A study by Work Institute found that employees quit in 20% of cases due to career development issues.This highlights the importance of setting clear paths for career progression to give your team the motivation and provide them with long-term goals.Be flexibleOffering flexible working arrangements is a sure-fire way to keep your employees happy. Our Year in Review revealed that the option to work from home is very important to 60% of the industry as a whole. The majority of R&D respondents deemed flexibility as either important or very important, and workers in Pharmacovigilance ranked flexibility higher than salary when asked what is most important when considering a new job.Whilst a lack of flexible working options will not be a deal-breaker for many employees, you will find it far easier to retain your top talent if you grant them greater freedom to work according to their preferences.Build a supportive company cultureThere’s nothing quite like a warm, friendly culture when it comes to getting excellent work out of your employees. It’s also one of the best ways to increase their loyalty to the company.Seeking feedback from employees on a regular basis about how working processes might be improved helps ensure that workers feel that their concerns are being heard and addressed. Providing senior employees with the skills and training that they need to be good managers is also a worthwhile endeavour. Manufacturing professionals regard good leadership as almost as important as salary, according to our Year in Review survey.Promote work-life balanceMore than a third of respondents in our Life Sciences Year in Review report highlighted a poor work-life balance as one of the main reasons for wanting to seek employment in another role. Almost half of the Clinical Pharmacology professionals surveyed cited a need for an improved work-life balance as their main reason for seeking a new position.With higher numbers of professionals re-evaluating their priorities in life in the wake of the COVID pandemic, it’s no wonder that Life Sciences professionals are seeking out positions that allow them to spend more time with their families and friends. Giving your employees more personal time is therefore one of the most effective strategies for employee retention.Offer innovative, up-to-date technologiesFinally, ensure that you have the latest technology in your workplace. Investing in top-of-the-range software, for example, will make it easier for your employees to complete tasks and reduce the errors that are made, thereby increasing company productivity and boosting morale.Employee retention is critical to successThriving companies are characterized by a happy, satisfied workforce and high employee retention rates. Partner with EPM Scientific, a leading executive search firm for the Life Sciences industry, to find out more about how you can implement employee retention strategies that get results. Request a call back and one of our specialist consultants will be in touch.

Diversity & Equality

Working From Home is the Key to Diversity

The Covid-19 pandemic has put working-from-home firmly on the agenda. A recent poll by Phaidon International found that 81% of the life sciences workforce want their employer to continue offering working-from-home flexibility. However, 1 in 5 employees believe their employer would reject any attempt to negotiate a more flexible working arrangement. Organizations who respond to the changing needs of the workforce are more likely to attract and retain the best life sciences talent in the market. They will also benefit from increased diversity. Download the article to find out how working from home can improve the participation of women, people with disabilities, and contingent workers.