Clinical development defines the entire process of bringing a new drug or medical device to market. From drug discovery and product development, to preclinical research and clinical trials, the development process is a long and difficult process. Yet for the determined, each failure helps advance scientific knowledge, propels the life sciences field forward,

The use of technology in the clinical development process has been on the rise in recent years as its ability to speed up the process is being recognised. We’re likely to see an increasing push toward the acceptance of wearables for use in clinical trials. Although it’s in the embryonic phase, the impact of wearables could be huge. According to Astra Zeneca’s Matthew Bonam, by 2020, “70-80% of the data being collected will be by the patient in their own home, rather than centres. This should also lead to massive savings in cost.

The German clinical trials market is expected to reach €186m by 2025, according to a new report by Hexa Research, a significant increase on the €104m currently being spent in the area. Key drivers impacting the market growth are globalisation of clinical trials, development of new treatments such as personalised medicine and the evolution in technology. EPM Scientific is a global specialist recruitment company working exclusively in the Life Sciences industry. Our expert consultants place talent in the clinical development industry in Germany and across Europe.

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Clinical Development Jobs

Vice President, Clinical Development

The Role: The Vice President, Clinical Development will be responsible for the strategy and execution of the company clinical trials. In support of these responsibilities, this leader will oversee the company's clinical directors, clinical scientists, clinical operations staff and pharmacovigilance, recruiting staff of appropriate experience to meet the company needs while remaining lean and nimble. They will be responsible for developing the infrastructure to conduct clinical research and data collection and will collaborate closely with the Regulatory and Clinical Quantitative functions within Clinical Development, as well as with other departments to conduct trials. Here's how you will contribute: Build and lead the clinical research function, which includes clinical directors, clinical scientists, clinical operations and pharmacovigilance. Plan for and direct internal and external resources to achieve company goals in a swift, high quality and compliant manner. Design and oversee clinical studies from Phase 1 through to registration. Know the details of each study and its participants and disseminate knowledge internally to enable decision-making. Identify and foster productive relationships with investigators, including key opinion leaders, participating in Generate clinical trials. Ensure smooth communication and collaboration between organizations and individuals involved in research, with particularly close attention to Preclinical Drug Discovery and the CMC/Quality organizations. Represent the company externally at conferences and with other external parties such as partners, CROs, collaborators and investors. Dive deeply into the science being executed under their purview, staying abreast of the scientific literature; develop and disseminate well-informed opinions on the science as part of their leadership. Foster a safe, inclusive work environment. Support the personal and career development goals of their reports. The Ideal Candidate will have: MD with 10+ years of experience in clinical practice & drug development. Drug development experience ideally includes early drug development (testing of new compounds, dose selection and trouble-shooting) Medical Affairs experience alone is insufficient. A proven track record of leadership while in the pharmaceutical industry/recognized for leadership Experience in drug development in oncology is preferred. Experience in small and large companies is preferred but not required. A record of consistent professionalism, particularly when under pressure

Negotiable

Massachusetts

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Medical Director, Orphan Lung Programs

Medical Director, Clinical Development Connecticut/California (Hybrid) Competitive Compensation Package Based on Experience We're currently partnered with a mid-size biopharmaceutical company who is dedicated to developing innovative therapeutic products to meet the needs of patients facing endocrine and lung diseases. Their mission is to empower individuals to take control of their health and enjoy life to the fullest. This position reports directly into the SVP, Clinical Development is a highly visible role, helping shape the future of the organization taking products from early drug development to commercialization. Responsibilities include (but not limited to): Planning, design, and execution of early development clinical studies Preparing regulatory documents for IND filings and various study reports Serve as the clinical development representative for cross functional study and project team meetings Work collaboratively with senior leadership across different teams and departments Author and review clinical documents Support business development by identifying licensing opportunities Requirements: MD or PhD 10+ years of pharmaceutical experience Extensive experience working within the Pulmonary therapeutic area Strong leadership skills

Negotiable

Connecticut

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Medical Director, Oncology

We are currently seeking a Medical Director in Oncology to join a reputable pharmaceutical company based in Osaka, Japan. This is a full-time permanent position and an excellent opportunity for someone who is passionate about Oncology and seeks to make a difference in the field. Responsibilities: Provide medical leadership and expertise in Oncology Develop and implement medical strategies and plans Act as the primary medical point of contact for internal and external stakeholders Ensure compliance with regulatory requirements Provide medical input into clinical development plans, including clinical study protocols, clinical study reports, and regulatory submissions Provide medical input into the development of promotional materials and marketing programs Build strong relationships with key opinion leaders and medical experts in Oncology Participate in internal and external medical education and training activities Provide medical input into the development of publications and presentations Skills: Medical Doctor Oncology experience Clinical Development experience Experience in pharmaceuticals Strong leadership skills Excellent communication and interpersonal skills Strategic thinking and planning skills Ability to work independently and as part of a team Ability to manage multiple projects simultaneously If you are interested, please apply with your CV attached.

Negotiable

Osaka

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Head of Ophthalmology, Clinical Development

I'm currently partnered with a growing global pharmaceutical organization who is looking to add a Head of Ophthalmology, Clinical Development to their team! Reporting directly to the VP of Clinical Development and working closely with the leadership team to define clinical and medical strategy and be accountable for global clinical projects. You will be responsible to build and strategize upon the exciting pipeline of phase I-III trials in the ophthalmology space for one or more IPs, and steer with the responsible team members within the medical and clinical department, and cross-functional matrix. The ideal candidate has extensive experience with ophthalmology clinical trials phase, FDA submissions and bilingual in Mandarin (not required). RESPONSIBILITIES Responsible for clinical development strategies, including Phase I through III, life cycle management, safety responsibilities, scientific interactions with regulatory bodies, and interactions with cooperate partners. Leads and oversees the strategic definition and tactical development of clinical trials programs, including protocol, interpretation of clinical data, and literature reviews. Ensures that all clinical trials are in keeping with approved timelines and budgets, with potential obstacles identified and solution implemented to avoid delays in clinical trials implementation. Ensures that clinical trials are conducted in accordance with applicable regulatory requirements and guidelines. Be a critical element in company's approach to create an effective bridge between discovery research and clinical development. Keep upper management informed of key opportunities, benefit/risk issues for the assigned therapeutic areas. Participates and active member of the executive team of the company. May carry the duty of presenting status, progress, and differentiation of our pipeline to board and other potential investors. REQUIREMENTS D or Ph.D. in Clinical Medicine and at least 5+ years of broad bio/pharmaceutical industry experience in drug development. Experience in ophthalmology therapeutic specialty. Pharmaceutical industry experience in the successful development, registration and commercialization of new drug products is preferred. Experience in pharmaceutical or biotech industry working with Phase I - III clinical trials, and/or serving as principal investigator with a background in clinical trial design and protocol development. Independent, self-motivated individual with a highly entrepreneurial style coupled with self-confidence and a positive management style.

Negotiable

United States of America

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Manufacturing Engineer

**5 Days/Week Onsite in Salt Lake City, UT** Job opportunity with a top compliance and consulting organization company that is looking for a Manufacturing Engineer to join their team on a 6-12 month contract with an opportunity for conversion or extension! Qualifications: Education: BS/BA degree required. An advanced degree in Chemical, Mechanical or Biomedical Engineering is a plus Working knowledge of FDA/EU regulations and requirements for biologics and pharmaceuticals in a project engineering role . 2-5 years of project engineering experience in pharmaceutical/biotech Green Belt / Black Belt certification in Lean Manufacturing or Six Sigma methodologies Knowledge of the requirements of Quality Systems such as ISO and QSR. Job Description/Skills: Partners with both Manufacturing and Research & Development to develop and optimize manufacturing processes for new products. Coordinates and conducts both equipment and process validations for new processes (IQ/OQ/PQ). Provides timely and effective support for new product introduction and process transfers to the business. Design and deployment of manufacturing tooling and fixturing Interacts and collaborates with other departments to address any restriction that may stop or slow down production, including material, personnel, equipment, and process issues. Identifies and coordinates cost reduction projects including labor efficiency, inventory optimization, and defect reduction using lean manufacturing and six sigma tools. Conducts failure investigations and implementation of preventive and corrective actions that may result from non-conformances, audit observations, CAPA and others. Benefits/Perks: 401k Health Insurance Please apply here directly if interested but If you are genuinely not interested, is there someone you can recommend?

US$65 - US$75 per hour

Salt Lake City

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Associate DIrector, Medical Writer - Clinical Development

I am currently partnered with a growing pharmaceutical company in New York City who is looking to add a highly collaborative Associate Director, Medical Writer of Clinical Development to their team! The Associate Director will draft, edit and submit high quality, medically accurate documents including protocols, clinical study reports, manuscripts, conference abstracts, and posters. This is a key position within CNS scientific communication with ample opportunity to make real impact. The Medical Writer reports to the Head of Clinical Development, and collaborates with the overall scientific team. Job Responsibilities and Duties include, but are not limited to, the following: Interpret complex data and develops high-quality strategic scientific documents including protocols, amendments, agency briefing books, clinical study reports, publications and other documents in support of Medical Affairs, RWE/HEOR and/or Clinical Development programs Attends strategic meetings as applicable Closely collaborates with, and apply applies strategic direction from, project and publication leads, and biostatisticians in order to manage and prioritize assignments to ensure deliverables are completed per time and quality goals Previous experience with preparation and QC of various document types: core clinical documents (protocols, IBs, CSRs, etc.), Health Authority Submission documents (Agency Briefing Documents, eCTD Summary Documents, Orphan Drug Applications), etc is a plus Develops documents for assigned programs in compliance with company standard operating procedures (SOPs). (Previous experience with preparation and QC of various document types: core clinical documents (protocols, IBs, CSRs, etc.), Health Authority Submission documents (Agency Briefing Documents, eCTD Summary Documents, Orphan Drug Applications), etc is a plus) Develops documents for assigned programs in compliance with company standard operating procedures (SOPs) This may include developing timelines, review/approval workflow management, and/or QC/publication readiness Works with cross-functional internal teams to ensure wide acceptability of documents and consensus of content Oversees outsourced medical writings projects and the associated vendor(s), as applicable Critically analyzes, synthesizes, and presents complex information Drives Results Ensures Accountability Requirements / Qualifications Advanced scientific or clinical degree (MD, PhD, or PharmD) required and a minimum of 5-8 years relevant experience A strong current working knowledge of the pharmaceutical environment is required. Experience and Knowledge: Highly knowledgeable in the relevant CNS therapeutic area Track record of developing high-quality scientific documents Ability to interpret, evaluate, and communicate (in a variety of formats and styles) complex scientific and clinical data Expertise in use of online and other data sources for literature searches and information General knowledge of the drug development and approval processes and GXP principles Ability to work with cross-functional executive leadership and exposure to sensitive information, necessitating considerable use of tact, diplomacy, discretion, and judgment Ability to work collaboratively and coordinate the efforts of team members to resolve comments and complete deliverables Ability to manage/prioritize multiple projects under general supervision, working in a fast-paced environment

Negotiable

New York

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Senior Director, Clinical Development CNS

I am currently partnered with a growing pharmaceutical company in New York City who is looking to add an exceptional Senior Medical Director, Clinical Development to their team! The Senior Director of Clinical Development is responsible for leading the clinical program for one or more product candidates within a specific therapeutic area (psychiatry or CNS/neurology). This role will act as the Clinical Program Lead for the assigned CNS product candidates including product planning and life cycle management. JOB RESPONSIBILITIES Lead the creation of and provide scientific insight into study designs and disease area strategy Oversee or lead protocol development, Investigator's Brochures, annual regulatory reporting, and clinical study reports Work in close collaboration with regulatory and CMC to develop and execute program strategies from IND through all phases of clinical development Engage Key Opinion Leaders for innovation approaches to study design and drug development Develop timelines and integrated program plans for the tracking of product / project deliverables Champion and facilitate program team meetings, cross-functional communication and decision making, ensuring alignment with internal and external stakeholders Partner with the Clinical Study Team to oversee the execution of clinical studies Provide scientific insight into study design and disease process Train clinical study team on therapeutic area, drug product, and protocol, as needed Oversee or contribute to Clinical Study Reports (CSR), and clinical sections of INDs and NDAs (Module 5) Drive and present abstracts, poster presentations, slides, and manuscripts of clinical study findings Author, review, and revise Standard Operating Procedures (SOPs), as needed Lead/contribute to publication planning, authoring and presentation of abstracts, posters, slides, and manuscripts Contribute to pharmacovigilance monitoring AEs, SAEs, and FDA reporting and database reconciliation Participate in data review of clinical and safety measures at the patient level and in aggregate to assure subject safety and efficient study conduct Supervise or mentor other Clinical R & D team members Additional responsibilities as assigned QUALIFICATIONS Post-graduate degree required, science-focused qualifications strongly preferred, e.g., MD., PharmD, PhD, with at least 10 years of clinical research experience Strong understanding of the drug development process up to and including clinical trial initiation and execution (IND submission through Ph 4 studies) Experience in preparing and submitting INDs and (s)NDA Strong analytical and problem-solving skills with excellent communication (both oral and written) Experience writing clinical documents (eg, protocols, CSRs, IBs,) and regulatory documents (eg, INDs, briefing books, NDAs) Thorough understanding of FDA, GCP and ICH guidelines Comfortable multi-tasking in a fast-paced small company environment and able to adjust workload based upon changing priorities Excellent team player; willingness and ability to fill functional gaps in a small but growing organization Preference to energetic candidates with a desire to think "outside the box" Willingness to travel as needed, up to 20% Ability to work on site Monday, Tuesday and Thursday

US$280000 - US$280001 per year

Manhattan

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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.

safety-pharmacovigilance

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.

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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.

clinical-development

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.