It’s been 12 months since we unveiled Vector Partners, our full-service talent acquisition offering, specifically for the science sector. Launching in the thick of a global pandemic may not be everyone’s idea of the perfect business strategy, but in hindsight, there was no better time to dive in.

We felt very strongly that pharma needed a fresh approach, not only for acquiring talent, but a long-term, strategic plan for talent acquisition that addresses the individual needs of an organization and helps build sustainable growth. On this, our first business anniversary, we’re proud of what we’ve achieved so far, the partnerships forged and the exciting projects in progress, in what has been a challenging year across the sector.

2021 was the year the world turned to science. But there was a cost for those under pressure to deliver while the world watched, and waited. On top of a widening skills gap and digitization, the pandemic brought added pressure for many, as the sector scrambled to adapt to rising demand.

Trends: Out of the lab…and into the kitchen
A key trend to emerge was the need to enable hybrid working models for some traditionally site-based roles, allowing people to work remotely. An initial challenge became a golden opportunity. Hybrid, or flexible, working has become a priority selling point in a hyper-competitive talent market. While the speed of digitization has undoubtedly contributed to the widening skills gap, it’s also been responsible for enabling effective hybrid working, due to the rise in cloud-based technologies, which the pandemic has forced many industries, not least pharma, to embrace. The next phase will be interesting to watch unfold—whether organizations continue to embrace hybrid working.

Employers: An end to ‘hiring and firing’
When it comes to narrowing the skills gap, it’s become more and more evident that the reactive ‘hiring and firing’ approach of the past is no longer fit for purpose. Building relationships with trusted talent acquisition partners is a way to leverage market knowledge. It’s about looking beyond simply reviewing a resume and packaging up the total benefits, to move towards a holistic approach of talent planning to forge supported career paths that both attract the right talent and build long-term loyalty. Organizations need to look closely at those recruiters supporting them, to see if they are culturally a good fit, in the same way a candidate researches potential employers.

Candidates: A wealth of choice
With the global vacancy rate in pharma standing at around 20%, there’s a world of opportunity out there for candidates. So how to cut through? Throughout the hiring process, be clear with your recruiter regarding your priorities, decision factors and deal breakers, while assessing the organization and role to ensure good alignment. The perfect package could be closer than you think.

Note: If you’re interested in learning about Preparing Your Post Pandemic Talent Strategy click HERE.

Vector Partners was founded in 2021 by Neil Kelly, a talent acquisition specialist with extensive experience in the pharma CDMO sector. Vector focuses on building sustainable growth through creating the right talent acquisition approach to build the talent needed to drive businesses forward. neil.kelly@vectorpartnersta.com  www.vectorpartnersta.com