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Five Factors that Engage Talent from the First Moment of Contact

 
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Qualified and experienced talent is hard to come by in the life sciences industry—yet it’s the kind of talent employers need to keep operations running. However, recent surveys suggest a large segment of life sciences talent is on the move. According to the 2014 Kelly Global Workforce Index, an overwhelming 63 percent of life sciences workers across the globe intend to look for another job with a different organization within the next 12 months. Moreover, 40 percent frequently think of leaving their current jobs. These numbers indicate that in general, employers run the risk of high attrition rates and the corresponding high costs of finding replacements for employees who leave.

One way to combat high attrition rates is to create a talent strategy that engages candidates from the very beginning of the talent acquisition process. This means projecting an attractive employer brand at every step of the recruitment journey. Let’s take a closer look at five factors that engage talent from the first moment of contact.

  1. Ease of applying for a position. It’s no secret that many online job applications take a long time to fill out, even when candidates submit clearly structured résumés. Making it easy for tech-savvy and connected candidates to submit their cover letters and résumés electronically using a computer, device, or mobile phone contributes greatly to their overall satisfaction with the application process. In addition, it demonstrates that an employer works with the latest technology.
  2. Clear feedback during the application process. Many candidates find a lack of feedback during the application process frustrating. They submit their résumés and receive a confirmation, but then oftentimes no indication of where they stand in the process. Similarly, many feel that they’re left guessing as to their candidacy after an in-person interview. By creating a system that treats applicants like valued contacts and provides them with information about the status of their application, employers can reduce frustration and create more clarity. This in turn enhances the chances of candidates applying again or referring qualified acquaintances.
  3. Comprehensive description of positions and remuneration. Many candidates would welcome more comprehensive job descriptions and better indications of salary ranges. Employers can offer accurate salary indications, as well as more in-depth descriptions of duties and responsibilities, in order to engage those candidates who feel they’re a good match.
  4. Information about the company culture. This is one of the most important aspects of creating engagement. Whether candidates connect with an employer through social media, talent communities, or job postings, it’s crucial to offer accurate information about company culture. Candidates want to know about things such as workplace diversity, work environment, and company values in order to evaluate if they’ll be happy in a job. The more open and transparent an employer is about its culture, the higher the chances of engaging with talent that will be a good cultural fit.
  5. Information about career paths within the company. Life sciences talent are aspirational, so it’s no surprise candidates want to know about the prospects within a company before committing to new positions. Employers can engage talent early on by informing them about the career paths and professional development support their companies offer.
Acquiring and retaining top life sciences talent requires communicating a company’s appeal to candidates and employees. By creating strategies that engage candidates from the first moment of contact, companies can greatly enhance their chances of attracting quality candidates and holding on to them for the long term.

 

Sources: 2014 KGWI


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Need help finding the best solution to your workforce challenges in the life sciences industry?
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Request to Contact

Need help finding the best solution to your workforce challenges in the life sciences industry?
Request to Contact
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