Innovate, Inspire, Attract: The War for Talent in Life Sciences

“The biggest challenge we are currently facing is the retention of top talent and attraction of fresh talent”.

Sound familiar?

This was said to us by the managing director of a life science organisation during our initial research into their business drivers. 

Life science organisations across the UK (and the rest of the world) report difficulty in both recruitment and retention, with 45% reporting being unable to find appropriately skilled applicants, and a further 30% saying that there are ‘too few applicants’.  

It stands to reason, then, that when you find high-quality people, retention is absolutely necessary. In this blog, we’ll delve into what’s causing the shortage of life science talent, touching on what can be done to attract and retain the people you need to help your organisation to thrive. 

Why is there a skills shortage in life sciences?

Shifts in the pharmaceutical and life science industries are of ‘tectonic magnitude’. As patent protections expire and industry skill gaps increase, 80% of pharmaceutical manufacturing facilities are ‘struggling with skills mismatches’. Not only this, but ‘half of all executives say that recruiting experienced staff is challenging’. 

So, with the UK government projecting that 133,000 extra life sciences jobs will need to be filled by 2030, it’s essential that organisations address the deficit.

But why is this skills shortage happening?

There is both a lack of graduates with the right skill sets and lack of experienced scientists and engineers. Brexit may have deterred international scientists from moving to the UK for work, while a lot of talented UK staff are being attracted to the US with lucrative opportunities.

UK life science organisations are also losing talent with transferable skills to other sectors that can meet their higher wage demands. 

While things may seem dire, there are some steps your organisation can take to ensure the brightest sparks are drawn to your brand and your value proposition. 

What can you do to attract and retain top life science talent?

Promote career development

Anyone that is coming out of university with a master’s degree or a PhD will have invested a significant proportion of their life and a significant sum of money into their development. They understand their worth and want to ensure that their career is both satisfying and fruitful. 

If you want to draw the top life science candidates in, you must promote professional growth and be transparent on the career potential at your organisation. 

Regular training programs, workshops and mentorships are integral to any life science retention strategy. 

Refine your brand and purpose

Younger professionals want to participate in an organisation with purpose; the emerging graduate generation have a predisposition to what is ethical rather than purely monetary – they want to make a difference with their work. 

What your business does is life changing – potential recruits will be making selections based on how they identify with what they do. This means that life science organisations require a strong employer brand, one that puts a spotlight on the work your people do on a daily basis.

This needs to differentiate you from your competition. Showcase your culture, mission and values, and celebrate the work you are doing. A thorough People & Place survey will give every staff member an opportunity to share what a great workplace looks like for them, removing friction and ultimately creating an environment that is a world-class hub for great scientists and other like-minded people. 

A People & Place survey helps life science organisations to create a great staff environment that is freighted with purpose and passion, creating a buzz of energy that will light up a space, making your organisation client, investor and employee-friendly.

Ensure your facility is world leading

Your facility is part warehouse, part lab and part office. It needs to be cutting-edge in every single facet. 

Labs need to be functional, sterile and up to date; breakout spaces need to be provided for intense focus sessions, and collaborative zones need to be prioritised to allow your talent space to ideate. 

Remember: having a leading facility doesn’t just benefit your retention and recruitment strategy. Your workplace needs to be a sales tour, too. Modern labs often feature open plan work zones with a full view of the labs (never forget to take into consideration the ‘wow!’ factor of your facility!).

Ensure your compensation and benefits are competitive

While passion and scientific progress do some of the heavy lifting when attracting the top talent, money does the rest. 

Your organisation needs to make a positive difference to the health, wellbeing and livelihood of your people. Recruitment is expensive; the cost of turnover per employee sits at £30,614. While it can be difficult to justify higher wages as funding decreases and inflation skyrockets, the increased cost of retaining talent often is less than the cost to recruit and retrain someone new.

Build workspaces where people are proud to work

Your workspace needs to be magnetic; it needs to be a destination that your people WANT to attend. 

Take Bruker UK, for example. 

Bruker develop precision scientific instruments and diagnostic solutions. They understood that their work environment needed to showcase their equipment in the best possible way, given their pedigree and reputation as one of the most established and highest quality suppliers in the market. 

Rhino constructed seven hi-tech laboratories on the lower ground floor, installing frameless glazed partitions to allow their clients to see the technology in action. We fully-modified the mechanical systems to suit the lab design and performance requirements, as well as providing a compressed air system to support Bruker’s state-of-the-art equipment.

The new central meeting area is a flexible space used for meetings, presentations, client events, and breakout sessions.

Several years on and Bruker are reporting that they are thriving:

“We confidently chose Rhino based on their stellar reputation and past project success. The team’s professionalism, friendly approach, and adherence to high standards exceeded our expectations. The new site received overwhelmingly positive feedback for its modern feel, functionality, and construction process. Rhino’s efficient communication, minimal disruption, and attention to detail showcased their commitment to excellence. We’re thrilled with the successful project delivery and wouldn’t hesitate to recommend Rhino for their exceptional service. Thank you for making this milestone for Bruker UK a smooth journey – and a memorable success!”

Hayley Cooke | Bruker UK

It’s time to build a facility your people can be proud of

Your facility needs to allow for friction-free collaboration, taking the risk of misunderstanding away and increasing the speed and transfer of knowledge. 

It might need to function internationally, with modern, comfortable meeting rooms designed to delight your guests and your talent. 

However, most of all, it needs to be perfect for the talent you’re looking to attract and retain. There are many things that your organisation can do to improve your recruitment efforts, but your workplace sits at the core of your business; it cannot be ignored. 

If you require your people to attend in person most days (which is relatively standard in life sciences), then it’s integral that you invest in a high-quality, fully functional facility, one that your people are proud to attend. 

The first step is to get in touch with workplace consultants – specialists who know what it takes to make the most out of a life science workplace. It’s our job to learn everything there is about your organisation and what your current employees think about working in your facility. 

Any new workspaces are designed based on data and feedback, not guesswork. We provide your people with exactly what they require to thrive. Demonstrate a commitment to your existing talent and the talent of tomorrow by investing in the workplace of the future. 

Let’s talk