7 Strategies for Hiring and Retaining Entry-Level Life Science Talent

7 Strategies for Hiring and Retaining Entry-Level Life Science Talent

Hiring and retaining talented entry-level professionals is crucial for the success of any life science company. These individuals can bring fresh perspectives and innovative ideas to your organisation. Investing in early talent is also essential for your succession planning, and means you’ll be nurturing top talent from the very start of their journeys. However, in a competitive job market, it can be challenging to attract and retain these individuals.

In this article, we explore 7 practical strategies that hiring managers and recruiters in the life science industry can implement to hire and retain entry-level professionals; from creating a strong employer brand to investing in a strong leadership development program.

Create a Strong Employer Brand

Developing a strong employer brand is essential for attracting entry-level professionals, as this is what will set you apart from your competitors, with 75% of jobseekers considering the brand of a potential employer before applying for a position. A strong employer brand communicates your company’s values, mission, and commitment to innovation and impact in the life science field. It also showcases your culture and provides potential hires with an authentic glimpse into what it’s like to work with you.

Building a strong employer brand in the life science industry may include:

• Highlighting your cutting-edge research and development projects that have the potential to make a significant impact on human health
• Emphasising career growth opportunities, such as providing clear paths for advancement and development programs tailored to entry-level professionals
• Sharing testimonials and stories from current employees to provide insight into the company culture and showcase the positive experiences of working in your organisation
• Participating in industry events, conferences, and publishing research to establish your organisation as a thought leader in your field

Overall, a strong employer brand helps entry-level life science professionals envision themselves as part of your organisation, feel excited about your mission and values, and consider you as a top choice for their career growth and development.

Implement Internship and Co-op Programs

Internships and co-op programs provide valuable hands-on experience and skill development opportunities to potential candidates whilst simultaneously allowing you to assess their potential cultural fit and capabilities. By offering these opportunities, you can identify top talent early on in their career journey and develop them into future leaders.

Competitive stipends, mentorship opportunities, and career guidance offered through these programs can increase candidates’ loyalty to your organisation. This investment in their development can enhance their capabilities and increase their chances of joining your organisation after graduation.

You can also collaborate with educational institutions to provide co-op programs that link academic coursework with practical job experiences to ensure students gain hands-on practical experiences whilst earning academic credits. You’d be nurturing the next generation of life science professionals whilst also building on your talent pipeline for future roles. Full-time employees hired following internships are up to 20% more likely to stick with their hiring organisation when compared to non-intern hires, proving that this investment in early talent can improve both employee engagement and retention.

Develop a Comprehensive Training Program

86% of millennials agree that they would be kept from leaving their position if training and development were offered by their employer. A comprehensive training program is essential for hiring and retaining entry-level talent as it allows them to gain practical industry know-how, develop their skills and enhance their capabilities while giving them an insight into the company processes and culture. A well-designed program provides these professionals with an opportunity to understand the company’s long-term vision, and mission, and how their role contributes to achieving it.

As part of your training program, you could provide mentorship opportunities with experienced professionals to guide new starters through their career journey. Mentors can provide valuable insights into the industry, whilst helping entry-level professionals to develop soft skills such as conflict resolution, negotiation, and teamwork. Training programs could also include workshops, seminars, and online courses that focus on in-demand technical skills like laboratory techniques or data analysis software. You could also create opportunities for cross-functional projects to promote skill development and team bonding.

91% of employees want their training to be personalised and relevant, so further prove your commitment to entry-level professionals by working with them on personalised development plans.

Offer Competitive Compensation Packages

62% of employees say they choose their employer based on an attractive salary and benefits package. Offering competitive compensation packages for entry-level talent is essential as it demonstrates your organisation’s commitment to recognising and valuing their skills and contributions. Doing so not only attracts top talent, but it also retains them by creating a sense of financial security and motivation.

A competitive compensation package doesn’t always mean the highest salary or the most benefits. It’s about offering a package that aligns with what your target audience of talent truly wants and needs. For those at the start of their careers, benefits that support and promote learning and career growth, stability and work-life balance, and personal and professional development will be highly desirable. There is an 83% gap between the benefits employees have and those they want when it comes to extended health and well-being support, so work with your employees to understand how you can work together to build a package that works for them.

Create a Supportive Work Environment

A supportive work environment fosters engagement, job satisfaction, and overall well-being. When employees feel supported, they’re more likely to stay and perform at their best. A supportive environment includes elements such as clear communication, opportunities for growth and development, work-life balance, and a positive company culture.

Establish open lines of communication between managers and employees, ensuring that feedback is provided regularly and constructively. This allows entry-level professionals to understand their performance expectations and strengths while also providing an opportunity for growth. Offering mentorship programs or assigning mentors to new hires can also contribute to a supportive work environment. Mentors can provide guidance, support, and advice, helping entry-level professionals to navigate their roles, develop skills, and build confidence.

Prove that you’re invested in nurturing your employees’ careers, and investing not only in their career growth but their personal growth too.

Implement Employee Engagement Initiatives

Whilst employee engagement reached a record high in 2022, 77% of the global workforce still don’t feel engaged at work. Employee engagement initiatives should be designed to enhance job satisfaction, productivity, and overall well-being. Engaged employees are more likely to contribute their best efforts, and actively seek opportunities for growth and development.

One example of an employee engagement initiative is creating regular opportunities for feedback and recognition. This can include performance evaluations, team meetings, or individual check-ins where employees have a chance to discuss their progress, receive feedback, and be acknowledged for their contributions. Social activities or team-building events are also great initiatives as they foster a sense of camaraderie and connection among employees. This could involve team outings, virtual hangouts, or team-building exercises that encourage collaboration and strengthen relationships.

Invest in a Strong Leadership Development Program

Provide entry-level talent with a clear pathway for career advancement, promoting a sense of investment in their growth. High-quality leadership development programs demonstrate your commitment to employees, providing a sense of purpose and direction, and helping them to understand their roles in your organisation’s broader goals and objectives.

Consider offering leadership development workshops, training sessions, or online courses. These opportunities can cover topics such as communication, time management, team building, and strategic planning, providing entry-level talent with a wide range of skills and tools to make meaningful contributions to your organisation.

Build a Strong Workforce…

Implementing these strategies can greatly enhance the process of hiring and retaining entry-level life science professionals. Through them, your organisation can build a strong and talented workforce that contributes to the overall success of the life science industry.

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