Global Talent sourcing
Talent acquisition and development for the Life Sciences: this is our mission statement.
With this in mind, our ambition is to widen framework and boundaries, and approach the right candidate for the job wherever they may be. There’s a reality behind our thinking: ¼ of our assignments are for positions with a global reach, and we look for candidates anywhere in the world.
Furthermore, we actually believe our expertise is in our ability to understand the various dimensions of Life Science organisations: in particular, the changes in business models that are reflected in the geographical/organisational structures. Internally, we have created the “GRL factor” (Global-Regional-Local).
Europe is a candidate gold mine
If, for example, the largest market for pharmaceutical products today is the United States, Europe spends the equivalent amount every year in R&D, and the number of new chemical or biological entities created per year is similar.
As a result, there are approximately 700 000 people employed today in the pharmaceutical industry in Europe, with one of the largest proportions of executives and university graduates, from the most sought-after programmes.
The Medical Technology industry spans 4 distinct markets: medical devices, in vitro diagnostics, imaging equipment, and e-health. Europe represents a third of the world market and employs roughly 600 000 professionals, 95% of which work in SMEs. The market is consistently growing (4% per annum), because of its role in putting a brake on rising healthcare costs.
Most importantly, Medtech (Medical Technology) is the number one industry in Europe for innovation patents filed, which is proof to the innovative and entrepreneurial spirit, as well as to the ground-breaking competencies that can be found in the Old Continent.
Adapting sourcing to job description
For the creation of a new regional position, that of Patient Pathways Partnerships Manager, based at the headquarters of a leading global pharmaceutical firm, our client needed a complex mix of competencies and soft-skills. The search led us all the way to Canada to find the ideal candidate to fill this challenging position.
The position entailed working on patient pathways, integrating national specificities, and bringing stakeholders around a table of negotiation.
The role therefore needed:
- Perfect understanding of varied healthcare systems
- Aptitude for composing and promoting healthcare initiatives
- Taste and talent for developing relationships at an elevated decision-making level
- Strong project management skills
We presented a shortlist of 3 ideal candidates within 6 weeks, and the lucky candidate wasn’t from Europe, but a Canadian from the public healthcare system who best answered the pre-requisites for the job and convinced the Board. For us, it is once again proof that in a globalised world, local headhunting is restrictive, which is why we have an international team.
An Assessment Center to support internal mobility
Within the framework of our international development, we created the position of Export Manager, at the head of a team of regional managers. We had identified an internal candidate for whom there remained a managerial challenge.
When working with GenSearch, I particularly appreciated:
On-site recruitment support
We commissioned GenSearch in the context of ambitious staffing objectives, to support the important growth of the Novo Nordisk Chartres plant in France.