GenSearch Forum, a new interactive online event open to all, has been created to share experiences and expertises of key players in the health industry.
Read more “Recording: Webinar – 5 inspiring women share their backgrounds and experiences”We are now a member of the UK BioIndustry Association (BIA)
We are delighted to announce that we are now a member of the UK BioIndustry Association (BIA).
Read more “We are now a member of the UK BioIndustry Association (BIA)”Executive Search Perspective: Pharma CX – The Healthcare Journey
#CHOOSETOCHALLENGE
Published on 8 March 2021 – I liked this year’s International Women’s Day campaign theme:
A challenged world is an alert world. Individually we’re all responsible for our own thoughts and actions – all day, every day.
Read more “#CHOOSETOCHALLENGE”GenSearch promotes Iva Marušić as Consultant
Paris, Thursday, 04 March 2021 – GenSearch, an international Life Science Executive search & talent management specialist, are thrilled to announce the promotion of Iva Marušić from Researcher to Consultant, based in Germany.
Read more “GenSearch promotes Iva Marušić as Consultant”Beyond 2020 – stronger together!
Pharmaceutique – 2020, annee atypique
Sébastien Stoitzner (GenSearch) :
« L’année de la concrétisation des projets dans l’e-santé et l’IA »
Créé en 2010, GenSearch est un cabinet de conseil en ressources humaines dédié à l’univers de la santé en Europe.
Après une pause de six semaines au printemps, l’activité a repris à un niveau très élevé avec des tendances qui s’affirment. D’abord dans l’e-santé et l’IA, rendant plus concret le saut technologique de ces dix dernières années. Les premiers logiciels avec statut de dispositif médical (marquage CE ou homologation FDA) sont arrivés sur le marché. Pour s’assurer de développements conformes, les start-ups spécialisées en IA doivent intégrer des compétences en développement clinique, affaires règlementaires et qualité. En bio-informatique également, les demandes s’accélèrent, témoignant des progrès avancés par exemple sur les données de séquençage de l’ADN à des fins d’évaluation clinique. Avec une difficulté : ces compétences dans l’ensemble sont rares et il faut se battre pour aller les chercher !
Cette période chaotique a également été propice à l’évaluation et au développement des compétences de notre pool de candidats. Nos “assessment centers” ont bien fonctionné avec un focus mis sur la capacité à travailler en cross fonctionnel. Les compétences comportementales (soft skills) nécessaires ont évolué pour mobiliser ressources et collaborateurs dans un univers plus collaboratif. Le coaching d’organisation se développe fortement, en particulier pour accompagner les start-ups à aligner leur organisation et aller plus vite dans leurs développements. Pour 2021, les perspectives sont positives dans un secteur des sciences de la vie très innovant. La transformation des organisations va se poursuivre vers un modèle d’offre fondé sur l’apport de valeur pour le système de santé (“value based healthcare”) qui demande des compétences nouvelles. Nous chassons, hors de la pharma, des compétences digitales et spécifiques à l’expérience client, dans des secteurs plus matures de ce point de vue. En outre, la crise peut aussi être source de nouvelles opportunités. La dynamique d’investissement engagée dans le sens de l’autonomie sanitaire est favorable à la création d’emplois en production. Tout comme les nombreux projets arrivant au stade clinique dans les domaines des thérapies géniques et cellulaires. »
Create your future in 2021
Remote Working Survey – The impact on Life Science Executives
Digitalisation in Human Resources – Replaces the Finding & Binding?
At the HLG winter conference, Heiko Bruhn had the pleasure of leading a roundtable entitled “Digitalisation in HR and the impact on finding talented people”.
With the current shortage of skilled workers, the advance of intuitive recruiting tools and intelligent software for the detection and evaluation of candidates seems unstoppable. This is related more to big companies than to start-ups. They count on their network, but are more and more, faced’ with the shortage of talented’ people on the labour market.
Artificial Intelligence (AI) is one of the hottest topics in business right now. AI is not only a future trend; it is already crucial part of procedures in various companies.
But what does it mean? AI is not uniformly defined as a term. One often speaks about ‘machine learning’. This denotes procedures using computer algorithms that learn from data, recognise patterns or desired ones to show behaviours without making each individual case explicit was programmed.
AI has already started to make its way into organisations as well as in HR. As HR is using a huge amount of data when reviewing candidates and talents, AI can play a new and central role as it processes this mass of data more rapidly, providing standard analysis using algorithm and collating data in a user-friendly manner. The most impacted area of HR is the recruitment process that already uses AI assistance in big companies. Areas you can find in Candidate sourcing; resume screening and in the recruitment process themselves. After having shortlisted candidates, the first interview and assessing is next. AI can perform preliminary questioning and screening interviews.
Regardless of which electronic tools you use to find and select candidates, one thing is certain: To find new talent, you need innovative methods and in-depth knowledge. The reason: Digital Natives (= Generation Y/Millennials) entering the job market. This generation born between 1980 and 2000 is described as living immersed in technology and “surrounded by and using computers, videogames, digital music players, video cams, cell phones, and all the other toys and tools of the digital age”. For some, this new generation predicts a fundamental change in the way young people communicate, socialise and create as well as in their behaviour, qualifications and expectations. Meaning that the way people think, and process information is different from previous generations. With the age of internet, “digital natives” are used to getting information instantly.
Due to the rapid growth of social networks, online communities and the ever-better information services promoting new advertised positions (job alerts or job agents), job seekers need less and less energy of their own to spend on a job search. Instead of looking on your own, new technology and algorithms strengthen the lack of skilled workers, which has been complained about for years, has increased self-confidence of qualified specialists. However, this new type of behaviour – I call it consumer like -recruitment – also requires a rethink when approaching candidates.
GenSearch has developed a new concept of recruitment: “Find and Bind”. If you would like to find out more, please contact us.
CONCLUSION – One thing is certain: in order to find new talents, innovative approaches and in-depth knowledge of the specialist market are required. While recruiting used to work through job advertisements, online job boards and vertical search engines, this classic model of “advertise and apply” – companies advertise jobs and applicants actively apply for them – reaches its limits.
The consensus of the roundtable discussion found that despite AI, the human factor will continue to be vital in the future. Certainly, small companies continue to recruit through their networks. “Access” to talented candidates is becoming increasingly difficult due to the rising generation of new digital natives. Specialised consultant boutiques like GenSearch can be supportive in ‘FINDING and BINDING’ your TALENT.