In this report we explore how organisations are managing the changing expectations and perceptions highlighted by employees in our 2013 report; from increased market confidence and willingness to move jobs, to an increasingly migratory talent pool. We also examine employers’ drivers for the future, together with how organisations plan to recruit and retain talent. For more information visit: http://www.realstaffing.com/candidates/insights

1. Recruiting & retaining
a competitive
workforce
Leon Hendra,
Head of Contracting

2. Today’s agenda
• Case study:
Recruiting and retaining talent in an organically grown
business, with reference to leadership & development
• Real Life Sciences’ industry report highlights:
Recruiting and retaining a competitive workforce,
A spotlight on European employers 2014
• About Real Life Sciences.

3. Leading the field
Real Life Sciences is a global leader in pharma, biotech and
medical devices recruitment.
We have one of the largest networks of specialist recruiters in
the world.
We have more 250 specialist pharma, biotech and medical devices
recruiters worldwide – and growing.
Our premise: by recognising talent and valuing relationships we
can deliver local, global and industry expertise wherever you
need it.

4. From our offices around the world Real Life Sciences is committed to providing our clients
and candidates with the highest standards in recruitment and to providing each with a
personal and bespoke experience.
Global reach
Sydney
Brisbane
Amsterdam
Frankfurt
Zurich
Brussels
Leeds
Birmingham
London City
London Soho
Boston
New York
Chicago
San Francisco
San Diego
Paris
Singapore
Tokyo
Dublin

5. Our methodology
Real Life Sciences industry report:
Recruiting and retaining a competitive workforce
• Based on the results of our worldwide employer survey, conducted with over 200
leading Life Sciences organisations from across the world.
• Plus further insight from our series of 10 international thought-leadership
roundtables, which were attended by senior leaders from across the Life
Sciences industry.
Download the full report at:
www.realstaffing.com/insight

6. The recruitment outlook
In the past 12 months do you think the
available talent pool has:
Increase market share
Top 3 commercial objectives for the next
3 years:
70.8%
61.1%
55.6%
Develop new products
Increase competitiveness

7. The recruitment landscape
How important are the following factors when looking for a new role?
European employee perspective 2013

8. Recruitment trends and challenges
Increasing salary and bonus
expectations50.0%
47.2%
44.4%
Increased competition for
the best people
Lack of skilled professionals on
the market
Top 3 recruitment trends seen by
employers:
Biggest challenges facing employers:
Lack of talent
51.4%
50.0%
48.6%
Lack of available skilled
talent
Competition for the best talent

9. Paying attention to retention
Employers are confident about retaining their best people, saying:
70.0%
57.5%
44.4%
Our staff churn levels are low
We offer competitive
salaries/financial packages
We offer competitive flexible
benefits/work-life balance

10. The employer proposition
Employers felt their top 3 strengths when recruiting are:
58.3%
50.0%
40.3%
Offering a good work/life balance and flexible working
Offering a competitive financial package
Offering good L&D and career development opportunities
and their reputation as a desirable place to work

11. An organic business model
Since inception Real Life Sciences has grown organically
This unique model has shaped our employer proposition.

12. Case study: the root of the problem
Our internal analysis showed 2 critical issues:
Pain pointsStaff turnover
Who will lead?
Leadership deficit

13. Case study: Employer proposition
To solve our staff turnover challenge, and strengthen our hiring and onboarding we invested
in reinforcing our employer proposition, in three main areas:

14. Case study: Leadership proposition
Developing leaders from specialists is the challenge of the organic business model.
Tailored executive ‘MBA’
Training leaders from day 1
International mentoring program

15. Summary
• Continual leadership development is the alternative path.
• A Tailored employer proposition will strengthen your
ability to recruit and retain the best talent.
• The war for talent is back, this time it’s Global.

16. Thank you for listening.
Any Questions?
Contact me
E: l.hendra@realstaffing.com
T: +49 (0)69 2648 98022