Download to read offline
Uploaded byHydrogen Group
Life Sciences US
The document outlines Hydrogen Group's dedication to providing essential life sciences talent and advisory services in a competitive market, emphasizing the need for organizations to connect effectively with available talent. It showcases a range of successful case studies demonstrating improved hiring processes, reduced turnover, and the strategic deployment of resources across multiple projects. Highlighting their extensive network and commitment to diversity, the document positions Hydrogen Group as a leader in staffing solutions within the pharmaceutical and biotechnology sectors.
More Related Content
Life Sciences US
- 1. Providing organizations with business critical LifeSciences talent
- 2. Our aim isto make people feel energized about what they do, dream big and get to where they want to go.
- 3. 3 Theindustry 93% believe there isbetter talent available but don’t fully understand how to connect 42% have never had market advice from a recruiter 85% want a partner who advises Contracting & temporary resource is becoming the norm. Compliance and on- time support are more important than ever. 83% admit they do not have the technology or expertise to utilize the talent market 33% admit they need advice to connect better with talent available The changing landscape of pharmaceutical staffing Securing Life Sciences talent in North America has never been more competitive. Limited understanding of local market drivers has led to vast talent shortages. We’ve recognised the opportunity to provide better talent, advisory services and better solutions to a changing landscape.
- 4. Empowering careers. Poweringbusiness. Why partner with us?
- 5. Clinical Research Associates,Clinical Project Managers, Clinical Study Managers, Project/ Study Leaders, Clinical Trials Associates, Clinical Scientists, Medical Writers Clinical Research & Operations Strategy, Operations, Submissions, Label changes, Renewals, Publishing, CMC, Biologics Regulatory Affairs Clinical & Statistical Programmers, Biostatisticians, Data Managers Biometrics GMP Engineering Areasofexpertise Medical - Early Clinical Development through to Medical Affairs & Marketing including Medical Scientific Liaisons and Medical Monitors Medical Affairs Commissioning & Qualification Engineers, Validation Engineers, CSV Engineers, Process Engineers, Automation Engineers, Project Engineers, Quality Engineers, Project Managers
- 6. Whypartnerwithus? Our service offering We provide business criticaltalent to the Pharmaceutical, Medical Device and Biotechnology industries in North America Engage Empower Educate Enroll Contingent & Margin only Permanent Contract MSP Vendor Retained Executive Search Retained Projects Contingent Workforce Outsourcing / Talent Management Large Projects SOW Consultancy Workforce Planning
- 7. Whypartnerwithus? We don’t just wantto source your workforce. We want to engage with your workforce – advise, procure, administrate, develop and plan to ensure your talent and brand is secure for the future. Sourcing & Recruiting Effective and efficient candidate attraction Leadership Development Partnered leadership coaching to assist your teams’ change and development On-boarding Aligned with compliance, immigration and background checks Contractors Future and current planning of scenarios. Business level talent plans. Gap and risk analysis Partnered succession planning Total talent mobility. Talent pools and segments Compensation Review Comparative pay analysis, pay for performance and benefits reviews
- 8. The challenge Ourapproach The outcome and impactAfter a period of M&A activity and restructuring, this global pharmaceutical company had a backlog of over 100 vacancies and a pipeline of new projects pending. 56Contractor hires 78Perm hires Demotivated workforce: talent did not understand or buy into the organization’s vision Lack of connection with the external market and key opportunities Recruitment processes were out of sync & no internal scorecards Costs were out of control: supplier list there to make money, not support Understand the brand and business strategy, segment and target workforce required Market and enhance brand position through connecting and technology Worked with and developed leaders to sell and attract Provide in depth MI to ensure commitments being met and future objectives Strategic talent deployment and pipelining Onsite support full time Casestudy Largeproject 70%of temporary workforce were brought in on a permanent basis 40%growth in local brand presence and market influence 12%Staff attrition rates dropped from 37% to 12%
- 9. The challenge Ourapproach The outcome and impactThis global CRO was struggling to identify and attract good quality talent. They had been losing candidates to competitors due to a slow recruitment process and lack of market knowledge. 2 weeksto fill all positions 15full-time hires, in a variety of locations across US Feedback and interview process was far too long, compared to competitors Client was struggling to find new candidate pools Client constantly behind with hiring needs, creating overworked current employees Costs out of control: supplier list was there to make money, not support Use a combination of our excellent candidate network and an effective referral program, to create a strong candidate pool and conduct our own 1st round interview process Work closely with the management team to ensure the candidate pool meets their requirements Provide in-depth MI to ensure commitments being met Full-time onsite support Full management of candidates, leading to 100% acceptance rate Casestudy InterviewDay 2 monthsahead of schedule RepeatThe client was so happy with the results, they decided to use this method of hiring every other month 8%Staff attrition rates dropped from 30% to 8%
- 10. The challenge Ourapproach The outcome and impactOur client, an International Clinical Research Organization, had secured a 100+ site phase III study that required a rapid uptake in highly skilled in-country resources. 9 countriesUSA, Japan, France, Spain, UK, Germany, Italy, Poland, Belgium 62Contractor hires: CWO solution Having reduced domestic Data management and Programming headcount in-line with corporate initiatives, the client did not have sufficient depth in the team to allocate staff to new projects A change in corporate policy meant that hiring a vast number of permanent employees in the US could take several months to be approved Project activities had commenced so there was mounting pressure to on- board staff quickly Understand the business strategy, segment and target workforce required Provide experience and accessibility benchmarking at inception phase Cost planning at inception phase Enhance brand position through connecting and technology Provide in-depth MI to ensure commitments and future objective being met Strategic talent deployment and pipelining Onsite support and governance meetings as required Casestudy CWO 7 weeksahead of schedule 41%of temporary workforce were brought in on a permanent basis $1.3msaved on budget
- 11. The challenge Ourapproach The outcome and impactAfter winning a large FSP, this global RPO needed to hire 35 contractors. They couldn’t reallocate personal internally because other projects continued to be busy. They required candidates with very specific experience. 4 weeksto fill all positions 35Contractor hires across 15 US States Needed contractors on-site or working within 4 weeks Candidates needed to have specific experience with a particular system Monthly budget was very tight due to the end clients needs Hiring team was extremely busy, and had limited time for interviews Understand the brand and business strategy, segment and target workforce required Enhance brand position through connecting and technology Worked with and developed leaders to sell and attract Provide in depth MI to ensure commitments being met and set future objectives Strategic talent deployment and pipelining Full-time onsite support Casestudy CWO 90%of temporary workforce were extended 91%contract utilization rate BidsThe client has won multiple new bids off the back of such fast hiring and retention rates
- 12. “Hydrogen has beenhelping us hire contract and permanent staff since 2013. In the past, I have used many staffing agencies but after a bad experience with another firm decided to place all our needs with Hydrogen. The process from identification of suitable candidates, through interviews, reference checks and negotiation to final selection is always thorough and efficient. The team are extremely knowledgeable; they make sure to understand my needs and maintain constant communication. No matter the time, I am always able to check in to provide feedback. Personally, I would not consider using any other company for my hiring needs.” Senior Director, Clinical Operations A multinational biotechnology company 12
- 13. “I’ve been workingwith Hydrogen for three years now and the team continue to bring quality candidates for all of our open positions. They have a very good understanding of the space and ‘cultural fit’ we’re looking for. I do not need to cycle through resumes or introductory calls to weed out the lesser qualified candidates – they make it easy for us and their hit rate is phenomenal!” Vice President of Clinical Programs and Regulatory Affairs A leading medical device company 13
- 14. Whatmakesusdifferent Most Socially Engaged StaffingAgency Over many years, we’ve built up large, engaged networks with specialist groups of Life Sciences candidates. 120,000 high-value, specialist network 50% of our contacts are more likely to respond to our approach, and 47% more likely to apply to one of our clients’ jobs. Candidates more likely to respond Candidates more likely to apply 50% 47%
- 15. Whatmakesusdifferent D&I Diversity is acore component of Hydrogen’s value system. We recognize that having diversity in terms of backgrounds, experiences and perspectives allows businesses to perform better. We always strive to provide our clients with a diverse range of candidates to choose from, and actively seek to work with diverse candidates to coach them through their career. We’re particularly passionate about partnering with our clients to improve gender diversity in their organizations. 28% of candidates we’ve placed into technical roles in the last year were female Inspiring Business Women blog series
- 16. Empowering careers. Poweringbusiness. More about Hydrogen Group
- 17. Business Transformation |Energy | Finance | Legal | Life Sciences | Sales & Marketing | Technology 400+dedicated staff 1997Year of establishment $180mturnover in 2018 Ourgroupofbrands Listed on the London Stock Exchange
- 18. Austin | Charlotte| Houston | Orlando | San Diego Ourglobalpresence North America: EMEA: APAC: Dubai | Edinburgh | London Bangkok | Hong Kong | Kuala Lumpur | Singapore | Sydney
- 19. TechnologyEnergy & Engineering Architecture BigData Development Digital & Online Infrastructure Testing Biometrics Clinical Research GMP Engineering Medical Affairs Regulatory Affairs Engineering & Production LNG & Midstream Power Generation Process & Facilities Renewables Subsurface Sustainability Trading & Commodities Life Sciences Ourareasofexpertise
- 20. Follow us: www.hydrogengroup.com Our clientsbelieve that an organisation’s greatest asset is its people. That’s why we always match the right person to the right role. Our success is built on the ability of our consultants to find experienced, high quality professionals no matter where they are in the world. We’ve placed people in over 50 countries in the last year, empowering thousands of people in their careers and powering the world’s leading businesses. Business Transformation | Energy | Finance | Legal | Life Sciences | Sales & Marketing | Technology