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1、2023 recruiting trends in life sciencesTalent acquisition teams pain points,priorities,expectations,and initiativesIntroduction .3Executive summary .4Talent acquisition tech stacks .5Executive investment in the TA function .7Recruiting team size:growth or cuts?.8Company headcount&talent market outlo
2、ok.9Downtime/downturn priorities&readiness-to-hire .10Outbound recruiting .12Diversity recruiting&hiring initiatives.15Employee value propositions,benefits,&compensation .17Data-driven recruiting .20Obstacles to hitting hiring goals.26Candidate experience&candidate struggles.28Recruitment marketing
3、.30Talent acquisition budget&team focus in 2023 .322023 recruiting challenges.35About our respondents .36How Gem can help.37Table of contents 2023 recruiting trends in manufacturing 22023 recruiting trends in life sciences 2What does the future hold for recruitment in life sciences?Well,we know a fe
4、w things.We know that the industry has seen rapid growth since the pandemicwhen it was catapulted into prominence and compelled into cutting-edge innovationsand that its still growing at a vastly faster pace than all other occupations in the U.S.economy.We know that,while a record number of people a
5、re graduating with life sciences expertise(the number of researchers working in life sciences grew by 79%between 2001 and 2021,compared to an 8%growth in other U.S.occupations),the life sciences industry had the second-lowest unemployment rate of all U.S.industries in April 2022meaning finding talen
6、t can be extremely difficult for life sciences organizations.We know that the life sciences industry employes a greater percentage of high-skilled workers than other industries;that turnover in these organizations is high;and that diversity,equity,and inclusion(DEI)is top-of-mind for both employees
7、and employers:in a recent survey,73%of life sciences professionals felt that racial minorities were underrepresented at the most senior levels,while 63%said they felt women were underrepresented at the top.But we wanted to know more.Thats why we surveyed over 100 talent acquisition professionals in
8、life sciences as 2022 came to a close:to get a collective sense of pain points,priorities,expectations,and goals,along with a shared sense of what 2023 might have in store.We asked about everything from tech stacks,to headcount plans,to diversity hiring,to employee benefits,to recruiting KPIs.Among
9、the things we learned are:Introduction How life sciences teams are using recruiting technology and what data theyre tracking How TA teams are thinking about diversity initiatives,and what their biggest obstacles are to hitting diversity goals Where teams are investing resources when it comes to cand
10、idate experience,along with their biggest candidate struggles Which recruitment marketing strategies recruiting teams are employingand which see the best ROI What talent teams are laser-focused on in 2023,and where their budget is going The recruiting and hiring challenges TA professionals in life s
11、ciences anticipate this year and more.Weve segmented responses by company size in this report,recognizing that recruiting teams in smaller organizations(1-999 FTEs)and larger organizations(1000+FTEs)may be having different experiences right now.We hope this resource helps you better understand the b
12、roader life sciences recruiting landscape,assess your companys place in that landscape,and anticipate what may lie ahead.Its as important as ever to keep a finger on the pulse of the industry.So heres what your peers are thinking about,and what theyre up to.2023 recruiting trends in manufacturing 32
13、023 recruiting trends in life sciences 3Recruiting teamand overall headcountgrowth is expected The outlook for 2023 is optimistic:only 3%of life sciences respondents expect their recruiting teams to shrink this year,while 86%say they expect Recruiting will either stay the same size or grow in 2023.7
14、8%of talent acquisition professionals at life sciences organizations say they expect company-wide headcount increaseswhether slight or significantin 2023.(11%expect decreases.)Building talent pipelines is the#1 activity talent teams are engaging in in preparation for a market return Recruiting teams
15、 top 3 priorities in this market are building talent pipelines(around 48%of both large and small orgs are doing this),building and/or strengthening their employee value propositions(26%of smaller orgs and 31%of larger orgs are doing this),and evaluating their DEI initiatives(around 26%of all orgs ar
16、e doing this).Meanwhile,38%of life sciences companies say theyre not experiencing downtime.Meeting diversity goals and initiatives continues to be challenging 31%of all respondents say theyre meeting their diversity goalsmeaning 69%of teams see at least some struggle in meeting them.The biggest barr
17、ier for organizations when it comes to diversity is finding underrepresented talent to begin with(37%),followed by moving underrepresented candidates through the hiring funnel(20%)and retaining underrepresented employees(16%).Time to hire is the#1 data point life sciences teams are trackingthough so
18、urce of hire is catching up in 2023 The top 3 KPIs life sciences recruiting teams tracked in 2022 were time to hire(63%of teams tracked this),source of hire(52%of teams tracked this),and offer accept rate(51%of teams tracked this).In 2023,the top use cases for data will be:to uncover best sources of
19、 hire(46%),to report on time-to-hire and cost-per-hire(44%),and to track passive candidate outreach(42%).Sourcing tools and recruitment marketing tech are top priorities in 2023 Sourcing tools and tech are the#1 technology recruiting teams in the life sciences space will invest budget in this year.R
20、ecruitment marketing tools and tech are#2;specialized candidate databases are#3.Remote/hybrid work takes the#1 place in terms of talent team focus Fully embracing remote/hybird work was the#1 activity respondents said recruiting teams should be focusing on in 2023(63%of smaller orgs and 40%of larger
21、 orgs said this),followed by pay transparency(53%of smaller orgs and 36%of larger orgs said this).Finding qualified candidates is 2023s top challenge for life sciences recruiting teams The top recruiting and hiring challenge talent acquisition professionals anticipate in 2023 is difficulty finding q
22、ualified candidates(58%of smaller orgs and 53%of larger orgs anticipate this challenge).In aggregate,uncompetitive offers(39%)and nurturing passive talent over the long term(33%)come in at challenge#2 and#3,respectively.Executive summary:life sciences2023 recruiting trends in manufacturing 42023 rec
23、ruiting trends in life sciences 4Talent acquisition tech stacksIn aggregate,the applicant tracking system(ATS)is the most common technology used across TA teams in the life sciences space:60%of recruiting professionals say their teams use one.When we split responses out by company size,though,some i
24、nteresting differences emerge.On the whole,larger life sciences organizations have more mature tech stacks than their smaller counterparts:theyre more likely to use recruitment marketing tools(55%v.35%),interview scheduling tools(50%v.35%),and candidate screening tools(37%v.23%),for example.Yet smal
25、ler life sciences organizations are more likely to have an ATS(71%v.50%)and to use candidate sourcing software(48%v.27%).Did you know?Gems customers see:5x faster sourcing,2x response rates,and 5x higher passthrough rates with our talent engagement platform as their source of truth for hiring.2023 r
26、ecruiting trends in manufacturing 52023 recruiting trends in life sciences 5Which of the following recruiting technologies do you currently use?60%Applicant tracking system(ATS)45%Recruitment marketing tools(events,career sites,forms,campaigns,etc.)43%Interview scheduling tools38%Candidate sourcing
27、software32%Candidate relationship management platform(CRM)30%Onboarding software30%Candidate screening tools26%Candidate assessment tools21%Candidate experience rating/survey tools7%Other*All respondents who chose“Other”said some version of either“I dont know”or“none.”2023 recruiting trends in manuf
28、acturing 62023 recruiting trends in life sciences 6On a scale of 1-10,how deeply invested would you say your executive team is in your organizations recruiting function?SMALLER ORGANIZATIONSLARGER ORGANIZATIONSOn average,business executives recieved a 6.6 out of 10 when it comes to their investment
29、in the companys recruiting function.Talent acquisition professionals at smaller life sciences organizations perceive their executives as slightly more invested than those at larger organizations do;but the general sentiment is that theres room to grow when it comes to executives understanding of how
30、 important Talent Acquisition is to business success.Executive investment in the TA function6.7/106.5/102023 recruiting trends in manufacturing 72023 recruiting trends in life sciences 7Has the size of your recruiting team changed over the last 6 months?How do you expect the size of your recruiting
31、team to change over the next 12 months?In the last half of 2022,15%of recruiting organizations at life sciences companies saw reductions in force.(Smaller organizations were more likely to have seen Talent Acquisition cuts than larger orgs were21%v.8%).Yet 43%of smaller organizations and 58%of large
32、r organizations saw recruiting team growth.The outlook for 2023 is optimistic:only 3%of life sciences respondents expect their recruiting teams to shrink this year,while 86%say they expect Recruiting will either stay the same size or grow in 2023.(Exactly of respondentsregardless of company sizeanti
33、cipate talent team growth).Recruiting team size:growth or cuts?50%I expect it to grow11%I dont know36%I expect it to stay the same3%I expect it to shrink50%Yes,our team size has increased5%Other30%No*Most respondents who chose“Other”said some version of“I dont know.”15%Yes,our team size has decrease
34、d2023 recruiting trends in manufacturing 82023 recruiting trends in life sciences 878%of talent acquisition professionals at life sciences organizations say they expect company-wide headcount increaseswhether slight or significantin 2023.(11%expect decreases.)Smaller organizations are more likely to
35、 expect significant increases(29%v.19%),while larger organizations are more likely to expect those increases to be slight (58%v.50%).Nearly (46%)of recruiting professionals in the life sciences space expect there will be more open roles than qualified candidates in 2023.Smaller life sciences compani
36、es are more likely to expect a struggle to find talent this year:52%expect there to be more open roles than qualified candidates,while 40%at larger organizations anticipate this imbalance.1/3 of all respondents,on the other hand,are optimistic that there will be more qualified candidates than open r
37、oles.Company headcount&talent market outlookHow do you expect the number of new roles at your organization to change over the next 12 months?Whats your outlook on recruiting for your organization in 2023?46%I expect us to have more open roles than qualified candidates4%Other33%I expect us to have mo
38、re qualified candidates than open roles17%I dont know4%I expect it to decrease significantly11%I dont know54%I expect it to increase slightly24%I expect it to increase significantly*Most respondents who chose“Other”said some version of“it depends upon the role.”7%I expect it to decrease slightlyRecr
39、uiting teams top 3 priorities in this market are building talent pipelines(around 48%of both large and small orgs are doing this),building and/or strengthening their employee value propositions(26%of smaller orgs and 31%of larger orgs are doing this),and evaluating their DEI initiatives(around 26%of
40、 all orgs are doing this).Larger companies are more likely to be investing in recruiter upskilling(19%v.4%),while smaller ones are more likely to be spending time on data cleanup(30%v.21%).Meanwhile,38%of life sciences companies say theyre not experiencing downtime.While nearly 2/5 of life sciences
41、companies arent experiencing downtime,those that are seem to be using this time wiselywhich explains why 91%of teams believe theyll be prepared for a hiring market rebound.(And if you want to know how top talent leaders spend hiring slowdowns,weve got a resource for you).Downtime/downturn priorities
42、&readiness-to-hire2023 recruiting trends in manufacturing 102023 recruiting trends in life sciences 10Is your team engaging in any of the following activities as a response to downtime due to a hiring freeze or slowdown?48%Building our talent pipeline28%Building and/or strengthening our employee val
43、ue proposition26%Evaluating our DEI hiring initiatives26%Checking in with recent hires25%Data cleanup18%Consolidating tools in our tech stack16%Investing in internal mobility12%Conducting an audit of our tech stack38%We are not experiencing downtime11%Investing in recruiter upskilling/L&D10%Redeploy
44、ing recruiters to other teamsAbigail Chambley Director of Talent Acquisition 3%Other *All respondents who chose“Other”said some version of“I dont know”or“none of the above.”41%Very prepared5%Very unprepared50%Somewhat prepared4%Somewhat unpreparedIf the hiring market were to rebound tomorrow,how pre
45、pared do you feel your team would be?2023 recruiting trends in manufacturing 112023 recruiting trends in life sciences 11which explains why outbound recruiting is one of the essential things for recruiters to get right.We analyzed about 10 million outreach sequences sent through Gem to bring you The
46、 definitive guide for recruiting email outreach.Youll find actionable insights and examples to create successful outreach sequences that help you stay competitive in todays marketplace.Sourced candidates are more likely to be hired than inbound candidates,The most mature talent acquisition teams hav
47、e a TA strategy that considers both active and passive candidates,allowing them to discover the best talent,rather than just the best available talent.(Want to know why best-in-class companies are sourcing talent?Find out here.)Of course,sourcing is an activity that anyone in your organization can e
48、ngage in;but dedicated sourcers are specialists in everything from talent market research to Boolean to selling the role in initial reachouts.49%of respondents in life sciences organizations say their teams have sourcersthough larger organizations are more than 2x likely(63%v.27%)to have this dedica
49、ted role.Regardless of whether they have dedicated sourcing roles,the majority of recruiting teams62%of smaller life sciences organizations and 82%of larger onestrack data on candidate outreach in order to optimize their messaging efforts.40%of respondents who track outreach data do so through a sol
50、ution that tracks the data for them.One advantage to automated solutions,of course,is team-wide visibility:sourcers and recruiters can see what messaging from their peers resonates most with passive talent,and develop and share best practices from there.They can also A/B test and track the efficacy
51、of specific strategiessuch as sending-on-behalf-of hiring managers or executives.Outbound recruiting5x2023 recruiting trends in manufacturing 122023 recruiting trends in life sciences 12Does your team have dedicated sourcers?Does your team track data on candidate outreach?6%Other45%Yes,we have dedic
52、ated sourcers49%No;our recruiting org is primarily full-cycle recruiters and coordinators25%No32%Yes,but sourcers and recruiters track their own activity3%Other40%Yes;we use a solution that tracks open rates,click-through rates,reply rates,etc.*Respondents who chose“Other”added comments like:“we did
53、 until cuts this week”;“hiring managers are sourcerswe heavily use referral networks”;“our recruiting team is only full-cycle recruiters(no coordinators)”;and“not sure.”*All respondents who chose“Other”said some version of“I dont know.”2023 recruiting trends in manufacturing 132023 recruiting trends
54、 in life sciences 13“I first interacted with some of my candidates three,four years ago.Thats a powerful thing to understand.Any passive candidate I talk to I can move into a project in Gem and stay in touch with them.Maybe theyre not a good fit now or maybe theyre not interested yet;but 12,18 month
55、s later we have the same opening at a sister community not that far away.Now Im not sourcing from scratch for this new role,because theres a whole database of medical professionals Ive already spoken with.I can just send another sequence out for that next opportunity.This time,some of them are ready
56、 and want to know more.So we have another conversation and they go through the process.Thats so powerful.And its so humanizing.These people feel remembered and considered,like Im keeping a finger on the pulse of whats possible in a career for them.”Blake Thiessformer Director of Talent Acquisition20
57、23 recruiting trends in life sciences 14Nearly 2/5(38%)of smaller life sciences organizations and more than 4/5(81%)of larger ones say they have formal diversity hiring initiatives or diversity goals in place.Smaller organizations are more likely(50%v.7%)not to have any goals at all,while larger org
58、anizations are more than 5x likely8%v.44%to make these goals public.In aggregate,59%of respondents say their teams have these goals.64%of organizations say their diversity initiatives take more than gender and racial diversity into account,considering things like age,veteran status,and LGBTQ+identit
59、y.31%of all respondents,regardless of company size,say theyre meeting their diversity goals(heres how many of them are doing it).This means 69%of teams see at least some struggle in meeting those goals.The biggest barrier for organizations when it comes to diversity is finding underrepresented talen
60、t to begin with(37%),followed by moving underrepresented candidates through the hiring funnel(20%)and retaining underrepresented employees(16%).Diversity recruiting&hiring initiativesDoes your team have a formal diversity hiring initiative or diversity goals in place?2%Other10%I dont know17%Both gen
61、der and racial diversity29%No64%Gender and racial diversity,alongside other considerations(age,LGBTQ,veteran status,etc.)26%Yes,and they are public33%Yes,and they are internal onlyIf so,what is included in your diversity hiring initiative?*Respondents who chose“Other”did so because their organizatio
62、ns do not have diversity goals in place,or because they dont know what those diversity initiatives entail.*Respondents who chose“Other”said some version of:we are working on them now.6%Gender diversity only1%Racial diversity only12%Other2023 recruiting trends in manufacturing 152023 recruiting trend
63、s in life sciences 15What would you say are your biggest barriers to improving diversity?37%Finding underrepresented talent20%Moving underrepresented candidates through our hiring funnel16%Retaining underrepresented employees14%Getting underrepresented candidates to accept our offer15%Were not track
64、ing diversity,so I dont know31%Were not experiencing any barriers,and were meeting our diversity goals3%OtherAbigail Chambley Director of Talent Acquisition*Respondents who chose“Other”mostly said some version of“I dont know”or“diversity is not a priority.”“Gem provides a great barometer to know how
65、 many female engineers Im reaching out toand down the line,how many I need to reach out to if I want gender equity in my pipelines to go from zero to 29%female representation,zero to 64%underrepresented representation in eight months,that tells me results with Gem have been about as instantaneous as
66、 you can get when your goal is organization-wide diversity.”Greg TroxellSr.Recruiting Manager2023 recruiting trends in life sciences 16An employee value proposition(EVP)is the unique set of benefits employees receive in return for the skills,experience,and other contributions they bring to your comp
67、any to help it succeed.37%of respondents at larger life sciences organizations and just 21%of those at smaller organizations say their company has a formalized EVP in place.But over the last 12 months,many seem to have recognized the importance of a coherent and consistent story about the value thei
68、r company offers to talent16%have begun formalizing EVPs in that time.(The majority of respondents who are in the process of creating EVPs are from smaller organizations29%v.2%.Larger companies,dont get left behind!)The other good news is that many life sciences organizations have been reflecting up
69、on the benefits they offer:51%say their companies introduced new employee benefits in 2022.Flexible work schedules(59%),the ability for employees to choose where they work(52%),and mental health benefits(52%)were the most common benefits added last year.Larger companies were more likely to have offe
70、red financial wellness programs(35%v.13%),career development and training(53%v.40%),and childcare assistance(18%v.17%).Smaller companies were more likely to have offered more inclusive company holidays(53%v.28%).Finally,68%of organizations in the life sciences space say their salary offers increased
71、 in 2022.(While salary is only a fraction of what makes up an EVP,its certainly a crucial part!)Employee value propositions,benefits,&compensation2023 recruiting trends in manufacturing 172023 recruiting trends in life sciences 17Does your organization have a formalized employee value proposition(EV
72、P)?30%Yes,and we share it regularly throughout our hiring process11%I think so,but I dont really use it5%I dont know,but Ive come up with my own based on what I know about our org16%Were in the process of creating one17%No21%I dont know51%Yes25%No24%I dont knowHas your org changed its employee value
73、 proposition or introduced new employee benefits in the last 12 months?2023 recruiting trends in manufacturing 182023 recruiting trends in life sciences 18If so,what did those include?59%Flexible work schedules52%The ability for employees to choose where they work(home,in-office,hybrid)52%Mental hea
74、lth benefits46%Career development and training40%More inclusive company holidays(e.g.Juneteenth)35%Additional PTO days26%Supporting the social causes employees care about(e.g.donation-matching)Abigail Chambley Director of Talent Acquisition*Most respondents who chose“Other”said either“none”or they w
75、erent sure;others added changes such as“paid medical leave,”“fertility benefits,”“401k match,”and“pet insurance.”24%Financial wellness programs12%Childcare assistance14%OtherOn average,how have your salary offers changed over the last 12 months?68%Theyve increased1%Other3%Theyve decreased29%Theyve s
76、tayed the same*All respondents who chose“Other”said they dont know.2023 recruiting trends in manufacturing 192023 recruiting trends in life sciences 19The top 3 KPIs life sciences recruiting teams tracked in 2022 were time to hire(63%of teams tracked this),source of hire(52%of teams tracked this),an
77、d offer accept rate(51%of teams tracked this).For the most partand surprisinglysmaller organizations are more likely to say they track the following KPIs than larger orgs are:passthrough rates(35%v.10%),source of hire(61%v.42%),top of funnel activity(30%v.12%),offer rejection reasons(48%v.35%),and q
78、uality of hire(39%v.27%).Two exceptions are retention rate of hire(48%v.26%)and diversity(42%v.30%)larger organizations are more likely to track these metrics.(Respondents from larger organizations were also much more likely to say“I dont know”when asked about whether they tracked particular metrics
79、.)Looking ahead to 2023,the top 3 use cases for data will be similar to teams current top KPIs:46%of life sciences companies will use data to uncover best sources of hire;44%will use data to report on time-to-hire and cost-per-hire;and 42%will use data to track passive candidate outreach.Larger orgs
80、 will more likely use data to ask for more resources(31%v.15%),uncover best sources of hire(51%v.40%),track diversity hiring(45%v.35%),and determine the ROI of recruitment marketing initiatives(24%v.15%).Smaller companies,on the other hand,will more likely use data to report on time-to-hire and cost
81、-per-hire(55%v.33%),track passive candidate outreach(50%v.35%),and check unconscious bias(35%v.20%).When we asked how important data will be in 2023 on a scale of 1-10,recruiting professionals gave it a 7.5 out of 10.Data-driven recruiting Talent leaders:Need a crash course in recruiting metrics?Our
82、 Talent leaders guide to reporting covers what each of your stakeholders wants to know about recruiting productivity,which metrics to report to C-levels versus ICs and hiring managers,and other best practices for using recruiting reporting to prove the ROI of talent acquisition.2023 recruiting trend
83、s in life sciences 20What recruiting KPIs do you currently track?37%Retention rate of hire36%Diversity34%Cost per hire63%Time to hire22%Passthrough/conversion rates21%Top of funnel activity13%Interviewer workload(hours/week per interviewer)9%Other29%Recruiter workload(#of reqs/candidates)*All respon
84、dents who chose“Other”said either“none,”or they dont know.52%Source of hire51%Offer accept rate41%Offer rejection reasons33%Quality of hire22%Time in stage19%Hiring manager satisfaction17%Candidate experience SLAsDo you currently use data to:Track sourcer/recruiter activity at the top of the funnel?
85、42%Yes26%No32%I dont knowTrack passthrough rates to identify bottlenecks?40%Yes29%No31%I dont knowTrack recruiting team workload?56%Yes22%No22%I dont know“We had a clinical assessment that a lot of people were failing;we looked at our passthrough rates in Gem and saw the percentage of candidates who
86、 were dropping out at that stage in the process.So we decided that instead of making all candidates go through a simulation interview,wed give them the option of completing a home assessment test.Gem helped us uncover a pattern and work toward clearing that hiccup in the funnel,which will mean incre
87、asing the number of qualified candidates who pass through to the next stage.Gem has also done wonders for team collaboration,because the team has visibility into what the highest-performing sourcers are doing to get the numbers they get.They can iterate on best practices based on their teammates suc
88、cesses.”Sandra OsorioRecruitment Specialistformerly Clinical Recruiter Mindstrong Health 2023 recruiting trends in life sciences 22Do you currently use data to:Track interviewer and hiring manager workload?32%Yes44%No24%I dont knowForecast hires,capacity plan,and plan for resource allocation?51%Yes2
89、3%No26%I dont knowTrack cost per application or cost per hire?30%Yes33%No37%I dont knowTrack career/micro site conversions and efficacy?28%Yes33%No39%I dont knowAssess recruitment marketing ROI/attribution?38%Yes29%No33%I dont knowDo you bring data to your leaders or execs regularly?49%Yes29%No22%I
90、dont know2023 recruiting trends in manufacturing 232023 recruiting trends in life sciences 23How do you plan to use data in 2023?44%To report on time-to-hire,cost-per-hire,etc.42%To track passive candidate outreach(open rates,click-through rates,etc.)40%To track diversity hiring37%To track recruiter
91、 performance32%To forecast hiring30%To know where to invest resources28%To check unconscious bias24%To determine the ROI of our recruiting tools23%To justify/ask for more resources18%To report the business impact of the recruiting function17%All of the above(Were a data MACHINE!)5%Other20%To determi
92、ne the ROI of recruitment marketing initiatives(events,campaigns,career sites,etc.)46%To uncover best sources of hire*All respondents who chose“Other”said either“none”or they dont know.37%To identify bottlenecks in the pipeline17%For capacity planning2023 recruiting trends in manufacturing 242023 re
93、cruiting trends in life sciences 24On a scale of 1-10,how important will data be for recruiting in 2023?SMALLER ORGANIZATIONSLARGER ORGANIZATIONS7.2/107.7/10 Recruiting leaders:A robust capacity model can help you understand your teams past performance to forecast headcount and resources against fut
94、ure growth.New to capacity planning?See our 8-step guide on the subject.2023 recruiting trends in manufacturing 252023 recruiting trends in life sciences 25By far,“difficulty finding quality candidates”was the top challenge of 2022 for talent acquisition professionals in life sciences:54%of responde
95、nts cited this as a challenge.“Difficulty nurturing passive talent”came in at challenge#2,and“uncompetitive offers”at#3.Larger organizations were more likely to struggle with recruiting process delays(27%v.5%)and uncompetitive offers(35%v.15%)than smaller organizations were.Smaller organizations,on
96、the other hand,were slightly more likely to struggle with a weak employer brand(15%v.8%).Obstacles to hitting hiring goals2023 recruiting trends in manufacturing 262023 recruiting trends in life sciences 26What challenges are you currently facing that impact your ability to hit hiring goals?26%Diffi
97、culty nurturing passive talent25%Uncompetitive offers23%Lack of budget/resources18%Lack of data(best source of hire,funnel analytics,forecasting,etc.)16%Recruiting process delays15%Lack of headcount14%Lack of involvement from hiring managers12%Weak talent/employer brand11%Improper adoption of recrui
98、ting tech3%Lack of access to recruiting tech16%We are not experiencing any challenges in hitting hiring goals3%Other7%No(or weak)referral programs54%Difficulty finding quality candidates*Most respondents who chose“Other”said they did not know.Others added comments such as:“unclear and changing expec
99、tations from hiring managers.”2023 recruiting trends in manufacturing 272023 recruiting trends in life sciences 27While smaller life sciences teams were more likely to have invested resources at the scheduling(32%v.23%)and assessment(37%v.28%)stages of the candidate journey last year,larger organiza
100、tions were more likely to have focused on the application experience(49%v.37%).But in aggregate,life sciences teams invested most in the interview stage when it came to candidate experience in 2022.The top 3 rejection reasons from candidates are the same regardless of company size:compensation is to
101、o low(60%of smaller orgs and 49%of larger orgs struggle with this);candidates get better offers from elsewhere(35%of smaller orgs and 43%of larger orgs struggle with this)or counter-offers from their current employer(around 31%of all orgs struggle with this).Larger life sciences organizations are mo
102、re likely to hear candidates say that the hiring process takes too long(33%v.10%).Life sciences organizations biggest struggles with candidates are finding them and working against competing offers(both 42%),followed by getting them interested and engaged(36%)and having them pass the interview proce
103、ss(35%).Larger life sciences companies struggle more with candidates unwillingnes to relocate(20%v.10%).Smaller companies struggle more with candidates not passing the interview(50%v.20%).When it comes to candidate experience,where did your team invest its resources in 2022?*Beyond“I dont know,”resp
104、ondents who chose“Other”added comments such as“national therapist shortage”and“remote workhybrid is not acceptable for many candidates.”42%Finding them42%Competing offers36%Getting them interested and engaged35%Having them pass our interview process27%Ghosting15%Willingness to relocate4%Other50%The
105、interview stage43%The application experience41%Onboarding32%The assessment stage27%Scheduling26%Timely responses/SLAs19%Candidate feedback5%OtherCandidate experience&candidate struggles*All respondents who chose“Other”said some version of“none”or “I dont know.”What is/are your biggest struggle/s wit
106、h candidates?2023 recruiting trends in manufacturing 282023 recruiting trends in life sciences 28What are the most common reasons candidates give for rejecting job offers at your org?17%Inadequate benefits11%Concerns about career path11%Concerns about the economy54%Compensation is too low6%Concerns
107、about culture5%Concerns about business strength13%I dont know*Most respondents who chose“Other”said their offer acceptance rate was great in 2022(e.g.“98%of our offers have been accepted”;“our acceptance rate is 94%and we doubled headcount this year!”)40%Better offers elsewhere31%Counter-offers at c
108、andidates current job21%Hiring process takes too long8%Not enough flexibility12%Other2023 recruiting trends in manufacturing 292023 recruiting trends in life sciences 29Multi-channel touchpoints is the recruitment marketing strategy most used by talent acquisition teams(53%)in life sciences organiza
109、tions.While smaller organizations are more likely to use this strategy(60%v.47%),larger orgs are more likely to engage in social media recruitment(51%v.20%),host recruitment events(57%v.35%),host career/micro-sites(47%v.30%),and build and maintain talent communities(45%v.30%).33%of respondents said
110、social media recruitment has the best ROI of the below strategies,while 24%claimed multi-channel touchpoints does.It may be worth looking at this ROI data and imagining how your hiring teams can use it to their best advantage.(And if youre curious about building a winning recruitment marketing strat
111、egy,we have a resource for you.)What recruitment marketing strategies does your team currently have in place(or do you use personally)?*Respondents who chose“Other”said some version of“none of these.”33%Social media recruitment24%Multi-channel touchpoints(InMail,email,SMS,etc.)14%Recruitment events1
112、4%Talent communities53%Multi-channel touchpoints(InMail,email,SMS,etc.)46%Recruitment events38%Employment branding campaigns38%Career/micro-sites37%Talent communities36%Social media recruitment30%Long-term candidate nurture9%OtherRecruitment marketingOf the recruitment marketing strategies listed ab
113、ove,which do you think has the best ROI?10%Long-term candidate nurture5%Career/micro-sites2023 recruiting trends in manufacturing 302023 recruiting trends in life sciences 30“Chris Norris former CTO did a podcast about tech at Wheel;we put that in our outreach and Gem tracked clickthrough rates.That
114、 behavioral data showed passive talent was more interested in that podcast than a lot of other things weve linked to in the past.I took that data to Chris and said,Now we know you need to do more podcasts.Clearly this is a powerful talent attraction strategy for us.You see tangible results in Gem th
115、at literally inform your employer branding strategy.”Greg TroxellSr.Recruiting ManagerSourcing tools and tech are the#1 technology recruiting teams in the life sciences space will invest budget in this year.Recruitment marketing tools and tech are#2;specialized candidate databases are#3.Smaller comp
116、anies are nearly 3x more likely to say theyre investing in an ATS in 2023(32%v.11%),while larger companies are maturing their tech stacks with specialized candidate databases(30%v.16%).Fully embracing remote/hybird work was the#1 activity respondents said recruiting teams should be focusing on in 20
117、23(63%of smaller orgs and 40%of larger orgs said this),followed by pay transparency(53%of smaller orgs and 36%of larger orgs said this).Talent professionals at smaller organizations also emphasized structured interviews(26%v.6%),internal mobility(32%v.17%),social recruiting(32%v.17%),and re-engaging
118、 past applicants and former silver medalists(37%v.23%);while those at larger organizations emphasized talent sourcing(47%v.26%)and recruitment marketing(23%v.11%).Talent acquisition budget&team focus in 20232023 recruiting trends in manufacturing 322023 recruiting trends in life sciences 3227%Recrui
119、tment marketing(career page/microsite builder,branded campaign tools,events,etc.)23%Specialized candidate databases:21%ATS15%Email tools/tech13%CRM10%Talent team headcount10%Remote hiring technologies5%AI screening15%What budget?!30%I dont knowWhere will you invest your talent acquisition budget in
120、2023?38%Sourcing tools/tech2023 recruiting trends in manufacturing 332023 recruiting trends in life sciences 33Where do you think recruiting teams should be focusing in 2023?44%Pay transparency37%Talent sourcing34%More data-driven recruitment practices32%Diversity hiring31%Re-engaging past applicant
121、s and silver-medalist candidates25%Collaborative hiring24%Internal mobility24%Social recruiting23%Hiring for soft skills and potential/rethinking role requirements17%Recruitment marketing(events,career sites,campaigns,etc.)52%Fully embracing remote/flex/hybrid work16%Structured interviews15%Recruitm
122、ent automation9%AI screening7%Consolidating tools7%Mobile/SMS recruiting3%Contract/gig economy2023 recruiting trends in manufacturing 342023 recruiting trends in life sciences 34Regardless of company size,the top recruiting and hiring challenge talent acquisition professionals anticipate in 2023 is
123、difficulty finding qualified candidates(58%of smaller orgs and 53%of larger orgs anticipate this challenge).In aggregate,uncompetitive offers(39%)and nurturing passive talent over the long term(33%)come in at challenge#2 and#3,respectively.Smaller life sciences organizations are more likely to fores
124、ee difficulty meeting diversity goals(47%v.6%),sub-par referral programs(26%v.6%),and undefined employer brand(26%v.11%)as challenges;while larger organizations are more likely to foresee struggling with recruiting process delays(26%v.11%).2023 recruiting challengesWhat are the biggest recruiting/hi
125、ring challenges you anticipate for your org in 2023?39%Uncompetitive offers33%Nurturing passive talent over the long term27%Difficulty meeting diversity goals23%Lack of budget19%Lack of headcount18%Undefined talent/employer brand18%Poor adoption of current recruiting tech18%Recruiting process delays
126、17%Lack of technology/platforms to enable the team16%No(or rarely-used)referral programs13%Lack of hiring manager involvement17%Inefficient interview process56%Difficulty finding qualified candidates10%Meeting close rate targets8%Meeting passthrough rate targets11%Lack of data(outreach activity,pipe
127、line stats,forecasting data,etc.)7%Difficulty expressing our employee value proposition2023 recruiting trends in manufacturing 352023 recruiting trends in life sciences 35About our respondentsWhich job title best matches your role?14%Hiring Manager10%Sourcer6%Director of Talent5%VP of Talent/People4
128、%Talent Ops/People Ops3%Talent Acquisition Manager3%Recruiting Coordinator1%Sourcing/Recruiting Manager1%Recruitment Marketing Manager1%Talent Acquisition Partner18%Recruiter*Respondents who chose“Other”added roles such as:Employee/Labor Relations Specialist,Sales,Analyst,Financial Analyst,Insurance
129、 Analyst,Pharmaceutical Sales Rep,Scientist,Associate Scientist,Clinical Scientist,Phlebotomist,Epidemiologist,Project Manager,Supervisor,Quality Assurance Supervisor,Quality Architecture,Associate,Contracts Lead,Trainer,and Business Process Consultant.How big is your organization?SMB(1-249 FTEs):23
130、%Mid-Market(250-999 FTEs):10%Enterprise(1000-4999 FTEs):21%Large Enterprise(5000+FTEs):46%33%Other1%Talent BrandWhich option best matches your industry?28%Biotech or medical devices26%Pharma46%Healthcare services2023 recruiting trends in manufacturing 362023 recruiting trends in life sciences 36How
131、Gem can help2023 recruiting trends in manufacturing 382023 recruiting trends in life sciences 382023 will demand that recruiting teams be more data-driven(and more data-savvy)than ever.Thats why Gems Talent Compass is equipped with full-funnel visibility,hiring forecasts,performance metrics,and exec
132、utive reporting that TA teams use to plan ahead and guide their recruiting strategy.Data-driven recruiting with Gem,from outreach to hireEnd-to-end visibilityTap into every dimension of the recruiting funnel.With access to all recruiting data from Gem and the ATS from one source of truth(without rai
133、sing a support ticket),TA teams can track everything outreach to hire and identify key trends across the process.They can then slice and dice metrics the way their business thinks:by role,department,geo,demographics,and more.For example,recruiting teams can uncover outreach strategies that lead to m
134、ore replies for specific roles and industries.They can also track how these candidates passthrough the funnel and spot any troubling dropoffs or bottlenecks.2023 recruiting trends in manufacturing 392023 recruiting trends in life sciences 39Diversity recruiting insightsTalent Compass also offers vis
135、ibility and insight into how an organization recruits diverse talent,from initial outreach to eventual hire.At the top of the funnel,teams can review the progress they are making in reaching out to diverse talent.By pinpointing specific content and strategies that drive greater engagement,teams adju
136、st their sourcing strategy towards building diverse applicant pools.With visibility into how candidates from underrepresented groups pass-through the recruiting funnel,hiring teams can uncover any disproportionate drop-offs and adjust their process accordingly.Forecasting&planningTalent Compass incl
137、udes a forecasting calculator that projects not only how many hires you can expect to make,but also by when.This can be forecast at the individual job req or at an aggregate level,like department.Passthrough rates and time-in-stage are based on historical data,but can be adjusted.The calculator also
138、 works backwards:users can input the final number of hires they would like to make and the calculator will output the number of candidates and applicants required at each stage in order to meet final goals.2023 recruiting trends in manufacturing 402023 recruiting trends in life sciences 40Executive
139、reportingWithin Talent Compass,users can launch configurable,presentation-ready reports to visualize KPIs.With easily digestible metrics on hand,talent acquisition teams can come prepared to discuss how they are progressing and where there are opportunities to improve.Reports can be customized with
140、built-in widgets and filters,thereby surface tailored,actionable insights.Peer benchmarksTalent Compass also offers built-in benchmarks within the Dashboards module.Users can evaluate their teams Offer Accept Rate and Time to Hire against companies with similar profiles.Benchmarks are available acro
141、ss 6 different slices:company size,location,gender,race/ethnicity,department,and valuation.All told,there are 1,400 unique permutations,with each one validated by over 100 data points across 20+companies.2023 recruiting trends in manufacturing 412023 recruiting trends in life sciences 41Performance
142、optimizationWithin the Pipeline Analytics module,recruiting managers and leaders can monitor individuals and roles to better understand how their teams are faring.Reviewing specific job breakdowns allows managers to observe pipeline risks across roles or even spot any troubling candidate bottlenecks
143、 and/or drop-offs.Within dashboards,managers can even create widgets with specific metrics for their individual recruiters(e.g.,phone screen to interview ratio,offer acceptance rate,etc.),serving as a performance scorecard.“Sourcers arent crafting second and third outreaches because Gem automates th
144、em.Theyre not searching for contact information because Gem serves it up.Theyre not manually tracking anything because Gem auto-logs activity.Time-savings is one of Gems biggest ROIs.”Greg TroxellSr.Recruiting Manager2023 recruiting trends in life sciences 41“I easily saved over$125,000 in my first
145、year on agency fees for the roles I filled with Gem sequences.Gem has paid for itself well over 9xa more-than 1000%ROI,just in the roles that I recruit for as a working manager.”Blake Thiessformer Director of Talent AcquisitionGems end-to-end modern recruiting solution empowers talent acquisition te
146、ams to engage their entire talent network,optimize sourcing efforts,and uncover actionable insights that guide smarter,forward-looking decisions.Gem works alongside LinkedIn and other places that you source,while integrating with Gmail,Outlook,and your ATS.Find the talent you need to meet hiring tar
147、gets and scale your teams with Gem.To learn more and see a demo,visit 2023 Gem,Inc 032623Lauren Shufran,AuthorLauren is a content strategist with a penchant for 16th-century literature.When theyre not trying to solve talent teams pain points,theyre on their yoga mat or hiking Mount Tam.Come at them with your favorite Shakespeare quote.