In a constantly changing world of work, not only the pharmaceutical industry but also other sectors are facing the growing challenge of attracting and retaining highly qualified specialists in the long term. Demographic change, in particular the departure of baby boomers from the labor market, is becoming very clear — even in pharmaceutical sales.
A particular challenge is that the majority of potential candidates have professional experience in existing employment relationships and are already largely satisfied. The proportion of candidates who want or need to change actively and in the short term is tending to decrease.
As a specialized recruiter, we are very actively using a wide variety of channels to constantly expand and expand our network in the candidate market and to offer candidates in our industry relevant added value and information, such as our podcast and webinars. In particular, the group of candidates who do not have to switch at short notice, but are still open to offers, development opportunities or the next career step, usually have very specific ideas about the criteria for a change. In addition, candidates willing to change usually have several offers at the same time, ask many questions and weigh them up carefully. In order to analyze the motivations and preferences of potential applicants for pharmaceutical sales, we at Careforce conducted a survey of almost 800 candidates in 2023. The results illustrate which expectations and needs are the focus today when changing employers.
Personal contact and type of collaboration are particularly important
When asked about the most important criteria — even before an improvement in annual income and job security — at 65%, the most frequently mentioned point is the type of cooperation within a company and personal interaction with one another.
Here, candidates already have high standards during the recruitment phase, and it is important to get to know as many relevant people as possible from a potential new employer.
Other important points included in particular personal development (career prospects), future development and career options, and a high level of transparency about the company itself and the requirements of the role.
An innovative product pipeline as well as indications, target groups, strategies and concepts in a new role are also very crucial.
In addition to a ranking, candidates could also describe specific individual expectations as important criteria. A great deal of creative freedom, a high level of personal responsibility, modern teams and working methods, meaningful work with good professional standards, funding and development measures, flat hierarchies and partnership on equal footing were mentioned very often.
Young talents in particular attach great importance to a good work-life balance and are often not interested in moving for a job. This is particularly a challenge in rural regions, where access to young graduates is limited. The survey underlines the importance for companies to face the current applicant situation and take appropriate measures accordingly — a path that we are happy to actively support and support in order to attract the best candidates to our clients.
A targeted and individual approach is essential
Formats have proven to be very effective which give candidates the opportunity to gain comprehensive insight into the company and the role to be filled right at the start of the process and to get an impression of the people who work in the company.
Addressing candidates in a targeted and individual manner is crucial, combined with competent advice and support throughout the process.
Furthermore, the future lies in education and training to promote and develop young potential candidates when it comes to meeting the demanding requirements of highly specialized positions.
We also actively support this aspect through our Recruitment plus concept.
