How to Build a Strong Medical Affairs Network
Like with most life science functions, when things happen in Medical Affairs – they happen fast. Once a new drug has reached the pre-approval stage, the speed in which you build your team is essential to a successful launch. Without already having a strong medical affairs network within your relevant talent pool, it can be extremely challenging to find the right talent for the business. Especially when you’re working against a narrow timeframe.
It’s because of this, that I recommend making efforts to engage with your prospective employees on an ongoing basis. This way, when you do need to hire, the process will be simpler and more effective.
Here are four things you should be doing to engage with top talent.
Invest in your Employer Brand
Giving people an insight into what it is like to work in your business is crucial. 80% of HR managers agree that a strong employer brand has a significant impact on their ability to recruit good candidates.
There are several ways to which to do this. Many businesses decide to dedicate a section of their website to their company culture. This is often referred to as a careers or culture pages, or can sit within the ‘about us’ section. Recently however, jobseekers are more likely to turn to social media for answers. I strongly suggest highlighting your benefits and values on your company socials to see the best results. Facebook and Instagram are normally the best platforms for this, but some businesses also utilise their LinkedIn for Employer Brand.
Whenever you make a new purchase from a company you have not used before, you turn to the reviews section for reassurance. The same goes for candidates looking for new positions. One of the greatest ways you can encourage people to join your business is for your existing staff to advocate for your workplace environment.
You could really push this internally with video testimonials. But if you do not have the internal resources to do that, asking your employees to review your company on Glassdoor is also impactful for building your network.
Talk about your products
Benefits and Culture are important to any candidate. But one of the best parts of working within the Medical Affairs is that your work makes an actual difference. Talking about how your product/drug will change the lives of its users is the greatest tool you have for bringing people into your business.
This needs to start from the top. Get influential people within the business to talk about why the product is being made. Candidates are more likely to respond when they know a company is built on passion.
Partner with a Specialised Recruiter
Obviously, I am a little biased. But whether you choose to partner with Scienta or not, I encourage you to build a relationship with a recruitment company that specialises within your space. Their job is solely to build relationships with the best talent and to keep on top of their network. By partnering with them you will have a direct line to their database of candidates.
If you would like to discuss how to build out your network, please do not hesitate to get in touch.