Why Job Boards Aren't Enough for Hiring Managers: Filling Specialized Roles in Clinical Research

The pharma and biotech industries have been depressed over the last 12-18 months, which many believe is due to inflation, high interest rates, potential effects of the IRA, and other global factors including a general pullback from the massive growth of clinical trials during the pandemic. In 2024, we are starting to see the beginning of a rebuilding period and the demand for qualified clinical research professionals (CRPs) is starting to rebuild. But here's the rub: relying on job board applications to fill these specialized is falling flat. Let's explore why:

• Scarcity of Top Talent: The applicant pool for highly specialized CRPs is shallow. Studies suggest the percentage of truly qualified candidates applying through job boards might be well below 10%. This means sifting through a mountain of resumes to find a handful of diamonds in the rough.
• Minimum Qualification ≠ Top Performer: Many job board applicants meet the basic requirements, but that doesn't translate to top performance. You need CRPs with not just the right training, but also proven success, deep understanding of the field, and strong on-the-job experience.
• Salary Mismatch: Job boards often attract candidates with unrealistic salary expectations. This can lead to a lot of time wasted on interviews with individuals who ultimately walk away when presented with the actual compensation package.
• Scattered Focus: Many talented CRPs applying through job boards might be casting a wide net. They might not be specifically interested in your company or the unique aspects of the role you're offering.
• Culture Clash: Resumes don't always reveal cultural fit. A brilliant candidate on paper could disrupt your team dynamic or struggle to adapt to your company culture.
• Motivation Matters: Understanding a candidate's reason for leaving their previous position is crucial. If they're job-hopping due to issues that will resurface in your environment, it can lead to a high turnover rate down the line.

So, what can you do?

• Targeted Outreach: Leverage professional networks and specialized industry groups to reach qualified CRPs actively looking for the right opportunity.
• Employee Referrals: Your current team is a goldmine. Incentivize referrals from CRPs who understand your company culture and the specific needs of the role.
• Staffing Partnerships: Cut out the fat and partner with an industry-specific talent agency. Receiving a handful of prescreened and prequalified candidates not only cuts down the frustrations of sorting through the sea of applicants, but cutting the time to hire can reduce overall study costs by keeping projects on track.
• Consider Contractors: Instead of settling on B-level candidates, hiring contractors as a gap fill can buy time while keeping project timelines intact. Converting contractors to headcount also allows the team to try before they buy.
• Employer Branding: Build a strong employer brand that showcases your company culture, competitive benefits, and exciting projects. This will attract talent who is a good fit from the outset.

The Bottom Line: Filling specialized roles in clinical research requires a strategic approach that goes beyond job boards. By focusing on targeted outreach, employee referrals, staffing partnership, considering contractors, and employer branding, you can connect with the top CRPs who are the perfect match for your team and your company culture.