Richard Meyer As I See It, Working in the industry

What to look for when hiring in pharma

The great resignation has not affected pharma because the jobs within the industry pay very well and most positions and employees like the benefit of having a steady job with good money. However, some pharma companies are having problems filling open positions, and when they do, they often find it wasn’t a good fit. Here are some things to consider to ensure you’re hiring good people.

The “great resignation” is regressing. Various reasons were given, but the biggest one seems to be that people are beginning to realize that more money does not mean a better job or manager. Here are some things every pharma manager should look for when hiring people.

1ne: Why? Why is the candidate looking for a new position? They should be avoided at all costs if it has to do with money and job title.

2wo: Do you believe? It’s not just that they can do the job. The candidate has to believe in your company and/or product. This is especially true for biotech start-ups, which tend to offer candidates a lot of money.

3hree: What motivates them? This requires an in-depth interview, but you need to determine what their motivation is all about. Hiring someone who can do the job is not the same as hiring someone who will be an asset to your company.

4our: Will they try too hard to fit in? Some people abandon their principles just trying to fit in with others.

5ive: Will they be given autonomy to do their job, or will they just be doing what their managers want them to do?

6ix: What do they like to do during their downtime? This can give you insights into what these candidates are all about.

Every once in a while, I’m asked to talk to candidates within the industry. It’s often hard to break through their “interview persona,” but hiring a good employee is essential. I’m also a big fan of hiring from outside the industry, as pharma is lagging in new marketing techniques. I’m not suggesting that we hire people who wear jeans and tee shirts. I am suggesting that if you hire people you want to fill in primarily, your organization will pay the price.