PageGroup：數字時代人才招聘（中英文版）（17頁）.pdf

1、數字時代人才招聘醫療保健與生命科學Patrick Hollard董事會成員PageGroup引言所謂水無常形， 世界形勢也在不斷地變化著。 曾經預測的變化趨勢已然成為現實， 這給醫療保健與生命科學行業帶來了正面影響， 也帶來了前所未見的復雜問題、 挑戰以及機遇。本文囊括了我們全球近200位醫療保健與生命科學行業咨詢顧問的專業洞見。 他們與專注醫療行業發展的企業一同招聘、 商討與合作， 搜尋能夠推進業務發展的企業高管、 專家人士以及必要的支持團隊。我們特別采訪了內部的行業專家， 為您厘清關乎企業發展的重要趨勢以及這些趨勢對人才招聘工作的潛在影響。本文重點揭示了全球疫情對候選人才流動的干擾。 日益

2、普遍的遠程工作文化和受限的跨國差旅， 讓搜尋重要人才變得愈發困難。 盡管如此， 一些企業還是通過創新且靈活的人才招聘方式大獲成功。您還可以從中獲得一些發展建議與值得關注的洞察。 同時您可以與我們在中國、 西班牙、 法國、 英國和沙特阿拉伯的合伙人 聯絡。獵尋合適人才， 探討合作機會。在此我謹代表米高蒲志集團醫療保健與生命科學招聘團隊， 恭祝您閱讀愉快。謹致問候Patrick Hollard醫療保健與生命科學數字時代人才招聘 | 醫療保健與生命科學 2擴展數字邊界 數字工具正在改變醫療行業的招聘趨勢 飛速發展的數字技術正在滲透人類社會的方方面面， 并為傳統行業的顛覆性改革鋪平道路。 但新冠疫情發

3、生以來的驟變加快了變革的進程， 迫使各大經濟體和企業進一步接納并依賴數字化。在醫療保健與生命科學領域， 數字化顯得尤為重要。 “在馬來西亞， 新冠疫情迫使醫療企業重新思考、 評估， 并改變他們的供應鏈流程、 臨床試驗、 生產流程與市場終端渠道。 與此相應的是， 這些領域的人才需求也在激增。 ” Michael Page馬來西亞高級顧問 Sara Loh 解釋道。數字時代人才招聘 | 醫療保健與生命科學 3行業的獨特氛圍與高速發展， 迫使企業吸納新鮮血液， 更因為全球突發疫情， 他們必須盡快找到人才。 因此， 數字招聘對于醫療行業來說， 與其說是企業主動采取的轉變， 不如說是客觀情況導致的必然現

4、象并且這一變化將持續存在。 無論在亞洲、 歐洲還是美洲， 與 PageGroup 合作的醫療企業都急需人才， 卻又面臨人才稀缺的困境。 “鑒于醫療企業的使命是不斷進行產品創新與擴充研發管線，初創企業和大型印度企業開辟了尋找人才的新途徑， 挖掘出尚未被開發的市場潛力。 ” Michael Page 印度副總監 Deepika Malla 補充道。 由于多數公司仍要求員工保持社交距離， 因此他們將視頻會議等數字工具作為招聘手段之一。 由于招聘手段發生了改變， 雇主看重的候選人特質和資歷也發生了變化： 相比工作經驗， 他們的適應能力、 韌性和主動性等軟技能變得更具決定性。 人才戰爭 過去幾年， 醫療

5、行業在美國東北部發展迅猛。 疫情期間， 該地區的企業蓬勃發展， 尤其是那些與抗擊新冠病毒相關的早期生物制藥及醫療設備企業。 因此， 人才稀缺成了該地區醫療行業的常態。 據 Michael Page美國董事總經理 Sean Rogerson 所述， 在馬塞諸塞州劍橋市周邊分布著 1000 多家早期生物技術企業， 人才爭奪激烈。中國大陸同樣面臨人才短缺的問題， 行業亟需訓練有素的科學家和掌握尖端技術的人才。 同時， 企業也在搜尋經驗豐富的高管和企業家， 以建立組織并領導團隊將科研成果商業化。 “醫藥企業在招聘高級人才時， 需要兼具深厚專業背景和管理能力的復合型人才。 因此， 企業也非常重視他們的溝

6、通、 管理和領導能力。 ” Page Executive 中國高級合伙人 Annie Shen 說。 并非只有美國與中國大陸企業難覓頂尖人才。 在瑞士， 找到合適的候選人猶如大海撈針。 以往求職者都渴望加入大型企業。而現在， 由于兼并和收購盛行， 他們找工作時會更傾向于小公司或者初創企業。 大型企業仍在一定程度上居主導地位， 但與以往相比， 如今的求職者會考慮更多因素。 “雇主看重的候選人特質和資歷也發生了變化： 相比工作經驗， 他們的適應能力、 韌性和主動性等軟技能變得更具決定性。 “ Sean Rogerson， 米高蒲志波士頓數字時代人才招聘 | 醫療保健與生命科學 4“醫療行業蓬勃發展

7、， 仍有大量人才心向往之， ” Michael Page 蘇黎世經理 Stephanie Lintner 說道， “但求職者變得更加挑剔。然而雇主中想要做出改變的并不多。此外，沒有打破常規去思考是行業最大的問題?！?日本同樣面臨高級人才極度短缺的問題， 尤其缺少擁有專業技術知識且英語流利的人才。 “人才庫非常有限。 ” Michael Page 東京管理顧問 Ed Marsden 解釋道， “許多候選人并不一定需要積極地尋找工作。 ” 在墨西哥， 情況正好相反。 據路透社 2020 年 6 月的報道， 疫情直接導致了 100 萬個工作崗位消失。 由于波及全國的裁員潮來勢兇猛， 企業被高質量候選

8、人所淹沒， 需要花時間擇優錄取。 “公司組織結構的調整導致大量員工被裁。 ” Michael Page 墨西哥城執行經理 Itzel Vargas 說道。 “因此， 現在的公司結構非常精簡。 但這也意味著招聘市場中存在著大量優秀、 合格的求職者。 他們正在尋找工作， 而我們的客戶正在尋找專業知識和軟技能俱佳的人才。 ” “這也意味著招聘市場中存在著大量優秀、 合格的求職者。 他們正在尋找工作， 而我們的客戶正在尋找具備專業知識和軟技能的人才。 ”數字時代人才招聘 | 醫療保健與生命科學 5利用數字工具吸引人才 當市場上存在大量工作機會時， 企業必須通過差異化競爭來提高自身的辨識度。 面對面交流

9、能最有效地吸引人才， 但在疫情期間這種交流往往無法實現。 現在， WeChat, Teams,，Zoom以及微信等視頻會議工具成為招聘面試的主要渠道。 因為視頻交流氛圍相對輕松， 這些數字工具對醫療企業接觸潛在雇員非常適用。候選人也省去了穿著全套正裝， 在路上花費數小時去企業面試的麻煩。 話雖如此， 企業仍然需要花功夫去充分利用好數字技術的優勢。 由于企業和潛在雇員不經常見面， 彼此之間缺乏招聘人員所說的 “紐帶” 。 在通常的數字化互動中， 候選人很難對公司產生歸屬感， 也缺乏文化連接。 因此， 企業必須更加努力地向候選人展示出作為雇主的吸引人之處。企業能為候選人提供良好待遇是至關重要的。

10、客戶甚至需要進行討價還價， “企業必須明白他們需要購買人才。 ” Rogerson 說道， “在目前的市場中， 你必須舍得為頂尖人才花錢， 尤其是當你在尋找一個具備多重專業和技能的人才時。 ” 但薪酬并不代表全部。 招聘過程也同樣重要。 “問題在于， 在面試過程中， 客戶如何吸引人才， 讓他們最終接受職位邀請？ ” Lintner 說， “這不僅僅是將面試時間縮短至一小時那么簡單。 相反， 客戶可以問問自己， 候選人會如何看待辦公環境？ 他們如何與團隊見面， 了解公司文化？ 他們如何理解公司的價值觀？ 我認為這將是數字化人才招聘最重要的事情之一候選人還需要了解官網背后企業的真實面貌。 與此同時

11、， 雇主需要了解簡歷以外候選人的真實性格。 ” 要吸引目前沒有離職意愿的候選人， 舉辦網絡研討會是另一個有效工具。 “我們許多客戶都舉辦了網絡研討會， 例如公司總裁發表演講， 介紹公司業務， 特別是正在開發的藥物以及研發進展。 ” Marsden 補充說。網絡研討會能夠吸引大量參與者， 尤其是在仍然需要遠程辦公的地區。 這是企業讓候選人了解公司文化、講述企業故事一種方式。 數字時代人才招聘 | 醫療保健與生命科學 6軟技能： 重中之重 疫情也導致人才要求的變化。 客戶和招聘人員不再局限于經驗、 過往成果和專業技能。 他們逐漸關注性格、潛力以及其他難以量化的特質。 “企業招聘確實看中硬技能， 但

12、在某些情況下， 軟技能更加重要。 ” Vargas 解釋道， “由于遠程辦公， 領導力顯得尤為重要。 ” 這對于需要遠程管理團隊的領導者來說是必備技能。 同時， 企業也需要能夠帶來全新想法的創新人才， 以及熟知行業運作方式且能夠提供數字化策略和解決方案的人才。 ” 因為人才總體短缺， 具備完整硬技能實力的人才在市場上非常稀缺， 招聘人員更多地通過考察軟性技能來衡量候選人與崗位的匹配度。 另外， 工作年限并不能完全證明候選人的能力。 “長此以往， 考察軟性技能將成為招聘大趨勢， 也將給醫療行業， 尤其是制藥行業帶來嚴峻的挑戰。 ” Lintner 表示。 “制藥行業相對封閉； 在瑞士， 我們正在

13、努力打破一種偏見， 那就是： 除非你來自制藥行業， 否則你無法進入制藥行業工作。 如果不做出改變， 未來制藥行業在招聘人才時會屢屢受挫。 他們將被迫重新考慮雇傭來自其他行業的候選人。 這些候選人可能沒有完整的商業關系網絡， 可能不具備監管產品的經驗， 但他們擁有合適的技能、 心態、 領導力、 適應力等企業所需要的軟技能。 ” Malla 表示， 企業也正在加大在人才培養及績效管理團隊上的投資力度， 確保在市場繁榮階段， 人才的高參與度與留存率， 并為候選人提供更多機會。 “地理位置優勢和經濟競爭力讓馬來西亞成為跨國企業在東南亞的制造中心， 因此候選人的商業能力與語言能力同等重要。 ” Loh

14、補充道。 數字時代人才招聘 | 醫療保健與生命科學 7無論招聘還是應聘， 企業和候選人都需要注重自身的數字形象。 “由于最近醫療領域招聘需求上升， 雇主的品牌和在線形象已成為區別于競爭對手、 并吸引潛在員工的一個重要因素。 ” Malla 說。 她補充說： “在過去的一年里， 我們發現業務經理與企業高管會在領英上積極推廣企業并與相關人才互動。往年只有招聘團隊或HR才會活躍在領英上。 “ “強大的品牌與線上形象能讓頂尖人才對企業更有信心。 在技術革新引領經濟環境不斷變化的當下， 企業需要與時俱進， 擁抱全新技術， 時刻保持領先地位。 ” Loh 解釋說。 “候選人還需要從媒體角度來管理他們的線上

15、形象， 因為我們現在是在網絡上搜尋簡歷的。 ” Rogerson 說道， “如果候選人考慮離職， 那么他們給出的信息越多， 我們或企業搜尋到他們的可能性就越大。 即便你沒有在主動地尋找新的機會， 你也需要對自己在網絡媒體上的形象及其從細節中所透露出的信息有一個清晰的認識。 ” 面試過程亦是如此。 “候選人應當像面對面面試時一樣， 認真地對待數字化流程的面試， 確保數字形象是最新的且具備吸引力。 ” Lintner 說道。 重要啟示 在全球各行各業越來越依賴技術的當下， 公司與員工都需要接納并學習如何數字化地表現自己。 后疫情時代， 軟技能成為招聘的主要需求， 甚至比過往經歷更為重要視頻面試已成

16、為面試主流盡管面對面的交流能夠拉近彼此的距離但低成本的數字化手段將有助于引起非主動求職候選人對企業的興趣 社交網絡等數字化形象對于公司與優選人來說尤為重要全球普遍存在人才短缺，這意味著候選人有更多的談判籌碼公司則需要考慮為人才支付更高的薪酬1243數字維護必不可少 在當下， 個人形象、 官網、數字時代人才招聘 | 醫療保健與生命科學 8醫療保健與生命科學Talent Attraction in Digital EraPatrick HollardExecutive Board MemberPageGroupIntroductionThe world has shifted and change

17、d. Recent trends have become the realities of today, which has positively affected the Healthcare and Life Sciences (HLS) sector and introduced new complexities, challenges and untapped opportunities.This eBook reflects the insights of our almost 200 Healthcare and Life Sciences consultants located

18、all over the world. They recruit, consult and partner with Healthcare and Life Sciences-focused companies to find the C-suite profiles, expert professionals and the necessary support teams that keep the trajectory of business moving forward.We highlight how digital transformation is shaping the heal

19、thcare and life sciences industry. The growing remote work culture and limited travel have made finding key talent increasingly difficult. However, some companies have been highly successful through innovative and flexible approaches to talent search.We have interviewed our experts to uncover the mo

20、st important trends that you need to be aware of and how those trends may affect your talent acquisition efforts.Pick up industry insights, hiring advice and opportunities discovered and observed by our teams in India, Japan, Malaysia, Mexico, Switzerland and the US. Feel free to reach out to any of

21、 our collaborating consultants in this useful guide to talk about how we can find the right person for your organisation.On behalf of the Healthcare and Life Sciences practice at PageGroup, I wish you an enjoyable read.Kind regards, Patrick HollardTalent Attraction in Digital Era | Healthcare & Life

22、 Sciences by PageGroup 2Extending the digital reachDigital tools are transforming recruitment in healthcare and life sciencesDigital technologies have permeated every aspect of our lives, advanced rapidly and paved the way for disruptive approaches to traditional industries. However, 2020 flipped a

23、switch, forcing economies and companies to embrace change with digitalisation.Adopting digital capabilities is especially true for the healthcare and life sciences sector. “The COVID-19 pandemic has forced many healthcare facilities and life science companies in Malaysia to rethink, re-evaluate and

24、retrofit supply chains, clinical trials, manufacturing process and end-customer reach. This created an upsurge in demand for talents from these perspectives,” explains Sara Loh, Senior Consultant at Michael Page Malaysia.Talent Attraction in Digital Era | Healthcare & Life Sciences by PageGroup 3“Th

25、e qualities and qualifications recruiters are looking for now are changing alongside the digital tools theyre using; soft skills, such as adaptability, resilience and proactivity, are becoming more determinant than experience.”says Sean Rogerson, Michael Page BostonIts unique climate and sharp growt

26、h have also required a swath of fresh talent the talent they have had to find quickly due to the global health emergency. Digital recruitment, therefore, has been more of a necessity than a conscious shift in the sector. And it is a change that is here to stay. Whether in the Americas, Asia or Europ

27、e, healthcare and life sciences companies partnered with PageGroup have noted the scarcity and extreme need for talent in the sector. “Due to innovating and expanding HLS offerings, new avenues for talent opened up with start-ups and large Indian conglomerates alike; thereby, leveraging the still-un

28、tapped market potential,” adds Deepika Malla, Associate Director at Michael Page India.With social-distancing protocols still prevalent in most workplaces, video conferencing and various other digital tools are becoming a means of helping companies and recruiters find talent. The qualities and quali

29、fications recruiters look for are changing alongside the digital tools theyre using. Soft skills, such as adaptability, resilience, and proactivity, are becoming more determinant than experience.Fighting for talentIn the northeast of the US, the healthcare and life sciences sector has grown aggressi

30、vely over the last few years. The space has been highly robust for the duration of the pandemic, specifically in the early-stage biotech and med-device businesses linked to combatting COVID-19.The HLS sector has remained very job-heavy and candidate-light. Within a couple of square miles in Cambridg

31、e, Massachusetts, there are over 1,000 early-stage biotech businesses, so there is still a war for talent, relates Sean Rogerson, Managing Director at Michael Page USA.As the Healthcare and Life Sciences (HLS) industry relies heavily on scientists and talent with cutting-edge technology experience,

32、the industry still faces talent shortage in Mainland China. Apart from that, experienced executives and entrepreneurs who are skilled in building up organisations and commercial aspects of the HLS industry are in high demand. “When hiring senior executive talent, companies in the HLS industry look f

33、or those with both a solid scientific background and business acumen. Therefore, candidates with skills in leadership, communication and people management are highly sought after,” says Annie Shen, Senior Partner at Page Executive China. Talent Attraction in Digital Era | Healthcare & Life Sciences

34、by PageGroup 4The US and Mainland China are not the only countries struggling to find top talent. In Switzerland, getting hold of qualified candidates is like finding a needle in a haystack. In the past, candidates were eager to jump on board with big corporations. Now, because of mergers and acquis

35、itions, they tend to seek out smaller companies and start-ups if theyre looking at all. Big brands still hold sway to a certain extent, but candidates are more sceptical than before. “Its a healthy industry, and people are still interested in entering it,” says Stephanie Lintner, Manager at Michael

36、Page Switzerland. “But theyre much pickier about it, and we dont have enough people wanting to change. Plus, the industry has the biggest issue that it is not thinking outside the box.”In Japan, the market is also highly talent-short, especially for those who have technical-scientific expertise and

37、English fluency. “The talent pool is very, very small,” explains Ed Marsden, Managing Consultant at Michael Page Japan. “A lot of candidates are not necessarily actively looking for positions.”On the other hand, in Mexico, its the inverse situation. According to an article by Reuters in June 2020, a

38、 million jobs were gone due to the pandemic. Because of such immediate and sweeping cuts throughout the country, companies are swamped with highly qualified candidates and have to take time to sort through all of them.“Due to reorganisations within companies, there had been many layoffs,” says Itzel

39、 Vargas, Executive Manager at Michael Page Mexico. “So, the structures are now really lean, but that means we have a huge offer of candidates in the market good, qualified candidates, now open to seeking new jobs, and our clients are looking for expertise and soft skills.”“. we have a huge offer of

40、candidates in the market good, qualified candidates, now open to seeking new jobs, and our clients are looking for expertise and soft skills.”Talent Attraction in Digital Era | Healthcare & Life Sciences by PageGroup 5Digital tools to entice talentWhere jobs are plenty, companies have to find ways t

41、o differentiate themselves from the competition. In terms of talent attraction, face-to-face interactions are best but not always possible during the COVID-19 pandemic. Video calls have become the primary interview channel, with conferencing applications, such as Microsoft Teams and Zoom, becoming s

42、tandard tools used. Video interviews are conducive to contact potential hires in the healthcare and life sciences sector as they are less demanding than face-to-face interviews. How so? Candidates need not dress up or commute to an office for several hours of interviews. With that said, companies st

43、ill need to put effort into using digital technologies to their advantage. Since companies and potential hires are not meeting in person as often, there is a lack of what recruiters call bonding. People do not become as attached to the company and they lack a connection to the culture in a typical d

44、igital interaction. So, companies have to work harder to present their establishment as an attractive workplace.Therefore, it is crucial to present the candidate with an attractive compensation package. Clients even need to be willing to counter buyback in some cases. “I think businesses must unders

45、tand that they have to buy talent,” says Rogerson. “You have to pay for top talent in this current market, especially when youre looking for more specialist roles and skills sets.”However, salary is not the whole story, and the process is just as important as well. “The question is, how can clients

46、in the interview process attract talent in such a way that they accept the offer at the end?” says Lintner. “Not just by making it a one hour interview. Instead, clients might ask themselves, how do candidates see the office? How can they meet the team and get to know the culture? How do they learn

47、about company values? When it comes to digital talent sourcing, this will be one of the most important things moving forward: Understanding the personalities behind the company website, and in the same way, the personalities behind the resume.”Another tool that has helped grab candidates attention n

48、ot necessarily looking to leave their current position is webinars hosted by HLS companies. “A lot of our clients have put together webinars where they have, for example, the president of the company giving a talk on their business, particularly the drugs theyre developing and scientific development

49、s at the company,” Marsden adds. Webinars can attract many attendees, especially when telecommuting is the norm. It is a way for companies to give people a taste of their culture and tell their stories.Talent Attraction in Digital Era | Healthcare & Life Sciences by PageGroup 6Soft skills a top prio

50、ritySoft skills are taking precedence in the healthcare and life sciences sector on the hiring scene due to the pandemic. Employers and recruiters look for talent with experience, technical skills and achievements, and they are also studying personalities, potential and hard-to-quantify qualities.“I