The availability of talent and the reduced prevalence of key skills are increasing concerns among talent acquisition (TA) and human resources (HR) leaders. For specialised industries, such as life sciences, pharmaceuticals, and healthcare, these concerns can pose a particularly tough challenge.
As some life sciences, pharmaceutical and healthcare companies continue enabling a remote workforce in response to the pandemic, they become more employee-centric regarding work location intentions and workforce planning. Workplace agility and flexibility will be key in navigating this uncharted landscape, and talent acquisition leaders need to look beyond the traditional constraints to source the right talent.
It is crucial for talent acquisition leaders to understand these major shifts and ensure they have appropriate workforce planning strategies in place that will enable their organisations to not only address the challenges of today, but of the future.
So how can the life sciences and pharmaceutical industries achieve this?
Shifting to a skills-based approach is a viable solution to this evolving workforce phenomenon and upskilling and reskilling have taken on a new sense of urgency. However, life sciences and healthcare companies need to meet certain conditions first to make a successful switch to a skills-based TA model.
Download our whitepaper to discover useful information about the future of skills-based talent acquisition and how TA teams that adopt a skills-based model will be well equipped to overcome tomorrow’s challenges and seize future opportunities.