Pharma Company fills Regulatory, Compliance and Pharmacovigilance positions in remote locations. A Compunnel Case Study on Pharmaceutical Staffing

Transcription

1 Pharma Company fills Regulatory, Compliance and Pharmacovigilance positions in remote locations A Case Study on Pharmaceutical

2 O VERVIEW Difficult to fill positions in a highly remotest areas High Time-to-fill and Cost per Hire Specific compliance and training requirements SOLUTIONS Utilizing 's proprietary tools including iendorseu and JobHuk to source top talent Sourcing from a larger talent pool using specialized tools and automated screening to reduce Cost and Time to Hire Appointing a specialized team to verify compliance Additional training from 's learning and development experts prior to new hires starting on the job RESULTS Using iendorseu revealed highly qualified Passive Talent in the required geographic locations A significant reduction in the Time to Hire Subject Matter Experts ensured a good technical and cultural fit 02

3 I NDUSTRY CONCERNS The pharmaceutical industry is one of the fastest-growing with an expected revenue of $ 1.2 trillion by Widely considered a recession-proof industry, pharmaceutical companies require top, specialized talent to creative innovative products and medicines. Pharmaceutical companies employ a wide variety of talent that includes everything from scientists to support staff in conducting various processes. This team is tasked with experimenting, testing, and formulating medicines in compliance with FDA guidelines. This makes compliance a key aspect of the industry. This requires the talent in question to be highly educated with a lot of technical skills and knowledge. The industry is always in demand of talent with niche skills and the high competition means that the cost to hire a professional in this field is very high. It is also difficult to find talent tasked with monitoring the drug after it has been introduced to the market. For these reasons, recruiters must pay extra attention conducting the talent acquisition process for such roles as the requirements are highly complex and technical. As spending on pharmaceutical R&D increases, so too will the need for talent with the right skills to undertake these jobs. 03

4 C LIENT CHALLENGE A leading pharmaceutical company was attempting to put together a team of pharmacovigilant talent in order to monitor one of their drugs in the market. The company would be in violation of FDA regulations if the side-effects were to go unreported. The client required a large volume of talent at one of their API facilities which was an integral part of their supply chain. The location of this facility was an issue when it came to hiring talent as it was so remote that most candidates were unwilling to take roles there. None of the suppliers considered by the client were able to provide them with talent for consideration that would fit within the budgetary constraints of filling the position. In addition to this, the client's compliance requirements meant that chosen candidates would require further training. The client's need for such high quality, high demand talent in such a remote location presented a sizable challenge to any supplier. 04

5 S OLUTION analyzed the client s challenges and concluded that their remote location, and the inability to source relevant talent as the major challenges. As had a local presence in the required location, it formed a QRT (Quick Response Team) for both recruitment and training purposes. iendorseu, s mobile referral app was used to identify and source top passive talent working in other pharmaceutical companies. The strategy to target Passive Talent was meant to reduce the need for training with regard to compliance requirements. received 247 referrals through its mobile referral platform from experts working in the pharmaceutical industry. All the referred talent was from the same or nearby locations. notified its independent recruiter network and from which three highly specialized recruiters were selected using a machine-learning based algorithm that match recruiter capabilities with the job requirements. The independent recruiters acted swiftly to source the relevant talent. After receiving candidate profiles from iendorseu, Jobhuk and s local recruitment team, an intelligent screening algorithm automatically filtered out candidates with lower scores. The remaining candidates were manually vetted for competencies and rigorously examined for compliance requirements being submitted to the client. The hired talent was then trained by s expert team. was able to provide the client with exactly the talent they were looking for, despite the remote location of their facility. 05

6 R ESULTS ACHIEVED was able to deliver the following results to the client: Time to Hire reduced from 45 days to 36 days Cost of Hire reduced by 14% Submit-to-Hire Ratio - 1:5 Submit-to-Interview Ratio - 3:5 06

7 A BOUT COMPUNNEL has been a trusted Contingent and Permanent workforce solutions provider in IT, manufacturing, engineering, and banking sectors for more than 2 decades. It has been providing talent for all engineering verticals from manufacturing to aerospace and defense. With operations in more than 28 locations across the US and offshore delivery centers in India, Canada, UK and Denmark, believes is digitizing talent delivery to clients ranging from some of the best known startups to an array of Fortune 500 names. Being the first staffing firm in the world to combine crowd-recruiting, mobility and artificial intelligence, is revolutionizing the way organizations manage their talent supply. Contact Us: staffing.compunnel.com Extension Extension 1372 TALK TO OUR EXPERTS 07