New Year’s Resolution Guide for Hiring Managers

medical affairs talent search
Elaine Peng

Elaine Peng

Senior Vice President, TriNet Pharma

  • 2/3 of Life Science companies identified “people recruitment and retention” as the top area for investment in 2023. 
  • Only 46% of medical affairs professionals ended 2022 in the same role in which they started. 20% cited a poor fit with the company culture as their reason for leaving. 

As competition for top talent will continue in 2023, employers must adapt how they source, screen, and secure medical affairs talent

3 Hiring Resolutions to Help You Land Top Talent

1. Learn what benefits matter to a candidate and negotiate

TSA Precheck was the #1 benefit medical affairs professionals wish they had in 2022. Fitness options, car allowance, home internet, and airline memberships all topped the list as well.

Learning more about the candidate and what perks will increase their overall job satisfaction will help you stand out from the competition, increase employee engagement, and decrease turnover. 

2. Build more blended teams to maximize the hiring budget 

Industry-wide we’re seeing a trend of hiring budgets tightening, yet the demand for more professionals continues to rise. This means teams are having to get creative. We advise clients to consider candidates with non-traditional backgrounds. 

For example: as trials become more patient-centric, physician assistants and nurses have a unique understanding of the patient experience and can provide invaluable perspectives to your team. Plus their experience communicating with patients helps them explain often overlooked insights and guidance to Key Opinion Leaders (KOLs). 

3. Screening for Learning Agility as the #1 skill 

The roles and responsibilities of medical affairs staff are always evolving, and KOLs expect information customized to their preferred communication style. The increased use of decentralized trials and Digital Opinion Leaders (DOLs) means professionals will have to continue to adapt and creatively drive results. 

Employees with the ability to pivot, learn, think differently, and charge ahead in the face of ambiguity and uncertainty are employees that will produce the highest ROI for your organization. 

How TriNet is Uniquely Positioned to Help Your Recruitment Efforts 

Finding your perfect hire starts with sourcing the best talent. 

We assign every client a dedicated recruitment team that works with you to; 

      • Consult on offers so they are competitive in the market, including the benefits candidates desire.
      • Curate a comprehensive, targeted candidate list to present your role to all qualified applicants.
      • Craft custom digital marketing campaigns that attract interest from even passive candidates.

Save time screening without missing the diamond in the rough.

We don’t use automated screening tools, we interview and build a relationship with every candidate we submit, this allows us to save you time while ensuring you get:

      • Fully vetted candidates that can meet your requirements
      • An executive summary presentation that highlights soft skills often missed on a resume
      • Insights and recommendations on personality and culture fit

It’s not over until your candidate is secured and hired. 

As an outcomes-based firm, we’re invested in helping you close the deal. Your recruitment team is here to help with: 

      • Interview scheduling and reference checks
      • Feedback on candidate hesitations and negotiation support
      • Compliance or training resolution

Don’t let the perfect candidate slip through your fingers. 

New Year’s Resolution Guide for Hiring Managers
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