Does your Regulatory or Quality job posting stink?
As an owner of a boutique search firm, and a recruiter who is entrenched in the Regulatory & Quality space, I have the opportunity to view job postings within these disciplines from organizations across the life sciences every week.
I have to say, 95% of them stink.
Unfortunately, these postings actually work AGAINST the company instead of for the company.
To explain, let me set the stage by first summarizing the majority of these postings:
* Masters degree or PhD
* 10+ years pharmaceutical or medical device experience, 8 in Regulatory Affairs
* Successful submission experience (INDs, IDEs, NDAs/BLAs, CTAs, 510ks, PMAs, etc)
* Detail oriented
* Well organized
* Enthusiastic* Self-motivated
* Strong communication skills
* Good listener
* Ability to work well with others (cross functional teams)
Sound familiar? Will this type of posting attract candidates? Yes, it will. Will this type of posting attract the caliber of talent you aspire to hire? Probably not…
Let me share some data…
At any given time, approximately 32% of the talent market place is considered “active candidate” status yet up to 87% of the market is at least open to hearing about an opportunity.
Job seekers spend as little as 76 seconds reviewing job postings.
So not only is most of your target talent not even looking at job postings, but when they do they decide to apply or not it’s at a very rapid pace.
Further, the cost of job postings across a variety of platforms is not chump change, I know. It’s expensive to purchase those slots and it becomes even more expensive when you aren’t seeing the ROI. Have you ever heard the expression “post and pray”? Post the position and cross your fingers the right person magically applies.
I would argue why even bother posting the position if it is going to be the same vanilla posting as every other competitor. After all, doing the same thing and expecting different results is the definition of insanity.
You have to hook them….give them compelling reasons to thirst for more information
What do to instead you ask? I’ll share with you some ideas.
1. Create a performance profile-What previous outcomes, accolades, or success stories, should a candidate have that will help predict future success with your organization? Articulate this in the posting.
2. What will the candidate get to do, or be exposed to, if he/she was to join the company?
3. What initiatives, projects, recreational activities, or cultural aspects might be different from all other companies and give someone a compelling reason to want to learn more?
4. What does the future look like for a candidate that can come in and knock it out of the park? How can they grow with the company?
One of the coolest things I’ve seen a company do recently is have the hiring manager sit down and create a short video about his background, the opportunity that he was hiring for, the trajectory of the department, and the organization’s overarching goals. Talk about building trust, credibility, and intimacy with your target audience.
So, the next time you or your team gets ready to put up a posting for a critical Regulatory or Quality leadership role I urge you to review it with a close eye and ask yourself if you would apply based on its content.