August 8, 2016

4 Takeaways: 2016 LEAP HR: Life Sciences Conference

At the end of July, LEAP HR: Life Sciences gathered some of the best HR minds in our field, from agricultural biotechnology, clinical trial organizations, medical device, Top 25 pharma, and mid-sized pharma / biotechnology. It was a conference filled with thought leadership as well a healthy amount of back and forth from audience members and panelists. The theme line of “Radical Change Through People” was the launch point for the four-day event and there were four trends that were pulled throughout the conference and speaker line-up.

4 Conference Takeaways:

1. You can’t do anything without a solid talent acquisition foundation. There were consistent discussions on recruiting throughout the conference. Strategies for defining the best candidate profiles as well as creative means of sourcing were among the talent acquisition topics. The speakers who focused on this area of the employee life cycle understood that organizations don’t want just any talent, but people who fit both their culture and the job-specific competencies.

2. Build relationships and socialize your initiative with fellow senior leaders. Several speakers addressed how they were able gain buy-in from fellow senior leaders within their organization, as well as board members, for their people initiatives. Those who had spent time building relationships with stakeholders earned trust along the way. HR leaders who had larger scale projects knew it might be challenging to get approval, so they started having conversations with senior leaders prior to project launch. They worked to socialize their initiative before asking for approval. Senior leaders and board members felt as though they were a part of the process in a collaborative effort with HR.

3. Data analytics will continue to play a larger role in HR. When asked about the future of HR, multiple panelists mentioned data analytics. More specifically, they discussed predictive analytics that can help answer questions such as: Can we anticipate who will leave the organization? What profiles performs best in which positions? While we will continue to see an increase in the use of data, it was clear that the room did not believe data would eliminate the need for great managers and recruiters. People who can lead and close candidates are still needed. However, data will be able to help them make better-informed decisions about prospective or current employees.

4. Identifying high-potentials, building leaders, and developing people in a high-growth environment. High-growth periods for life sciences organizations can range from an organization’s very first product launch to breaking into a new therapeutic area and delivery of medication. The product begins to take precedent over people because everyone is moving at such a rapid pace. However, this is also a crucial time to continue to engage your people and ensure they’re being put in the best place to win for your organization. With high-growth comes leadership, skill-development, and teaching opportunities. Make sure to capitalize on this.

These takeaways resonated with HR leaders and conference attendees. Several speakers touched on multiple of these trends, indicating that these organizations face challenges in the same arena. LEAP HR: Life Sciences placed the right HR leaders in the room to network, learn, and debate—all essential in the success of the event.

We’re looking forward to 2017!

Tags: conferences, I/O psych, recruiting

Author
Mike Gamble

Mike doesn’t fit the typical “sales guy” mold. At first blush he might be the last person you’d expect but he’s the best person to lead business development. With a background in science, he knows the industry and our clients’ business from the inside. With a quiet demeanor he’s a great listener, capable of really hearing and understanding the problem that needs to be solved. Plus, like his deep-seated passion for his sports teams, Mike has an unyielding loyalty to the relationships he’s built over the years, always staying in touch and connected.

Mike’s extensive staffing background and even his sense of humor help him infuse different ways of looking at situations, welcomed by clients and colleagues looking for a creative, collaborative solution.

Mike has nearly 20 years of experience designing comprehensive talent acquisition solutions for leading healthcare and life science focused organizations. In his role, he is responsible for leading the sales effort across TSP’s full suite of offerings. Prior to TSP, Mike worked for Yoh, a leading staffing and workforce solutions organization where he held various leadership and sales executive positions. He holds a Bachelor’s of Science in Biology from Ursinus College and a Master’s degree in Business Administration from Saint Joseph’s University.

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