Several factors are converging to accelerate the importance of these skills: Cross-functional and transversal projects (R&D, digital, marketing), Multiplicity of stakeholders: suppliers, authorities, patients, Increased urgency for innovation and digitalization, Talent shortage pushing companies to recruit hybrid profiles rather than purely technical ones. Soft skills are therefore becoming a true performance multiplier, enabling employees to learn, connect, and innovate rapidly.

The End of an outdated HR model For decades, recruitment in the pharmaceutical industry relied on a model as rigid and industrial as a production line: generic job description, CV screening, HR interview, technical validation, hierarchical approval. A linear process often long, impersonal, and disconnected from the human realities of the role. But this model, inherited from another era, no longer holds up against today’s challenges. Between talent shortages, digital transformation, the rise of hybrid roles, and renewed candidate expectations, pharma recruitment must be rethought entirely. It’s no longer about filtering it’s about attracting. No longer about control it’s about building trust. Here are 7 key reasons why traditional methods have become obsolete in the pharmaceutical industry and what you can do to adapt. 1. A talent shortage that redefines the rules The imbalance between supply and demand The growth of biotechs, the intensification of clinical trials, advances in gene and cell therapy, and increasing regulatory demands have triggered a surge in hiring needs—without a proportional increase in talent supply. Certain functions such as: Regulatory Affairs Pharmacovigilance Biostatistics Data Management …have become structurally scarce, sometimes with fewer than one available profile for every three open positions. The rise of hybrid profiles The expansion of digital tools has led to the emergence of cross-disciplinary profiles: scientist + data, physician + project management, researcher + communicator. Yet, traditional recruitment frameworks too focused on rigid criteria (school, years of experience, job titles) fail to identify these high-potential, often unconventional profiles. 2. Candidate expectations have radically changed More purpose, less hierarchy New generations don’t just want to work in pharmaceutical industry they want to understand their contribution. A company with a clear, visible, and authentic mission attracts more than a big name lacking human vision. Today, candidates ask themselves: What is the social value of my role? Will my manager truly listen to me? Will I be able to learn and grow here? The search for a healthy balance Models based on “mandatory on-site presence, rigid schedules, systematic reporting” no longer work. Pharma candidates now expect: Flexibility (remote work, adaptable hours) Recognition (even beyond technical results) Clarity on career development opportunities Job ads that ignore these aspects now completely miss their target audience. 3. Processes that are too slow and too rigid Time to hire is now critical A slow recruitment process today means losing the candidate. 70% of pharma professionals accept another offer while still waiting for a response (source: LinkedIn Talent Trends). Frequent causes include: Excessive interview stages Absent or overloaded decision-makers Poor coordination between HR and business teams A response time exceeding 10 days drastically reduces candidate interest—and can even harm the company’s reputation. Outdated evaluation criteria Requiring 7 years of experience where 3 are sufficient, or rejecting a candidate without the “right degree” despite proven skills: these outdated practices prevent HR innovation. 4. HR tools no longer aligned with modern practices Traditional channels are saturated Job ads on classic platforms (Indeed, APEC, Monster) generate large volumes of applications but few truly qualified profiles. The most sought-after talents are elsewhere: On LinkedIn, in specialized groups In alumni networks Through referrals and professional events Candidate experience expectations have evolved Today’s candidates expect: Quick first contact A smooth, digitalized process Personalized feedback, even in case of rejection Companies that fail to respond in time or send impersonal automated replies instantly lose attractiveness. 5. Employer branding has become essential The role alone is no longer enough A competitive salary and an attractive job description no longer suffice. Candidates want an experience, a vision, and a community. They want to understand: The internal culture How employees are treated How much space there is for initiative and creativity Online reviews carry massive weight Candidates check: Glassdoor Indeed LinkedIn testimonials A poorly rated company seen as toxic or overly rigid will see its talent pool shrink dramatically. 6. The rise of soft skills in pharmaceutical industry Soft skills are now strategic The pharmaceutical industry is increasingly: Collaborative (cross-functional projects) Agile (frequent reorganizations) International (multi-country teams) Required skills now extend beyond scientific expertise. Companies are looking for people who: Adapt quickly Handle complex environments with ease Communicate effectively Inadequate evaluation tools Traditional MCQs or personality tests can’t detect these qualities. More effective alternatives include: Real or simulated job situations Cross-team feedback Contextual behavioral analysis tools (e.g., AssessFirst, PerformanSe) 7. A managerial culture often out of step Rigid hierarchies are a barrier Most pharma companies remain very vertical, with top-down management. This no longer aligns with today’s expectations especially among younger talent. Employees now expect: Inspiring leadership Co-creation Frequent feedback Annual reviews are no longer enough Today, HR and managers must be able to: Listen continuously Provide constructive, frequent feedback Adapt roles to match employees’ real strengths

A new paradigm for recruitment in the pharmaceutical world The pharmaceutical industry is evolving under the combined effects of technological innovation, increased regulatory demands, and constant pressure on deadlines. In this context, traditional recruitment approaches struggle to identify and attract rare and hybrid profiles. The advent of AI is revolutionizing practices: ultra-fast CV screening, predictive performance evaluation, optimized talent management… But what exactly is really changing in your recruitment process? Here are the concrete impacts of AI across seven key areas.

When drug science inspires recruitment strategy In the pharmaceutical industry, no one would launch a new treatment without a balanced formulation. An active ingredient (the therapeutic agent) is essential to act on the symptom or disease. But without the right excipient, that molecule would be ineffective or even harmful: poor absorption, low tolerance, or rejection by the body… And yet, this is exactly what many HR teams do when recruiting: they focus solely on finding the right “active ingredient” the right degree, the ideal experience, the perfect technical skills. But they forget the “excipient”: human values, team culture fit, and the soft skills that are essential for long-term success. The result? Recruitments that fail despite flawless CVs. Employees who are technically excellent… but misaligned. Talents who leave the company before the end of their probation period. It’s time to reformulate recruitment in pharma with a holistic and sustainable approach.

Onboarding: A Strategic Challenge in Pharmaceutical Recruitment In an industry as demanding as pharmaceuticals, recruitment doesn’t stop at signing the contract. It truly begins on the employee’s first day—or even before that. Yet, this critical phase is still underestimated by many companies. Poor onboarding can be extremely costly: in lost productivity, operational errors, and most importantly early departures. An employee who feels poorly welcomed or insufficiently trained is more likely to leave within 3 to 6 months, even if they were perfectly qualified. Conversely, a structured and human onboarding process fosters commitment, accelerates skill development, and strengthens alignment with the company culture. Here are the 5 essential steps to successful onboarding in the pharmaceutical industry—helping reduce turnover and build long-term employee loyalty from day one.

A crucial first impression for candidates

“Thank you for your time.” “Everything went well.” “I’m very interested.”

Personality tests in pharmaceutical recruitment: an essential strategic asset

Recruiting top talent has become a major challenge in today’s constantly evolving job market. Companies are looking for efficient ways to meet this growing demand while optimizing their resources. Among the emerging solutions, recruitment outsourcing , or Recruitment Process Outsourcing (RPO), stands out as a strategic and advantageous approach. In this article, we explore the many benefits of outsourcing recruitment and why it could be the ideal solution for your organization. What is recruitment outsourcing? Recruitment outsourcing involves entrusting all or part of the hiring process to specialized providers. The se experts handle tasks such as candidate sourcing, pre-screening, interviews, and sometimes even onboarding of new employees. Unlike simple delegation, outsourcing is a close and strategic collaboration with th e client company, aiming to optimize results while reducing internal constraints. Key Benefits of recruitment outsourcing 1. Save valuable time Recruitment can be a long and complex process. By outsourcing this function, you free up your internal teams from time-consuming tasks, allowing them to focus on strategic priorities such as talent development, project management, or business growth. 2. Access specialized expertise RPO providers have in-depth knowledge of market trends, recruitment technologies, and strategies to attract top talent. They also have extensive databases and networks, increasing your chances of finding rare and highly qualified profiles. 3. Reduce costs An inefficient recruitment process can lead to significant expenses, especially in cases of poor hiring decisions or prolonged vacancies. External providers optimize each step, reducing unnecessary spending and ensuring a quick return on investment. 4. Expand your talent pool Recruitment experts have access to advanced tools and global networks. This allows them to identify talents that internal teams might overlook, particularly in specialized niches or international markets. 5. Flexibility & adaptability Outsourcing is highly adaptable to your needs. Whether you require one-time recruitment support or ongoing talent acquisition, providers can adjust their services based on your objectives. This flexibility is particularly beneficial for fast-growing companies or those undergoing major transformations. 6. Enhance the candidate experience A positive candidate experience is crucial to attracting top talent. RPO providers ensure smooth communication, timely processes, and professional interactions. This not only strengthens your employer brand but also helps retain candidates throughout the hiring journey.