How Pharma Companies Can Win and Retain Top Talent in a Competitive Market

Attracting and retaining top talent in the pharma industry has become tougher than ever. Nearly 1/4 UK workers plan to leave their jobs, which is up 3% from last year. This signals growing challenges in employee retention. Speaking to candidates across the industry, including those in sales, marketing, regulatory affairs, medical affairs and market access, it has become clear that people want more than just a good salary.

Career Progression Matters:

Candidates want to see clear pathways from companies. Whether it is moving into management, specialising in new products, or leading innovative projects, a clear pathway is what will attract and retain top talent. Employers who openly discuss these options regularly through one-to-ones or personal development plans stand out- it shows you care about their future.

Communicating Change Effectively:

Handling changes well is also vital. Whether it is a redundancy, restructuring or a change in role responsibilities, having clear, honest communication builds trust with employees. Vague and a lack of communication is what risks losing valuable team-members.

Innovative Products and Technology:

Another major element to attracting and retaining top talent is having a strong product pipeline and investing in cutting-edge technology. Candidates want to work on innovative treatments, that will allow them to promote or support products that will make a real difference to patients.

Supporting Mental Health and Wellbeing:

PwC found that 58% of economically inactive workers felt their employer could have done more in regard to their mental health and wellbeing support. With that in mind, organisations that create a culture of safety, open communication and train managers to spot signs of distress often have a higher retention rate that those who don’t.

Culture and Flexibility Count:

Lastly, culture matters. Candidates seek a workplace that offers autonomy, collaboration and flexible working. Combining this with career progression opportunities and wellbeing support creates a compelling value proposition, enticing top talent to join your team, and to stay.

If you are looking to attract- and retain- top talent in the pharma industry, focusing on these areas isn’t optional, it is essential.

If you would like to discuss how Zenopa can help you build a team ready for today and the future, or get an insight into the data we have collected, don’t hesitate to get in contact!