The fast-changing hiring market has life sciences companies constantly seeking innovative ways to find and retain talent. And one thing’s for sure – 2025 will bring its own share of surprises.
To give you an edge in what lies ahead, explore 5 talent acquisition predictions in life sciences:
1. External hiring picks up
With emerging therapeutics, MedTech, and expanding manufacturing demand due to global supply chain challenges, companies must engage talent through multiple pathways. External labor will become a key focus area, allowing companies to flex in key talent categories and locations. Many companies will require skill sets and talent not currently available through internal mobility.
Companies starting to enforce return-to-office policies will also see this affect employees’ decision to stay or consider an internal move. We will see this play through in retention stats, candidate funnel activity, and time-to-hire metrics.
In 2025, pharmaceutical and medical device companies will continue to leverage external labor to stay competitive, manage costs, and drive innovation. But they’ll also face challenges related to workforce integration, regulatory compliance, and the global labor market. Effective management of external labor will be crucial to navigating the dynamic landscape of healthcare, technology, and regulation.
2. AI gets more investment
Pharmaceutical and medical device companies will increasingly invest in and deploy AI across their talent acquisition processes. Intelligent tools will help streamline recruitment, enhance hiring experiences, and ensure data-driven decision-making at every step. AI will be essential for finding specialized talent, ensuring compliance, promoting diversity, and meeting the dynamic needs of the industry. Companies that strategically invest in AI for TA (and prove its ROI) will be better positioned to attract top talent and stay competitive in an evolving marketplace.
3. ‘Talent value propositions’ gain importance
Employer value propositions (EVP) and talent value propositions (TVP) will significantly attract top life sciences talent, especially across different regions, cultures, and business needs. With five different generations in the workforce, branding remains crucial for a talent attraction and outreach strategy that speaks to the needs of each one. TVP strategies, in particular, will be heavily used to raise market awareness of new treatments and talent needs that life sciences companies haven’t traditionally targeted.
An employee value proposition broadly communicates a company’s identity to both candidates and current employees.
A talent value proposition also communicates the benefits of working at a company but is tailored for a specific type of talent.
Both aim to attract and retain top talent.
4. DEI remains a focus
Diversity, equity, and inclusion (DEI) isn’t going away in life sciences – it’s evolving. Despite some backlash and competing priorities, DEI and environmental, societal & governance initiatives will continue to be a focus in 2025 for talent acquisition functions and other departments. Companies that have successfully implemented DEI initiatives and strategies have gained incredible benefits and seen the value of creating inclusive cultures. Research shows an inclusive workplace culture leads to stronger retention, better overall performance, and higher revenue. Plus, 85% of CEOs say diversity and inclusion strategies have improved their bottom line.
5. Trust crucial to curb turnover
Employee-employer trust has been strained in recent years, so rebuilding this is necessary to retain top life sciences talent. The Great Resignation saw employee turnover skyrocket as competition for talent was fierce and drove compensation. Following the economic slowdown, employers that over-hired began to downsize. Now that the market has cooled, voluntary resignations and compensation have increased, causing employees to stay put. The industry may be on the cusp of another reshuffle – and rebuilding trust on both sides of the table is important to limit employee turnover.
What to do with these talent acquisition predictions
Now that you have some predictions about what’s ahead for talent acquisition leaders in life sciences, it’s time to start planning. Working with an external strategic partner will help you get ahead of these predicted trends, ensuring you have the right solutions to attract and retain the brightest talent in the industry.
About the experts
Senior Vice President – Business Development, Cielo
LinkedIn connect
Senior Vice President – Client Services, Life Sciences, Cielo
LinkedIn connect
