The UK pharmaceutical industry is misusing 11,400 weeks of management time every year by failing to adopt best practice recruitment processes, according research carried out by Randstad Inhouse Services.
Analysis shows that managers who are engaged in staff recruitment using traditional techniques are typically spending an average of 30 per cent of their time on the recruitment process when they need to hire new employees.
The findings, based on improvements delivered to pharmaceutical clients via the provision of workforce management solutions, show the scale of the challenge. For instance, a re-structure of the recruitment process at BPL, a manufacturer of life-saving blood plasma products, decreased the proportion of managers’ time taken up with recruitment from 30 per cent to just 5 per cent in the space of 4 months.
Sally Cleary, Managing Director of Randstad Inhouse Services said: “Pharma companies typically receive large numbers of CVs for their, relatively well-paid, vacancies. However, advertised roles tend to require very specialist sets of skills – we all know only too well about the industry’s skills gap – so a high proportion of those CVs are often a poor match for the jobs on offer.
“Traditional systems see those CVs sent to managers looking to hire staff with little or no sifting or quality control. Managers then sort through a large volume of CVs and are left to deal with communications with applicants. It’s time consuming and is pulling well-qualified managers away from their core tasks – that hurts the sector. You’d think that pharma, of all industries, would be at the cutting edge of business practice but in many cases the opposite is true.”
Pharmaceutical companies updating their recruitment practices can see successful candidates in their roles on average six weeks sooner after the introduction of specialist recruitment partner. Traditional processes see roles filled within approximately 19.5 weeks; this can fall to 13.5 weeks with onsite recruitment management support.