The 2 most common questions I have received so far:

When is the BEST time to hire good medical affairs talents?
When is the BEST time to look out for medical affairs opportunities?


In my opinion, there is never the BEST time.

  • Good hiring managers are ALWAYS on a look out for talents and swift to act.
  • Good talents are ALWAYS savvy to know a good opportunity when they see one.

March and April is the time of bonuses payout, pay increments, promotion appraisals, new FY hiring plans, etc.

Which normally lets employees to leverage with their new increments and promotions to go look elsewhere. On the other hand, businesses are able to save significant cost from compensating loss of sign-on bonuses for new hires and begin their quest for talent hunting.

But times are changing. No longer do hiring managers have a long line of exception talents applying directly via job adverts.


It is talent war out there.


COVID has changed the way businesses work, as such – recruitment processes are accelerated, recruitment strategies are innovating to work around red tapes. Companies are making swift and decisive decisions to secure good talents before their competition does.


What do I need to do as a hiring manager?

  • Start selling your job effectively and intentionally. Sell a story about your company’s current situation and where it’s heading and how the talent is part of this journey.
  • Sell yourself! 80% of my clients sat down with me to strategize a pitch on this.
  • Think in the talents shoes. What’s in it for them? Why should they join you as compared to your competitors?

 

For more advisory insights in medical affairs senior leadership recruitment, do drop me an email at nicholas@barringtonjames.com or connect with me on Linkedin and PM me for a private discussion to know more. 

Difficulties of being a QA Consultant: Diplomacy & Motivation


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