Next week, our Associate Director Graeme Pallas, will be attending the Bionow Biofocus conference, taking place in Newcastle at The Catalyst, Newcastle Helix – 19 June 2024.
We’re looking forward to the opportunity to meet with industry professionals in the life sciences sector, to network and to discuss the latest trends and opportunities in the industry.
If you will also be in attendance, come over to Graeme for a chat!
Read more about this event here.
We recently explored the benefits of employing contractors and how they can enhance flexibility and productivity in your business. In this article, we will go through the best practices for effectively managing contract workers to maximise their contribution to your business.
Establish clear communication channels and set expectations from the outset with your contract workforce. Provide contract workers with a detailed job description, project scope and timelines, and regularly communicate project updates and goals to ensure everyone is aligned.
Treat contract workers as valued members of your team. Include them in team meetings, events and training sessions to help foster a sense of belonging and collaboration. I would also advise encouraging interaction with permanent staff members to promote knowledge sharing and team cohesion.
Set clear goals and performance metrics for your temporary workforce. Define what success looks like for each project or assignment and provide feedback regularly to keep them on track. This clarity helps contractors understand expectations and helps motivate them to deliver results.
Ensure contractors have access to the resources and support they need to excel in their roles. This includes providing necessary tools, technology, training and mentorship.
Schedule regular check-in meetings with contract workers to review their progress, discuss challenges and provide constructive feedback. These meetings offer an opportunity to assess their performance, address concerns (both ways) and help you identify areas for continuous business improvement. Encourage open communication and act on feedback to maintain a positive working relationship.
This is a subject many businesses simply get wrong. Make an effort to acknowledge the contributions of contract workers and recognise their achievements. Celebrate milestones, project successes and outstanding performance to show appreciation for their hard work. This recognition boosts morale and encourages continued dedication to your organisation.
Ensure your business is fully compliant with all relevant legal and regulatory requirements when engaging contractors. This includes adhering to employment laws, tax regulations and industry standards. Stay informed about changes in legislation that may impact contract employment to mitigate risks and maintain legal compliance. If you’re working with a recruitment company they will be able to provide advice and guidance on how best to employ a contractor.
CK Group is a specialist life sciences recruitment company dedicated to helping you overcome hiring challenges. Contact me or a team member at CK Group below to discover how we can assist you in hiring a contractor.
Thank you to our Associate Director, Graeme Pallas, for these insights.
The North East of England has a rich history of scientific innovation and technological advancement but it also faces unique challenges related to skills shortages in the science industry. With a growing demand for skilled workers in sectors such as biotechnology, pharmaceuticals and advanced manufacturing, addressing this skills gap is essential for driving economic growth and prosperity in the region.
We need to start with the children. Investing in STEM education initiatives is crucial for nurturing the next generation of scientists, engineers and researchers in North East England. Collaborate with local schools, colleges and universities to develop and support STEM programs that align with the region’s key industries and economic priorities. Provide resources, scholarships and mentorship opportunities to inspire students to pursue careers in science-related fields.
Offering work-based learning opportunities such as internships, apprenticeships and placements is vital for providing students and early-career professionals with hands-on experience in North East England’s science industry. Partner with local businesses, research institutions and industry organisations to provide practical training and exposure to real-world projects. These opportunities can help bridge the gap between education and employment while strengthening the region’s talent pipeline.
Supporting professional development and lifelong learning is essential for retaining and upskilling existing talent in North East England’s science industry. Offer employees opportunities to enhance their skills, pursue advanced qualifications and stay informed of emerging trends and technologies through training programs, workshops and industry conferences. Encourage a culture of continuous learning and innovation to drive growth and competitiveness in the region.
Strengthening regional partnerships is essential for addressing the skills shortage and driving economic growth. Forge collaborations with local authorities, universities, businesses and industry organisations to align efforts, leverage resources and maximise impact. Collaborative initiatives such as sector-specific clusters, skills associations and innovation networks can help create a supportive ecosystem that nurtures talent and fosters innovation in the region.
Addressing the skills shortage in the science industry in the North East of England requires a coordinated and collaborative approach that includes investment in education, work-based learning opportunities, support for professional development, fostering innovation ecosystems and strengthening regional partnerships. By implementing these strategies, stakeholders can build a skilled and resilient workforce that drives innovation, economic growth and prosperity in the region for generations to come.
Thank you to our Associate Director, Graeme Pallas, for these insights.
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Gen Z represents the newest wave of talent entering the workforce. Understanding and effectively engaging with candidates of this age has become imperative for businesses aiming to thrive in the modern workplace. As a generation who grew up in an era of rapid technological advancements and socio-economic shifts, they can bring a unique set of skills and values to a company – however with this comes specific preferences and expectations. To effectively recruit and retain this generation, organisations must adapt their recruitment strategies to resonate with Gen Z’s characteristics and aspirations.
Gen Z is the first generation to have grown up entirely in the digital age. They are accustomed to constant connectivity and prefer communicating through digital channels. Social media platforms – like LinkedIn, Instagram and TikTok – where Gen Z spend a significant amount of time, offer great opportunities to engage and connect. Additionally, a mobile-friendly company website will streamline the application process and enhance the candidate experience.
Gen Z values authenticity and transparency in their interactions with potential employers. Having grown up in an online world full of scams, frauds and untrustworthy websites, trust and reliability is vital to Gen Z. Being open and honest with a potential employee will help them gain trust in the company. They are more likely to be attracted to a company that has a strong and authentic employer brand, that aligns with their own values and aspirations, such as promoting sustainability. Companies should focus on creating a brand that reflects the company’s culture, values, and employee experiences – sharing employee testimonials, behind-the-scenes articles, and real-life success stories can help build credibility and trust.
Diversity and inclusivity are fundamental values for Gen Z. They expect workplaces to be diverse, offer equal opportunities, and inclusive. They actively seek out employers that demonstrate a commitment to these values.
Younger generations prioritise purpose-driven work over traditional incentives. They seek employers whose aims align with their own and are passionate about making a meaningful impact. With this comes the ambition to learn and grow within their roles, eagerly acquiring new experiences to advance their careers quickly.
Unlike previous generations, Gen Z prioritises a good work-life balance and the benefits package offered to them as a whole. They value a supportive work environment, flexibility in working hours, and remote work options. Offering online work options will allow employees to maintain a balance between work and personal life much more easily. Working online means less commutes to the workplace, and instead allows time for personal interests and hobbies whilst still working the same hours. This makes it easier, more convenient, and perhaps more familiar to Gen Z.
Offering this can significantly enhance the attractiveness of a job opportunity. Employers should communicate their willingness to accommodate employee needs and their commitment to supporting employees’ overall well-being. There has recently been big movements to help raise awareness of mental health in the workplace, and by allowing this time for employees you are showing a level of care, and further building trust.
Traditional recruitment processes may feel outdated to Gen Z, who are accustomed to seamless digital experiences. They expect companies to embrace technology in all aspects of their operations, including recruitment. By leveraging technology-driven recruitment tools and platforms, such as applicant tracking systems and virtual interviews, it can provide a much more streamlined candidate experience.
Recruiting Gen Z talent requires a strategic approach that acknowledges their unique characteristics and preferences. By embracing digital platforms and technology, offering flexibility, highlighting opportunities for growth, and aligning with the values and expectations placed on this particular generation, companies can effectively attract and retain top-tier employees from the Gen Z talent pool.
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In today’s dynamic business environment, life sciences organisations must remain agile to stay competitive. Employing contractors is an effective way to achieve this flexibility, offering companies the skills and adaptability needed to meet evolving needs.
Contractors often bring specialised skills and expertise not readily available within your existing team. They are frequently hired for their proficiency in niche areas, enabling access to high-level talent for specific projects. This expertise can lead to higher quality outcomes and innovative solutions, driving success in pharmaceuticals, biotechnology and medical research.
Contractors offer significant flexibility, allowing businesses to quickly adapt to changing demands by scaling their workforce up or down. This is particularly valuable for fluctuating workloads or short-term projects like clinical trials or regulatory submissions. Contractors can handle peak periods, ensuring deadlines are met without overburdening permanent staff.
Hiring contractors can be faster than recruiting full-time employees. Contractors are often ready to start immediately, helping businesses address urgent needs promptly. This quick turnaround is especially beneficial for time-sensitive projects where delays could impact overall productivity and profitability, such as product launches or research initiatives.
Employing contractors for specific tasks frees up permanent staff to focus on core activities and strategic initiatives. This delegation allows for better resource allocation and ensures internal teams are not stretched too thin, leading to increased efficiency and productivity in areas like R&D, quality assurance and compliance.
Employing contractors can be more cost-effective than hiring full-time employees. Contractors help avoid expenses related to benefits like health insurance, retirement plans and paid leave. They are typically hired for specific projects or periods, allowing businesses to scale their workforce up or down as needed without the long-term financial commitment of permanent staff.
Employing contractors offers numerous benefits, from cost savings and specialised expertise to increased flexibility and reduced hiring time. By incorporating contractors into the workforce, life sciences businesses can enhance agility, drive innovation and maintain a competitive edge in an ever-changing market. Contractors provide a valuable resource that helps organisations thrive, whether for short-term projects or to fill skill gaps.
CK Group is a specialist life sciences recruitment company dedicated to helping you overcome hiring challenges. Contact the team to discover how we can assist you in hiring a contractor.
Thank you to our Associate Director, Graeme Pallas, for these insights.
In today’s competitive job market, finding employment for can be a daunting task. Whether you’re a graduate looking for your first role in industry or a professional ready to take the next step in your career, knowing where to look and how to get the most out of your job search is key.
Online job portals: Websites like LinkedIn, Indeed, CV Library, and Reed are valuable resources for job seekers. These platforms put everything in one place, allowing users to filter based on location, experience, and job type.
Company websites: Many companies prefer to advertise job vacancies on their own websites before external job boards; regularly check the career pages of companies in which you’re interested.
Recruitment agencies: Recruitment agencies, like CK Group, specialise in matching candidates with suitable job roles. Registering with a specialist agency in your field can increase your chances of finding employment. As well as having access to exclusive vacancies, they can provide guidance throughout the application process.
Job fairs: Job fairs are a great way for those entering the job market to meet recruiters face-to-face and learn more about potential employers. Make sure to always take copies of your CV!
Tailor your CV: Customise your CV to highlight your skills and experiences most relevant to each position you apply for. By using keywords from the job description you feel reflect your skills in your CV, it ensures your application will pass through any applicant tracking systems (ATS). Read more CV advice here.
Write a compelling cover letter: A well-written cover letter can help you stand out from other applicants. Use it to explain why you’re interested in the position and how your skills align with the job requirements.
Prepare for your interview: Research the company and practise your answers to common interview questions. Make sure you have answers prepared to highlight how your skills fit with the role and company. Read more in our “Top 5 Interview Mistakes to Avoid” article.
By identifying the right places to look for vacancies and preparing effectively for interviews, you can increase your chances of landing your dream job in today’s competitive job market. Remember to stay positive, stay motivated, and that every application and interview is an opportunity to learn and grow. Happy job hunting!
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Join us next week in Birmingham at the NEC for the the Med-Tech Innovation Expo, taking place 5-6 June 2024. Two days of cutting-edge innovation, networking, and insights into the future of medical technology.
We look forward to connecting with industry leaders, partners, and innovators who are passionate about improving patient outcomes.
If you will also be in attendance, come meet us for a chat and let’s explore how we can collaborate.
Read more about this event here.
In an era driven by technological advancement and innovation, the importance of STEM skills cannot be overstated. However, a concerning issue has emerged – the STEM skills gap. This gap, if left unaddressed, is estimated to cost the UK economy a staggering £120 billion by 2030.
The STEM skills gap refers to the mismatch between the skills in demand from employers and the skills possessed by the current workforce. Despite the increasing demand for STEM skills across various sectors, there is a shortage of individuals qualified to fill these roles. This imbalance poses a threat to economic growth and the overall progress within the sector.
Education system: The UK’s traditional education system often fails to adequately prepare students with the necessary STEM skills. There is a lack of emphasis on practical, hands-on learning experiences and insufficient exposure to STEM subjects at an early age.
Gender disparity: Women remain underrepresented in STEM fields, leading to a significant talent pool being underutilised. Addressing gender inequalities in STEM is crucial for bridging the skills gap and creating a diverse and inclusive workforce.
Technological advancement: Technological advancements are outpacing the rate at which individuals are acquiring new skills. This rapid pace of change requires continuous upskilling and career development to remain relevant in the workforce.
Building on soft skills: Those who have recently entered the workforce have been ushered into a predominately digital existence, having completed degrees online and worked from home. A potential consequence is having been inadvertently deprived of invaluable soft skills which are usually nurtured through face-to-face interactions.
The impact of the STEM skills gap extends beyond the direct costs of unfilled job vacancies. For industries that rely on technological innovation, such as healthcare, finance, and manufacturing, it will reduce productivity and significantly slow down scientific advancements.
Education reform: Changes in the education system should focus on promoting STEM education from an early age, integrating practical learning experiences, and adapting the curriculum to align with industry needs.
Encouraging diversity: Initiatives aimed at encouraging diversity and inclusion in STEM fields should be prioritised, in order to tap into a broader talent pool that offers diverse skills and perspectives.
Upskilling and development: Emphasising lifelong learning and providing opportunities for upskilling is essential to ensure that the workforce remains adaptable and equipped to meet evolving technological demands.
Industry collaboration: Collaboration between educational institutions, government bodies, and industry stakeholders is crucial for identifying skill gaps, developing the necessary training programs, and facilitating smooth transitions into STEM careers.
The projected £120 billion cost of the STEM skills gap presents a stark warning about the urgent need for action. This not only threatens economic growth, but also the UK’s position as a leader in innovation and technology. It is imperative that strategies are implemented now, including prioritising STEM education, collaboration between academia and industry, and investing in upskilling initiatives. By addressing the skills gap head-on, the UK can not only safeguard its economic future but also ensure its continued status as a hub of innovation and excellence in the years to come.
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Clinical trials are the foundation for medical progress; they drive innovation and accelerate the development of life-saving treatments worldwide. These trials serve as a bridge between scientific discovery and real-world application. As we celebrate International Clinical Trials Day, it’s important to recognise the global impact of these advancements and highlight the importance of diversity and inclusion in shaping the future of medical research.
International collaboration plays a key role in the advancement of medical research and patient outcomes across the globe. By researchers, healthcare professionals, and clinical trial participants joining forces, they can bridge geographical gaps to advance scientific discovery and develop new treatments through innovation and teamwork.
One of the key strengths of clinical trials lies in their ability to involve participants from different locations, ethnicities, and socioeconomic backgrounds. This ensures that the benefits of medical advancements are accessible to all. However, promoting diversity in clinical trials is not only a matter of equality, but it is also essential for ensuring the validity and generalisability of research findings. Ethnic and genetic differences can greatly influence treatment responses and disease outcomes, making it essential to include diverse populations in clinical studies.
Today, technology plays an increasingly crucial role in clinical trials. It is revolutionising the way research is conducted, how data is collected, and the pace of new discoveries. Electronic data systems can greatly streamline the data collection process, making results quicker and improving accuracy. Further to this, technology can now also facilitate remote trials with virtual consultations, wearable devices, and mobile health applications all being available in real-time.
The global impact of clinical trials extends far beyond the laboratories. These trials have a profound impact on public health and can drive scientific advancements. Clinical trials bring together researchers, doctors, and communities to create better treatments. Recognising and supporting their vital role is essential as we face global health challenges.
Want to work in clinical trials? See our latest vacancies here.
Read our Client Case Studies for further information on how we have worked with clients to help with their recruitment within clinical trials.
In recent years, the concept of working from home has gained immense popularity, led by advancements in technology and shifting attitudes towards remote work. The COVID-19 pandemic further accelerated this trend, forcing many companies to adopt remote work policies, something which has continued long after offices were reopened. While working from home offers numerous benefits, it also presents its fair share of challenges for both employees and businesses.
Flexibility and improved work-life balance: Perhaps the most significant advantages of working from home is the flexibility it offers. It allows employees to have more control over their professional and personal lives, leading to a much-improved work-life balance. This enhanced work-life balance can improve overall happiness, job satisfaction and productivity of workers.
Increased productivity: Contrary to what many people assume, most remote workers are reported to have much higher levels of productivity compared to those working on site. Without the distractions of an office environment, employees can focus better and therefore work more efficiently.
Cost savings: Working from home eliminates the need to commute, which will save employees both time and money. For companies, this reduction of staff on site can lower outgoings such as electric or indeed the size of the office they need to provide.
Access to a global talent pool: For employers, embracing remote work opens access to a much broader pool of talent. With location barriers removed, companies can recruit top talent globally, bringing in diverse skills, and leading to enhanced innovation and decision making.
Lack of supervision and accountability: Without direct supervision, some employees may struggle to stay focused and be held accountable for their workload. Managers may then find it more challenging to monitor progress and provide feedback. Alternatively, for others, without a clear separation between work and personal time, they may find themselves working outside of their regular hours, which is likely to lead to burnout.
Challenges with technology: Remote work relies heavily on technology, and technical issues can significantly disrupt efficiency and communication. A poor internet connection or software glitches will negatively affect productivity.
Difficulty with collaboration and communication: While advancements in video tools such as Zoom and Teams have made remote collaboration and communication easier, it is still not a direct replacement for face-to-face interactions. Remote teams may encounter challenges in teamwork and building relationships, leading to decreased cooperation.
Feelings of isolation: By far one of the most significant drawbacks of working fully remote, is the potential for feeling isolated from your team. Employees may miss out on the social interactions and teamwork that comes with working in an office environment. In the long term, this can negatively impact mental health.
Working from home offers countless benefits, most notably improved work-life balance. However, while it also comes with its share of challenges, many companies are opting to offer hybrid working to bridge the gap between the two. This allows a much needed work-life balance, while also facilitating that face-to-face interaction between colleagues.
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Innovation within the Life Science and Clinical sectors has been a driving force behind significant advancements in healthcare and the wider scientific community. From groundbreaking treatments to more efficient diagnostic tools, technology plays a crucial role in the development of everything from manufacturing processes to medicines and more. Embracing new technologies can drive efficiency, reduce costs and aid new discoveries.
Decades ago, laboratory work relied heavily on manual processes and limited instrumentation. However, the advancements within automation and robotics have streamlined processes, enabling researchers to conduct experiments with greater precision.
In recent years, the merging of disciplines such as biology, computer science and engineering has led to the development of interdisciplinary fields like bioinformatics and computational biology. These fields have led to many new discoveries and predictive models in areas ranging from drug discovery to disease management.
The rapid pace of technological advancement has transformed many aspects of the Life Science and Clinical landscape. One key advancement is that of artificial intelligence (AI) and machine learning, which today is revolutionising how data is analysed and interpreted. Similarly, in clinical settings, AI-driven diagnostics are improving the accuracy and speed of disease detection, enabling earlier intervention and better patient outcomes.
Despite the immense potential of new technologies, their integration into the Life Science and Clinical sectors is not without challenges. With digitalisation, comes concern regarding data privacy, security, and regulatory compliance, making it paramount that companies develop ways to safeguard patient information.
Amongst these challenges, however, lie opportunities for growth and innovation. There are growing opportunities for collaborations across different fields, driving innovation forward and ensuring that new technologies are harnessed responsibly and ethically.
Despite any challenges, the benefits of embracing new technology within the Life Science and Clinical sectors far outweigh the risks. The integration of cutting-edge technologies promises to revolutionise the way we understand the world, and we are entering an era of unparalleled advancement and innovation.
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Here at CK Group we have a unique insight into the life science job market. We are in a privileged position to offer advice to both our clients and candidates, so that you know the best way to navigate within the sector.
We asked our Life Science Recruitment Manager, Jade Stirk, to answer a few questions and to share her expertise with you all.
I joined CK Group in 2013, where I focused on recruiting for contract roles within our science contracts team. Recently, I’ve been promoted to Recruitment Manager, and now my main focus is on recruitment within GMP Manufacturing in the Life Science industry across the UK. My specialist areas include Laboratory, Process, Production, and Quality related roles.
I have noticed that a lot of our contract manufacturing clients are the ones who are actively recruiting now and there seems to be a big increase in contract positions.
Experienced QC Analysts are in demand within GMP-regulated industries. I believe this is down to production levels increasing, meaning more testing required in the laboratory.
The manufacturing industry is always impacted by global events. You see a pattern in the demands of clients making more products, but then the lows of when it is on hold – there always seems to be a global reason as to why. Overall, these events can lead to shifts in priorities, funding, and career opportunities within the scientific community.
For most of our roles we ask for experience in a GMP-regulated environment as a base skill. The trends we are seeing with increasing demand are for candidates with experience working with HPLC, GC and LCMS.
In our industry we are seeing a demand for hands-on experience in industry, and not many opportunities for fresh graduates. This could be because companies are looking for people to come in and hit the ground running, having already gained the skills required in an industry setting.
A slow recruitment process is a big challenge we face currently, as when someone good is looking for a new role you need to act fast to get them offered.
Raising awareness to clients that good candidates are in demand, and they need to act fast.
I’ve observed several initiatives and practices aimed at promoting diversity and inclusion in scientific workplaces, including:
Technological advancements like AI will start to shape talent acquisition more in the future, but you will always need a good recruiter who can screen your candidates and give a more personal response.
At CK Group, teamwork is at our core, and delivering exceptional service is our mission. While we may not shout about it often, our team boasts an impressive 70% fill rate, a testament to our commitment to excellence in recruiting. This ratio is well above industry average!
If you have a role to fill and need help, please get in touch today.
If there are any further questions you have or if you require further clarification on any points discussed, contact Jade at jstirk@ckgroup.co.uk.
Read more advice on getting the most out of your recruitment strategy on our Client Advice Centre.