As your career develops, you may feel ready to progress to the next level and consider moving into a management role. This step provides numerous opportunities, not only to manage teams but also to influence company strategy and contribute to overall business goals. However, the transition from a laboratory role to a leadership position can be daunting. See our helpful tips below on how to successfully take this next step.

Understand the role of management

Management in the chemical sector isn’t just about overseeing projects, it involves aligning technical innovations with business strategies. This could also include overseeing new product development and introduction from R&D through to market. You will be responsible for setting goals that balance science and profitability, leading diverse multidisciplinary teams, managing resources, timelines, and budgets, as well as ensuring compliance with industry regulations.

Develop your leadership skills early

Management roles demand a skill set that goes beyond technical expertise. Leadership qualities include communication, decision-making, empathy, and strategic thinking – many companies also offer internal leadership programmes. Departmental leaders must use their technical expertise to address client needs in a more customer facing role, often stepping in to resolve technical issues through site visits when no dedicated field service team exists. This hands-on approach highlights their problem-solving skills and strengthens client relationships.

Leverage your technical expertise

One of your greatest assets as a scientist is your understanding of the industry. You can leverage this expertise in your management role, as teams tend to respect leaders who can bridge the gap between laboratory work and strategic company goals. One way to showcase your value is by volunteering for projects that require collaboration across departments. This exposure to the business side of the industry will help you develop and practise skills such as coordination, conflict resolution, and management.

Seek advice from mentors

Speaking to a colleague who has successfully transitioned from the laboratory into a leadership role can provide valuable guidance. They can help you understand the management role, explain the challenges you may face during your transition, and even advocate for your capabilities during promotion discussions.

Demonstrate your potential for leadership

You must communicate your intentions to move into a management position to your supervisors. This can be done during performance reviews or through casual discussions. However, it is crucial to show initiative by ensuring that the ideas you propose align with company goals, and to demonstrate your capability by taking on informal leadership roles, such as leading team meetings or mentoring junior colleagues.

Transitioning from laboratory work to a leadership role in the chemical industry can be challenging, but if you feel ready, it presents a great opportunity for professional growth. By leveraging your technical expertise, building essential leadership skills, and developing a strategic mindset, you can successfully make the leap.

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Improving your soft skills as a job seeker

Tips for scientists exploring alternative career paths

This quarter, the UK life sciences industry has seen significant improvements in support from both the government and private investors. These new initiatives by the UK government aim to secure the UK’s position as a global leader in life sciences, strengthening its standing in the fields of biotechnology, pharmaceuticals, and medical research.

The latest news across the sector

Eli Lilly recently announced the launch of the first Lilly Gateway Labs in Europe, in collaboration with the UK government. This UK-based initiative aims to support early-stage and start-up biotech companies by providing laboratory space, guidance, and investment to drive innovation in addressing public health challenges, while also supporting NHS efforts to implement effective health solutions nationwide.

Promises from the PM

Keir Starmer has committed to a £1 billion investment in the life sciences sector, aiming to boost the UK’s position in global health and innovation. The investment will focus on several key areas: advancing research and development through innovation, attracting global talent back to the UK, upgrading laboratories, research centres, and facilities to create state-of-the-art locations for scientific research, generating jobs in life sciences across the UK, and encouraging collaboration and knowledge sharing between the government, universities, and private companies.

The Prime Minister has pledged to create a sustainable and robust healthcare system, focusing on improving public health outcomes by expanding the UK’s biomanufacturing capabilities and developing medicines domestically. This could be seen as a long-awaited step forward in reversing the effects of Brexit on research funding and collaboration.

The Autumn budget

• Substantial funding has been allocated to the life sciences sector, with a focus on R&D and healthcare improvements. Public R&D investment is set to increase to £20.4 billion for 2025–26, the DSIT budget has risen to £13.9 billion, and core R&D funding has been increased to £6.1 billion.
• The Life Science Innovative Manufacturing Fund has received a £520 million commitment, aimed at enhancing large-scale manufacturing and clinical research resources across the UK.
• This new financial backing is expected to attract up to £1.8 billion in private investment, creating numerous new jobs.
• An additional £25 million has been allocated to the R&D Missions Programme, and £40 million to the Proof of Concept Fund, which supports university-led research. This funding will further support the Innovation Accelerator initiative, promoting regional innovation clusters in cities emerging as new life science hubs, such as Glasgow, Manchester, and the West Midlands.
• All of these efforts form part of a broader strategy to re-establish the UK as a global life sciences hub post-Brexit, aiming to attract investment and collaboration to support the NHS and improve healthcare outcomes across the country.

Regulatory updates

The recent Future of UK Life Sciences Regulation conference further emphasised the importance of improving the UK’s environment for clinical trials and highlighted the need to enhance collaboration across regulatory bodies and the healthcare system. Key leaders emphasised the value of real-world data and the UK’s renewed partnership with international research through Horizon Europe, which will provide UK scientists with access to an €80 billion fund.

Through these efforts, the UK is strengthening its position as a hub for life sciences and a catalyst for innovation in the wider global market.

You may also like to read:

The hiring slowdown in the Life Sciences and the 5 signs of recovery

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Creating inclusive job descriptions is a key step in creating a diverse and welcoming workplace. When companies write their job descriptions and posts with inclusivity in mind, they signal to all potential candidates that they are valued and respected, regardless of their background, identity, or experience.

Why inclusive job descriptions matter

Inclusive job descriptions, and therefore inclusive job posts, help attract a broader pool of candidates. By avoiding biased language and focusing on the essential skills required, companies ensure they don’t unintentionally exclude anyone. Not only does this promote diversity, but it also increases the company’s ability to find the best talent by opening the opportunities to a wider range of perspectives and experiences.

Key elements

• Use gender-neutral language: Replace gendered terms with gender-neutral language, such as using “they” instead of “he/she.” It is also important to avoid gendered words like “assertive” or “nurturing,” which might subconsciously suggest a preference for a particular gender.
• Focus on core skills, not credentials: Focus on the essential skills and experiences required for the job, rather than strict qualifications like specific degrees or years of experience. This opens the door for candidates who have gained relevant skills through non-traditional paths, but who may also have the right abilities.
• Include the essentials: It is crucial to be cautious about including requirements that may not be truly essential to the role, such as certain physical abilities or rigid scheduling demands, unless absolutely necessary. This ensures that people with disabilities or those with certain responsibilities are not unfairly excluded.
• Highlight your commitment to diversity: Clearly state your company’s commitment to diversity and inclusion in the job description and posting. This not only encourages more diverse candidates to apply but also sets expectations for the company’s culture.
• Be mindful of language: Avoid corporate jargon, acronyms, and phrases that may not be familiar to everyone. Clear, simple language ensures that the job is accessible to all potential candidates.

The benefits of inclusivity

When companies embrace inclusivity from the start, they build a more diverse and dynamic workforce. Embracing diversity from the outset sends a powerful message that everyone’s contributions are valued, leading to higher employee satisfaction and retention.

Inclusive job descriptions are more than just a tool for recruitment, they are a critical step in building a workplace that celebrates diversity and promotes equal opportunities for all. By being mindful of language and focusing on what truly matters, companies can attract a diverse range of talent and create a stronger, more innovative business.

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Diversity, equality and inclusion

The role of soft skills in scientific hiring

Effective onboarding: Setting your new hires up for success from day one

Work-related stress is a common issue that affects employees across all industries. High levels of stress can lead to burnout, decreased productivity, and various health problems. By implementing effective stress-reduction techniques, you can help maintain a healthier and more productive work environment.

1. Time management

Identifying and prioritising tasks can help manage your workload more effectively. Breaking down large projects into smaller, more manageable tasks can prevent you feeling overwhelmed. Overcommitting may lead to increased pressure and stress, so by setting achievable goals you can avoid stretching yourself too far. It is important to be realistic about what can be accomplished within a given timeframe.

2. Your work environment matters

Creating a comfortable and organised workspace can significantly reduce stress levels. Ensuring that your workspace is clear and free from unnecessary distractions will lead to you being naturally more productive. It is also important to establish clear boundaries between work and personal life: avoid checking work emails and decline taking calls outside of work hours, to allow yourself the time to relax and recharge.

3. Creating healthy work habits

Establishing healthy work habits, such as taking regular breaks, is crucial for maintaining productivity and well-being. Short, frequent breaks can refocus your mind and help prevent burnout. Stepping away from your desk to stretch, take a walk, or engage in a different activity can refresh your mind and boost productivity.

4. Prioritise your work-life balance

Making time for hobbies and self-care can improve your work-life balance. A healthy lifestyle can go a long way in influencing how you manage pressure. Regular exercise, a balanced diet, and adequate sleep are key for managing stress and contributing to your overall well-being.

5. Communication and support

Talking to colleagues, friends, or family about your stress can provide emotional support and practical advice – sometimes, simply sharing your concerns can lighten the mental load. If you’re feeling overwhelmed at work, discussing workload management and seeking assistance can lead to practical solutions.

Reducing work-related stress can improve overall well-being, enhance productivity, and create a more balanced and fulfilling work life. Remember, managing stress is an ongoing process, and it’s important to regularly assess and adjust your strategies to maintain a healthy work-life balance.

You may also like to read:

Benefits of setting a realistic work schedule

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Why work life balance is important for both employers and employees

10 workplace habits that promote good mental health

In today’s hyper-connected world, the boundaries between work and personal life often blur, making it challenging to truly disconnect from digital devices after work hours. A digital detox can help restore balance, reduce stress, and improve your overall well-being.

1. Establish clear boundaries

Set a consistent end time for your workday. Inform colleagues and clients of your availability, ensuring they respect your off-hours. If you work from home, make sure to create a work-free zone; this physical separation can help reinforce mental boundaries between work and relaxation.

2. Develop a post-work routine

Establish a ‘digital curfew’ an hour before bedtime and use this time to unwind without screens. A great way to decompress is to incorporate a walk into your evening routine. This not only provides physical exercise but also helps clear your mind and transition from work mode to relaxation.

3. Use technology wisely

Enable ‘do not disturb’ on your phone and set up app limits. This helps curb the temptation to scroll through social media or check emails.

4. Engage in offline activities

Take part in offline hobbies. These can be anything from cooking, painting, gardening, or playing an instrument. Many people find exercise a great way to relieve stress and improve mood. Find an activity that you enjoy and make it part of your routine.

5. Socialise in person

Prioritise in-person interactions over digital communication. Plan regular meetups with friends and family, creating deeper connections without the distraction of screens.

A digital detox doesn’t mean completely abandoning technology, but rather finding a balanced approach that enhances your overall quality of life. Start small, be consistent, and enjoy the benefits of a more mindful and present offline lifestyle. You can create a healthier relationship with technology, allowing you to unwind and recharge after work.

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10 workplace habits that promote good mental health

Exploring the pros and cons of working from home

Why work life balance is important for both employers and employees

A new buzzword within the business world is gaining traction and reshaping how companies operate. The ESG approach (often referred to as the “ESG social value approach”) focuses on a company’s overall impact on society, in particular how they manage relationships with employees, suppliers, customers, and the communities where they operate.

What is ESG?

The social value approach in ESG refers to the ways in which companies contribute to the well-being and development of society.

• Environmental: How operations affect the natural environment. Key considerations include carbon footprint, resource management, and climate change mitigation.
• Social: Managing relationships with employees, suppliers, customers, and communities. It covers issues like labour practices, diversity and inclusion, community engagement, and human rights.
• Governance: The internal systems and controls that ensure accountability, transparency, and ethical business practices. Including board diversity, compensation, risk management, and compliance with laws and regulations.

What are the key factors?

Labour practices and employee well-being: Ensure fair labour practices, provide safe working conditions, and promote employee well-being. This includes competitive wages, ensuring work-life balance, and creating a positive work environment.

Diversity, equality, and inclusion: Companies are increasingly being measured on their efforts to promote diversity across all levels of the business, ensure equal opportunities for all employees, and create an inclusive culture where everyone feels valued and respected.

Community engagement: Engage with and support the communities in which they operate. This can include charitable contributions, volunteering, and partnerships with local organisations to address community needs.

Human rights: Respecting and upholding human rights is fundamental. Companies must ensure that their operations, as well as those of their supply chains, do not infringe on the rights of individuals and communities.

Product responsibility: Ensuring that products and services are safe, ethical, and contribute positively to society is another key aspect. This involves not only compliance with safety standards but also consideration of the social impact of the products or services offered.

What are the benefits?

Investor appeal: ESG practices are increasingly used by investors to identify companies that are not only profitable but also responsible and sustainable. This can lead to long-term financial returns and reduced risk.

Regulatory pressure: Governments and regulatory bodies worldwide are implementing stricter ESG related regulations. Companies are now expected to disclose their ESG practices and performance.

Consumer demand: Today, consumers are more conscious about the ethical and environmental implications of their purchases. Brands that align with ESG principles can build stronger loyalty and trust.

Talent attraction and retention: Like consumers, employees are increasingly paying more attention to the values of where they work. A commitment to ESG can improve employee satisfaction, attract top talent, and reduce turnover rates.

Operational efficiency and innovation: ESG practices often lead to more efficient use of resources, cost savings, and innovation. Companies focusing on sustainability can find new ways to reduce waste and energy use, driving long-term efficiency.

How to implement ESG into business strategy?

Integrating ESG into business strategies comes with challenges, such as measuring performance due to a lack of standardised metrics and balancing short-term financial goals with long-term ESG objectives. To address these issues, companies should set clear goals, embed ESG principles into their core strategies, and ensure regular, transparent reporting to build investor trust. Today, businesses must prioritise transparency, and collaborate to create meaningful social value, despite the complexities of measuring impact and differing regional expectations.

ESG represents a fundamental shift in how businesses operate and are evaluated. These strategies go beyond traditional business practices, aiming to create a positive impact on society. As societies expectations evolve, those businesses that prioritise social value will be well-positioned to thrive in an increasingly conscientious market.

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5 reasons why your company should be promoting sustainability

Using your company culture to attract and retain staff

5 ways to modernise your recruitment strategy for the digital age

Searching for a job can be a daunting task, filled with an overwhelming amount of advice from various sources. However, not all advice is sound, and some commonly held beliefs can actually hinder your job search.

Myth 1: You need to meet 100% of the job requirements

One of the most prevalent myths is that you should only apply for jobs if you meet every single requirement listed. Truth is that job descriptions and person specifications often list an ideal candidate profile and not a mandatory checklist. Employers understand that the perfect candidate might not exist, and are often willing to train someone who has most of the desired qualifications. If you meet around 70-80% of the requirements and are confident in your ability to learn the rest, don’t hesitate to apply. Contact the recruiter to find out more about how strict the requirements are.

Myth 2: A longer CV is better

There’s a common misconception that a longer CV that showcases every job you’ve ever held will impress employers. In reality, hiring managers prefer concise and relevant applications that highlight skills and experiences appropriate to the job you’re applying for. Ensure that any jobs not relevant to the role are kept brief. Many mangers simply don’t have time to sift through CVs that are several pages long. Quality over quantity is the key.

Myth 3: Networking is just about asking for jobs

Many job seekers shy away from networking because they think that it’s simply about asking people for job leads. However, networking is about building relationships and exchanging information. By engaging with professionals in your field, you can gain valuable insights, advice, and support that can lead to job opportunities indirectly.

Myth 4: The best jobs are always advertised

While job boards and company websites are valuable resources, not all job opportunities are advertised publicly. Many positions are filled through internal promotions, employee referrals, by recruitment agencies, or through networks before they even reach the public job market. This is another reason why networking is crucial!

Myth 5: Cover letters are unnecessary

A well-written cover letter can set you apart from other candidates. It is an opportunity to showcase more of your personality, explain your interest in the role, and highlight how your skills align with the role. Tailoring your cover letter to each application can significantly boost your chances of getting noticed.

Myth 6: You should accept the first job offer you get

After a long job search, you might want to jump at the first offer you receive. But it’s important to evaluate it carefully. Consider the job role, company culture, salary, benefits, and growth opportunities. If the offer doesn’t align with your career goals and personal values, it might be worth negotiating or even declining it in favour of a better fit.

Myth 7: Job searching is only about skills and experience

While your skills and experience are critical, employers also look for cultural fit, attitude, and soft skills like communication, teamwork, and problem-solving. Presenting yourself as a well-rounded candidate in your CV, cover letter, and interviews can make a significant difference.

Remember: persistence, adaptability, and a proactive approach are your best allies in landing that dream job!

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Improving your soft skills as a job seeker

Staying motivated during your job search

Effective job search strategies: Where to look and how to apply

Diversity, equality and inclusion at CK Group: Giving the best talent a fair chance, and creating an environment where all individuals feel valued, respected and empowered.

CK Group is an influential element of the life science recruitment chain, sourcing the best talent for our clients, from all across the globe. People can be the most important assets to a successful business, and by putting in place measures that give everyone a fair chance we increase the odds of finding the perfect fit for an organisation.

What is diversity, equality and inclusion?

Diversity: Covers differences in race, ethnicity, gender, sexual orientation, age, physical abilities, religious beliefs, socio-economic backgrounds and more. Embracing diversity means recognising and appreciating these differences rather than merely tolerating them. A diverse workforce brings together a variety of perspectives, experiences and talents, which can lead to enhanced creativity, problem-solving and decision-making amongst staff.

Equality: In the workplace this involves treating all individuals fairly and providing equal opportunities for growth, advancement and development regardless of their backgrounds. This means implementing policies and practices that eliminate biases and barriers, ensuring that everyone has an equal chance to thrive based purely on their abilities.

Inclusion: The active and intentional effort to create an environment where everyone feels welcomed, respected and supported. It goes beyond just having diverse representation, it is to actively involve and value each individual’s contributions. Inclusive workplaces promote collaboration, open communication and create a sense of belonging among employees, leading to higher employee engagement and retention.

Read our full ‘CK Group Equality and Diversity Policy’.

What does embracing diversity, equality and inclusion involve?

Education and Training: Implementing diversity training programs can help raise awareness about biases, promote cultural understanding and improve empathy among employees.

Policies and Practices: Reviewing and updating policies to ensure they are inclusive is essential. This may involve revisiting recruitment strategies, pay equity, flexible work arrangements and providing accommodations for diverse needs.

Creating Safe Spaces: Establishing safe spaces where employees can openly discuss concerns, share experiences and offer suggestions without fear of discrimination, help to create that trusting relationship between employer and employee.

Leadership Commitment: Management teams play a key role in driving these initiatives. When leaders demonstrate a genuine commitment to diversity, equality and inclusion, it sets the tone for the entire company.

Measuring Progress: Regularly assessing and measuring progress, be that through metrics or employee feedback, it allows companies to track their efforts and make any necessary adjustments.

Unbiased hiring with CK Group

Applicant Accessibility: The first place of reference for candidates when researching your company or applying for jobs is your company website. You can take lots of steps to improve website accessibility, including incorporating a screen-reader, making sure text can be enlarged on any device, ensuring job adverts are more accessible and mobile friendly. If it’s not feasible for your business to integrate a screen reader, you can create videos to sell your company and current vacancies to your candidates. There are a range of products out there at various price points.

Job Advert Review: If you’re confident in how physically accessible your job advertisement will be to candidates, it’s also worth looking at the wording of these adverts to ensure that the language and phrasing being used are not unwittingly excluding any skilled candidates. At CK Group we review all of our job descriptions and adverts for gendered or racial language or phrasing. We will do the same for your business, but there are also lots of resources online discussing this topic and giving examples and advice.

Anonymous Applications: CK Group will provide you with a selection of qualified candidate applications from a wide range of backgrounds. To help our clients shortlist based purely on the skills candidates have to do the job, we can anonymise applications. We anonymise candidate CVs to various degrees depending on the circumstances and your preferences. This can include the removal of; candidate names and age, personal pronouns, specific details of their entitlement to work, university institutions and locations, or other location data unrelated to the role. This gives you the freedom to know you are selecting the best candidates for the job regardless of unrelated factors.

Diversity in the Supply Chain: Taking a proactive approach to diversity and inclusion does not have to be limited to what your business does. It also includes the type of suppliers and other businesses you engage with. At CK Group we are critical of our of practices. We run a quarterly D&I employee working group to review our practices, annual training in identifying unconscious bias in the recruitment process, and send employee feedback surveys. We also take the diversity and inclusion of our suppliers seriously, and consciously support suppliers and other businesses taking an active approach by choosing to do business with them.

By choosing to do business with CK Group, you will also be taking the decision to consciously support ethical suppliers who believe in the positive benefits of diversity and inclusion in the workplace.

Contact us

What do you think of these ideas? Do you have feedback on what we can do better, or suggestions of your own?

If you want to learn more about how we can support your diversity & inclusion initiatives, or just want to chat further about any of these suggestions, you can start the conversation with us today by emailing info@ckgroup.co.uk or calling 01246 457700.

Efficient recruitment processes are crucial for attracting top talent quickly and effectively. Streamlining your recruitment pipeline not only reduces time-to-hire but also improves the candidate experience and overall hiring success.

1. Define clear job requirements

Start by creating detailed job descriptions and person specifications that clearly outline the required skills, qualifications, and responsibilities. This will help filter out unsuitable candidates early, reducing the volume of applications to review and ensuring that those who apply are suited for the role.

2. Streamline your application process

Ensure your application process is straightforward and user-friendly. Lengthy or complicated forms can deter potential candidates. Aim for a process that allows applicants to submit their CV and cover letter with minimal effort.

3. Implement pre-screening assessments

Use pre-screening assessments to evaluate a candidate’s skills and qualifications. These can include online tests or video interviews. The assessment process helps identify top candidates quickly and ensures only the most qualified progress.

4. Create a structured interview process

A standardised interview framework ensures consistency and fairness. Structured interviews with predefined questions allow for better comparison between candidates, making it easier to assess each person’s suitability for the role.

5. Consider hiring on a contract basis

As well as being highly skilled, experienced contractors are often available at short notice, so the hiring process can be quicker than hiring a permanent employee.

6. Maintain continuous communication

Keep candidates informed throughout the recruitment process. Regular updates on their application status and timely responses to inquiries create a positive experience and prevent candidates from losing interest or accepting other offers.

7. Involve multiple team members in the process

Include hiring managers and relevant team members early in the recruitment process. Collaborative decision making ensures that everyone agrees on the candidate requirements and helps to reach faster verdicts when selecting the final candidate.

8. Leverage data analytics

Data analytics can monitor and evaluate your recruitment pipeline, track key metrics such as time-to-hire or source of hire. Analysing this data helps identify areas for improvement, allowing you to optimise your process.

9. Build a talent pool

Develop a database of past candidates who were promising but not selected for previous roles. This talent pool can be a valuable resource for future vacancies, enabling you to reach out to pre-qualified candidates quickly and reduce the time spent on sourcing new applicants.

10. Utilise recruitment agencies

Recruitment agencies have access to a broader and more diverse talent pool. They specialise in identifying and attracting qualified candidates, using industry expertise to find the best fits for specific roles. This can save your company significant time and resources, as agencies handle the initial stages of the recruitment process, including advertising and screening.

By implementing these steps, your company can significantly streamline your recruitment pipeline, making the hiring process more efficient and effective. A simplified recruitment process not only attracts more top talent, but also enhances the overall candidate experience.

You may also like to read:

The role of soft skills in scientific hiring

Is your recruiting process costing you candidates?

Why work with a specialist recruitment agency?

The Life Sciences sector in the UK has long been known for its resilience and innovation, however over the last few years it has faced an unusual trend – a noticeable slowdown in hiring. Companies in this sector typically thrive on cutting-edge research, drug development, and technological advancements – an industry that has consistently attracted top talent and investment. This unexpected trend has therefore sparked concerns and questions about what is driving this change.

Despite the noticeable hiring slowdown over the past few years, there are encouraging signs that the sector is bouncing back, with vacancies on the rise over the last few months. This positive trend suggests a renewed confidence in the industry, as it adapts to challenges and seizes new opportunities.

1. Economic stability begins to emerge

It is no secret that the UK economy has undergone a period of uncertainty, influenced by both the global economy and domestic challenges. Whilst the aftermath of Brexit continues to cast a shadow over the sector, and the complexities of new trade relationships creating a cautious business environment, recent months have shown signs of stabilisation.

Life sciences companies, which rely heavily on international collaboration, are becoming more optimistic as trade relationships solidify and regulatory clarity improves. This newfound stability is helping to restore confidence and, as a result, hiring has started to pick up.

2. Funding and investment challenges

In the UK, many life sciences companies depend on venture capital, government grants, and partnerships with academic institutions. However, recent economic conditions made it more challenging to secure the funding required. Inflation and rising interest rates have made investors more risk-averse, particularly in sectors like life sciences in which returns are often long-term. There are now encouraging developments, with investors beginning to regain confidence as the outlook improves, and there is a growing interest in life sciences ventures.

The government spending in the UK has also been under pressure, leading to tighter budgets for research grants and public sector funding. This resulted in a slowdown in new hires over the last few years as companies were reserving their funds to sustain current operations. But with the government support gradually returning, and renewed emphasis on innovation and research grants, increased hiring to support expanded operations and new projects is to be expected.

3. Regulatory delays and post-pandemic recovery

The COVID-19 pandemic significantly impacted regulatory bodies, leading to delays in the approval processes for new drugs and medical devices. In the UK, regulatory bodies faced considerable backlogs, worsened by the increased workload from vaccine and treatment approvals during the pandemic. This led to a slow down the progress of clinical trials and the launch of new products.

Life sciences companies were delaying hiring until these issues were resolved, as they cannot afford to expand their teams without clear timelines. Now, there seem to be signs of recovery as regulatory bodies work through these backlogs, accelerating the approval process and enabling companies to advance their pipelines. Companies are becoming more willing to expand their teams, resulting in a noticeable increase in job vacancies.

4. Embracing digitalisation and automation

Digitalisation and automation are transforming the life sciences industry, with companies increasingly investing in technologies that streamline operations and enhance efficiency. The use of AI in drug discovery, automation in laboratories, and digital health technologies are becoming more commonplace.

These advancements offer significant benefits, but they also reduce the need for traditional roles. However, as companies invest in AI, automation, and digital health technologies, they are not only streamlining operations but also creating new roles that require specialised skills. The recent rise in vacancies reflects this shift, with a growing demand for talent skilled in digital and technological fields, demonstrating the sector’s adaptability and forward-thinking approach.

5. Addressing STEM skills shortages

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. Brexit has also played a key role in this issue, as it has made it more difficult for UK companies to attract talent from the EU, which was previously a significant source of skilled workers.

Efforts are underway to bridge this gap, with initiatives to boost STEM education, attract international talent, and provide upskilling opportunities are gaining traction. As these efforts take effect, companies are increasingly able to find the skilled workers they need, which is contributing to the recent uptick in hiring.

The life sciences sector in the UK is on a path of recovery, with recent months showing a promising increase in job vacancies and a renewed sense of optimism. While challenges remain, the industry’s adaptability and commitment to innovation continue to drive it forward. As we enter a post-Brexit landscape and the global economy begins to restabilise, the hope is that the life sciences sector will continue to build momentum, leading to even more job opportunities and continued growth.

You may also like to read:

STEM skills gap projected to cost the UK £120 billion by 2030

Effective onboarding: Setting your new hires up for success from day one

Resolving talent shortages in the Life Sciences