Finding a Job vs Finding a Perfect Candidate, which is more difficult?

NOTE: I have written this based on my experience with Pharmaceutical companies. But this can be generalized for any industry for mid- to senior- level positions.

How difficult is for an experienced scientist to find a mid-career level position in a pharmaceutical company? On the other hand, how difficult is to find a perfect candidate for a Biotech/Pharmaceutical company?

Apparently, both are difficult! Logically, it should be more difficult for a job seeker, because we see lot of unemployed people with significant work experience. But still Pharmaceutical companies are not able to find ideal candidate for some mid to senior level positions. (Principal scientist and senior principal scientist positions for Pharma industry).

As a job seeker, my opinion on this issue is that we have to document our experiences (technical and management) so the hiring managers can see our expertise clearly. I believe the Hiring managers are looking for a perfect fit. I mean perfect fit like a puzzle piece in a larger picture (including those small sharp corners in the puzzle picture above). They are not willing to hire anyone with minor differences in the puzzle piece (minor deficiencies in the technical or other job requirements), even if the puzzle piece could fit (with missing sharp corners). I believe if the companies are looking for a perfect fit, then they will have difficulty in filling mid-career level positions now, and will have even more difficult time to fill more senior level positions in near future.

I believe Pharma directors have to identify some soft skills and willing to risk some ‘learning’ time for those candidates. I understand everything is “bottom line” (time and money!), but the time it takes to fill a perfect candidate also could add up to be very costly. I am not an economist, but for me it doesn’t make sense to keep looking for a perfect candidate for a very long time.

We, job seekers see an advertised job as a perfect fit, but a hiring manager doesn’t see the skills and expertise as a best fit. I believe job seekers can list all the skills and expertise, but ultimately, the hiring managers should study each candidate who are almost best fit (if they can’t find a ‘perfect fit’)

Directors in Pharmaceutical companies are very busy and don’t have time to study each candidates, so they ask the HR to do most of the screening. But after the short list by HR, Hiring managers should take some time to study each candidate and see if they could be the best fit in the puzzle or they are missing some corners in the puzzle. If Pharmaceutical companies need more senior level candidates with industry experience in future, then they should be willing to take some risk and hire candidates with almost fit in the puzzle now, and invest some time to train them.

Lot of PhD level scientists are changing their careers, because they could not find jobs in biotech/Pharma industries or even in academic institutions. If this continues USA will experience “brain drain” in few years.  Pharmaceutical companies will have good drug candidates, but they may not have experienced scientists to take this drug to clinical and beyond. It is time for all the senior executives in Pharmaceutical companies (and other industries) to think hard about future candidates for their block-buster drug(s) research.

Disclaimer: I am not associated with any Pharmaceutical companies at this time. This is my personal experience and observation.

Nithianandan Selliah, Ph.D.

Experienced Senior Scientist in Life Sciences;

Immunologist expert in HIV biology & Autoimmune diseases