Benefits of recruiting candidates outside of the Biometrics Industry

Globally, the life sciences sector is seeing a significant advancement in biometrics, and many specialists are trying to get into the market through major pharmaceutical corporations and contract research organisations (CROs). The global biometrics market is forecasted to reach £62 ($68) billion by the year 2027, therefore increasing various job opportunities in the market for candidates. As the biometrics market grows with ample opportunities, the search for talent within the industry has also exponentially increased. According to Harvard Business School experts, an over-reliance on prior industry-specific experience is one of the most common challenges recruiting managers face today. However, could recruiting talent outside the industry be a solution?

What are the key benefits?  

While recruiting individuals with industry expertise is advantageous, we do think it's necessary to look beyond the most fundamental experience and hard skills and consider individuals with a variety of experience. Candidates who are changing careers may not initially appear to have the qualifications for the position you're looking to fill. However, many high performers can make a smooth shift from one industry to another. Here are some benefits for recruiting talent outside the biometrics industry: 

1. Soft skills v Hard skills: 

Hard skills are technical abilities and knowledge specific to the field. They include things like knowledge of biometrics algorithms, experience with programming languages, and proficiency in data analysis. These skills are essential for individuals working in biometrics research, development, and engineering roles. On the other hand, soft skills are applicable to all industries. This includes leadership abilities, analytical skills, problem-solving, organisation and communication abilities. 

While employing industry experts has many advantages that should not be undervalued, people outside of the business also play a significant role in developing a skilled workforce. Transferable skills from related fields such as genetics, biology, and chemistry can be particularly valuable in the biometrics industry. For example, experience in genetics research can be useful in the development of biometrics technology that is based on genetic markers. Furthermore, skills such as strong analytical skills, data analysis, and experience with laboratory equipment, can also be valuable in the biometrics industry, particularly in roles related to research and development. Additionally, ability to work with cross-functional teams, Project management experience and experience in leading a team can be valuable for individuals working in the biometrics industry, particularly in roles such as project management, business development and customer facing roles. 

Biometrics brings together experts from various disciplines such as, and not limited to, data managers, SAS programmers and data analysts who are variously employed in companies such as KMPG and Accenture. Due to their transferrable skills, they can also be recruited outside of the biometrics industry.  

2. Diversity and Flexibility: 

At i-Pharm we value diversity. While key components like ethnicity and age are the most obvious forms of diversity, variety in terms of job experience can be just as helpful in fostering an inclusive, open-minded workplace. Additionally, bringing in individuals with fresh perspectives would probably increase the adaptability and flexibility of an organisation.  

Locating candidates, who check off every competency box, can be difficult however, this can be solved by hiring outside of your field and diversifying your talent pool. Candidates outside the industry will always be eager to learn. They bring skills like curiosity and critical thinking that enable them to quickly pick up the industry-specific knowledge needed to successfully transition to open positions. They are highly motivated workers who frequently enjoy the challenge of learning something new, even if they come from different industries. 

3. Innovation: 

Industry weariness is a well-known idea that can stifle original thought and innovative ideas. Employing individuals with broader industry knowledge may help question the status quo, go outside of industry conventions, and expand an organisation by bringing fresh perspectives and ideas. 

4. Employee Engagement:  

Exploring new talent pools and selecting a candidate with the ability and soft skills required to succeed in the position gives the employer a great chance to promote personal and professional development. Employee engagement, job loyalty, and employee retention are all increased when workers believe they are being developed in their positions. 

Can this be achieved in the Biometrics market?  

The answer is YES!  

There are several pharmaceutical companies that recruit candidates outside of the biometrics industry. These companies are constantly innovating and expanding, and therefore require a diverse range of skills and expertise to develop and market new drugs. Examples include Pfizer, Merck, GlaxoSmithKline (GSK), Roche and Novartis. They often have a strong focus on training and development for their employees and offer a wide range of benefits and perks. They also provide scope for career progression and are known for recruiting top talent from a variety of industries.  

i-Pharm Consulting is a leading provider of staffing services in the Biometrics space and can guide candidates, regardless of their experience level and industry background, through the application process through facilitating interview prep as well as negotiating offers and deals.

Get in touch with us here to find out how we can support your business with your talent needs