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Helping candidates take the right long-term decisions at a time of red-hot demand

Demand for CRAs and clinical management roles in Australia is so high right now that our role as recruiters is no longer just about securing candidates their next role, but counselling them on identifying the best fit for their career and happiness longer term.

March 2021

Helping candidates take the right long-term decisions at a time of red-hot demand

Demand for CRAs and clinical management roles in Australia is so high right now that our role as recruiters is no longer just about securing candidates their next role, but counselling them on identifying the best fit for their career and happiness longer term.

The desperation for candidates, which is compounded by Covid impacting trial capacity in the US and Europe leading to more trials taking place here, is unlike anything we have seen before. We have clients asking us to work on a retained basis, and the general theme has been a complete dearth of candidates on the market looking to move since January, made worse by the fact that the borders are closed to new arrivals. 

Companies are paying retention packages to keep their staff from leaving, meaning no one is moving unless they are really disgruntled with their current employer. Then, the issue for candidates is that they can easily move to a more favourable environment and better conditions: CRAs that come onto the market can list the expectations of what they want and simply keep on looking until they get it.

At the same time, processes are moving so fast that there is little time for considered decision-making on the candidate side. When I share a CV, companies often want to meet with the candidate the same day and they frequently make a job offer within 48 hours. 

A move really shouldn’t be all about money, but looking carefully at the options on the table and choosing the best fit.

 

While there is no doubt that candidates are in the driving seat, we are coaching those that we work with to take it steady and make long-term decisions. The Australian market is going gangbusters and extraordinary pay cheques available now may look eye-wateringly tempting, but this is going to plateau and then pay rises may not be as lucrative over the next few years. We present candidates with all their options, which may include six or seven organisations, and encourage them to really consider those by providing unbiased information, thinking about career development, opportunities for progression and relationships with peers and bosses. 

A move really shouldn’t be all about money, but looking carefully at the options on the table and choosing the best fit. Some candidates are going to thrive in the large global organisations, others will prefer medium-sized Australian-headquartered businesses, and some the start-ups that are still building out their capabilities here. 

Now is the time to keep a lid on the excitement and take advantage of the market to make a smart, rewarding move. It won’t be long before the current situation evolves and the job market goes back to something more normal. When the dust settles, we want candidates to be in roles that they are happy in, in companies where they can build enduring, successful careers.