After Launching Critical R&D Center Two Months Early, Hudson’s Pharma Tech Project Expands to the Midwest USA and Europe
Our client is a major drug development and supply partner for consumer health products. The client wished to partner with an RPO provider possessing R&D recruiting and similar event-based hiring experience.
R&D CENTER RECRUITMENT CHALLENGE
The project kicked off with Hudson Americas in October 2014. The client had consolidated its Northeast and Southeast USA facilities into one new product-specific center of excellence. This created a need for 45 critical positions such as process engineers, formulation scientists, analytical scientists and quality control positions to be filled by June 2015 in an understaffed region of the country. Hudson completed the project two months ahead of schedule and is now managing all positions in that region.
The client then expanded the project to a Midwest USA region where Hudson is hiring over 30 key positions. Today Hudson is focused on partnering with sites in Europe to help deliver key positions globally.
R&D RECRUITMENT SOLUTION
Hudson leveraged a virtual recruiting team focused on the life science sector with pharmaceutical hiring experience. These types of specialized roles are hard-to-fill and require experience with tight deadlines and high-pressure situations. The Hudson team, consisting of an account manager, three recruiters and a coordinator, was able to fill 100+ roles in 2015 across the US. Our virtual team was able to recruit seamlessly between sites.
Communication and process creation were critical for project success. All client and Hudson stakeholders held a series of face-to-face meetings during implementation. After launch, the account manager continued to hold bi-weekly meetings with the client’s leadership, hiring managers and key stakeholders.
Sourcing for these hard-to-fill roles was difficult given that the client’s locations were not known for niche pharma talent. Hudson established an exclusive relationship with a local college of engineering to develop a pipeline of alumni, including advanced degrees and undergraduate candidates. Hudson implemented advanced sourcing techniques and activated a referral bonus program among new employees. In 2015, Hudson grew our local candidate market database for R&D, Quality and Operations roles to more than 500 candidates. Moving forward in 2016, Hudson is working to employ local internship programs to grow candidates from within the company and off-set temporary agency fees associated with short-term or seasonal positions.
R&D CENTER RECRUITMENT RESULTS
- Hudson completed all hiring two months ahead of schedule and was brought on for an expansion project in another region to hire more than a dozen hard-to-fill roles.
- Submit-to-interview ratio is 4:1. Interview-to-hire ratio is 3:1.
- In our Southeastern region, Hudson has reduced agency utilization to zero.
- Hudson’s team contacted 2,200 candidates and conducted 300+ phone screenings to fill the initial 45 roles. Hiring managers conducted 135 face-to-face interviews to make final selection on 40 candidates.
- Time-to-slate was reduced to 7 days from 30+ days.
- Time-to-fill for hard-to-fill roles was reduced to 57 days from 68+ days.