Who actually bears «guilt» for the lack of Life-Science staff? Basically: we all do. The problem has many reasons but it can simply be remedied by bringing a committed employment agency in.

Lately at a birthday party, I overheard part of a conversation in the ambient noise: „Staff shortage is an invention of the industry". Really? Here is an interesting theory! My interest was piqued and I turned towards the one who was speaking. Yes, he added: „This way, the industry can import staff for lower pay..."
It turned out that his son was having a hard time finding an internship during his final year of IT studies. How come that companies were not fighting to hire an almost certified young IT professional when they all complain about staff shortage?! Could it be that something indeed stood in the way? Such as a little something missing in his resume?

Wanted: the perfect candidate

I in fact more and more make this observation in Life Science recruitment: only the „perfect" candidate comes into consideration. The lists of requirements are always getting longer, more specific and indeed, more exotic as well. The so-called „must-have" criteria all need to be precisely met, the employer wants to exclude every possible risk: „The applicant is already over 50? Too old!" or „She is in her mid-thirties? And does not have a child yet? Rather not!". Another one assumed managerial responsibilities and does not wish to hold a leadership position anymore: „No, thanks, he probably does not have a genuine interest."
Our selection of well-trained motivated applicants is sometimes rejected on the basis of a single point not being fully met in the long list of requirements.
Is that frustrating for us? No, we consider it a challenge. We see it as a sign of a strict quality approach: employers want to be given the opportunity to chose the best candidate amongst the best choice of applicants. And it is their right, isn't it? Or are they so choosy that they are the ones to blame for their staff shortage problem?

Wanted: the perfect employer

Their counterpart is in fact exactly as demanding: what qualified candidate would not carefully check if a potential employer matches his expectations on all points?
In addition to wage and bonus criteria, candidates base their choice on company reputation, products and field of activity. They check the corporate culture: they request a good management style and space for creativity, understanding for their needs in terms of child-care and openness to home office solutions. And so on and so forth. Does this mean that candidates are too choosy and thus to blame for staff shortage?
Shouldn't we in the end all accept some compromises? All the more so as demographic changes, limitations resulting from the mass immigration initiative and the lack of Life Science students may well tighten up the situation further.
No! Compromises per se are unwanted.

We all bear a little part of the guilt: because each of us is a demanding consumer. We are used to getting exactly what we have imagined. And it goes for work as well: we offer high quality and require the same quality in return.
This confrontation at the highest level is exactly what nowadays makes the work of recruitment agencies so challenging. At gloor & lang we do not dwell on this question of who is accountable for what. We indeed enjoy working with quality conscious people. We carry out our missions, knowing that if you look long enough, you always end up discovering the (almost) perfect solution.

Dr. Irmtraud Lang, PHD, Chemist, Managing Director gloor&lang ag, life science careers