Incorporating technology and data in recruitment and selection is the way forward for employers who want to build a high-performing team. Recruiting trends in 2022 are focused on improving the candidate experience, optimising candidate sourcing strategies and improving diversity efforts. Here are some of those trends:
The end of the ‘one-size-fits-all’ candidate experience
The way we communicate with candidates is changing. At the heart of this shift is the fact that candidates have more choices than ever before when it comes to interacting with companies, which makes them more discerning. To get a better understanding of how they want to engage with recruiters, the Daxtra survey showed that 70% of candidates would be happy for recruiters to keep their data on file for up to two years if it led to a more personalized recruitment experience. They also expressed interest in being able to apply for jobs using multiple methods (43 %) and receiving a variety of communication channels from one company (40 %).
Companies that invest in the quality of their candidate hiring experience report a 70% improvement in the quality of hires.
The trend over the last few years showed an increase in candidate-friendly hiring tools such as online application forms, video interviews and resume scanning tools. These innovations reduced time spent on paperwork by making it easier for both sides of the equation. Next step? Make sure these new features are available across all channels so that applicants can choose how they want their application process handled—and so you can learn about their preferences as soon as possible.
Augmented and virtual reality recruitment
Recruiters and hiring managers alike have been increasingly using augmented reality (AR) and virtual reality (VR) technology to attract candidates in 2022. As an example, Jaguar luxury vehicles producer teamed up with Gorillaz to use their mixed reality app as an innovative recruitment tool. The app features a code-breaking challenge designed to test future talent in engineering. Those candidates who excel at Jaguar Land Rover’s recruitment process will be fast-tracked through the recruitment process. This global recruitment initiative aims to add more than 1,000 engineers to Jaguar Land Rover’s workforce via AR.
This means that your recruitment experience will be more interactive, immersive, engaging and fun. You’ll also get a better sense of what the company culture is like through VR tours. It’s a major change to how businesses look for talent that is revolutionizing the recruiting process and inspiring and attracting a diverse range of candidates.
BMW and Johnson & Johnson are two companies that have used virtual reality to simulate a prospective employee’s future working environment. This is especially helpful for organizations hiring remotely, which can allow candidates to feel like a part of the team before even meeting them in person, and the technology can also be used to assess skillsets as part of the recruitment process.
Using diversity and inclusion to drive recruitment efforts
Studies have shown that diverse teams are more innovative and productive. In fact, companies with a diverse workforce can be up to 35% more profitable than their peers. Research also indicates that employees who identify as diverse are better able to adapt and respond to changes in their environment.
For these reasons, diversity has become a key component of a company’s brand identity—and it’s not just about hiring individuals from underrepresented groups anymore; it’s about embracing changes in identity across the board, including academic and professional background, candidates with non-traditional career paths, physical abilities and disabilities, gender, age, and race.
As the world becomes more globalized, it’s important to recognize that what may seem like a barrier to entry for one person might be a non-issue for another. For example, if you’re a woman who grew up in an environment where female leadership was accepted and even encouraged, then taking on a leadership role at work will feel like second nature. On the other hand, if you’re a woman who grew up in an environment where female leaders were few and far between or even looked down upon by those around them, then taking on such an important role can feel daunting.
Companies should take advantage of this opportunity by taking concrete steps toward enhancing their internal culture with diversity initiatives such as employee resource groups or affinity networks; providing flexible office hours for remote workers; incorporating cultural competence training into performance reviews; hiring recruiters who understand how communities outside of traditional professional circles operate; partnering with non-profits working on behalf of marginalized communities where there might be mutual benefit resulting from collaboration between the two parties.
Artificial intelligence will power recruitment and selection
AI, or artificial intelligence, is a technology that will be used to power recruitment and selection in the coming years. It’s also something you’ve probably heard a lot about in the past years. With its rise in popularity, AI has become a buzzword that everyone uses without really understanding what it means.
In simplest terms: AI is software designed to mimic human thought processes and make decisions based on data inputted by humans. These programs are trained using large amounts of data sets (which can include anything from text-based information like resumes or job descriptions to video footage), allowing them to learn the characteristics associated with successful candidates and select those candidates who most closely match the ideal worker profile.
AI can be used for many different aspects of talent acquisition including screening applicants against pre-defined criteria, creating job descriptions based on company needs and requirements, automating parts of applicant tracking systems (ATS) such as resume filtering/sorting and scheduling interviews through an agent interface system (AIS). However, its most powerful application lies within automated decision-making during interviews – where AI can score candidate responses against pre-defined questions to measure their personality traits more accurately than any human could hope for.
Increased focus on soft skills and emotional intelligence
Soft skills are skills that are not easily measured. They include leadership, communication, and collaboration. This is because they are based on personal characteristics rather than technical ability or experience in a particular field. Emotional intelligence is the ability to understand and manage emotions, and it has been proven to make people more successful in their careers due to how it affects their interactions with others.
Often in technical roles like software development or data science where there is a high demand for technical expertise, it can be easy to overlook soft skills like emotional intelligence as unimportant or secondary to more technical abilities. But companies are increasingly recognizing that they need more than just people who know how to code – they need people who can communicate effectively with stakeholders from management down through the ranks of their teams; understand how to manage deadlines when things aren’t working out as expected; aren’t afraid of facing problems head-on; those who are passionate about their organizations’ missions, visions and values and are willing to challenge the status quo.
According to the research conducted by Harvard University, the Carnegie Foundation and Stanford Research Centre 85% of job success comes from having well‐developed soft and people skills, and only 15% of job success comes from technical skills and knowledge (hard skills).
Soft skills fall into two categories: interpersonal and intrapersonal. Interpersonal soft skills include communication, problem-solving, teamwork, leadership, and conflict management. Intrapersonal soft skills include self-awareness and emotional intelligence (EQ). EQ is critical for working with technology especially since many modern jobs require employees to use tools like Slack or Trello to communicate with one another—or even complete tasks using AI technology like IBM Watson or Microsoft Cortana.
Emerging roles for newly remote employees
Remote work is here to stay. While remote working has been a popular option for some time, it’s becoming even more widespread and popular, especially among employers looking to attract talent. Remote workers are often attracted by the flexibility and freedom that remote work affords them. It can be a good fit for many roles in both the tech industry and beyond – particularly those which don’t require face-to-face interaction regularly or are more suited to working independently.
Remote workers may also be drawn by geographic constraints: if you’re based in New York City but want to land a job in Sydney, Australia—and you value being able to support yourself financially while doing so—remote work might allow you to get closer than otherwise possible while still maintaining your independence as an expert who isn’t willing relocate full time from one place to another (or at least not willing yet).
The types of roles that are suitable for this type of work include:
Key Remote Work Statistics in 2022 show that 77% of workers say that they are more productive working from home.
The benefits of a sustainable work environment for recruitment
Employee retention is a hot topic in the HR world, and it’s something that every company can improve upon. The best way to retain talented employees is to offer them a sustainable work environment. Not only do they say that it attracts talent, but it also helps with employee satisfaction and engagement. A Gallup study found that 71% of workers would consider taking a job with a company they thought was environmentally friendly. Additionally, the cost of providing these benefits will be lower than if you didn’t offer them at all. Did we mention how sustainability can increase productivity too? It does.
Sustainable companies offer competitive salaries, but what makes them even more attractive is their wide range of perks, such as free health insurance, cafeteria food and gym memberships.
Companies will increasingly use data and technology to inform hiring and improve the employee experience.
The candidate experience: Companies will use data to inform hiring decisions, which should result in a better candidate experience. A company that uses data effectively will be able to give candidates a clear picture of where they are in the recruiting process, making it easier for them to decide whether they want to continue pursuing the role. This transparency can help alleviate some of the anxiety associated with waiting for an update on your candidacy or offer, which many job seekers find stressful.
The employer experience: You might think that employers only care about how you match up against other applicants for the job, but there’s much more than just skill sets at play here—they also want their employees (and potential future employees) to feel valued from start-to-finish when working with their company. This means providing feedback after interviews (even if they’re not successful) so that people know exactly what went wrong this time around instead of wondering why nothing came back after submitting applications online several times over several months.
The recruitment industry is at an exciting point in its development, with new technologies disrupting the way we advertise jobs and find candidates. Such developments mean that companies will be able to make better use of their time and resources when hiring new talent into roles that require specific skillsets; this will help them operate more efficiently and achieve higher levels of productivity within their teams. However, these changes also mean that there will be a growing need for trained professionals who can help organisations navigate through this changing landscape successfully: i.e., recruiters!
Brand-name drug makers are facing a wave of new competition from generics this summer and fall, with a host of new drugs preparing to launch in the U.S. and EU markets. Some of those launches will include major upgrades to existing medicines, while others will be brand-new treatments for some previously untreatable diseases. However, several key future launches have hit development snags that have delayed their FDA approval and could push them into 2023 or later.
The second half of 2022 is going to be an exciting time for new drug launches. From a promising treatment for Alzheimer’s disease to the first-ever HIV Treatment, these drugs have the potential to change the way we approach some of our most common and challenging health conditions. Read on to find out more about the most anticipated drug launches in Q3 and Q4.
Here’s what to expect over the next two quarters:
Donanemab Amyloidosis: Potential Blockbuster in The Making?
Donanemab by Eli Lilly is an anti-beta amyloid drug, which is expected to have a significant impact on Alzheimer’s patients by slowing down disease progression. It has the potential to become a blockbuster drug—especially if approved for prevention in high-risk Alzheimer’s patients. This is because up to 40 per cent of people with primary amyloidosis die suddenly, making it difficult to determine whether they would have lived longer without treatment.
According to Biopharma Dive, Eli Lilly has revised its timeline for filing an application with the Food and Drug Administration for approval of an experimental drug for Alzheimer’s disease; the company expects to finish by the end of this year, rather than by the end of March.
Overall, the industry’s efforts to cure Alzheimer’s disease have unfortunately been carried out under a cloud of pessimism. However, this isn’t to say that is a lost cause: there are multiple drugs in development, which could provide benefits for many patients suffering from this horrible affliction. In addition, it is likely that one of these drugs will be approved for sale in late 2022. While not “curing” Alzheimer’s disease altogether, this approval could be a breakthrough for the industry and its investors.
Trizeatide-ZHCl, A Novel GIP/GLP-1 Receptor Agonist with Potential to Treat Type 2 Diabetes
Trizeatide-ZHCl is a novel GIP/GLP-1 receptor agonist, which is being developed by Lilly as a treatment for type 2 diabetes. This drug has the potential to treat this disease by improving glucose homeostasis and suppressing glucagon secretion in the pancreas.
Trizeatide-ZHCl also has several other benefits over other diabetes drugs on the market. For example, it does not cause severe hypoglycaemia or weight gain when taken alongside insulin analogues (like sulfonylureas). In addition, it can be administered via different modes of administration: oral capsules or injections under the skin. Lilly is now paving the way for tirzepatide to expand its reach as a weight-loss medication. According to Samisha Khangaonkar, Senior Pharma Analyst at Global Data, the weight loss effect of tirzepatide, a diabetes drug, is impressive. In clinical trials, patients with T2D and obesity have shown significant weight loss when taking tirzepatide compared to other GLP-1 diabetes medications and its sales are forecasted to reach $6.8 billion in 2028.
Deucravacitinib-A Novel JAK Inhibitor for The Treatment of Psoriasis
Deucravacitinib is a novel, once-daily JAK 1/JAK 2 inhibitor that is being developed for the treatment of moderate to severe plaque psoriasis. This drug has received orphan drug designation from the FDA and European Medicines Agency (EMA).
Bristol-Myers Squibb just announced new two-year data on its experimental psoriasis drug deucravacitinib, which showed it to be an efficacious treatment for patients with moderate to severe plaque psoriasis. On Sept. 10, the company expects to hear back from the FDA about whether its drug application for deucravacitinib, an allosteric tyrosine kinase 2 inhibitors, has been approved for any disease. If so, it would be the first allostery drug of its kind approved for any condition. This is a great breakthrough for BMS, as this could be their 3rd approval this year, namely cancer drug combo Opdualag for melanoma, followed by Camzyos in April for obstructive hypertrophic cardiomyopathy. An extensive clinical trial involving over 1,200 patients demonstrated that 6 mg of deucravacitinib administered once daily was effective in maintaining clinical response for up to two years. BMS forecasts sales of $4 billion in 2029.
In other cases, these new drugs will serve as an alternative to existing treatments with fewer side effects or an improved safety profile than existing therapies.
Lenacapavir – A First-In-Class Nucleotide Analog Protease Inhibitor for HIV Treatment
Lenacapavir by Gilead Sciences, Inc., an investigational drug being studied to treat and prevent HIV infection, belongs to the group of drugs called capsid inhibitors. Capsid inhibitors interfere with the protein shell that protects HIV’s genetic material and enzymes needed for replication. This prevents HIV from multiplying and can reduce the amount of HIV in the body. Lenacapavir may work against strains of HIV that are resistant to other anti-HIV drugs.
Lenacapavir is in Phase 2/3 development for HIV treatment and Phase 3 development for HIV prevention. Previously The FDA had placed a clinical hold on Gilead’s injectable lenacapavir in borosilicate vials, following a vial compatibility issue. The FDA removed the hold in May 2022 after reviewing Gilead’s comprehensive plan and data demonstrating that the product could be used safely with an alternative vial made from aluminosilicate glass.
Resuming all the activities in the clinical studies to evaluate injectable lenacapavir for HIV treatment brings Gilead Sciences one step closer to its goal of offering therapeutic options for the diverse communities affected by HIV in the nearest future.
European Medicines Agency’s Committee adopts a positive opinion approving Lynparza for targeted breast cancer therapy
Some of those new approvals will include major upgrades to existing medicines. For many diseases, the recently approved medicines will offer incremental improvements over existing treatments. For example, AstraZeneca’s (AZN) Lynparza (olaparib) is a BRCA-mutated ovarian cancer drug that could be used as a first-line treatment for ovarian cancer patients who previously had not been able to take chemotherapy because of their risk of developing breast cancer. Lynparza, which was developed in association with U.S.-based Merck (MRK.N) and received approval in the United States in 2013, has been prescribed in combination with endocrine therapy as a treatment for early-stage breast cancer that has a specific type of genetic mutation.
Enhertu endorsed by European Medicine Agency for HER2-positive Breast Cancer
Enhertu, a drug developed jointly with Japan’s Daiichi Sankyo, was approved by the European Medicines Agency for treating an aggressive form of breast cancer characterized by a high rate of HER2.
Enhertu is expected to be a major growth driver for AstraZeneca, with some analysts forecasting peak sales of $10 billion. The drug is also likely to be approved this month for patients with low levels of HER2 following the recent success of a trial.
What do all these drug launches mean for the pharma industry as a whole? Some of the upcoming launches are expected to yield blockbuster sales. Others, though, might only make an impact in niche markets. Either way, they’re indicative of how pharma companies will move forward in the coming years. Pharmaceutical innovation is one of the most exciting areas of healthcare research today; the amount of money being spent on R&D is only likely to continue climbing from here. That’s a bright prospect for 2022, and beyond.
The science industry is a broad and expanding sector. It is estimated that there will be more than 1 million science jobs needed globally by 2024, so it’s worth making sure that you are prepared to take advantage of this growing industry. More and more companies are seeking scientists to work on a range of different projects, which has resulted in a growing number of available jobs. These roles vary greatly and can be found in universities, private research facilities, and within the pharmaceutical industry itself. In this article, we have highlighted some of the most popular scientist job roles currently available.
In the life science industry, biological technicians are in high demand. The job outlook for this position will increase by at least 5% and will generate 4300 more jobs in the coming years.
The main work of biological technicians is to help medical and natural scientists in the laboratories to fulfil tests and experiments, development of new medicine, surgeries, or rehabilitation techniques. The technicians will often carry out experiments, collect and analyse data and prepare reports according to a report from the Bureau of Labour Statistics (BLS).
Regardless of the environment, a biological science laboratory technician must be able to pay attention to detail and use scientific methods to further human understanding. The technicians must be able to follow research directions and assist researchers with designing and carrying out experiments. Due to the technical and scientific nature of these types of positions, most employers usually require a bachelor’s degree in biology or a related field, such as chemistry or animal sciences. They should also have good computer skills and knowledge about laboratory procedures, according to the BLS.
Employment of biological technicians is projected to grow 7 percent from 2020 to 2030, about as fast as the average for all occupations according to BLS. About 11,800 openings for biological technicians are projected each year, on average, over the decade. Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labour force, such as to retire. The average salary for a Biological Science Laboratory Technician is €62,000 in Germany and €45,180 in the Netherlands.
Computational biologists develop and apply data analytical and theoretical methods, mathematical modelling, and computational simulation methods for studying biological, social, and behavioural systems. They also work with computers to simulate biological processes, create animations of biological or social phenomena and analyse the structure of data to gain insights into living organisms.
Between 2018 and 2028, the career is expected to grow 8% and produce 10,600 job opportunities across Europe.
Computational biologists work in a variety of industries, including government and commercial companies, as post-secondary teachers, or as computer and information research scientists. In academia, they might work as a biology professor. In contrast, in computer and information research scientists, computational biologists may work with pharmaceutical companies, software companies, and biotechnology companies for research and development projects. In government, computational biologists may be hired in various health and research institutes to analyse vast quantities of research data. Computational biologists need a PhD. Relevant work also includes a bachelor’s or master’s degree in biology and other appropriate fields.
The national average salary for a Computational Biologist is £40,445 in the United Kingdom, €65,544 in Belgium and the average salary for a Biological Technician is €82,518 in the Netherlands.
Scientist – Analytical development and QC
Analytical development and QC (or ADQC) are a role that you may not have heard of before, but it’s becoming increasingly important as the pharmaceutical industry expands. Thanks to a steady demand for science in general, the demand for Quality Control chemists with the right skills is growing year after year. The latest report from the Bureau of Labour Statistics forecasts job growth of 4% between 2018 and 2028, producing 3,500 job opportunities in Europe. So, what exactly does this job entail?
The average quality control chemist’s gross salary in Europe is €50,435 or an equivalent hourly rate of €24. In addition, they earn an average bonus of €731. Salary estimates are based on salary survey data collected directly from employers and anonymous employees in Europe. An entry-level quality control chemist (1-3 years of experience) earns an average salary of €37,969. On the other end, a senior-level quality control chemist (8+ years of experience) earns an average salary of €60,750.
Clinical studies and preclinical studies
In terms of salary, senior scientist roles are on par with the other careers listed here. However, they’re also the most competitive and well-paid roles. If you want to earn more than most other scientists, this is where you need to be. The job market for clinical researchers is going to be a buyer’s market in the next 10 years and you can expect a very cordial response from any decent organisation you send your CV to. The career path growth rate for clinical research associates is projected to be stronger than the average job, at 36,4% from 2012 to 2022, according to the US Bureau of Labor Statistics.
Preclinical researchers are responsible for conducting studies in the pre-market phase of a drug’s development. This means they’ll carry out tests on animals or cells before human clinical trials can begin. They often work in teams alongside clinical researchers and veterinarians who help them study diseases like cancer or neurological disorders through animal models.
As well as being responsible for running tests themselves, these scientists will develop protocols for carrying out experiments on animals so that results can be accurately reproduced by others across different institutions worldwide – something which requires extensive knowledge about current literature within their field as well as an understanding about how different approaches could influence results positively or negatively depending on what types of questions a researcher might want to be answered from their research design choices (e.g., whether they want accurate data about how much weight rats lose after taking various doses over time).
The estimated total pay for a Clinical studies Scientist is €72,000 per year in the Netherlands, with an average salary of €66,000 per year. In addition, they earn an average bonus of €1,471 . And €60,852 annually in Germany, and the estimated salary for a Clinical Scientist is €55,343 per year in the France area.
Regulatory affair is a key function for pharmaceutical companies and other regulated industries. In this role, you will be responsible for ensuring that your company complies with all regulations and laws that affect its products on a global scale. This includes things like ensuring that the product is safe to use, that it meets all legal requirements, and that any necessary approvals are in place before it can be launched into the market.
In 2016, the regulatory market experienced a 42 percent increase in job listings, and the Bureau of Labour Statistics estimates the field will continue to grow at an average rate of eight percent until 2026. As new and developing industries become increasingly regulated, the demand for additional and specialised regulatory expertise will increase.
Skills needed: You must have strong communication skills as you will need to liaise with government agencies around Europe and beyond. You should also be confident in your ability to gather information from various sources including customers and suppliers, as well as having great attention to detail when working with complex processes such as regulatory compliance.
Salary: The average salary of a senior scientist – in regulatory affairs in Europe is €51,000 (or £45,000). However, there’s some variation depending on where you work – i.e., if your company has its headquarters based in Switzerland then this could affect what salary bracket, they fall under when compared with other European countries such as Germany or France where salaries tend not to vary much between companies located within these two nations. To be specific total pay for a Regulatory Affairs Specialist is €63,291 per year in the German area, with an average salary of €55,584 per year, and the gross salary in the Netherlands is €60,320.
Life science is a broad and expanding industry.
There are many different disciplines within the life sciences, so your dream job might be in molecular biology or neuroscience. You could also choose to focus on chemical engineering or data science if you prefer working with numbers. Life sciences is a growing industry, which means that it will always offer opportunities for new graduates who want to work in this dynamic field. The diversity of this industry means you can find work that suits your personal interests and skills – whether that’s researching new medicines or developing software for genome sequencing platforms. The growth of the life sciences means there are plenty of opportunities for scientists who want to contribute their expertise and knowledge by working in research labs alongside other specialists from around Europe and beyond!
Aspire is a specialised agency that aligns top talent from Europe and the Middle East with top employers and institutions in Europe, the Middle East, and North America. We advise our clients on how to create a competitive advantage through their hiring and retention of scientific talent. We invite this talented pool of professionals to benefit from our diverse network of employers, institutions, and research centres in Great Britain, Ireland, Finland, Sweden, Germany, Austria, and Switzerland. Through our consultation services or pioneering professional recruitment, we offer you personalised support for your job search. Start your journey with Aspire today.
Hiring seems to be getting more difficult as time goes on, doesn’t it? It’s a candidate’s market and competition for the best life sciences talent is high. The question is: why is it so difficult to locate top talent in 2022? What are the top challenges you’re facing and why?
In this blog post, we’ll be unpacking these questions and outlining the hurdles that life sciences organisations have to overcome in order to hire top talent in the current employment market.
The good ones are all already taken, especially in the life sciences sector. Those who are highly skilled, expertly trained, and ready to change the way we view the industry are already employed. They are busy innovating and incorporating Artificial Intelligence in their labs. They aren’t sending out their CVs, looking for their next career move because they’ve already found it. They have a clear career path and are focusing on their work rather than who they’re working for.
How can you find people who are interested in moving to a new position, then? It’s all about knowing where to look. You need to have a wide network where you can have conversations with people who may not be on the market, yet will still be interested in finding out more about a role. It’s about finding the right people, regardless of their employment status, and converting them into candidates wanting to work for your organisation.
With the world starting to embrace remote and flexible working, location is no longer a problem for life sciences professionals; they can therefore work for any organisation they choose. You need to convince them to choose yours. Whether this is with a competitive remuneration package, increased benefits, or your unique company culture, you need to ensure they’re buying into your employer branding.
Hiring the wrong candidate can have serious consequences on your organisation. For starters, you spend a large amount of time and resources on making a single hire. There’s the gathering of CVs, reaching out to your network, having conversations, improving your employer branding, interviewing multiple people, and finally making an offer. Then, once you’ve hired someone, you need to onboard them. By the time you realise you’ve made the wrong hire, you’ve already wasted valuable time.
There’s also the cost on your team members. Hiring the wrong person affects everyone they work with – from the team lead to the interns. If that person isn’t getting the job done correctly, other people will have to pick up the slack. This means your other team members are going to be tired, overworked, and unhappy. By making one wrong hire, you could lose important team members.
One of the biggest challenges facing hiring managers in life sciences organisations is hiring diverse team members. How do you approach finding the right people for the job? How do you reach out to diverse candidates and encourage them to apply for positions at your organisation? How do you ensure your diversity and inclusion strategy isn’t simply performative, and is instead enacting real change within your organisation?
Hiring with diversity in mind can be difficult, but as hard as it can be, it’s more important than ever. Having a diverse workforce encourages new perspectives, new ideas, and new methods of doing things, which is crucial in the life sciences industry.
This sector moves quickly. Innovation happens daily and you need to have the right people at the right time to make it work. Hiring can take far too long these days and it can leave you with fewer people on your team than you need. This is largely because the application and interview processes to ensure you hire the right person take too long.
Another big issue with time to hire is that top quality candidates aren’t going to wait around for an offer. If they’re actively looking for a position, they’re likely interviewing with multiple organisations at the same time. Don’t put yourself in a position where you miss out on the right candidates just because your processes weren’t streamlined enough.
We understand all the challenges that life sciences organisations face when hiring and we know exactly how to help. We can find the right candidates at the right time, ensure you hire the perfect candidate for the role, improve diversity on your team, and reduce your time to hire.
If you’d like to find out more about how we can help you, check out our recruitment blueprint here. Alternatively, contact us and we’ll be more than happy to discuss what we do and how we do it.
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