February 16, 2015
By Angela Rose for BioSpace.com
Whether you’re a pharmaceutical recruiter searching for a clinical program manager or a biotech director on the hunt for a verification and validation engineer, salary, and benefits are not the only keys to hiring the right professional, though they will always play a role. Equally—and sometimes even more—important considerations are the generational characteristics that may lead your chosen candidate to accept or decline the offer. Learning more about the attitudes, values, and motivations of the three major generations in today’s workforce should make securing your next biotech hire a little easier.
1. Baby Boomers
Born between 1946 and 1964, the Baby Boomer generation is a hard-working one. Throughout their careers, these biotech professionals have put in long hours—working overtime, forgoing vacations, and otherwise putting their jobs before almost everything else. Their work in the biopharma industry is central to their sense of self worth and accomplishment. And while they can be loyal to a fault, Baby Boomer professionals want to feel as though their employer appreciates the work they’ve done and the knowledge and experience they’ve amassed in the process.
Whether you advertise job openings on job boards like BioSpace or through social media and employee referrals (or a combination of all three), you’re likely to encounter Baby Boomer job seekers. If you want to land one—be it a senior director of global regulatory affairs or a principal scientist—it may be beneficial to emphasize the stability and financial security your organization can offer. This generation finds benefits such as 401(k), stock and pension plans particularly attractive in addition to a culture in which they can mentor younger professionals. Post-retirement work arrangements—with flexible and/or reduced hours—are also of value.
2. Generation X
Born between 1965 and 1980, Generation X puts family first. They want work-life balance now, not after retirement. They want a biopharma career that will challenge them while providing the flexibility necessary when raising children and caring for elderly parents. Employer stability is important to them—they grew up during an uncertain time when layoffs were rampant—as well as regular feedback on their performance. This generation is not blindly loyal, and they appreciate the opportunity to exercise independent judgment in the workplace.
Whether you’re advertising for a vice president of business development, a clinical operations leader or another biotech job, you’re likely to find Generation X on job boards and through social media campaigns and employee referral programs. If your chosen candidate is from this generation, it may be beneficial to emphasize your organization’s history, philosophy and plans for the future as well as benefits that will allow them to achieve work-life balance. Gen X finds a range of traditional benefits attractive as well as child and elder care programs.
3. Generation Y
Born between 1980 and 2000, Generation Y is idealistic and socially conscious. They want work that is meaningful on both the small and large scale—and they also want it to be fun. quality assurance associates and process engineers from Generation Y enjoy collaborating with other biotech professionals and working in teams. However, they also want their employers to acknowledge their individual contributions—and to do so frequently. Energetic and outspoken, this generation wants to make an immediate contribution. They don’t enjoy “paying dues” or “working up the ladder,” and they expect to change employers numerous times during their career.
While a recent study by the Indeed Hiring Lab found that all three generations are increasingly turning to mobile devices for the job search, cutting edge technology is extremely important to biopharma professionals from Gen Y. You’ll find them through mobile optimized job boards (like BioSpace) and on social media. Employee referral programs can also be great sources of Generation Y candidates; they love to work with their friends. To recruit one successfully, emphasize the flexibility your organization offers—from scheduling to dress code and how tasks are completed—as well as the ways in which working for you will benefit their career.
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