As June turns to July, we have reached the halfway point of 2022. Too often reflection is left until the end of the year however the mid-point provides a unique opportunity to make changes for the latter part of the year. Evaluating achievements compared with goals set allows for a deeper understanding of the position you or your organization is in and the actions needed to meet your 2022 goals.
At Bongene Search, we encourage all of our clients and candidates to pause often and take a moment for reflection. It is very easy to get caught up in the busyness of daily life and not stop to evaluate. Evaluation is an underappreciated but vital step in the journey to reaching your goals. We encourage everyone to use this six-month mark as a reminder to analyze the progress made towards annual goals. For candidates, you should question whether you are on track to be where you want to be professionally this year. For clients, you should question whether you are on track to meet organizational growth goals this year.
Take a read of our blog to discover how you can use the mid-point of the year as a key reflection opportunity.
Candidates
Take this moment to ask yourself, ‘Am I professionally on track to meet my 2022 goals by the end of the year?’ If the answer is no, why is that?
At the beginning of the year, a ‘new normal’ for the world of work emerged as a result of the pandemic. Many people discovered more about how, where, and when they wanted to work. Thus, professional goals altered as a result. Some people focused on increased flexibility whereas others have been spurred to push for more responsibility.
It is now time to question whether you are on course to meet your 2022 goal. If the answer is no, then we encourage you to use the remaining six months of 2022 to explore new opportunities that will propel you to reach your goal.
Every organization has a slightly different working environment and style which suits different people’s needs. If your goal is focused on flexibility, it is important to look for a role within a company whose flexibility policies are nimble and forward-thinking. If your goal is to seek out more leadership opportunities, a company that has a track record for developing leaders may be a better focus.
Our dedicated consultants, invest the time in each of our candidates to develop a deep understanding of goals and career trajectory. Working together we discover together what your next role should look like to meet your specific goal. Through our wide-reaching network, built through our years within the biopharma industry, we place the top talent within large conglomerates, nimble start-ups and anything in between. Our specialisms include genome, sequencing, clinical development, commercial development, manufacturing, supply chain, and rapid diagnostics. We only ever-present back opportunities which we know will suit your exact needs. Through our unique STAR method, we work with you at every step of the process to refine our search as we gain a deeper understanding of your specific circumstances.
We encourage you to use this mid-year point to analyze where you are and where you want to be. If you are not on the correct course, pivot and explore other opportunities. Take control of your career and ensure that you are going in the direction you need to be.
Clients
At this point in the year, we encourage our clients to ask themselves, ‘Is our organization on track to achieve our 2022 growth goals?’ If the answer is no, why is that?
The war for talent is fiercer than ever – positions have never been harder to fill with rising expectations from talent. The top talents can cherry-pick between three to four offers. Couple this with the impending recession and it is likely to become an even more difficult talent market.
To ride this rocky market, it is important to have a strong retention plan in place which focuses on the employee value proposition (EVP). Ensuring your EVP is stronger than your competitors is crucial to retaining your top talent through the turbulent times ahead.
A significant part of an EVP post-pandemic is flexible working. Regularly listening to the wants and needs of your employees is important to be at the forefront of flexible working. Being nimble and adjusting is key – it is extremely difficult to retain and attract the very best within biopharma without offering flexible working. Take a read of our flexible working blog here, which discusses in more detail the benefits of flexible working on talent acquisition.
Even with strong retention strategies, to meet aggressive growth targets in these turbulent times, you will also need a well-developed talent acquisition plan. In a crisis, the top talent can be reluctant to move, favoring the certainty of their current role. At Bongene Search, we have years of experience in searching out candidates for the hardest-to-fill roles. Utilizing our unique automated system and unrivaled industry contacts, we search the global marketplace 24/7/365. We understand that time is precious and roles need to be filled quickly therefore we present back fully vetted candidates by day 15. Our expert consultants only ever recommend candidates who they have personally interviewed and meet your specific requirements. Through these steps, we consistently achieve results even in difficult-to-fill roles, allowing you to focus on the other areas needed to meet growth targets.
Our advice to both our candidates and clients is to utilize this mid-way point to reflect on the actions needed to meet your goals. If you are not on track, now is the time to make adaptions.
Bongene Search are experts in biopharma and data science executive search recruiting across all industries. If you are seeking a new opportunity or are looking for a search partner, Bongene Search can help! Reach out to the team today.
Email: diana.ji@bongenesearch.com
Phone: +1 888-317-595