Cornelia Poku from BIOtechNOW highlights how essential the biotechnology industry has been in “developing a resilient post-COVID world”. From developing new approaches to agricultural sustainability and distribution, to researching new medical solutions, a new wave of priorities in the biotech industry has rapidly emerged, thus creating a shift in the jobs and responsibilities of the industry.
Despite many business sectors struggling to keep their head above the water, the Life Sciences market has not only remained standing, but in many occasions, has thrived and is likely to continue growing as demands for research and testing increase.
It is not only the top leaders in the industry but also the small biotech companies who appear to be “weathering the coronavirus pandemic” (Constance, 2020). Many of which have also shifted their platforms to COVID-19 related work.
Naturally, amongst the manufacturers and distributors of PPE, the Research sector has been one of the top arenas having to adjust to demand in productivity. Companies who once competed vigorously in various areas are now working towards a focused, common goal.
Despite minimal effects economically (compared to others), the Life Sciences industry has still been impacted by the structural changes required for both existing and future employees.
With a potential second wave, it has never been more essential to adapt one’s workforce by either offering remote or modified working environments. As with most industries, the Life Sciences business sector has become a virtual world post-COVID, affecting both current and future employees.
Individuals’ concerns have been heightened surrounding infectious disease prevention and safety measures. What is implemented by employers will affect their branding and reputation. In working environments where remote work is not possible, from brand identity to their employee retention, the measures adopted by employers will determine various outcomes.
Hiring steps must also become virtual by using various platforms such as live chat, online events, video interviews, and consistent analytics. The difficulty remains in voicing the company culture, the working environment, and the internal communication level. Previously reliant on in-person impressions, this new challenge requires strategic workflows, an open-minded approach and consistent feedback on the recruitment process – all areas recruitment professionals can optimize with the right model. For now and potentially long-term, as the Life Sciences business sector continues to grow, “socially distant” recruitment and onboarding are the new norm.