CPL LIFE SCIENCES
Skills Gap A report by the World Economic Forum estimates that worldwide employers across all sectors will need to reskill more than 1 billion people by 2030. Further to this, LinkedIn data shows skills sets for jobs have changed by around 25% since 2015, with this is expected to double by 2027. A recent skills gap report published by the Association of the British Pharmaceutical Industry (ABPI), shows skills in robotics, data science and digital pathology are among new priorities for companies. Of the top thirteen priority skills identified in the ABPI survey, eight involve an element of digital or data expertise. There is also a growing concern over the lack of new recruits with problem solving/critical thinking skills, communication skills and teamworking skills. This decline in soft-skills could be an impact of COVID-19 limiting young people’s ability to develop these skills whilst studying remotely, as well as opportunities to work in laboratories. Recruiting Experienced Staff Linked with the ongoing skills shortage across the life sciences industry, the recruitment of experienced staff will remain a challenge for employers in 2024. Although recruiting experienced staff is a national issue, it is felt most acutely in regions and areas of the UK where a strong industry presence means competition for staff is particularly fierce. Experienced candidates within regulatory, quality assurance and quality control roles are among those most in demand. Graduate Collaboration Programmes In Northern Ireland (NI), the shortfall in skilled candidates has led to successful collaborations between academic institutions and industry. Compared to the rest of the UK, salaries in NI are historically lower, leading life science graduates to look further afield for career opportunities once they have completed their studies.. NI Centre for Economic Policy (NICEP) figures show those in the professional, scientific and technical sector in the UK take home 60% more than their Northern Irish equivalents for certain roles. The ongoing success of academic- industry collaboration programmes and similar strategic partnerships between academia and science parks across the UK, will help recruit and retain local talent across the whole of the UK.
Northern Ireland The complex post-brexit de-coupling from the European Union (EU) continued to impact the UK’s life sciences industry last year. The transition process was hampered by the ongoing issue around movement of goods into and out of Northern Ireland (NI), where EU rules continue to apply. Following a new agreement on trade between the Democratic Unionist Party (DUP) and the UK government, it remains to be been how the moves to smooth trade between GB and NI will play out. The common practice of cross-boarder working between Northern Ireland and the Republic of Ireland remained unchanged in 2023, with an estimated 23,000 people regularly crossing the boarder for work. Other than countries with special status, such as Luxembourg and Monaco, figures show the Island of Ireland has the highest level of in- bound (10.55%) and out-bound (7.44%) commuters in the EU. The rise in demand for advanced data and digital skills, aligns with the their increasing importance to the industry, alongside the introduction of new technologies such as AI. Anticipating 2024: Future Directions for Life Sciences UK Staffing Talent Development Developing in-house talent will remain a priority for many businesses in 2024, however, ‘next generation‘ leadership coming from outside is at its most competitive. Despite stong internal employee development programmes, employers are still seeking to onboard talent from outside the company in the quest for new innovation. Towards the end of 2023, as the job market started to stabilise, there was a notable increase in demand, which we expect to continue in 2024. Emerging Technology The growth of technology within life sciences is set to continue this year. Exploring the potential uses of artificial intelligence (AI) technology in existing business processes remains a priority for many businesses. AI is already being used to reach new talent, remove unconscious bias from recruitment processes and to develop platforms for smoother data processes.
“As we move further into 2024, I am optimistic about the UK life sciences employment landscape. We’re on the cusp of a transformative era, where AI and digital technology are integral to our industry’s growth. Over the coming year, I expect to continue to see roles redefined and a rise in the creation of new tech focused roles to drive innovation across the industry.“ Yvette Cleland, CEO, Cpl Life Sciences
PAGE | 05
Made with FlippingBook flipbook maker