Given the economic concerns worldwide, the clinical research job market has recently seen growing downward trends in hiring. During the first four months of 2023 alone, relative to the same period in 2022, there was a 448% YoY increase in layoff activity within the pharmaceutical industry. As a result, these trends are exacerbating an already oversaturated pool of clinical research talent, which then increases the competition for the jobs that are available. To navigate this landscape and successfully build a high-performance team, key stakeholders of the clinical research industry–pharmaceutical sponsors, contract research organizations (CROs), and clinical trial site principal investigators–are benefiting more and more from outsourcing to talent acquisition experts. Throughout human history, there has always been a process of identifying and employing skilled workers to meet certain needs, creating a demand for targeted talent acquisition services.

Introduced in 2018 by K.R.T. Marketing, a global hiring agency, Global Talent Acquisition (GTA) Day is celebrated annually on the first Wednesday of September to recognize the contributions of talent acquisition professionals to employers and organizations everywhere. With the help of these individuals, companies in the clinical research industry have been able to hire employees with the right skills and qualifications, a necessity when seeking to create a high-performance team. In celebration of GTA Day 2024, coming up on September 4th, no matter your role in clinical research, whether at a sponsor company, CRO, or investigative site, this article offers valuable insights for building a high-performance team for your next clinical trial. Read on to discover the five key considerations for clinical trial talent acquisition! 

Current Talent Acquisition Trends in Clinical Research: Hiring Clinical Trial Talent in 2024

During the COVID-19 pandemic, healthcare and pharmaceutical industries experienced a hiring boom due to a massive health crisis driving an urgent search for solutions with the help of skilled clinical research professionals. This demand created a marketplace where the supply of qualified candidates could not keep pace with the needs of the industry, but this proved to be short-lived with post-pandemic economic concerns beginning to reshape the hiring landscape. According to Fierce Biotech, over 180 companies in the pharmaceutical industry had announced layoffs during 2022 up to April 2023. Whereas 797 jobs were cut between January and April 2022, a staggering 4,368 jobs were eliminated during the same period only a year later in 2023. The primary problem of this downward trend in hiring in clinical research is the lack of funding, which has understandably led to companies taking a more cautious approach to research investments.  

How Clinical Research Stakeholders are Responding to Current Hiring Challenges

In such a slow-growth environment, talent acquisition has become more challenging when building effective teams for clinical trials. Therefore, organizations have adopted three key strategies in an effort to reevaluate their resource allocation and improve efficiency to stretch their budgets.  

1. Layoffs and Program Reductions: This approach prioritizes clinical trial or research and development programs more likely to reach the market and generate revenue, resulting in reducing employee numbers to cut costs. 
2. Scaling Back Research Pipelines: For those with limited capital, pipelines that do not show immediate promise are being eliminated. Although this is cost-effective, there may also be long-term impacts on the availability of innovative treatments due to a lack of investment. 
3. Investing in Current Employees: Replacing an employee can be costly, with estimates suggesting it can be 0.5 to 2 times greater than the employee’s annual salary. In the current economic climate, retaining existing talent by investing in their development is both cost-effective and essential for maintaining expertise. 

 Using these strategies, clinical research stakeholders are doing their best to navigate the complexities of talent acquisition in 2024. However, the need for several high-performance teams throughout the development pipeline for clinical trials underscores the importance of accounting for five key considerations when seeking clinical trial talent. Read on to learn more! 

Five Considerations When Building a High-Performance Team in Clinical Trials

Specialized Skills

One of the most critical factors in building a high-performance team for your clinical trial is ensuring that all team members possess specialized skills relevant to their roles. Clinical trials involve several stages, from initial planning to patient recruitment and data analysis, each of which requires specific expertise ranging from proficiency in regulatory requirements or experience in patient care. Other examples of specialized skills required for key clinical trials  positions include the following:  

• Clinical research coordinators must be adept at managing participant interactions and maintaining compliance with regulatory standards.
• Biostatisticians must have a strong grasp of statistical methods and data interpretation.
• Clinical trial managers should have expert project management skills and an understanding of clinical trial processes to oversee the trial’s progress effectively.

 Therefore, clinical research stakeholders must identify and recruit individuals with the necessary technical skills and certifications to handle these responsibilities efficiently to ensure every aspect of the clinical trial is managed with expertise and precision.  

Effective Communication

Effective communication is another key consideration when assembling a high-performance team in clinical research. The success of clinical trials depends significantly on clear and timely communication between researchers, clinicians, data analysts, and other stakeholders, often with the help of digital tools and integrated platforms. Fostering a collaborative environment that encourages open and honest communication takes a preventative risk-management approach, allowing potential setbacks to be identified and addressed quickly. Effective communication can be supported within a high-performance team for clinical trials with regular meetings, updates, and feedback sessions to ensure everyone is on the same page. However, beyond internal collaborations, clear and transparent communication with external partners, such as regulatory bodies or clinical trial participants, further builds trust and promotes compliance with ethical standards. 

Cultural Fit

Although technical skills and effective communication are crucial for any effective team, the importance of cultural fit cannot be overstated. A high-performance team is more than simply a group of skilled individuals; rather, they should function as a cohesive unit with similar values working towards a common goal. When hiring for cultural fit, recruiters select individuals who align with the hiring organization’s values and work ethics because it fosters a sense of belonging and commitment. Ensuring cultural fit also results in a high-performance team that is more likely to navigate challenges with more motivation, collaboration, and resilience. Overall, considering cultural fit with talent acquisition processes can result in greater team morale and job satisfaction, leading to higher retention rates in the long-term. In a field as demanding as clinical trials, where the timelines are tight and stakes are high, having a team that works well together can make a significant difference in the trial’s overall success. 

Continuous Training and Development

The field of clinical trials is continuously evolving, with new regulations, technologies, and methodologies emerging regularly, necessitating continuous training and development for maintaining a high-performance team. Sponsors and CROs should invest in ongoing education and professional development opportunities for all their team members, such as attending industry conferences, participating in workshops, and obtaining advanced certifications. Taking these steps also demonstrates a company is committed to professional growth, which can enhance job satisfaction and loyalty. Furthermore, when members of a high-performance team are regularly updating and expanding their skills, there is a higher likelihood of cross-training occurring between individuals, which provides more flexibility and innovative problem-solving when unexpected challenges occur. 

Leadership and Management

Last, but certainly not least, strong leadership and effective management are critical considerations when building a high-performance team for clinical trials. In addition to possessing a deep understanding of the clinical trial, leaders must have the ability to inspire and motivate their team to foster a positive team culture and promote greater collaboration. Effective leaders should demonstrate strong strategic planning and problem-solving skills, as well as be able to set clear expectations and provide regular constructive feedback. A high-performance team consisting of skilled clinical research professionals can reach their full potential when their senior leadership is approachable and open to feedback, while also regularly recognizing the contributions of each team member. Other considerations with effective management also involve appropriate resource allocation across projects, ensuring that each group has the necessary tools, technologies, and support to perform their tasks efficiently.  

Recommendations for Maintaining a High-Performance Team in Clinical Research

There are four pillars of recommendations when implementing strategies to maintain the effectiveness of a high-performance team in clinical research: positive team culture, empowerment, engagement, and resilience. A November 2023 report from the Project Management Institute (PMI) reported the following recommendations within each of these four pillars when building and leading high-performing teams. 

Positive Team Culture

Recommendations for fostering a supportive and collaborative culture involve setting guidelines for communication together, celebrating successes, and acknowledging individual and team efforts. As a result, any high-performing team will feel a sense of ownership and accountability, as well as greater morale and motivation. Another recommendation is to facilitate role-switching or job shadowing to better allow each team member to appreciate each other’s unique challenges to promote empathy and teamwork.  

Read our article here for a candid overview of real-world employee experiences with the culture and environment of top CROs. 

Empowerment

To empower a high-performance team with the necessary skills and authority to make decisions in a clinical trial, the PMI recommends providing a process for mentoring and coaching between senior and junior members to accelerate skill development. Encouraging the use of professional development programs available within the organization can also enhance both technical and power skills to promote continuous professional growth. With these strategies, empowered teams can become more confident, innovative, and capable of overcoming challenges in clinical trials. 

Engagement

Keeping up team engagement is crucial for maintaining motivation and productivity, and with the increasing popularity of remote work, achieving this requires more effort. Strategies for increasing engagement rely on a focus on people rather than tools or technology, such as by setting limits on video calls to prevent screen fatigue and brainstorming creative ways to enhance team dynamics remotely. By regularly collecting feedback on virtual engagement efforts and applying any lessons learned, sponsors and CROs can improve the feeling of collaboration and connection within their clinical research teams.  

Resilience

The final pillar among the PMI’s recommendations for maintaining a high-performance team in clinical research is fostering resilience. This can involve setting up regular check-ins on team members’ well-being and stress levels, utilizing tools and technology that enhance efficiency in productivity, as well as facilitating team discussions that encourage innovation and problem-solving when complex clinical trial challenges arise. Lastly, allocating time for planning and completing administrative duties ensures that members of a high-performance team, as well as other stakeholders, meet performance expectations while reducing overall stress. 

What are Strategic Resourcing Solutions (SRS) and Functional Service Providers (FSPs)?

The strategic resourcing solutions (SRS) model enables global providers like TFS to match the best clinical trial talent for all clinical development functions and seniority levels across different phases, therapeutic areas, and competencies, to their clients’ open positions. SRS comes in various forms, including full-service outsourcing, professional insourcing of individual talent acquisition experts, recruitment services for a single resource or fully managed teams, and functional resourcing for clinical trials through the FSP model. Specifically, the FSP model allows clients to outsource specific functional components of a clinical trial while retaining control over the data and the overall process. These SRS/FSP services not only benefit sponsors seeking talent acquisition expertise, but CROs and other research institutions can also rely on companies like TFS to hire a high-performing team consisting of skilled clinical research professionals. 

To learn more about SRS/FSP services and the challenges they address for clinical trial companies seeking quality talent acquisition, visit this article from the TFS Intellect Hub. 

TFS SRS/FSP Solutions: Your Partner in Clinical Trial Talent Acquisition

In today’s slower hiring environment within the pharmaceutical industry, TFS’ Resourcing Solutions and Functional Services business units stand out as premier partners in talent acquisition for clinical trials. With nearly 30 years of experience, TFS offers a comprehensive suite of services designed to meet the diverse needs of clients globally, from sponsors to other CROs.  

Cutting-Edge AI-Supported Applicant Tracking System

At the heart of TFS’ talent acquisition process is an advanced AI-supported (artificial intelligence) Applicant Tracking System (ATS), a system that reviews approximately 500 applications and CVs monthly, ensuring that only the most qualified individuals are considered for each clinical research role. This automated process increases efficiency and accuracy, reducing the time to hire and allowing TFS to meet the urgent staffing needs of clinical trials more quickly for sponsors, CROs, and other clients.

Comprehensive Recruitment Process for High-Performing Clinical Research Professionals

TFS SRS provides a comprehensive recruitment process for clinical trial sponsors, investigators, and CROs to build the right team of clinical research professionals, including study coordinators. Their process is based on promoting greater diversity within teams and begins with dedicated SRS recruiters who possess strong local country knowledge. These experienced recruiters engage in consistent identification and vetting of candidates, reallocation of existing staff, and maintenance of an extensive database of available clinical research professionals. Following the pre-selection phase, candidates are meticulously screened to ensure they meet the stringent requirements of the clinical trial. Once a candidate selection is confirmed, TFS SRS directs several resources over 5-15 weeks to manage the onboarding process. At this point, additional tailored onboarding and training services are provided to ensure that each new hire is fully prepared to contribute to the success of the clinical trial.

Visit our article here to learn how TFS is empowering change by taking a strategic approach to gender diversity in leadership! 

TFS SRS/FSP Services: Supporting Sponsors and CROs Alike

TFS’s SRS and FSP services are not limited to supporting sponsors; they also extend to other CROs, helping them build a high-performing team for clinical trials, whether individually or as whole teams. TFS offers customized service offerings through its FSP model, encompassing single service capabilities, embedded teams, and operational oversight. This flexibility allows TFS to provide tailor-made, cost-efficient solutions that meet the unique talent acquisition needs of each client for a wide variety of clinical trials. 

Learn more about Functional Service Providers (FSP) here! 

Conclusion

As we approach Global Talent Acquisition (GTA) Day on September 4, 2024, building a high-performance team for clinical trials requires a multifaceted approach that includes recognizing current hiring challenges, focusing on specialized skills, fostering effective communication, ensuring cultural fit, and investing in continuous training and development. Strong leadership and a supportive organizational culture further enhance team performance, making it essential for clinical research stakeholders to adopt SRS/FSP models. By partnering with experienced talent acquisition experts like TFS, sponsors, and CROs can navigate the complexities of the current job market and secure the skilled clinical trial talent needed to drive successful clinical research. 

About TFS HealthScience SRS/FSP Services

At TFS HealthScience, we offer a 100% dedicated team to support biotechnology and pharmaceutical companies throughout their entire clinical development journey. Our SRS and FSP services have been a trusted component throughout the entire clinical development journey since 1996 and our strategic resourcing experts possess a long-standing history of successful recruitment of clinical research professionals for our clients. Visit our website to learn more about the solutions TFS can offer for your next clinical trial, or connect with a TFS representative today!