Recruitment Challenges facing Life Sciences Industry Execs in 2025

Recruitment challenges and skills shortages in the life sciences industry present a complex challenge for executives as they need to strive to attract and retain the talent needed for continued growth and innovation. According to recent research the sector is currently 35% short of the required talent, a gap that is only expected to widen.

Despite a temporary boost during the COVID-19 pandemic driven by demand and investment, the life sciences industry, along with many other industries, has encountered a tougher environment. To add this to the challenge, executives now face shrinking talent pools, with more than 87,000 roles currently unfilled in the US alone. 

With this in mind, this guide will explore the reasons behind the recruitment challenges in the life science industry from ageing populations to financial pressures. We will then look at key strategies executives can drive to overcome these issues and ensure a driven and highly skilled workforce to advance the future of the sector. 

Reasons for Recruitment Challenges in the Life Sciences Industry

Before looking at strategies for overcoming these challenges, we need to understand what is causing the issues that life sciences companies are facing: 

Increasing Demand for Digital Skills 

The issue is compounded by competition from other industries, particularly those seeking STEM professionals with digital and AI expertise. The rapid evolution of digital technology has drastically changed the skill sets required for various roles, from research and development to clinical trials and quality assurance. 

According to the Association of the British Pharmaceutical Industry (ABPI), 43% of pharmaceutical companies have reported a lack of digital literacy skills among candidates, highlighting the difficulty in securing suitable talent.

Despite the growing demand, many life sciences university courses do not adequately cover core skills related to digital literacy and computational science. For example, traditional chemistry and pharmaceutical courses often lack training in digital and computational skills, which are now critical in the industry. This gap in education is contributing to a growing shortage of qualified professionals with the necessary digital and data analysis capabilities.

For more information on the future of technology and talent in life sciences, download our guide, How are Tech and Talent Shaping the Future of Life Sciences?, which is full of expert analysis and insights. 

Ageing Population 

As people live longer and birth rates decline, the demand for healthcare services and treatments is surging, adding pressure to an already strained talent pool. The global population has expanded dramatically, from around 2.5 billion in 1950 to 8 billion in 2022, and is projected to reach nearly 10.4 billion by the mid-2080s. 

This population growth, combined with increasing life expectancy, is creating a larger middle class and an ageing population that places a higher demand on health systems, as older individuals require more intensive and frequent healthcare.

By 2030, the life sciences industry will need to recruit approximately 133,000 additional professionals to meet these escalating demands. The rising elderly population drives a burgeoning market for pharmaceuticals, medical devices, and healthcare services, with older individuals being more susceptible to chronic conditions such as heart disease, cancer, and neurodegenerative disorders. 

This heightened need for innovative treatments and therapies, alongside a growing focus on improving the "healthspan"—the period of life spent in good health—further exacerbates the recruitment challenge. Therefore, the need for skilled professionals in life sciences is intensifying, underscoring the sector's significant recruitment hurdles.

Challenges in Recruiting Experienced Professionals

Recruiting experienced staff is a major challenge across the life sciences sector. This difficulty is exacerbated by the high demand for skilled professionals and competitive salaries offered by other industries. For instance, roles requiring deep industry experience or specialised skills, such as data science and bioinformatics, are particularly hard to fill. The sector is also facing issues with retaining senior staff, who often switch to other roles or industries for better compensation and career opportunities.

A notable example of this challenge is seen in Regulatory Affairs and Quality Assurance. The industry’s stringent regulatory environment requires professionals who are well-versed in global regulations, compliance standards, and quality control. Recent updates to these regulations have further complicated the recruitment process, making it even harder to find candidates with the necessary combination of technical skills and regulatory knowledge.

Market Shifts and Financial Pressures 

The industry experienced a surge in investment during the COVID-19 pandemic, leading to increased job opportunities at that time. However, this has been followed by a significant decline, with the UK observing a 42.6% drop in scientific vacancies year-on-year. Investor caution has intensified, particularly affecting small biotech firms struggling to secure necessary R&D funding. 

Larger companies have also made redundancies to streamline their operations in response to financial and strategic pressures. Consequently, the number of available positions has decreased, resulting in heightened competition among job seekers.

Regarding salaries, the initial demand for roles related to the COVID-19 response led to increased compensation in areas such as virology and immunology. As the market adjusts, employers have become more selective with salary increases, focusing on positions critical to their strategic goals. The rise in remote working has allowed companies to hire from regions with lower living costs, affecting local salary structures. 

What Strategies Can Support Overcoming These Challenges?

Addressing skills shortages in the life science industry requires a multifaceted approach. Here are key strategies executives can implement to ensure they attract, develop, and retain talent.

Reskilling and Upskilling the Workforce 

Companies must focus on upskilling and reskilling current employees to address the evolving demands of the life sciences sector. The rapid pace of technological advancements means that job requirements are constantly changing. To stay ahead, life sciences companies should invest in comprehensive training programmes to keep their workforce up-to-date with the latest industry developments. Upskilling is crucial not only for filling critical skill gaps but also for preparing employees to take on leadership roles that require a blend of scientific, technical, and regulatory expertise.

Our research highlights that 67% of life sciences and pharma leaders have found reskilling existing employees to be effective in managing talent shortages. This approach also demonstrates an organisation's commitment to its staff, enhancing job satisfaction and retention. Consequently, investments in internal mobility platforms are on the rise, with 63% of leaders currently investing in these systems and 53% planning to increase their investment. 

By prioritising employee development, companies build a more skilled workforce and showcase their dedication to career growth, ultimately strengthening their talent pipeline and organisational resilience.

Showcase the Benefits of Your Business 

In a competitive market with high demand for specialised skills, appealing incentives and benefits packages can distinguish a company. It’s essential to highlight these offerings to potential candidates through your website, social media, and case studies. Key areas that employees and candidates in the life sciences industry are particularly interested in include:

• Commitment to ESG Initiatives - Employees are increasingly drawn to companies that demonstrate a strong commitment to environmental, social, and governance (ESG) goals. A focus on social responsibility and sustainability not only aligns with broader societal values but also attracts talent who prioritise working for organisations that make a positive impact on the world.
• Access to Cutting-Edge Research and Technology - Life science professionals value access to the latest research and technological advancements. Opportunities to work with cutting-edge tools and participate in significant research partnerships are highly appealing. These elements not only enhance job performance but also contribute to professional growth and success within the industry.
• Customised Career Paths - Employees look for organisations that offer clear and flexible career paths with opportunities for both vertical and lateral growth. The ability to advance within their field or explore new commercial disciplines such as marketing or account management is crucial. Transparent progression milestones and diverse career opportunities help retain ambitious professionals.
• Mental Health and Wellness Initiatives - Given the high-pressure nature of the life sciences sector, employees increasingly expect strong mental health and wellness support. Initiatives such as flexible working arrangements, access to mental health resources, and comprehensive wellness programmes are essential for maintaining employee well-being and job satisfaction.
• Demonstrated Commitment to Social Impact and Sustainability - Employees are motivated by companies that showcase a genuine commitment to social causes and environmental sustainability. Whether through ambitious environmental targets or active participation in charitable partnerships, demonstrating alignment with purpose-driven values can significantly enhance an organisation’s attractiveness to potential hires.
• Collaborative and Inclusive Culture - A culture that fosters collaboration and inclusivity is highly valued. Employees appreciate working in environments where cross-departmental communication is encouraged, and every team member's voice is heard. A collaborative workplace culture supports team development and enhances overall job satisfaction.
• Ongoing Feedback and Recognition - Regular feedback and recognition for achievements are important for employee morale. Life science professionals seek organisations that provide consistent, constructive feedback and celebrate accomplishments. Recognising hard work and success not only motivates employees but also highlights the company’s appreciation of their contributions.

It is crucial to stay aligned with changing employee and candidate expectations. This can be achieved through ongoing market research and engagement tools like employee surveys. By staying informed about current trends and providing benefits that resonate with employees, organisations can boost loyalty and reduce turnover, thereby minimising the need for frequent recruitment.

Implementing Diversity, Equity, and Inclusion (DE&I) Initiatives

Promoting DE&I is critical for expanding talent pools and attracting candidates from diverse backgrounds, including different ethnicities, genders, and educational experiences. This strategy not only improves recruitment success but also boosts employer branding, as companies with strong DE&I reputations appeal more to younger generations who prioritise inclusivity. 

Moreover, diverse teams drive innovation, bringing various perspectives and ideas crucial for developing groundbreaking solutions in the life sciences industry. To implement DE&I initiatives effectively, life sciences companies can:

• Review Job Descriptions for Unconscious Bias - Job descriptions play a key role in attracting diverse talent. To create a fairer application process, employers must use inclusive language and remove requirements that could exclude certain candidates. By focusing on essential skills rather than specific experiences, businesses can promote a skills-based hiring approach, which broadens the applicant pool and enables a more diverse range of talent to be considered.
• Implement Diverse Interview Panels - Diverse interview panels help reduce unconscious bias by introducing varied perspectives into the evaluation process. By ensuring that candidates are assessed solely on their merits, diverse panels can better judge cultural fit and promote equity in hiring. This approach also signals the company’s commitment to DE&I, which can further attract talent.
• Tailor Compensation and Benefits - Recognising the diverse needs of the workforce is critical for creating an inclusive environment. Employers should actively evaluate and tailor their compensation and benefits packages to align with the unique requirements of their employees. This includes considerations like flexible working hours, parental leave policies, and health benefits that support different life stages.
• Promote Equal Pay - To ensure career equity, companies must focus on equal pay and promotion opportunities. By conducting regular pay audits and addressing disparities, employers can build a more equitable and inclusive workforce where employees feel valued and motivated to contribute to the company's success.
  
  

Tap into Emerging Talent Pools

Life sciences companies should focus on promoting apprenticeships and internships as key strategies for developing future talent. These programs offer aspiring scientists hands-on training and practical experience, effectively bridging the gap between academic learning and industry demands. 

By partnering with specialist apprenticeship providers, companies can tailor these opportunities to their specific needs, ensuring a steady pipeline of skilled professionals ready to contribute meaningfully to the field.

Additionally, developing strong collaborations with educational institutes such as schools, colleges, and universities is crucial. These partnerships enable companies to access a pool of skilled graduates with current knowledge and expertise. Internships and cooperative education opportunities can attract emerging talent early in their careers, allowing them to grow within the company. 

Such collaborations not only help in building a robust talent pipeline but also drive innovation and knowledge exchange, positioning companies to stay ahead of industry trends and changing demands.

Utilise Remote and Hybrid Working

The COVID-19 pandemic in 2020 brought about a seismic shift in how professionals approached their work. It accelerated the adoption of hybrid and remote working, giving employees a level of flexibility and work-life balance they had not experienced before. This shift has proven beneficial, resulting in increased job satisfaction and productivity.

For the life sciences industry, however, a fully remote model is often impractical due to the hands-on, lab-based nature of many roles. This is where hybrid working offers a unique solution. Employees can spend crucial days on-site for lab work while handling administrative tasks and data analysis from home. This flexibility not only suits the diverse needs of life sciences professionals but also aligns with employee expectations in 2025, where many continue to seek remote or hybrid opportunities to maintain the balance they achieved during the pandemic.

Final Word: Hiring Challenges Facing the Life Sciences Industry

Addressing the recruitment challenges in the life sciences industry involves a clear focus on effective recruitment and retention strategies. With a notable skills gap and heightened competition for specialised roles, executives should invest in developing their current workforce and refine their approach to attracting new talent. Emphasising upskilling, highlighting appealing benefits, and committing to diversity and inclusion can help build a strong and capable team.

Additionally, keeping up with changing employee expectations through ongoing market research and feedback is essential. Providing flexibility, supporting mental health, and demonstrating commitment to ESG and social impact will not only improve employee satisfaction but also enhance the company's attractiveness as an employer. By adopting these strategies, life sciences organisations can better manage recruitment challenges and ensure continued success in 2025 and beyond. 

A Global Leader in Executive Life Sciences Recruitment

Our dedicated life sciences recruitment team collaborates closely with leading companies to refine their recruitment strategies and secure senior talent within the dynamic and innovative life sciences sector.

From sourcing global talent to filling specialised technical roles, our expertise extends across Europe, the US, MENA, and APAC, with a strong track record of successful senior-level placements.

Get in touch with our team to discover how we can support you.