Anticipation and awareness

Transcription

1 ADOC talent management supports companies with recruitment of PhDs Find out more at : or contact@adoc-tm.com Amandine Bugnicourt, PhD Anticipation and awareness two keys to adding value to a doctoral education in a wide range of careers 1

2 Outline 1. Recruiting collaborators for the Knowledge based economy 2. Biotechnologies and life sciences sector 3. Why are PhDs important for the success of the knowledge society? 4. Time to make change happen? 5. Do recruiters anticipate? 6. How to help them anticipate and be aware of doctors talents?

3 Knowledge based economy and highly qualified workers The new challenge for companies : World moves fast! Globalization Growing complexity International competition Technology development Companies needs collaborators who: Innovate and imagine tomorrow s solutions, technologies, strategies Knowledge management Flexible and adaptable Ready to move towards new challenges (no job for life) : continuous learning and skills development Ready to address societal and market needs Value creation is through cognitive resources Anticipation of the needs in highly qualified workers : a need for knowledge economy to innovate and maintain performance Both employers and employees must be aware of those features to succeed in the businesses and careers

4 Life sciences and biotechnology A key sector for Europe's competitiveness European Commission 2002 The next wave of knowledge based economy (after IT) A shared strategy for tomorrow s human health/ life quality challenge Companies performing R&D in biotechnologies 11% of all companies conducting an R&D activity Highly research intensive : 44% of employees involved in R&D activities 2006 mid term review : more R&D required! Biotechnology companies : 700 in 1997 to 2163 in % of have less than 20 employees Supporting SMEs to innovate : strategy, financing, organization, HR The challenge of human resources Combination of Scientific knowledge with entrepreneurial management skill, ability to interact with experts from other fields

5 Hybrigenics Creation in 1997 by researchers from public institutions Total fundraising : 47 million euros Turn-over : 2.8millions euros (2006) Collaborators must be able to innovate and interact with researchers from laboratories who are its customers (credibility, understanding lab environment ) One key for their success : More than in any other field of activity, in biotechnology, human resources are one of the main levers for value creation. Board : scientists 45 employees (2006) among which 50% are PhDs.

6 Why are PhDs important for the success of the knowledge society? «PhDs can provide exactly what companies of the XXI st century need : imagine future, manage changes and master complexity» L Parisot, MEDEF (major labour organization in France) Maintaining competitiveness means more innovation and PhDs are the best-prepared profiles for this challenge The EU Lisbon Agenda set the ambitious goal for the EU to become, the most competitive and dynamic knowledge-based economy in the world by This is estimated to require 700,000 additional researchers across the EU

7 Why is it time to make change happen? Barriers to recruitment of Doctors In France: 15% of doctors in R & D High level of unemployment HR managers still have fears about recruiting doctors Doctoral training not enough known and recognized Weak links of universities with businesses Sourcing and evaluation of acquired skills difficult Risk vs real added value The international context should facilitate employment of PhDs Shortage of highly qualified applicants in many fields (IT, electronics ) and demographic imbalance HR managers open their sourcing to new types of young graduates Recruitment strategies to attract more PhDs How promoting and facilitating recruitment of doctors?

8 Do recruiters anticipate? Do recruiters anticipate competencies they need to hire? Yes and no Anticipated management of jobs and skills (GPEC) Are they aware of positions on which they can/should hire PhDs? Employers are classified into two groups Those who seek PhD graduates for their knowledge and skills in their discipline Those who seek PhD graduates for their general problem-solving ability and level of transferable skills The Field of expertise remains more important than the generic skills : HR manager still have difficulties to imagine PhDs in positions outside R&D Double issue : recruitment &career path inside the organization Skills development, conditions to progress Innovation in talent management is crucial to innovate better! External support

9 The role of Universities to enhance companies awareness Change the mutual mental representation Doctoral education has changed but companies do not know it Advertising about new vision of doctoral education develop a common communication Inform recruiters about skills developed Universities have to insure the highest level of education to all Doctors Encourage Public-private partnership (American R&D model) meetings collaborations (CIFRE, doctorant conseil ) Promote industry-oriented approaches and conversion of research results into successful innovation Universities boards

10 Consultation of companies by universities on skills they (will) need Companies should be involved in definition of PhD training Research training has to adapt to knowledge society (employability) insufficient access to training in interpersonal and communication skills, management and commercial awareness Develop self confidence, flexibility, team working ability, assertiveness, Finding the good balance between specialist and generic skills : doctorate is and has to remain a training by research

11 The role of Doctors to increase companies awareness Marketing yourself Get prepared to express clearly your transferable skills Promote your strengths and talents Show how they will benefit your employer Do not assume that the recruiter knows which competencies are developed by the management of a doctoral project Adapt your presentation to the audience Show interest and say what you want to do! Anticipate on the recruiters fears : adaptability, cultural shock, not just an expert, team working, interest for business oriented issues and willingness to learn and evolve

12 A few specific features about Biotechnologies/ Life sciences sector Examples of career paths biomedical scientists drug discovery engineer regulatory affairs consultant clinical research associate scientific information officer business developer Tension on labor market not as strong in biology as in other disciplines Life Sc PhDs are the least likely to be employed on permanent contracts Manufacturing R&D does not create enough employment Support functions ; KIBS Many biologists use their generic skills or technical knowledge applied to other sectors environment pollution measurement in automotive industry data gathering and analysis in IT consulting knowledge and experience of the academic research sector, of scientific networks in research financing consulting

13 Concluding remarks -A A shared challenge and a shared responsibility of all actors- To face the challenge of the knowledge economy, all actors must anticipate and be aware of required skills. Building up links between all actors is the key (towards a global innovation community ). Companies have to understand the talents PhDs represent for innovation and performance of the knowledge economy. This should lead to full employability of researchers and competitiveness

14 References Futuris Report 2008, ANRT (anrt.asso.fr) Recruiting PhDs: What works? Dr. Jackson (UK grad program) Reality Check: U.K. Report Reveals Variety of Career Paths for Ph.D.s (L.Laursen) Commission of the European communities. Communication from the commission to the council and the European parliament : Better careers and more mobility : a European partership for research. Brussels, Vitae Roberts Review: SET for success (2002) Panorama des biotechnologies en France, France Biotech, OCDE, Biotechnology Statistics, Éducation & formations, n 73, «Biotechnologies», MEN-DEPP, août Commission européenne Sciences du vivant et biotechnologie Une stratégie pour l'europe 2002

15 ADOC talent management supports companies with recruitment of PhDs Find out more at : or contact@adoc-tm.com Amandine Bugnicourt, PhD Thank you 15

16 More about Adoc talent management web site : Contact us : Phone : Fax : contact@adoc-tm.com Mail : 101 av des champs Elysées, Paris Download our commercial information at : Office : Adoc talent management/ Paris Pionnières, 26 rue du Chemin vert, Paris