领英-印度生物医疗人才报告（英文版）-2017.10-32页-13mb

报告摘要

Summary of the Indian Pharma and Biotech Industry Talent Report

Core Content

This report provides an in-depth analysis of the Indian pharmaceutical and biotechnology industry's talent landscape, highlighting key trends, opportunities, and strategies for attracting and retaining skilled professionals. It emphasizes the importance of employer branding, digital engagement, and the evolving nature of talent needs in the sector.

Key Insights

1. India's Talent Position

India has the world's 2nd largest Pharma and Biotech talent pool on LinkedIn, comprising 13.7% of the global talent pool.
The industry is growing rapidly, with 70% of the workforce in the generics space and a growing biosimilars sector.
China is making significant strides in the talent pool, with a 10x growth from 2011 to 2017.

2. Talent Demand and Supply

Sales, R&D, and Operations are the top hiring functions.
R&D spending has increased significantly, doubling as a percentage of sales over the last 5 years.
68% of Pharma and Biotech professionals follow companies on LinkedIn, which is higher than the India average of 50%.

3. Migration Trends

The U.S. is a major destination for Indian talent, with 48% inflow and 36% outflow.
25% of outflows are intra-company, indicating the global expansion of Indian firms.
75% of talent outflow goes to International HQ companies, showing the global war for talent.
Senior individual contributors are the most mobile, accounting for 77% of the migration outflow.

4. In-demand Occupations

The most in-demand roles are Bioinformatician, Research Analyst, Regulatory Specialist, Clinical Research Specialist, and Data Analyst.
These roles are influenced by regulatory advancements, innovation goals, and digital transformation in the industry.

5. Behavioral Insights

68% of professionals are actively following companies on LinkedIn, making it a critical platform for talent engagement.
Content marketing is essential for building an employer brand. The top topics for engagement are:
- Leadership (Pharma)
- Informatics, Management, U.S. FDA, Industry Knowledge (Pharma)
- Leadership, Research, Management, Start-ups, Industry Knowledge (Biotech)

6. Regulatory Affairs (RA)

RA is the most in-demand skill in the industry, driven by product innovation and regulatory approvals.
India has 45.9k RA professionals on LinkedIn, while the U.S. has 97.7k.
RA professionals in India are more mobile than those in the U.S., with higher city mobility.
Washington, Ahmedabad, and Chandigarh are identified as hidden gems for RA talent.
India's RA workforce is relatively younger (compared to the U.S. where 70% have 16+ years of experience).
Gender balance is better in the U.S. RA talent pool than in India.

7. Talent Engagement Strategies

Crisp and personalized InMails have a higher acceptance rate. InMails under 100 words have a 5% higher acceptance rate in India and 9% in the U.S..
Weekends are more responsive times for talent engagement.
Employee referrals and profile ads are more effective than generic outreach.
Social media presence is critical, with 81% more likely response from LinkedIn followers to InMails.

8. The "Two and a Half Year Itch"

Professionals tend to consider job switches at least 5 months before leaving.
The average tenure before switching is 28-30 months, indicating the need for proactive talent management.

9. Case Study: Abbott India

Abbott India created a localized Employer Value Proposition (EVP) in 2015 with three pillars:
- BE THE BEST YOU CAN BE
- BE ACKNOWLEDGED FOR YOUR EFFORTS
- BE INSPIRED BY WHAT YOU DO
Leaders' engagement on LinkedIn was a key driver in building the Talent Brand Index (TBI), which increased by 122% in job applications and 160% in career page views.
Storytelling and transparent communication helped position Abbott as a thought leader in the industry.

Conclusion

India's Pharma and Biotech industry is digitally engaged, with a strong talent pool and increasing demand for specialized roles. The global expansion of Indian companies is driving a shift in talent needs, with a focus on innovation, digital transformation, and regulatory expertise. The war for talent is global, and companies must build digital ecosystems and employer brands to attract and retain the best professionals. The report concludes that India has a talent advantage, and the key is to leverage digital platforms and strategic engagement to compete on a global stage.

Methodology

Data sourced from LinkedIn as of September 2017.
Supply and Demand calculated using LinkedIn member data and InMail activity.
Migration trends analyzed between July 2016 and June 2017.
Talent Brand Index (TBI) is calculated as Total Engagement / Total Reach on LinkedIn.
EVP data derived from annual surveys of over 300,000 LinkedIn members.
Regulatory professionals identified based on keywords and skills in their profiles.
InMail optimization and content engagement metrics derived from InMail data and content interaction.