2017-印度生物医疗人才报告_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, focusing on trends, opportunities, and strategies for attracting and engaging top professionals. It highlights the growing importance of digital platforms like LinkedIn in talent acquisition and emphasizes the shift in skill requirements, the rise of regulatory affairs as a critical function, and the global competition for talent.

Main Insights

1. India's Talent Position

India has the world's 2nd largest Pharma and Biotech talent pool on LinkedIn, with 13.7% of the global workforce.
The industry contributes $10%$ by volume and $2.4%$ by value to the global market.
India is also a top 12 biotech destination globally and 3rd in the Asia-Pacific region.

2. Talent Demand Trends

Sales, R&D, and Operations are the top hiring functions.
R&D spending has almost doubled over the last 5 years, with 15% of job switchers coming from this function.
The most in-demand roles are:
- Bioinformatician
- Research Analyst
- Regulatory Specialist
- Clinical Research Specialist
- Data Analyst

3. Talent Mobility

48% of professionals move into India from the U.S., while 36% leave India for the U.S.
25% of outflows are intra-company, and 75% go to International HQ companies.
Senior individual contributors and individual contributors are the most mobile segments, making up 77% of the migration out of India.

4. Digital Engagement

68% of Pharma and Biotech professionals in India follow companies on LinkedIn, which is 1.1x the national average.
Inmail acceptance rate and job views are higher than the national average.
Talent is more responsive over weekends, suggesting strategic timing for outreach.

5. Regulatory Affairs (RA)

RA is the most in-demand skill, driven by increased R&D and regulatory requirements.
India has 45.9k RA professionals, while the U.S. has 97.7k.
RA professionals in India are more likely to move cities than their U.S. counterparts.
70% of U.S. RA professionals have 16+ years of experience, while India's RA workforce is relatively younger.
Gender balance is better in the U.S. RA talent pool compared to India.

Key Talent Engagement Strategies

1. Employer Branding

A strong employer brand is essential to attract and retain talent.
Content marketing is a critical tool, with topics like Leadership, Informatics, and FDA being particularly engaging.
Companies should tailor communications to their target audience and build a unique point of view.

2. Personalized InMail

Crisp, personalized InMails have a 7% higher acceptance rate in India and 9% in the U.S..
InMails under 100 words have a 5% higher acceptance rate in India and 9% in the U.S..

3. Talent Brand Index (TBI)

TBI is a measure of engagement to reach and is calculated as:
- Total Engagement on LinkedIn / Total Reach on LinkedIn
International HQ companies have a higher TBI than India-based companies, indicating a stronger global employer brand.

Case Study: Abbott India

1. EVP Strategy

Abbott India launched a localized EVP in 2015, focusing on:
- BE THE BEST YOU CAN BE
- BE ACKNOWLEDGED FOR YOUR EFFORTS
- BE INSPIRED BY WHAT YOU DO

2. Content Marketing

A LinkedIn Career page and content calendar were created to drive engagement.
This led to a 122% increase in monthly job applications and 160% increase in monthly career page views.

3. Leadership Involvement

Leaders' profiles were leveraged to communicate the EVP and build thought leadership.
A content calendar per leader was developed to ensure relevance and authenticity.

Conclusion

India's Pharma and Biotech industry is digitally engaged, with a growing online presence and active talent participation.
The industry is moving towards innovation and value-added products, requiring a shift in skill sets.
Global competition for talent is intensifying, with 75% of talent migrating to International HQs.
Companies must adapt their messaging, invest in digital ecosystems, and build a strong employer brand to remain competitive.

Methodology Highlights

Data sourced from LinkedIn as of Sep 2017.
Supply and Demand metrics are based on LinkedIn member data.
Migration trends are analyzed between July 2016 to June 2017.
EVP data is derived from a survey of 300K+ LinkedIn members.
RA professionals are identified through regulatory keywords and job titles.
InMail optimization is calculated by comparing performance to the average.

About LinkedIn Talent Solutions

LinkedIn connects 500 million professionals globally, including executives from Fortune 500 companies.
It offers comprehensive recruiting solutions to help organizations find, engage, and attract top talent.
The report is authored by:
- Suvendu Jena - India Insights Lead
- Megha Nayak - India Marketing Lead

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