Companies in the pharmaceutical industry can fill their ever-increasing employment needs by hiring talent transitioning from the military to the civilian workforce, according to a report from Hiring Our Heroes, a nonprofit arm of the U.S. Chamber of Commerce.
According to the report, the employment gap in the pharmaceutical industry is caused by high turnover rates and by the growing demand for products and technology such as breakthrough cancer treatments, obesity management drugs and gene therapy.
The report also predicts significant growth in the pharmaceutical industry — from $636 billion in overall revenue today to $802 billion in 2028.
The report concludes that “the skills, education and determination of military-connected individuals could help minimize the talent shortage in the pharmaceutical industry and address the increased demand for both non-STEM and STEM-related roles in life sciences.”
The report makes the following conclusions:
- Military job candidates are equipped with both technical and workforce skills (including critical thinking, resilience, punctuality, team building and leadership) as a result of their military training.
- It is important for industry leaders to know there are service members who transition from the military with years of experience as laboratory technicians, medical technicians and technologists, pharmacists and pharmacy technicians.
- Many military spouses offer higher levels of educational attainment than their civilian counterparts and, because they frequently manage family relocations and child care issues, they can manage stress, take initiative and provide diversity and perspective to work environments.
- As pharmaceutical companies experiment with hybrid or remote work models to attract talent, hiring military spouses becomes a more compelling option because they are best suited for remote work, which can include clinical trials, drug discovery and preclinical roles, and roles involving data analytics.
- STEM positions are not the only types of jobs available; for instance, nearly half of the active industry job postings on BioSpace, a life-sciences job search engine, were in non-STEM related fields such as marketing, administration and sales.
The report recommends the following for employers:
- Engage with trusted resources to access the military & veteran community: Hiring Our Heroes can provide thought leadership, expertise and access to the military-connected community; the Department of Defense can offer support to employers through the Military Spouse Employment Program.
- Use talent programs that introduce, or reintroduce, veterans and military spouses into the civilian workforce: The best way to evaluate military-connected talent is to see it in action. Utilize programs such as the Department of Defense’s SkillBridge Program or the fellowship programs offered by the Department of Defense and Hiring Our Heroes.
- Provide a supportive environment for veteran and military spouse talent: By using best practices like mentorship or employee resource groups, employers can ensure that those transitioning into a new work environment feel welcomed and supported. These types of programs can also be a rewarding developmental experience for veterans and military spouses.
- Develop specialized marketing and human capital strategies: Employers can highlight positions that appeal to veterans or military spouses in marketing materials. This can raise awareness of open positions, qualifications and career ladder opportunities for the military-connected community within health care.
Hiring Our Heroes is a nonprofit arm of the U.S. Chamber of Commerce. It focuses on connecting military-connected talent (active military about to leave the service, veterans and spouses) with businesses looking for talent.
For more information about hiring military-connected talent, click here.
For a look at the Hiring Our Heroes job board, click here.
