|
Struggling to Hire the Right MedComms Talent? Here are 3 quick fixes that will save you time, stress and wasted interviews. Hiring in MedComms isn’t like hiring in other sectors. The talent pool is niche, candidates are switched-on, and expectations have shifted. If you're posting roles, sitting back, and hoping good people bite — you're already behind. The best candidates aren’t just looking for a job. They’re looking for the right opportunity, communicated the right way, by someone who understands their world. Below are 3 practical changes you can make today that’ll help you attract better talent, waste less time, and avoid the usual recruitment headaches. |
1. Stop Posting Unicorn Job Specs
If your job descriptions read like you’re searching for a unicorn, you’re already losing the room.
Too many specs in this industry ask for everything: PhD preferred, creative flair, strict deadlines, digital savvy, flawless grammar, science communication brilliance, experience across 12 therapy areas, and availability to start yesterday.
Good people aren’t put off by ambition — they’re put off by nonsense. They want to know:
Be honest. Be specific. And stop trying to cram three roles into one. If it’s a hybrid between Medical Writing and Account Handling, say that. But don’t pretend it’s just a “Medical Writer” role and then wonder why the wrong people are applying.
If your job descriptions read like you’re searching for a unicorn, you’re already losing the room.
Too many specs in this industry ask for everything: PhD preferred, creative flair, strict deadlines, digital savvy, flawless grammar, science communication brilliance, experience across 12 therapy areas, and availability to start yesterday.
Good people aren’t put off by ambition — they’re put off by nonsense. They want to know:
- What’s genuinely essential for the role?
- What support will they get to grow into the rest?
- And what’s in it for them beyond salary?
Be honest. Be specific. And stop trying to cram three roles into one. If it’s a hybrid between Medical Writing and Account Handling, say that. But don’t pretend it’s just a “Medical Writer” role and then wonder why the wrong people are applying.
2. Streamline the Process or Lose Talent
The best MedComms candidates are snapped up in 2 to 3 weeks. If your hiring process takes four, you're not just risking a drop-off — you're almost guaranteeing it.
Long-winded processes, vague timelines, and decision-makers who ‘just want to see one more profile’ are recruitment kryptonite. Every delay sends a message: we’re not that serious about hiring.
Here’s how to fix it:
Speed doesn’t mean cutting corners. It means being decisive and respectful of everyone’s time — including your own.
The best MedComms candidates are snapped up in 2 to 3 weeks. If your hiring process takes four, you're not just risking a drop-off — you're almost guaranteeing it.
Long-winded processes, vague timelines, and decision-makers who ‘just want to see one more profile’ are recruitment kryptonite. Every delay sends a message: we’re not that serious about hiring.
Here’s how to fix it:
- Agree timelines upfront. Know when interviews will happen before you brief anyone.
- Limit stages. Two rounds max. If you must do a task, make it clear, relevant and time-capped.
- Give fast feedback. Silence kills momentum. Even a holding update keeps candidates engaged.
Speed doesn’t mean cutting corners. It means being decisive and respectful of everyone’s time — including your own.
3. Use Someone Who Gets MedComms
This industry isn’t one-size-fits-all. A generalist recruiter might send you someone who looks fine on paper — until you realise they’ve never written for HCPs, don’t know what a Veeva Vault is, and think 'creative' just means colourful PowerPoints.
You need someone who already knows the difference between:
That’s where WE3 MedComms come in. We’ve spent years building networks across this sector. We don’t just forward CVs — we advise on role structure, market rate, process, and how to actually land the person you want.
This industry isn’t one-size-fits-all. A generalist recruiter might send you someone who looks fine on paper — until you realise they’ve never written for HCPs, don’t know what a Veeva Vault is, and think 'creative' just means colourful PowerPoints.
You need someone who already knows the difference between:
- A Medical Writer and a Copywriter
- Medical Affairs and Medical Education
- A freelancer who’ll save your pitch vs. one who’ll ghost you halfway through a job
That’s where WE3 MedComms come in. We’ve spent years building networks across this sector. We don’t just forward CVs — we advise on role structure, market rate, process, and how to actually land the person you want.
|
Need Help Hiring in MedComms? Let’s Talk. If this guide hit home, chances are you're already feeling the strain of hiring in today’s market — and that’s exactly where WE3 MedComms comes in. We don’t just send CVs. We cut through the noise, save you hours of wasted time, and deliver candidates who actually fit — culturally, technically and commercially. Whether it’s freelance or permanent, junior or senior, hybrid or fully remote, we know how to position your role, attract the right people and get the hire over the line quickly. When you work with us, you get: - Expert knowledge of the MedComms market — no learning curve, no fluff - A pre-qualified network of proven talent across writing, accounts, editorial, creative and more - Straight-talking advice on salary benchmarks, process improvements and what it’ll take to land the best - A partner who gets it done without hand-holding or back-and-forth And when you don’t work with us? Expect more of the same: - Weak CVs from generalist recruiters who don’t know the space - Candidates dropping out halfway through the process - Weeks wasted chasing the wrong people, while your team picks up the slack Let’s not go down that road. Instead, let’s have a quick, no-pressure chat about what you need and how we can help. 📧 Email: [email protected] 📅 Book a call: http://bit.ly/41giaUB 📞 Call or WhatsApp: +44 (0)7545 275834 |
