HireRight Life Sciences Spotlight Report 2018...HIRERIGHT LIFE SCIENCES SPOTLIGHT REPORT 2018 4 Grow by 6% or more Grow by 3% to 5% Grow by 1% to 2% No change Decline by 1% to 2% Decline

HireRight Life Sciences Spotlight Report 2018

http://hireright.com

HIRERIGHT EMPLOYMENT SCREENING BENCHMARK REPORT | 20182

HireRight prepared these materials for informational purposes only. These materials are not intended to be comprehensive, and are not a substitute for, and should not be construed as, legal advice. HireRight does not warrant any statements in these materials. Employers should direct to their own experienced legal counsel questions involving their organization’s compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.

Copyright © 2018 HireRight, LLC. All Rights Reserved. All other trademarks are the property of their respective owners. Reproduction and distribution of this publication in any form without prior written permission is prohibited.

HIRERIGHT LIFE SCIENCES SPOTLIGHT REPORT | 2018 3

The vast majority of life sciences companies expect their workforce to grow over the next

twelve months

Organizations face a variety of challenges in

screening job candidates in international locations

Companies are investing in improving

processes and the candidate experience

About the report

The HireRight 2018 Global Life Sciences Spotlight Report provides valuable insights on key industry trends and best practices in hiring, screening and employment from the annual HireRight Background Screening Benchmark Survey. For a complete overview of methodology, please refer to the Overview and Methodology section at the end of this report.

Key themes

https://www.linkedin.com/company/hireright

https://twitter.com/HireRight

https://www.youtube.com/user/HireRightinc?sub_confirmation=1


Grow by 6% or more

Grow by 3% to 5%

Grow by 1% to 2%

No change

Decline by 1% to 2%

Decline by 3% to 5%

Decline by 6% or more

US EMEA APAC

37%

33%

20%

7%

3%

0%

0%

30%

43%

14%

43%

0%

0%

0%

33%

25%

17%

25%

0%

0%

0%

By 2022, the pharmaceutical industry is forecast to reach $1.06 trillion worldwide. MedTech is forecast to reach $521.9 billion.

Growth

On average, 82% of responding companies expect their workforce to grow in the

next 12 months, 16% expect no change, and only 2% expect to see a decline.

slow, but steady growth

(30% expect >6% growth).

anticipated growth of

>6% is on par with the

U.S. and EMEA.

anticipates a more rapid

growth trajectory with 18%

more life sciences companies

expecting moderate to

strong growth than survey

respondents overall.

EMEA

APAC

U.S.




lisa.wood

Highlight

lisa.wood

Sticky Note

Please add source: https://www2.deloitte.com/content/dam/Deloitte/global/Documents/Life-Sciences-Health-Care/gx-lshc-ls-outlook-2018.pdf

KelseyEidbo

Sticky Note

KelseyEidbo

Sticky Note

Add citation and remove highlight


Types of employees screened

What types of employees does your organization screen?

*Data represents an average of responses received from the U.S., EMEA and APAC

Life sciences organizations often need to conduct employment background checks in locations around the world. When a company has facilities in multiple locations, is hiring candidates from other countries or is moving employees around the world, it is important to ensure the screening that is conducted is comprehensive and applicable to both the location and position.

89% Local employees

31%

Non-employees 26%

International backgrounds of local employees

International employees

27%

(e.g., independent contractors, temporary workers, volunteers, vendor representatives, owner operators)





Criminal or other public record searches (e.g., registries, sanctions)

Previous employment and/or references

Identity (e.g., SSN validation, passport,social insurance, PAN card)

Education verification

Motor vehicle records

Professional license/qualification verifications

Credit history

Social media

Fingerprints

Re-screening current employees

None

US EMEA APAC

93%

77%

73%

75%

50%

61%

36%

9%

7%

11%

2%

58%

75%

58%

67%

8%

67%

0%

0%

0%

17%

0%

60%

90%

55%

70%

70%

65%

5%

10%

0%

20%

5%

Life sciences companies perform a variety of background checks prior to hiring new employees, with all three regions placing similar emphasis on education verification and professional license/qualification verifications.

Pre-hire screenings

What types of background checks do organizations perform pre-hire?





In addition to pre-hire checks, 62% of organizations also conduct some level of post-hire screening.

Post-hire screenings

What are the background checks organizations perform post-hire? of these post-hire checks

are performed when

employees are promoted

or are changing roles.

of organizations

re-screen contingent

and/or contract workers.

24%

10%


22%

19% Criminal or other public record searches (e.g., registries, sanctions)

18% Education verification

16% Motor vehicle records

14% Professional license/qualification verifications

11% Previous employment and/or references

5% Credit history

4% Fingerprints

3% Social media

Screening of non-employees (e.g., SSN validation, passport, social insurance, PAN card)





The top three benefits experienced on average by organizations globally are: better quality of hires (51%), more consistent safety and security (37%), and improved regulatory compliance (41%).

Companies all over the world recognize the value of conducting thorough background checks

What are the benefits experienced from employment screening?

Better quality of hires

More consistent safety and security

Improved regulatory compliance

Better company reputation

Greater employee retention

US EMEA APAC

39%

42%

42%

19%

11%

43%

29%

71%

0%

29%

81%

31%

25%

25%

31%





For life sciences companies, the need to protect the company (and its intellectual property) means that thorough employment, education, identity and criminal checks are critical.

Misrepresentation of information is common

Worldwide, companies report that a significant percentage of candidates misrepresent

information on their resumes/applications:

In order to mitigate risk to the organization, its employees and its reputation, it is critical to verify the information provided by candidates.

None, 0%

1% - 10%

11% - 20%

21% or more

US EMEA APAC

14%

64%

7%

14%

20%

40%

40%

0%

18%

46%

27%

9%





With the increasing globalization of the workforce, it has become even more challenging to validate a candidate’s history. Despite this, a large percentage of life sciences companies have not formalized a procedure to verify the backgrounds of job candidates who have lived, worked or attended school in other countries.

Global verification policies

Does your organization have a policy in place directing how global verifications

are conducted?

of responding

organizations screen all

job candidates outside of

their home country.

of responding

organizations only screen

directors and managers.

90%

10%US EMEA APAC

43%57%

NoYes

50%50%

NoYes

83%17%

NoYes





Screening candidates outside of the organization’s home country poses its own unique challenges. 8 out of 10 respondents are facing challenges in screening job candidates in international locations.

Background check challenges

What are your most significant challenges in screening job candidates outside your home country?

36%

29% Difficulty sourcing information

21% Cost is too high

21% Lack of manpower to conduct and/or support screening

21% Lack of cultural acceptance

14% Issues maintaining quality of the candidate experience

14% Unable to find the right screening provider

Difficulty understanding laws by country






of responding organizations

state that more than 10% of

their workforce is made up of

non-employee workers.

75%

What percentage of your

workforce is comprised of

non-employee workers?

Which non-employee

workers are subject to

background checks?

The majority of companies that engage non-employee workers screen these individualsCompetition for talent means companies often have to decide whether to buy, borrow or build talent. Many are turning to contract, contingent or unpaid workers to fill the gaps.

With potentially the same access to sensitive data as employees, non-employees can also pose a serious risk to an organization.

Less than 10%

Contingent, contract or temporary workers

40% or more

30% to 39%

10% to 19%

Volunteers or other unpaid workers

20% to 29%

Vendor representatives

17%7% 7%

17%

50%

58%

29%

25%





KelseyEidbo

Sticky Note

This is difficult to understand as a pie chart - can we make it into a list or bar chart?


Talent acquisition and management challengesThe top three challenges, on average, faced by organizations are: finding qualified job candidates (56%), making HR processes more efficient (49%), and creating an employment brand that attracts talent (44%).

Finding qualified job candidates

Keeping good employees/employee turnover

Making HR processes more efficient

Developing leaders within your organization

Developing effective employee training programs

Improving the candidate experience from application through onboarding

Maximizing employee engagement

Creating a positive corporate culture

Creating an employment brand that attracts talent

Using technology to acquire and manage talent

Applying analytics to human resources data

US EMEA APAC

65%

47%

53%

27%

27%

38%

44%

35%

47%

18%

35%

43%

57%

43%

43%

29%

43%

29%

14%

57%

29%

43%

44%

19%

44%

38%

31%

13%

44%

19%

31%

25%

6%





Employment screening challengesOn average, the top three challenges faced by companies are: reducing time to hire (49%), improving overall efficiency in the screening process (46%), and ensuring a positive candidate experience (42%).

Reducing time-to-hire

Improving overall efficiency in the screening process

Verifying information

Getting quality information

Not experiencing challenges at this time

Managing screening costs

Ensuring a positive candidate experience

Meeting regulatory requirements

Applying screening policies consistently

US EMEA APAC

56%

46%

39%

28%

19%

28%

39%

28%

28%

71%

57%

29%

14%

0%

29%

71%

14%

29%

25%

19%

31%

44%

6%

19%

38%

25%

0%





The top three areas of investment for organizations on average are: making HR processes more efficient (62%), creating a positive corporate culture (53%) and finding qualified job candidates (49%).

Investment initiatives

Keeping good employees/employee turnover

Finding qualified job candidates

Making HR processes more efficient

Developing leaders within your organization

Developing effective employee training programs

Creating a positive corporate culture

Maximizing employee engagement

Improving the candidate experience through onboarding

Creating an employment brand that attracts talent

Using technology to acquire and manage talent

No investments planned

Other

US EMEA APAC

59%

56%

63%

52%

52%

59%

44%

48%

48%

37%

11%

0%

43%

57%

43%

43%

43%

57%

43%

29%

29%

29%

0%

0%

18%

27%

73%

27%

27%

36%

27%

36%

27%

9%

0%

0%





Survey overview and methodology

The 2018 HireRight Employment Screening Benchmark Survey, conducted between August 14 and September 9, 2017, is the largest of its kind, and includes responses from nearly 6,000 human resource professionals (from small-, medium- and large-sized firms worldwide) knowledgeable about employment screening and recruiting. Of the total survey respondents, 2% indicated that their primary industry was life sciences. The results in this report were compiled from those respondents.

This report provides valuable insights into best practices and industry trends that may help human resources professionals create more comprehensive and effective hiring policies and procedures. Survey questions included multiple choice, multiple selections, and open text. Figures may not add up to 100 percent due to rounding or multiple-selection questions.

confidence level

99%+ / - 1.5%.





About HireRight

HireRight delivers global background checks, drug testing, education verification services, and electronic Form I-9 and E-Verify solutions through an innovative platform to help companies hire the right candidates, so they can grow successfully, and efficiently — no matter their size or where they operate.

HireRight offers extensive screening solutions that can be tailored to the unique needs of organizations, giving employers additional peace of mind about their people and vetting processes. HireRight’s platform can be integrated with existing HR platforms, making it easy to use and giving candidates the best possible experience.

Visit us at

HireRight.com

800.400.2761




https://www.hireright.com/

HIRERIGHT LIFE SCIENCES SPOTLIGHT REPORT | 2018 18HireRight Life Sciences Spotlight Report 2018




http://hireright.com