Hiring in life sciences is competitive, especially when the most sought-after candidates are fielding multiple offers or being approached weekly by recruiters. 

In this market, your employer brand does a lot of heavy lifting, it shapes perception, builds trust, and can influence whether top talent even considers your role.

In fact, 75% of candidates research a company’s reputation before applying, and less than 1 in every 20 placements we make come from inbound applications alone. That means your messaging as an employer needs to work before the job ad goes live.

In this blog, we’ll explore:

• Why employer branding is key to attracting and converting passive talent
• What today’s candidates really want from their next employer
• How to get your message in front of the right people, in the right way

What do candidates want to know?

To build a compelling employer brand, you need to understand what actually matters to your target audience. The reality is that passive candidates aren’t swayed by your mission statement or client list alone, they want to know what’s in it for them.

When you lead with messaging that speaks to what candidates really value, you’re not only more likely to attract them before they start actively looking, but you’re also better positioned to close them later in the process.

We surveyed over 800 life science professionals to find out what drives career decisions. The top four motivators were:

• Flexible working options
• Clear career progression
• A good work-life balance
• A competitive salary (with 70% saying this was essential)

These are strong starting points for your messaging, but your best insights will come from your own people. 

Look at internal survey results, candidate feedback, exit interviews, and even your Glassdoor profile to get a clearer picture of how your employer brand is perceived and where it could improve.

Key questions to help shape your employer brand

Before you take your message to market, it’s worth getting clear on a few fundamentals. Ask yourself:

1. What do we stand for as a company?
2. What makes us different to work for?
3. What do we offer that our competitors don’t?
4. Why should someone choose to work here over anywhere else?
5. How do our current employees describe the experience?
6. How are we listening and responding to what our people need?

If you can confidently answer these, you’re well on your way to a strong, authentic employer brand that actually resonates.

How do you get the message out there?

Defining your message is just the first step, now it’s about making sure the right people see it.

Your careers page is your most important owned platform. 

It should showcase what it’s like to work at your company, reflect your values, and highlight the benefits and culture your target candidates care about. It’s also a valuable space to track engagement and optimise conversion rates using tools like Google Analytics.

Job adverts are another quick win. 

Instead of focusing solely on requirements, use that space to spotlight what you offer as an employer, things like flexible hours, team culture, or development opportunities.

Then think about where your ideal candidates spend time. 

LinkedIn is often the most powerful (and affordable) channel for reaching life sciences professionals. Use your company LinkedIn page to consistently share content that reflects your values, culture, and benefits, and if you have a marketing team, work together to align this with your broader content strategy.

Employee networks are also hugely powerful. 

People trust people more than brands, and referrals remain one of the top ways candidates discover new opportunities. Encourage your team to share content, stories, or even job posts, and make it easy for them to do so.

A strong employer brand won’t solve your hiring challenges overnight. But if you build it with intention and stay consistent, it can become one of your most valuable long-term recruitment tools.

If you’d like support shaping your message, understanding what your candidates are looking for, or standing out in a busy life sciences talent market, get in touch with us here.