J&J does best in attracting young, high-achieving immuno-oncology researchers, according to data analytics firm hiQ labs.
Johnson & Johnson is the premier destination for elite, high-achieving young immuno-oncology (I-O) professionals, according to a new study issued by hiQ Labs, a research firm that analyzes publicly available data to help employers with employee recruitment and retention.
A review of the global public profiles of more than 65,000 professionals from 10 major pharmaceutical companies shows that J&J outpaces its competition in attracting young I-O stars. In fact, these high-potential researchers are 28 percent more likely to be in the ranks of J&J than the average competing firm. J&J was followed by AstraZeneca and Merck, all of whom are ramping up their I-O investments.
By applying deep, proprietary analytics to online public employee data, hiQ Labs’ study also showed that I-O professionals are 60 percent more in demand from recruiters than their peers and 30 percent more professionally connected online.
In addition, those companies with the best stock market performance tended to have a higher retention risk, likely because a company’s financial success makes its I-O professionals more attractive. In order to succeed, therefore, hiQ Labs’ analysis points to the need for Big Pharma to get serious about attracting and retaining key I-O talent.
“hiQ’s new research report captures an inside look at pharma’s hottest market, immuno-oncology,” said Mark Weidick, CEO of hiQ Labs. “For J&J, AstraZeneca and Merck, the top players’ focus on young I-O stars will no doubt pay big benefits in terms of employee retention, I-O product sales and ultimately the success of the entire enterprise.”
To assess the “star” performers among young I-O talent, hiQ Labs looked at factors in LinkedIn profiles such as publications, awards, and educational level achieved by I-O professionals by years of experience. Using proprietary algorithms, hiQ then ranked 10 major pharmaceutical companies as a destination for high-performing I-O talent.
Successful Pharmaceutical Companies Become Ripe Recruitment Targets
The study also looked at retention risk at major pharmaceutical companies, showing correlation between stock performance and the risk of I-O talent being recruited away. Data analysis showed that AbbVie’s financial success has contributed to a higher risk that its I-O professionals are attractive recruiting targets. By contrast, there was little correlation between CEO approval and company retention risk.
And hiQ’s data analytics model showed that Bristol-Myers Squibb has been the recent top “giver” of I-O talent to other companies, while Pfizer tended to be a “taker.”
“No other area in the pharmaceutical industry attracts more money or attention than immuno-oncology,” Weidick said, “and that makes employee recruitment and retention critical. Pharmaceutical companies of all sizes should be using the right techniques and data to ensure the retention of the most important I-O asset: their people.”
The 10 companies hiQ looked at for its data analysis were: AbbVie; AstraZeneca; Bristol-Myers Squibb; Celgene; Eli Lilly; Johnson & Johnson; Merck; Novartis; Pfizer; and Roche.
hiQ Labs, Inc., based in San Francisco, is a tech startup that collects and analyzes public profile information on LinkedIn to provide its clients—mostly large companies—with insights about their employees. The company offers two main products: Keeper, which analyzes which employees are at risk of leaving the company; and Skill Mapper, which shows the range of skills possessed by employees so that employers can optimize internal talent.
(Source: hiQ Labs, Inc.)
Filed Under: Drug Discovery
