If you had to describe your dream job, chances are that it would encompass three things: job security, job diversity and job fulfilment. But to tick all three boxes is easier said than done. Instead, most of us end up sacrificing one at the expense of another. Take the entertainment industry for example. It might have the glitz needed to get your pulse racing, but how 'worthwhile', or secure for that matter, is the industry? Look to more traditional industries such as banking and you may be set up with a nice pension, but are all those debits and credits going to get you whooping in the corridors?

It may be a surprise, then, to learn that the pharmaceutical industry is one of the few fields to strike a balance across the board. There is no denying the industry's 'secure' status. Within the UK economy, pharmaceuticals are consistently in the top three industrial sectors in terms of trade surplus and, of the major medicines sold in the UK, around half were developed in British laboratories. In 2005, the UK spent £3.4m on pharma research and development - averaging at a daily spend of around £9m. Today, the pharma industry employs some 73,000 people directly and generates another 250,000 jobs in related industries. It's estimated that a quarter of these are graduates.

As for diversity, the pharmaceutical market is highly fragmented with many companies in fierce competition for top candidates: only one company has a 10 per cent share and most of the rest are far smaller. Plus, with the growth of contract research organisations (CROs), which perform specialised services such as clinical trials, the infrastructure of pharma is expanding. This spells good news for the employees. In their battle to attract then retain the top candidates, companies across the board are offering their staff the opportunity to develop and diversify their careers through succession planning, cross-divisional working and, in some cases, international transfers. This investment has led to impressive staff retention rates. At Abbott, for example, in 2005, 35 per cent of UK employees had been with the company for longer than 10 years.

Finally, when it comes to job fulfilment, few industries could boast a more worthwhile goal than improving, and in some cases, saving people's lives. As Paul Hetherington, head of global commercial strategy for respiratory at GSK says, "We are not selling soap powder here, we are making a difference to people's lives." Pharma's gains are clearly visible. It would be hard to imagine a world where there are no antibiotics, no relief from common illnesses and no hope for treatment of fatal diseases. But there's still plenty to be done. Statistics show that one fifth of the UK's population has a chronic or long-term illness and, in people over 75, this ratio rises to more than half. Every year, new medicines and medical devices are being discovered and developed; by joining pharma you are helping to contribute to this progress.

So, now that you have found the 'ideal' industry, what skills do you need to get a foot in the door?

A career for all
It is a common misperception that only those with a lab coat, safety goggles and a working knowledge of a microscope and Bunsen burner need apply for a job in pharma. Think again. While the scientific element of the industry is fundamental, the actual discovering and developing of new cures and treatments is just one element of the pharma mix. Once the chemical compounds have been targeted, screened, patented and clinically trialled, they must be manufactured, registered then promoted and marketed to hospitals and doctors. These latter processes call on a multitude of different skills in areas such as IT, engineering, finance, regulatory affairs, sales, marketing, communications and so on.

Pharmaceutical companies know that if they are to get ahead, they need top calibre candidates in all these divisions. In the past couple of years, AstraZeneca has done exactly this and, in 2006, it celebrated a 290 per cent increase in people joining its marketing team from outside the industry. Andrew Armes, head of talent and resourcing at AstraZeneca (AZ), believes that the desire for a career with a positive social impact is the main reason for the trend: "Increasingly, people recognise that the pharmaceutical industry's focus is to improve the quality of life for millions of people who suffer from major illnesses; this is what sets our industry apart from others." This influx has had positive repercussions. "It is great to attract fresh people with new skills and experiences - this will ensure the future success of the industry," says Andrew.

Entry points
Your entry point into pharma depends on the position you are applying for and the experience you have already accrued. Scientific positions often require a scientific degree or qualification of some sort, so, if you are considering a career in research and development, pre-clinical and clinical research or toxicology, choose your degree wisely. Within these areas, scientists will often join research programmes as chemists, biologists, medics or pharmacologists then become specialised through assignments. To progress to positions of scientific leadership, a postgraduate research qualification is almost always required but some companies will sponsor this.

Having a life sciences or nursing degree stands you in good stead should you be interested in working for a Contract Research Organisation (CRO). "A scientific background is mandatory for many roles," says Nathan Waller, Senior Marketing Manager at Charles River Laboratories Clinical Services. "Graduates can join as a Project Trial Assistant (PTA), who assists a clinical research team, progress to Clinical Research Associate (CRA), and become a Project Manager several years down the line." The CRO industry is still relatively young. There are estimated to be more than a thousand CROs worldwide, offering complete clinical R&D to specialisation in a particular subdiscipline or therapeutic area. "It's an exciting place to be," continues Nathan. "There are so many opportunities for graduates and experienced professionals. Global Clinical R&D is very buoyant and should remain so for a long time - after all it's a principal profit driver for the pharmaceutical industry. CROs everywhere are crying out for quality personnel."

If you are applying for a sales role, experience will give you an edge. Your key role as a rep will be to sell a company's products by communicating core brand marketing messages to healthcare professionals. Look to shadow a rep in your area or gain selling experience by working as a field-based rep in another industry. A biology background might also help, but ultimately your employer will be looking for evidence of commitment and determination - it is getting increasingly hard to see doctors so sales reps need to be thick skinned. "The changes within the NHS means that doctors have a lot more to do and so there is less time for the sales people to interact with them," says Spencer Martin, Regional Sales Manager at Baxter. "The environment is becoming increasingly tough and hard nosed."

If you are interested in pursuing a career in marketing, the traditional route is to start out as a sales rep, before stepping up to a product/brand manager or a marketing assistant/executive depending on the departmental structure. Individuals should be strategic, hard working, tenacious and creative. It will be your responsibility to integrate all the activities within the business into a coherent strategy. Candidates need to be good team workers, have a high sense of commercial awareness and excel with their presentation skills. The Chartered Institute of Marketing Diploma, is highly respected and will provide you with a sound theoretical marketing background.

Personality is a crucial factor when recruiting sales and marketing personnel. Steven Dyke, International Resourcing Project Manager at AZ, explains: "When we recruit for our sales and marketing divisions, we look for people who are passionate, driven, committed and enthusiastic. It's not just about skills and capabilities, it's also about personalities. We need to assess their traits and see how these will fit within the team."

Paul Hetherington at GlaxoSmithKline agrees: "We need people who will believe in what they do and will act as ambassadors for the industry. We're after motivators - those who have vision of a future state and will challenge the norm to get there."

Other career areas within pharma such as regulatory affairs, human resources, finance and business administration also have relevant industry courses, which will serve as a useful introduction to the sector. These are not always required, however, so check with your potential employers first. Unpaid work experience should also be considered. A month or two without pay won't break the bank and could reap dividends further down the line.

Company culture
As is the case with some of the company's top employers, the salary packages within the pharmaceutical industry are generally excellent. Many starting salaries are in excess of £20,000 and most sales positions offer handsome bonuses. The working environment is also renowned as one of the best. This year, Schering-Plough was named as one of the top 50 UK 'Best places to work' an award determined by employee feedback. In this case, 78 per cent of Schering-Plough's employees gave their company the thumbs up. Mark Stanley, Key Account Manager with the virology team says, "At Schering-Plough, we discuss our career goals and those aspirations are supported by the company. It is an organisation which supports partnership between the individual and their manager."

This staff investment is echoed by other companies such Fresenius, which has devised initiatives to identify and reward its employees' performance through its PROSPER work ethic: Pride, Respect, Outlook, Support, Professionalism, Empowerment and Recognition. "Once we have attracted good people, we want to retain them," explains Steve Miles, Sales and Marketing Director. "Career development is key to this - our philosophy is that we want people who have the ability to leave but the desire to stay."

Likewise, ALTANA Pharma's Operational Excellence Programme identifies and rewards those individuals that have stepped beyond their normal duties. "We believe that everyone at ALTANA makes a difference and we aim to employ people who think like this," explains Financial Director Geoff Bailey. "All our staff take ownership of jobs that fall within their own expertise, and so, outside of their everyday duties, they are encouraged to think of new ideas and systems to improve their contribution of the company. There's huge gain - it's not just about doing a job, but about developing personally and professionally." 
 

The Author:
Kate Pain is editor of Breakthrough
To comment on this article, contact the editorial team

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