IP Recruitment Trends for 2023
We have pulled together our latest research and experiences to highlight the top recruitment trends emerging for 2023 in the IP sector.
1. Alignment of Talent Acquisition & Talent Management
This is certainly a top trend for the year, and is one that organisations should begin addressing if they want a seamless recruitment transition. There are two stages to achieving this. One is to ensure that when sourcing great talent, communication between HR (or those handling the recruitment) and the future line managers is highly efficient. If there are long delays, missed communication or unnecessary steps in the recruitment process, then you risk sending the wrong message to candidates and potentially losing the best ones through avoidable mistakes.
The second factor is to ensure the handover from HR to the line managers is thorough and thoughtful. Nobody wants to join a new team only to repeat matters already covered in the earlier recruitment process. Nor, do new employees want to find themselves in limbo with unclear guidance on their transition into a new team.
2. Broadening Work Responsibilities to Attracts The Best Candidates
In all sectors professionals are beginning to look to internal moves rather than external ones. This is beneficial to organisations who can scout talent from their already committed employees. It also reaffirms confidence that organisations care about their employees and their development. Internal movement is a little trickier in the IP sector, where professionals are highly specialized. However, we are seeing this principle applied in a different way: the introduction of broader roles which encompass a variety of responsibilities such as, project management and/or diverse exposure to stakeholders. This diversification ensures that employees feel they are able to progress, upskill and have variety in their role. Thus, they are also less likely to be attracted to outside opportunities.
3. An Increase in IP Strategists / IP Managers
This is certainly a trend that endures from last year. Companies are under increasing need for somebody with commercial knowledge to be an interface between the business and R&D engineers. Patent attorneys who have the skills needed to leverage IP as a business tool certainly stand in a good position to seize these interesting industry opportunities. Furthermore, it is certainly worth noting that whilst these positions value skilled technical knowledge it is also vital that to succeed at this cross-roads of departments you will need to posses excellent soft skills, including emotional intelligence, as well as outstanding communication ability.
4. Seeking Interim Support
Interim support is another trend cropping up across a variety of sectors. Within the IP field, where professionals often enjoy consultancy work or temporary appointments, it is also becoming more popular. Interim roles – when done well – offer an opportunity to make a head-start with a new project, drastically improve IP matters or departments, or even deliver expert knowledge whilst training a department to function independently. There are clearly significant benefits to bringing on-board an experienced individual for a short period of time. Furthermore, an interim role also allows an extended trial period for both the professional and the organisation. Regardless of the type of interim support, results are best achieved when an organisation treats the interim as an employee. If the individual has the same standards and rewards as other employees, there is much more chance of an easy integration, which means efficient teamworking and better results all-round.
5. Prioritising Work – Life Integration
This is another trend that continues to remain a focus for employees in many industries. However, it seems some organisations are returning to a strict in-office working policy. Whilst there are certainly a plethora of benefits to spending time in the office, these organisations risk losing staff and deterring new talent. The hybrid working arrangement is by far the most popular working arrangement employees desire. This is because it is a compromise for succinct organizational working, whilst still allows professionals to have more integration with their home lives. This integration is predominantly related to flexibility in working hours as well as location and freedom have choice. Losing the attraction of flexibility and integration will certainly deter the top talent, and ensure existing employees have a good motivator to listen more closely for new opportunities.
In Conclusion: These trends are certainly set to stay. There is always going to be a challenge in attracting the best IP professionals – especially when a talent-scarce market is in their favour. Our best advice is to stay current and flexible to avoid unnecessary consequences with your recruitment and retention.
