Experts Talk

Why industry-academia collaboration is crucial for biomedical sciences

Biomedical sciences encompass a wide array of disciplines, from biotechnology and pharmacology to clinical research and medical device development. This field is crucial to the development of therapies, diagnostics, vaccines, and other medical innovations that directly impact public health. With a population exceeding 1.4 billion, India’s healthcare needs are immense, creating an urgent demand for new solutions in healthcare. India has already established itself as a global hub for pharmaceutical manufacturing, earning the nickname “pharmacy of the world.” However, while the country excels in generics and large-scale production, its contribution to cutting-edge biomedical research and innovation still lags. Addressing this gap requires collaboration between academia, which can provide fundamental research and innovation, and industry, which can offer resources, funding, and practical implementation. Opportunities for Growth Through Industry-Academia Collaboration Accelerating Research and Development (R&D) One of the primary benefits of industry-academia partnerships is the acceleration of research and development. Academia has a rich talent pool of researchers and scientists, while industry offers access to funding, infrastructure, and practical know-how. When these two sectors collaborate, they can pool their strengths to drive innovation in areas such as drug discovery, medical devices, diagnostics, and biopharmaceuticals. For example, research institutions can focus on early-stage discoveries, and once promising leads are identified, industries can step in to support translational research and commercialisation. This not only fast-tracks the R&D process but also increases the likelihood of bringing new technologies to market. In India, government-backed initiatives such as the Biotechnology Industry Research Assistance Council (BIRAC) have been pivotal in encouraging such collaborations by providing funding and incubation opportunities for joint projects between industry and academia. Bridging the Talent Gap A well-educated workforce is essential for the growth of biomedical sciences. Academia plays a critical role in providing students with foundational knowledge, but the industry offers hands-on experience and application-based learning. By working together, industry and academic institutions can create specialised training programmes and internships that better prepare students for the demands of the biomedical sector. Collaborative programmes that include joint degrees, internships, and co-operative education can create a seamless transition for students from the classroom to the workplace. Furthermore, industries can benefit from access to a pipeline of well-trained, job-ready graduates, while academia can ensure that its curriculum aligns with the latest industry trends and demands. Driving Innovation in Medical Technologies India's biomedical sector stands to benefit from a wave of medical technology innovations, from artificial intelligence (AI) and machine learning (ML) in diagnostics to the development of more accessible and affordable medical devices. Industry-academia partnerships can significantly influence the pace at which these innovations are developed and deployed. Collaboration can facilitate the development of technologies that address India's unique healthcare challenges, such as improving access to healthcare in rural areas or addressing the growing burden of non-communicable diseases (NCDs). Furthermore, by collaborating with global industry leaders, Indian academia can ensure that local innovations meet international standards, opening the door to export and global collaboration. Access to Funding and Resources One of the most significant challenges for academic research in India is the lack of adequate funding. By collaborating with industry, research institutions can gain access to the financial resources necessary to support high-quality research. Industry can also provide access to cutting-edge technologies, infrastructure, and technical expertise that may otherwise be unavailable to academic researchers. For instance, large pharmaceutical companies or medical device manufacturers often have access to the latest tools for drug testing, imaging, and data analytics. Academic researchers can leverage these resources to enhance the quality and scope of their studies. Furthermore, industries that invest in academic research stand to benefit from the commercialisation of innovative products that emerge from these collaborations. Challenges in Industry-Academia Collaborations While the potential for growth is significant, industry-academia collaborations in India face a number of challenges that need to be addressed for successful partnerships. Differences in Objectives and Timelines One of the biggest barriers to successful collaborations is the difference in goals and timelines between academia and industry. Academic institutions are often driven by the pursuit of knowledge and the desire to publish their findings, while industries are focused on market-driven outcomes and the commercialisation of products. Moreover, industries usually operate on tighter timelines, aiming for quick returns on their investments, while academic research may take years to yield results. Overcoming this challenge requires clear communication and alignment of objectives from the outset. Establishing shared goals that benefit both parties, such as focusing on translational research with commercial potential, can help bridge this gap. Intellectual Property (IP) Issues Ownership of intellectual property is another challenge that can complicate industry-academia partnerships. When research leads to new discoveries or inventions, disputes may arise over who holds the rights to these innovations. Academic institutions may seek to retain control over their research, while industries may want exclusive rights to commercialise the products. Establishing clear IP agreements at the beginning of a collaboration can mitigate conflicts. A balanced approach that protects the interests of both parties while encouraging innovation is essential. Funding Limitations While industry involvement can provide much-needed funding for academic research, not all institutions have the same access to industry partners. Smaller universities or those in rural areas may struggle to attract industry interest, leading to unequal opportunities for collaboration. Additionally, industries may be hesitant to invest in early-stage research that does not promise immediate returns, limiting the scope of innovation. To address this, government initiatives could play a critical role in providing seed funding and incentives for industries to collaborate with academic institutions, especially in underserved regions. Regulatory and Bureaucratic Hurdles The regulatory landscape for biomedical research in India can also pose challenges. Lengthy approval processes, bureaucratic red tape, and complex compliance requirements can slow down innovation and discourage industry involvement. Streamlining these processes and creating more favourable policies for industry-academia collaboration could help remove some of these barriers. The Way Forward Fostering collaboration between industry and academia is not just an opportunity—it is a necessity for the growth of biomedical sciences in India. As the country continues to evolve as a global healthcare leader, bridging the gap between research and practical application will be key to meeting both domestic and international healthcare needs. To capitalise on the opportunities presented by such partnerships, both sectors must address the challenges that currently hinder collaboration. By aligning goals, securing funding, and navigating regulatory frameworks, industry-academia partnerships can unlock the full potential of India's biomedical sector. With the right support, India can position itself at the forefront of biomedical innovation, driving advancements that benefit not only its own population but the global community as well.

How Asia is Addressing Mental Health Issues?

Mental health issues are well-documented, affecting nearly one billion people worldwide, with approximately 260 million residing in the WHO South-East Asia Region. Insufficient investment in mental health services and the healthcare workforce has led to significant treatment gaps in the region, a situation further worsened by the COVID-19 pandemic. Global estimates indicate the WHO South-East Asia Region accounts for around 27 per cent of all cases of depression and 23 per cent of all cases of anxiety. Despite its inclusion in the Sustainable Development Goals (SDGs), only 2 per cent of total government health expenditure and 1 per cent of global development assistance for health are dedicated to mental health, according to the WHO’s Mental Health Atlas 2020. Mental illness presents a significant health and socioeconomic burden, accounting for over 20 per cent of total Years Lived with Disability (YLDs) and 9.3 per cent of Disability-Adjusted Life Years (DALYs) in the Asia-Pacific region. As per a report by The Royal Australian and New Zealand College of Psychiatrists (2016), even advanced economies like Australia and New Zealand face GDP deficits of 3.5 per cent and 5 per cent, respectively, linked to mental illness. Furthermore, it is estimated that by 2030, mental illness will result in a loss of $11 trillion in economic growth for India and China alone, according to a report ‘Provision for Supporting People with Mental Illness: A Comparison of 15 Asia-Pacific Countries,’ prepared by The Economist Intelligence Unit (EIU) and sponsored by Janssen Asia Pacific. To address these growing concerns, policymakers and health systems across the region are taking a note. Various countries have developed national strategic plans and made investments to strengthen mental healthcare. “I’ve witnessed the growing focus on mental health across Asia, where governments, organisations and the community are increasingly addressing the rising mental health challenges. Significant reforms have been introduced to improve access to care, reduce stigma, and integrate mental health into broader healthcare systems. There are quite a few notable reforms that have been introduced in Asia that left me feeling hopeful and encouraged,” said Theodoric Chew, CEO and Co-founder, Intellect, Singapore. Intellect is Asia's largest mental health platform serving 3.5 million members in 60+ countries. Let’s look at some of them in detail. National Policy Initiatives in Asia Singapore: In 2023, the Ministry of Health introduced the National Mental Health and Well-being Strategy. This was a comprehensive plan to improve Singapore’s mental health ecosystem and outlined planned whole-of-government and whole-of-society efforts to increase accessibility for mental health support. This will include efforts to expand capacity of mental health services, like having more general practitioners (GPs) be trained to provide mental health services like assessment and medical treatment. There are other initiatives as well. In 2024, a white paper by ground-up initiative Project Hayat (led by advocacy group SG Mental Health Matters) was released. This white paper comprised of 23 recommendations including a national public awareness campaign on suicide prevention and integrating suicide prevention education into school curriculum. The Beyond the Label campaign (launched in 2018) by the National Council of Social Service aims to reduce stigma associated with mental health conditions. “Additionally, there have been initiatives introduced by the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) that focus on workplace wellbeing programmes. One of the notable initiatives is the guidelines that companies must consider if an employee requests for flexible work arrangements. This has since been adopted by the Ministry of Manpower,” said Chew. South Korea: The country is making strides in enhancing its mental health policies with the establishment of a Mental Health Policy Innovation Committee. This initiative aims to develop and implement effective strategies to improve mental health care across the country. As part of these efforts, Korea has also launched a collaboration project with the World Bank to improve mental health awareness. This project will share case studies of successful mental health stigma reduction programmes from different countries, allowing for discussions on their applicability in the Korean context. “To tackle the country’s high suicide rates, South Korea rolled out a plan to offer mental health checkups every two years for Koreans aged 20 to 34. The aim is to detect warning signs of mental distress early. This is a huge improvement from their previous plan, which was to provide mental health checkups for Koreans aged 20 to 70, every ten years,” said Chew. Australia: The country boasts a robust mental health policy, continually prioritising reforms and investing millions to enhance mental health services. In April 2024, the government announced $4.6 million to support youth mental health research. The 2021–22 Federal Budget allocated $2.3 billion over four years to the National Mental Health and Suicide Prevention Plan, responding to recommendations from the Productivity Commission’s Inquiry Report on Mental Health and the Royal Commission into Victoria’s Mental Health System. Most recommendations emphasize collaboration between the Australian Government and state and territory governments through the National Mental Health and Suicide Prevention Agreement. This plan is built on five key pillars: prevention and early intervention, suicide prevention, treatment, support for vulnerable populations, and workforce development. In the 2022–23 Budget, an additional $547 million was allocated to reinforce these pillars, followed by a further $586.9 million in the 2023–24 Budget to expand and enhance ongoing projects. China: In recent years, the Chinese government has implemented various policies and initiatives designed to improve the mental health service system and promote equitable access to these services. The release of the Fourteenth Five-Year Plan for National Economic and Social Development in 2020 highlighted key national strategic priorities, which encompass mental health education for adolescents and the enhancement of mental health services. China is dedicated to bolstering prevention and treatment to prevalent mental health disorders while expanding public mental health services, especially for the youth, to significantly improve the overall health literacy of the nation. India: In the past decade, the Government of India has implemented various measures to address the gaps in mental health services and promote equitable access. The National Mental Health Policy (NMHP), introduced in 2014, along with the Mental Healthcare Act (MHCA) of 2017, establishes strategies aimed at enhancing mental health care and protecting the rights of individuals. The NMHP emphasises the importance of providing comprehensive care that includes both outpatient and community-based services. It advocates for increased resource allocation to make these services more accessible and for their integration into general healthcare systems. Additionally, the policy highlights the significance of research, including national surveys, to inform effective policy planning and implementation. Japan: The country has a robust mental health policy that is continually being improved. In 2019, the Health and Global Policy Institute (HGPI) launched its Mental Health Policy Project to incorporate the perspectives of citizens and those affected by mental health issues. Despite ongoing progress, challenges persist. HGPI convened an advisory board of experts and individuals with lived experience to identify key issues, resulting in the proposal ‘Mental Health 2020 – Proposal for Tomorrow.’ This proposal outlines five perspectives: enhancing mental health literacy, developing integrated community care systems, creating supportive community living environments, establishing data-driven policymaking, and fostering ongoing stakeholder engagement in mental health discussions. These efforts reflect a progressive approach to addressing mental health concerns. A proactive, collaborative, and research-informed strategy is essential for making mental healthcare universally accessible and effective.

How Asia is Emerging As Biomanufacturing Powerhouse

Countries like South Korea, Singapore, and others in Asia are making strides in enhancing their bio-manufacturing capabilities. The collective effort made by the respective countries helps to position Asia as a key player in the global biopharma industry towards fostering innovation, international collaborations and investments, as well as improving the regulatory environment. According to Market Data Forecast, the Asia Pacific biopharmaceuticals market was valued at $44.3 billion in 2023 and is expected to be worth $78.69 billion by 2029 with a CAGR of 10.05 per cent from 2024 to 2029. “Asia-Pacific has emerged as a dynamic and influential region in the global biopharma industry in recent years and this transformation is driven by a confluence of factors, from rapid economic growth and significant government investments to a highly skilled workforce and a supportive regulatory environment,” said Chua Keng Hock, Senior Vice President of Process Solutions, Asia Pacific, Life Science Business of Merck. The support of the local government and investment are pivotal in driving the growth of the biopharma sector in Asia. “The local governments in Asia have made substantial investments in the biopharma sector, focusing on building infrastructure and creating life science hubs to foster collaboration and innovation. For example, South Korea's ‘Bio-Health Industry Promotion Plan’ aims to enhance the country's biotechnology capabilities through initiatives like the National Synthetic Biology Initiative, which seeks to transition 30 per cent of the manufacturing industry to the bio-industry within a decade. Similarly, Singapore has built the Biopolis, a research and development hub, and Tuas Biomedical Park, a purpose-built estate for pharmaceutical and medical technology companies,” said Chua Keng Hock. A skilled workforce is another crucial driver of biomanufacturing growth in Asia. Specialised training programmes and educational initiatives are in place offering targeted courses in biotechnology and bioprocessing. Additionally, Singapore and South Korea for example emphasise a close alignment between educational programmes and industry needs through industry-academic partnerships. These partnerships offer students’ hands-on experience via internships and industry projects to bridge the gap between academic learning and real-world applications in bioprocessing. To facilitate biopharma companies in navigating the market, Asia has streamlined its regulatory environment to align with international standards, significantly enhancing its appeal for biopharma investments. “Recent reforms in countries like China and India have improved the speed and transparency of drug approval processes, including accepting international clinical data and streamlining approvals. For example, China's regulatory changes have reduced the average drug approval time from 2-3 years to about 12 months, while South Korea has implemented fast-track approval processes to shorten new drug approval times. These improvements attract foreign investment, encourage domestic innovation, and ensure quicker market entry for new therapies,” said Chua Keng Hock. Strategic partnerships between government agencies and biopharma companies are forged to enhance research capabilities, develop new bioprocessing technologies, and support industry growth, to accelerate drug development and commercialisation. In May 2024, Merck signed a non-binding Memorandum of Understanding (MoU) with the Korea Advanced Institute of Science and Technology (KAIST) in Korea on a multi-dimensional programme aimed at advancing the research and development ecosystem in South Korea for industrial applications. Bullish on Biomanufacturing Singapore The Biomedical Sciences industry, which comprises the biopharmaceutical and medical technology sectors, is a key contributor to Singapore’s economy. In 2022, the industry accounted for 2.3 per cent of Singapore’s Gross Domestic Product and manufactured close to S$39 billion worth of products for the global market. The Singapore government has taken various initiatives to boost biomanufacturing in the country. The Biologics Pharma Innovation Programme Singapore (BioPIPS) aims to strengthen local manufacturing capabilities and transform Singapore’s biologics manufacturing facilities into agile factories of the future. It works through a consortium model consisting of leading biopharma companies and Singapore’s public sector R&D agencies and universities. BioPIPS is modelled after PIPS. “Singapore’s pro-business environment, skilled talent, strong manufacturing capabilities and thriving research ecosystem have drawn global biopharmaceutical and medical technology firms here. These companies have significant innovation, manufacturing, and commercial presence in Singapore to serve global patients,” said Chen Pengfei, Vice President, Healthcare, Singapore Economic Development Board. The bets are paying off. In recent months, Singapore has solidified its position as a key hub for biopharmaceutical manufacturing, with almost all major pharma companies establishing operations in the region. Notable developments include Pfizer's expansion of its manufacturing footprint with a new state-of-the-art facility announced on July 23, 2024. Wuxi Apptec also marked a milestone by breaking ground on a new R&D and manufacturing centre focused on active pharmaceutical ingredient (API) services for small molecules, oligonucleotides, peptides, and complex synthetic conjugates, which was reported on May 23, 2024. Besides, AstraZeneca unveiled plans for a $1.5 billion manufacturing facility dedicated to antibody-drug conjugates (ADCs) on May 20, 2024. Wuxi Biologics is also investing in the region with a new Contract Research, Development and Manufacturing Organisation (CRDMO) centre, which will provide integrated biologics services, as announced on March 19, 2024. Novartis expanded its biopharmaceutical manufacturing site in March 2024, while AbbVie announced a $223 million investment to enhance its biologics manufacturing capacity on January 25, 2024. Hilleman Laboratories opened a $20 million facility in November 2023 to strengthen vaccine manufacturing resilience. Singapore-based Biosyngen launched a new manufacturing facility in June 2023, with plans to hire 200 employees. Additionally, a new Thermo Fisher Scientific drug facility dedicated to vaccine manufacturing opened on May 26, 2023. Takeda also contributed to Singapore’s biomanufacturing landscape by opening its first platinum positive energy building on March 30, 2023. Finally, GSK established its first high-potency manufacturing and testing facility for next-generation cancer treatments in Singapore on November 17, 2022. These developments underscore Singapore's commitment to becoming a leading destination for biopharmaceutical innovation and production. Australia Australia aims to be an RNA manufacturing hub. In 2023, the Prime Minister of Australia highlighted his role as chair of the Expert Advisory Group, which is focused on developing an RNA Sector Development Plan. This plan aims to capitalise on new investments across the country to manufacture mRNA vaccines, including the Moderna facility, and to establish a comprehensive RNA research and development ecosystem. Australia is set to become one of the few countries globally with end-to-end mRNA manufacturing capabilities, presenting a significant opportunity to advance RNA technologies for both human and animal health. The plan emphasises improving commercialisation, building necessary skills, maximising enabling infrastructure, and translating world-class research into practical applications. The Australian Government has established the National Reconstruction Fund Corporation (NRFC), a $15 billion initiative aimed at supporting seven priority areas of the economy. One of the key focus areas is medical manufacturing. Government's efforts are paying off. Pfizer, Moderna, and BioNTech are all establishing mRNA manufacturing plants in Australia, underscoring the country’s growing prominence in the biotechnology sector. In addition to these significant investments, other initiatives are also taking shape. Monash University has launched Australia’s first dedicated mRNA workforce training centre with a $10 million grant, aimed at equipping professionals with the necessary skills for this emerging field. Furthermore, a new biotech research and manufacturing hub was opened at the University of Queensland, further enhancing the nation’s capabilities in mRNA technology. The University of Sydney has announced the launch of its Biomanufacturing Incubator, a cutting-edge initiative aimed at bridging the gap between biological research and industrial application. Together, these developments position Australia as a leader in biomanufacturing and mRNA innovation. Korea South Korea has initiated several strategic efforts, including ‘The Advanced Biotechnology Initiative,’ a national strategy aimed at positioning the country as a leader in the biotechnology sector by 2035. This initiative leverages South Korea’s accumulated scientific, technological, and ICT capabilities in response to the rapid growth of the global biotechnology market and intense competition for technological supremacy. Additionally, the ‘National Synthetic Biology Initiative’ has been launched to nurture synthetic biology and enhance innovative capabilities in biomanufacturing. South Korea also aims to become a global vaccine hub. The government is promoting public-private partnerships to expand vaccine production capacity to meet both current and future needs, domestically and in low- and middle-income countries (LMICs). To bolster this strategy, the government has partnered with international organisations, including the WHO, ADB, and IVI, by establishing training hub programmes for a global biomanufacturing workforce. Big pharma firms are taking a note. Merck has announced an investment of over €300 million in a new life science production site in Korea, signalling strong confidence in the market. Sartorius is investing substantially in expanding its activities in South Korea. The site is in South Korea’s major Biopharma hub Songdo in Incheon. India In August 2024, India launched the BioE3 Policy, a strategic framework designed to propel the country into the next era of industrialisation through high-performance biomanufacturing. This policy outlines a roadmap for making India a global biomanufacturing hub by promoting innovation in bio-based products and developing the necessary infrastructure for scale-up and commercialisation. The policy aims to empower Indian institutions, universities, startups, and industries to engage in transformative innovations by boosting domestic biomanufacturing capabilities by enabling synergy between science, technology, engineering, and manufacturing. The policy lays out plans for accelerating the transition to biomanufacturing by promoting integrated use of AI, digitalisation with ‘omics’, and upstream biotechnology innovations through bio-AI hubs, biofoundries, and biomanufacturing hubs across the country. The BioE3 Policy emphasises six thematic areas of focus, with a particular spotlight on 'Precision Biotherapeutics. The policy draws attention to biologics/biotherapies like Cell and Gene therapy, mRNA therapeutics, monoclonal antibodies, immunotherapy, as well as next-generation vaccines. Asia already has considerable biomanufacturing capabilities, driven by China and Singapore, with other countries ramping up their capacities to move toward this goal. It’s only a matter of time before the region is known as a bio-manufacturing powerhouse.

PossoBuild Launches its Game-Changing Tools, SmartHire and SmartPrep

Recruitment-tech startup PossoBuild has announced the launch of its two flagship tools – PossoBuild SmartHire and PossoBuild SmartPrep – aiming to redefine the traditional job interview process and outcomes, harnessing the power of artificial intelligence (AI) to bolster human efforts. Powered by cutting-edge natural language processing and machine learning algorithms, PossoBuild’s SmartHire and SmartPrep are being seen as revolutionary platforms, poised to transform the future of talent acquisition, recruitment and job interview preparation across India and the world. Optimized for both mobile and web-based online usage, PossoBuild SmartHire and SmartPrep have been designed as essential tools for present-day organizations and job-seekers alike. The SmartHire platform augments human capabilities by introducing AI-led automation in a bid to aid organizations to hire talent faster, better, and at scale – in a much more convenient and productive manner, as compared to the entirely manual, cumbersome shortlisting and interviewing processes practiced traditionally. SmartHire does that by enabling organizations to efficiently conduct and evaluate unbiased virtual interviews leveraging AI. Meanwhile, the PossoBuild SmartPrep platform assists students with adaptive and conversational-style mock interviews simulated through AI, in a bid to help them present the best version of themselves in real interviews. Post-interview, comprehensive and detailed feedback is provided to the SmartPrep users, offering them mentor-like insights to refine their approach. Notably, both these tools offer a first-of-its-kind, intelligent conversational AI interviewing system wherein PossoBuild’s virtual interviewer agent (bot) ‘Sia’ goes beyond a predefined questionnaire, engaging the candidates in dynamic human-like conversations that adapt in real time based on their responses. Hiring the right talent is crucial for organizational success; however, current hiring approaches led by human interviewers are not only time-consuming and resource-intensive, but also incur high costs and are often flawed due to inherent human biases. This is where PossoBuild’s trusted tech-enabled conversational interviewing system comes in, enhancing efficiency and consistency in conducting job interviews, while simultaneously eliminating biases in the hiring process. Speaking at the launch, Kalyan Jata, Founder & CEO, PossoBuild Technologies, who has over two decades of extensive experience in technology and innovation, and had previously held key positions in esteemed organizations like GE and Microsoft, commented, “We strongly believe that hiring the right talent is crucial for organizational success. Which is why, it gives us immense pleasure to introduce PossoBuild’s groundbreaking flagship tools, SmartHire and SmartPrep. SmartHire, with its ability to conduct AI-simulated human-like interviews and deliver accurate hiring recommendations using AI, shall be a game changer in recruitment. On the other hand, SmartPrep will assist students in acing their job interviews by giving them access to tech-enabled mock interview practice and feedback. Going forward, we will be majorly looking to work with organizations, empowering them to solve their recruitment-related challenges comprehensively, and empowering them to build high-performing teams and drive business growth”. Uma Nelluri, Co-Founder & CTO, PossoBuild, an IIT-Madras alumna, added, “With PossoBuild SmartHire, you’re getting a human-friendly interview experience enhanced by artificial intelligence technology. The data insights provided by SmartHire enable better decision-making in the hiring process, ensuring candidates are perfectly matched as per project/job requirements. It also provides detailed feedback, thus offering a great candidate experience and enabling organizations to benefit from hiring aptly skilled individuals. Additionally, leveraging the capability of our AI virtual agent to simulate human-like interviews tailored to specific job descriptions, we at PossoBuild have built SmartPrep, a new-age interview-prep platform, which allows candidates to experience lifelike mock video interviews meant to challenge and prepare them optimally for real-world scenarios”. PossoBuild SmartHire addresses various existing challenges, such as high costs associated with complex and time-consuming interview scheduling logistics as well as ineffective shortlisting of candidates, incorrect selections, inherent hiring biases, and the organizations’ inability to scale the number of interviews in response to the volume of applications. The tool comes with an array of benefits, including not just the capability to conduct AI-enabled, on-demand video interviews at scale, but also efficient shortlisting of best-fit candidates for a specific job role based on a detailed analysis, insightful evaluations post-interview (including evaluation of technical capabilities like coding skills, etc.), and ensures unbiased and ethical hiring to propel diversity across organizations. PossoBuild has beta-tested its flagship tool SmartHire with multiple organizations across India, the US, and other countries, and thereafter received encouraging feedback and demonstrated promising results. Most of their customers are already benefiting, and Canada-based Evenica is one such company. “In the fast-paced landscape of e-commerce solutions, finding and securing top-tier talent quickly is crucial. To that end, PossoBuild SmartHire has completely transformed the way we approach our recruitment, aligning perfectly with our commitment to excellence and innovation. SmartHire’s video interview platform has enabled us to conduct scalable interviews efficiently, allowing us to meet the dynamic demands of our industry without compromising on the quality of our hires. With SmartHire, we have not only optimized our interviewing and recruitment process, but have also significantly enhanced our hiring speed, and improved our overall candidate quality,” said Sadek Ali, CEO, Evenica.

Indian Healthcare professionals to witness 100% rise in demand nationally

The healthcare sector plays a pivotal role in driving the economy, with its workforce being a crucial factor in its success. In India, the demand for healthcare professionals has been steadily increasing owing to population growth, demographic shifts, and the rise of non-communicable diseases. Currently, there are over three million registered nurses in India which means there are only 1.7 nurses per 1000 people in India. Whereas according to WHO it should be three nurses per 1000 people. Similarly, the doctor-to-patient ratio in India (approximately 1:1500) falls short of WHO (1:1000) recommendations, especially in rural areas, posing significant challenges in delivering healthcare services efficiently nationwide. Likewise, the global shortage of healthcare workers has spurred a significant increase in demand for Indian healthcare professionals, who are highly esteemed in the international market for their sought-after skills. With the largest number of medical colleges worldwide, India stands out as one of the primary exporters of healthcare workers to developed nations such as Europe, the Gulf region, the US, the UK, Canada, Australia, New Zealand, and Israel. Additionally, Japan and New Zealand have also emerged as new destinations for Indian nurses and doctors. NLB Services is witnessing 15% growth in demand for Indian nurses across markets like Norway, Germany, Austria, etc. From 2021 to 2023 jobs within the healthcare sector in India saw a nearly 22% increase. Bengaluru leads in the number of healthcare job opportunities followed by other major cities such as Delhi, Mumbai, Chennai, and Hyderabad. Additionally, there's a rise in healthcare jobs from tier 2 cities like Coimbatore, Ernakulam, Ahmedabad, Thiruvananthapuram, and Kochi. Looking at the migration aspect, Kerala stands out as a significant contributor to healthcare talent migration to the Middle East and North Africa (MENA) region, particularly to the United Arab Emirates (UAE), while Gujarat is actively enhancing nursing education and training to meet global demands. In markets like Norway, UK, and UAE, demand for Indian Healthcare professions has jumped by 12-15% in the last 2-3 years. Commenting on the current trend in the healthcare industry, Sachin Alug, CEO, NLB Services said, ‘India is emerging as a significant source of exportable healthcare talent, particularly for Europe and the Gulf region. To address global talent shortages, there's a growing focus on cross-skilling initiatives. This ensures Indian nurses especially are equipped with the necessary skills and qualifications to meet the specific healthcare requirements of different countries. At NLB Services, we're committed to providing comprehensive training and upskilling programs for our partners in India, US, Canada, etc. This goes beyond just clinical expertise; we also help nurses adapt to the local language of their destination country. We're seeing a surge in demand from countries like Malaysia, Italy, Portugal, Poland, and Germany. The nursing talent pool is expected to grow exponentially in the next five years, with estimates suggesting a 100-fold increase.’ Additionally, a new trend of Innovation and the adoption of advanced technologies are driving growth across various sectors globally, including healthcare. The trend has emerged with a growing demand for home healthcare, including specialized services like physiotherapy, pain management, and chronic disease care. The COVID-19 pandemic has accelerated the uptake of home healthcare services as a means to minimize exposure and alleviate the strain on healthcare facilities. This experience has led to wider acceptance and integration of remote care solutions. Similarly, while telemedicine in India is not a new concept, the importance and necessity of telemedicine services became more evident than ever during the COVID-19 pandemic. The major drivers of demand for telemedicine in India as COVID-19, societal demand, increased mobile and internet penetration, supportive government policies, advanced and emerging technologies, the role of private players, accessibility, affordability, and convenience. This space alone is expected to drive the demand for Indian Healthcare professionals by 18-20% in the next 2-3 years. ‘While we address the global demand, a recent WHO report highlights a critical domestic shortage in India as well. The nation needs at least 1.8 million additional doctors, nurses, and midwives to achieve the recommended threshold of 44.5 healthcare workers per 10,000 people by 2030. Therefore, it's imperative for the Indian education system to adapt and cater to both domestic and international demands for skilled professionals.’ added Sachin Alug, CEO, NLB Services.

Leadership Trends in India's API Manufacturing: Insights and Talent Dynamics

WalkWater Talent Advisors, has released a comprehensive report shedding light on key trends and talent insights which are driving leadership hiring in the manufacturing function in India’s Active Pharmaceutical Ingredient (API) industry. India's pharmaceutical industry is set to soar to USD 65 billion by 2024, with the API sector contributing a substantial 35 percent share. Positioned as the world's third-largest API producer, India supplies 57 percent of APIs listed on the WHO prequalified catalog, showcasing its pivotal role in the global pharmaceutical market. Commenting on the report, Rahul Shah, Co-Founder & Director at WalkWater Talent Advisors said, “The report offers crucial insights into the trends and talent dynamics driving leadership hiring in the manufacturing function of India’s API industry. In the midst of India's growing role in API Manufacturing in the global pharmaceutical scene, this study acts as a compass for industry stakeholders navigating the dynamic and ever-changing talent landscape.” The report highlights that the Indian API market is projected to grow at an impressive Compound Annual Growth Rate (CAGR) of 13.7 percent in the coming years. With a robust domestic market, advanced chemical industry, skilled workforce, stringent quality standards, and competitive operational costs (40 percent lower than in the West), India has become an attractive destination for investors. For this report WalkWater researched 51 API companies and included 120 candidates at leadership level in manufacturing role. Key Findings: Lack of Diversity in Leadership Talent: All companies studied have 100% male leadership in manufacturing roles, raising a serious concern about the lack of diversity in this industry. In an era of focus on Diversity, Equity, and Inclusion, it's crucial for industry leaders to take urgent actions, promoting better representation and creating a more inclusive environment for talent growth. Chemistry Dominates the API Industry: According to the data around educational backgrounds, 95% of leadership talent in manufacturing roles are Chemical engineers or Chemistry graduates, with 41% holding full-time Masters/Doctorates. Clear Emergence of Talent Clusters in India's API Manufacturing Leadership: AP & Telangana, Maharashtra, and Gujarat are the 3 emerging talent clusters, constituting over 82% of leadership talent. One can expect these clusters to attract a significant portion of future investments in the sector. Talent Demand / Supply gap is leading to high talent churn: There is a high talent churn of 40% in the manufacturing leadership talent and this trend is expected to grow in the coming years given the demand supply gap in this sector as the industry attracts continued investments. As manufacturing networks becomes more complex, leading companies have beefed up hiring of COO candidates to provide leadership and strategic direction to manage the growth of the manufacturing operations. Ageing Leadership in Manufacturing: The industry is experiencing ageing leadership and there is a need for effective talent management strategies to groom younger leaders. Companies are extending the retirement age to cope with the shortage of leadership talent in the short term. High talent churn and demand supply gap is leading to increase in compensation levels: In the manufacturing function, compensation levels for leadership talent have increased in this industry and surprisingly the median CTC across levels are today comparable to CTC trends in FMCG industry for similar talent. Commenting on the findings, Prakash HS, Vice President, Pharma & Lifesciences at WalkWater Talent Advisors, said, “Our study offers crucial insights into leadership hiring trends, serving as a guide for decision-makers in navigating the industry's complexities particularly in the manufacturing function. Hence, the report is a compass for informed strategies, ensuring sustainable growth.” This report by WalkWater Talent Advisors highlights hiring challenges at leadership level in the manufacturing function within the API industry, emphasizing the importance of addressing talent-related issues to sustain industry growth.

Laying focus on AI-powered workforce management technology for pharma manufacturing

By Sumeet Doshi, Country Manager - India, Ultimate Kronos Group (UKG) As projected by the India Brand Equity Foundation (IBEF), the total market size of the Indian Pharma Industry is expected to reach $ 130 billion by 2030. This projected growth is propelled by advancements in technology that have helped in the creation and sustenance of a robust manufacturing ecosystem. The country’s skilled workforce and cost-effective manufacturing processes underlie its ability to meet the constantly growing global demand for affordable and high-quality pharmaceutical products. Decoding the Catalyst for Growth in India’s Pharma Manufacturing Sector For decades now, the workforce employed in the pharma manufacturing sector of India has consistently contributed to its rapid expansion, technological advancements, and the production of essential drugs and vaccines catering to both domestic and international demands. According to the Ministry of Health and Family Welfare, there are about 10,500 pharma manufacturing units currently operating in the country, powered by a highly skilled workforce. In order to effectively and efficiently manage a workforce at such a large scale and further propel its growth, technology-based workforce management solutions have come to the forefront. With the advancements in artificial intelligence (AI), data analytics, and automation, these solutions help organisations optimize on resource allocation, improve productivity, and enable predictive analytics for informed strategic planning. In addition to that, it allows companies to maintain compliance, given the highly regulatory environment that the pharma manufacturing sector operates in. This adherence to regulations, in turn, ensures product quality, safety, and transparency throughout the manufacturing and distribution processes. Key Technological Interventions in Workforce Planning & Management There are some key workforce management tools with which organizations are empowering their employees and aiding them with supplementary resources. These tools encompass a range of functions that contribute to creating a holistic workplace experience for the workers. Digital Inclusion: As per regulatory norms and safety purposes, employees are not permitted to carry their mobile phones with them into the manufacturing area. In such cases, workforce management solutions allow pharma manufacturing plants to provide their workers with touchscreen kiosks so as to ensure their continued access to information and services regardless of their location or position. Traceability: Often, in pharma manufacturing units, compliance, and quality issues tend to arise due to possible corruption in a certain batch of products. Therefore, in order to comply with FDA regulations, it is crucial to adequately identify the source of these issues. Tools such as biometrics, wherein every employee’s presence in each working station is recorded and monitored, can be crucial for maintaining product integrity, ensuring accountability, and swiftly addressing any anomalies. Streamlining Operations: One of the most integral issues that many large-scale pharma manufacturing companies face is managing work schedules, overtime, and attendance of employees. However, advanced workforce management software and automation solutions can provide assistance with AI-powered scheduling tools that can dynamically allocate shifts, predict staffing needs based on historical data, and track employee attendance and performance metrics. Flexibility: To maintain and retain a dedicated workforce, companies need to extend the benefits of flexible work arrangements to their blue-collar employees. In the manufacturing sector, where operational demands can be dynamic, offering adaptable schedules, allowing shift swaps, emergency leaves, and giving access to user-friendly communication channels will allow workers to have more control over their work lives. Balancing Employee Efficiency and Well-Being with AI-based Solutions Scheduling tools and automating tasks such as attendance and overtime record keeping can greatly benefit large pharma manufacturing plants by reducing labor and compliance costs. By keeping track of tasks assigned to each employee, workforce management tools can enable real-time monitoring of work progress. This is of utmost importance, especially for a heavily regulated sector such as pharma manufacturing, where the smallest error could compromise product quality and endanger patient safety. Equipping workers with additional resources such as touch-screen kiosks can further enhance their efficiency, provide instant access to relevant information, and streamline their interactions with scheduling and attendance systems. While maximising productivity and minimising errors is an integral aspect of employee management, ensuring workplace safety and satisfaction is of equal import. AI powered tools can contribute significantly by analysing workplace data to identify potential hazards, suggest safety measures, and create a secure environment. They can also widen the scope of flexibility that is offered to employees in a way that won’t compromise with the flow of work or put a strain on operational efficiency, thus promoting a much-desired balance between employee well-being and organisational success. Shaping the Future of Indian Pharma Industry with a Tech-Empowered Workforce Creating an ecosystem where employees share the load with tech based solutions will reduce the risk of burnout, especially on the frontlines, and foster a greater spirit of collaboration and ideation. The synergy between human effort complimented by technological interventions can lead to more effective problem-solving, improved decision-making, and an overall more resilient and adaptable workforce for the pharmaceutical industry. With India’s pharma sector expanding in the upcoming years, not just in terms of market-size but also innovation and advancements, its resilient workforce will continue to be at the underbelly of this success story.

Closing the gender gap is key for further empowering the Pharma sector

The pharmaceutical industry has long symbolized scientific progress and innovation, but it has also been a male bastion for far too long. Despite positive trends such as more women entering the industry, there's still a glaring gender gap in leadership positions, noted Uma Rao, Chief Human Resources, Officer (CHRO), from Granules India Ltd. " As we reflect on these disparities, we must recognize that empowering women in pharma is not just about equality; it's about driving innovation, improving patient care, and enhancing decision-making," pointed out the Granules India CHRO. Highlighting a McKinsey report, Uma Rao, observed that over half of new entrants to the global pharma industry in 2022 were women, a positive trend compared to many other industries. However, the appeal diminishes when we realize that nearly three-quarters of pharma C-suite members are men. This underrepresentation in leadership must change, not only for gender equality but also for the industry's betterment. Another McKinsey Global Institute report suggests that addressing gender disparities in a country like India could add up to $0.7 trillion to its GDP by 2025. Exploring, why fostering D&I is crucial for women in the pharmaceutical sector and how one can work towards an inclusive future, Uma Rao stressed how Women folks can play a key role in driving innovation, creativity, and improved decision-making. Driving innovation and creativity: Diverse teams, including women with varied backgrounds, experiences, and perspectives, can lead to a richer pool of ideas focused on women's healthcare. In an industry where innovation is key, these diverse perspectives can challenge the status quo and lead to breakthroughs that directly benefit women, whether it's in the development of more effective treatments, the reduction of medicine costs, or the advancement of solutions for women-centric health conditions. Capturing global diversity: Beyond the obvious benefits to women and their organizations, fair representation at the top of the pharma industry is important for another reason: the impact on the people being served. A more inclusive approach to clinical trials and patient-centric care will ensure that healthcare solutions are not one-size-fits-all but tailored to the specific needs of various demographic groups. Improved decision-making: Research continuously proves that heterogeneous groups tend to be better at decision-making. In the pharma industry, there is no room for mistakes. Bringing various personal experiences, viewpoints, and perspectives to the table aids in identifying well-rounded decision-making processes. Six key strategies to consider for the inclusive future of Women in Pharma: Committing at the very top: It starts at the top. Female leaders must make a genuine and unwavering commitment to women's empowerment within the pharmaceutical industry. They should set the tone for the organization by demonstrating their dedication through actions and decisions, paving the way for a future where women not only have a seat at the table but also lead the way in shaping the industry's successful future. Inclusive Hiring: Review and update hiring practices to reduce biases. Implement blind recruitment techniques, create diverse interview panels, and establish clear diversity goals for recruitment. Diverse Leadership Development: Invest in developing diverse talent for leadership roles. Mentorship programs, leadership training, sponsorships, and progressive initiatives that walk the talk are essential in nurturing the talent pipeline and ensuring that women have a fair shot at top roles.Inclusive Culture: Promote an inclusive culture where every female employee feels valued and respected. Encourage open communication, offer diversity and inclusion training, and establish employee resource groups. Gender sensitization is important. Data-Driven Approach: Use data to measure progress and identify areas that need improvement. It is critical to have a listening post, where gender issues can be reported and handled. Regularly assess diversity metrics, female employee feedback, and engagement levels. Collaboration for Change: Collaborate with external organizations and experts to bring fresh perspectives and best practices into your organization. Networking and partnerships can help create a supportive ecosystem that fosters the growth and empowerment of women in the sector.