Quality Assurance and Quality Control professionals are indispensable in the scientific field, upholding standards that ensure the reliability, validity, and safety of work. They play a critical role in advancing scientific knowledge, fostering innovation, and protecting public health and the environment. As the number of Quality vacancies grows in Boston, I wanted to see if the amount of professionals in the field will fulfil demand for talent and share some of our data here at Harba on where hiring challenges are stemming.
From our latest report, Quality Talent Pool Report – Greater Boston, the space is growing with a relatively liquid talent pool; Almost 1 in 12 professionals working in Quality changed jobs in the last 12 months. However, the overall talent pool has grown by just 2% and with extremely high demand for skilled professionals in Quality roles, the data points to most positions being filled with local talent from a competitor.
Our data highlights retention issues among Quality roles, a median tenure of 1 year 5 months is considerably lower than other scientific roles we recruit for. Not only does this bring disruption and inefficiency but also high turnover costs and loss of institutional knowledge. With highly transferable skills that are applicable across different sectors and companies, the number of opportunities available to Quality professionals becomes larger. This versatility enables them to move relatively easily between jobs and industries, contributing to shorter tenures and keeping them open to the next best role. Whilst hiring might be swift, will they stay in your role for the long term?
As shared in our report, “opportunities for career growth” is among the top 3 value propositions a Quality professional could receive. While entry-level and mid-level positions are common, fewer senior roles are available. This lack of upward mobility can lead to job dissatisfaction and drive professionals to seek new opportunities where career progression is more attainable. Often, QA and QC professionals may find that their best opportunities for advancement are lateral moves to other departments or companies, rather than promotions within their current roles. This contributes to shorter tenures as they move to new organizations in search of growth. If it is possible to add extra levels to your hierarchy and provide development pathways to employees, this should be seriously considered to aid retention.
The retention of Quality Assurance and Quality Control professionals is a pressing challenge for many companies in Boston and beyond. To better understand these issues and explore actionable solutions, I invite you to download our Quality Talent Pool Report. This report will give you insights to inform your hiring strategy and see success when hiring across Quality. If you have any questions, please feel free to contact me: afuatavai@harbasolutions.com, and I’d be happy to help.
