How well is Dublin doing in attracting the best workers in the world?

Projects such as the IFSC, Transport 21 and The Digital Hub have significantly increased Dublin'sreputation as an innovative city, according to Eamonn O'Raghallaigh, from the specialist recruitment consultancy lifescience.ie. The company focuses on the recruitment and selection of professionals for the pharmaceutical, biotechnology, healthcare, clinical research, medical device and scientific sectors in Ireland and Britain. Significant investment in research and development programmes, notably in science and technology, have positioned Dublin strategically in terms of its potential to be a leading global knowledge city, said O'Raghallaigh.

There are already several cities that identify themselves as knowledge cities, or have strategic plans to become knowledge cities. The list includes Barcelona, Melbourne, Delft, Panama City, Shanghai, Kista Science City (near Stockholm), Bangalore, Palmerston North (NZ), Medina and Dubai. Dublin has the advantage of an already highly educated workforce, said O'Raghallaigh, but infrastructural improvements are now vital to bring Dublin in-line with the leading global knowledge cities.

Lifescience.ie actively targets overseas candidates where there is a shortage of experienced workers locally, specifically in the pharmaceutical and healthcare sectors. Lifescience.ie has recently implemented its strategic global resourcing framework, a tactical plan to resource and recruit professionals from the global market for particular specialist requirements which are not being adequately serviced from the local knowledge-base, said O'Raghallaigh.

This involves building strong international networks and ongoing aggressive marketing campaigns to generate interest in Ireland as a potential location and to attract highly skilled workers. We have met with considerable success in generating interest particularly in the European, Indo-China and North American human capital markets. There has been a significant increase in the number of quality applicants for the required roles.

According to O'Raghallaigh, current trends in science and healthcare show a constant demand for experienced professionals in the pharmaceutical, allied healthcare and clinical research sectors. In the pharmaceutical sector, professionals in specialisations such as formulation chemistry, analytical and process development and industrial pharmacy are most in demand, while, in the allied healthcare sector, radiographers (most notably CT and mammography), medical scientists and pharmacists are continuously sought after.

Another area where we have noted a skills shortage is senior clinical research professionals, particularly in clinical trials management and regulatory affairs. One subject that is consistently raised by potential international candidates is the cost of living in Dublin. Our unprecedented economic growth in recent years and the concomitant rise in the cost of living have created a reputation that working in Ireland does not represent value for money, taking into account external factors such as relocation expenses and the high cost of housing, said O'Raghallaigh.

Some candidates feel that these external factors outweigh the benefits gained by an increase in remuneration. They express the opinion that their quality of life as a whole would be better if they relocated within their local market. On a positive note, O'Raghallaigh said Dublin had gained a reputation with international candidates as a city of cultural diversity, amicable people, opportunity and affluence.

Candidates from the pharmaceutical industry are particularly enthusiastic, considering the fact that 16 of the top 20 pharmaceutical companies have manufacturing operations in Ireland and they see Dublin as a location for significant career progression, he said. Dublin has also consolidated itself as a centre for excellence in scientific and medical research with investment in these areas significantly increased in recent years. These factors promote Dublin as a city of opportunity for international candidates, albeit an expensive one.

Going forward, recruitment companies will need to adapt to the current trends by diversifying their candidate pool and implementing strategic plans to resource and retain candidates from previously untapped markets, said O'Raghallaigh. At lifescience.ie, we pre-empted this eventuality in late 2007 with the implementation of our strategic global resourcing framework, progressing from the traditional 'introduction' method of recruitment, to a more integrated recruitment process providing bespoke advice on work permits, taxation, housing and education to international candidates, making the practical aspects of the relocation process more agreeable.

Britain leads Europe in the 'brain gain' race, according to O'Raghallaigh. Over 300,000 foreign students were enrolled in UK colleges and universities in 2004, accounting for 11 percent of all foreign students studying abroad. The UK highly skilled migrant programme (HSMP) introduced in 2002 has shown to be very successful with only 1,100 admitted in its first year, rising to nearly 27,000 in 2005. Other countries of note that have implemented strategic plans to attract highly skilled foreign workers include Canada, Australia, UAE and France, and the majority of these have met with considerable success.

As recommended in the ten-point plan published by Dublin Chamber, one of the key measures to attract knowledge workers to Dublin would be the introduction of short-term financial incentives to assist in the recruitment and retention of highly skilled workers. This would have an immediate positive effect, and would somewhat 'psychologically' offset the high cost of living in Dublin, said O'Raghallaigh.

The development of infrastructure in Dublin is also critical, with the introduction of WiFi on public transport and throughout the city essential in building Dublin's reputation as a knowledge capital. With reference to science and technology, the development of a world class science museum is definitely a step forward, keeping with the increasing status of Dublin as a centre for excellence in science and technology research.

O'Raghallaigh said that an expedited immigration application process would also significantly increase Dublin's attractiveness to international candidates. The introduction of the EU 'blue card' scheme will be critical in integrating migration trends in the Europe, standardising immigration procedures and allowing easy movement of non-EEA skilled workers within EU states. On a practical level this will greatly assist the recruitment process. Many companies find it difficult to fill immediate requirements with non-EEA applicants due to the time required to process work permits.

In October 2007, EU officials unveiled plans for the 'blue card' system to help member countries fill the growing need for skilled employees. Possessing an EU-wide work permit would allow skilled workers -- including medical professionals, engineers, IT specialists and other highly qualified workers -- to get work permits, move among EU countries and obtain long-term residency status more easily and quickly, according to the proposal. Highly qualified was defined as having a university degree and three years of relevant experience.