Genetic Counselors Are In Demand: Here's What They Value

As insights into genetics and human disease continue to increase, so does the need for certified genetic counselors (CGCs).

 Genetic counselors have unique skill sets that are being utilized in positions outside of traditional, clinical counseling. Many companies realize the value of having CGCs in customer-facing roles as Medical Science Liaisons (MSLs). These CGCs work as a support system for sales teams by providing a layer of scientific service to physicians and their patients.

There is a high demand for CGCs across the US. According to the US Bureau of Labor, the demand for genetic counselors will continue to increase by 27% from 2018-2028. With only 4,807 boarded CGCs in the US, most of whom are in traditional, clinical roles, how does your company plan to attract CGCs for your MSL positions?

Connexis Search Group surveyed over 4,000 CGCs in our database to learn more about what attracts or deters them from these field-based positions, what their travel and salary expectations are, and what they value most when looking at new opportunities. Here’s what they said:

What attracts CGCs to MSL roles?

The majority (17%) of the CGCs surveyed stated that “career growth” was the most attractive thing about an MSL role. They see these positions as opportunities to expand upon the skill set they have built in the clinic and to utilize their knowledge in a new setting. It provides them with the ability to explore working on the business side of things by allowing them to partner with the sales and marketing teams. Respondents also indicated that MSL roles would enable them to expand their professional network, which they see as a competitive career advantage. Other components of MSL roles that CGCs find particularly attractive are the flexibility of the schedule, the higher compensation, and the autonomy with which they can work.

What deters CGC’s from MSL roles?

The main deterrent for the CGCs surveyed was the amount of travel involved in MSL roles. The majority of the respondents stated that travel would interfere with their role as a parent and/or spouse; thus, making it hard for them to entertain these types of opportunities. While they were concerned about time away from their families, many stated that they would consider an MSL role once their children were older and had less demanding schedules. Aside from the amount of travel, a few respondents noted that they would not be interested in an MSL role because it would pull them away from direct patient care, which is the one thing that drew them to the profession in the first place.

What is a realistic amount of travel?

Fifty-two percent of our respondents stated that they would be willing to travel ≤25% of the time, 31% responded that they would be willing to travel 26%-50% of the time, and no respondents indicated that they would be willing to travel >50% of the time. When looking to recruit CGCs for MSL roles, it is essential to be open and honest about the amount of travel that will be involved. It is also important to indicate how much of the travel will be overnight or out-of-state travel. By being upfront about the percentage of travel and overnight work your position entails, you will assure that you are attracting the right candidates and will have a higher retention rate.

What do CGCs value most when exploring new opportunities?

When exploring new opportunities, our respondents indicated that compensation is the most important thing to them, followed by growth potential. CGCs add a lot of value to the teams they work for and contribute significantly to the success of the company. To make sure your positions are pulling in qualified candidates, it is important to ensure that your compensation package is competitive. Each year the National Society of Genetic Counseling (NSGC) puts out a survey aimed at collecting information on compensation and benefits from CGCs across the US. This is a great resource to reference when looking to bring in a new CGC.

What are realistic salaries for CGCs in MSL roles?

The data collected in our survey similarly reflects that which the NSGC published this year regarding 2018 salaries. This shows that genetic counselors are aware of what the going rate is for MSL roles and expect their offers to line up with the data published by the NSGC.

Below is a snapshot of average, unweighted salaries for non-direct patient care based on years of experience from the NSGC’s Professional Status Survey 2018: Salary & Benefits: