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This paper aims to analyse the necessity and sufficiency of researchers’ and engineers’ competencies in the area of science and technology, given oncoming technological changes. Five key questions are addressed concerning the skills and abilities of PhD holders: What competencies do researchers have at present? What competencies are currently used? How valuable are they at the present time? Will they be in demand in 10-15 years? And how relevant are these competencies for working on projects in priority areas of science and technology development?

The analysis was based on data collected by two empirical studies conducted in 2010-2013. A survey of researchers and engineers described the issues with competencies related to the areas of science, technology and innovation. Study among 1,884 PhD holders employed in research institutes, universities and enterprises was carried out. In addition, 30 in-depth interviews were also conducted with experts representing the most promising areas of science and technology development in Russia – nanotechnology, biotechnology and the power engineering sectors.

The results from quantitative and qualitative analyses indicate that general competencies such as fundamental theoretical knowledge, ability to work on projects, teamwork and creativity will be in demand in 10-15 years, rather than highly specialized skills. Employers tend to develop needed skills of researchers involved in innovations directly on the workplace, during the realization of a project.

This is the first paper to use solid broad statistical evidence to outline a clear idea of the technological and scientific research competencies that would be required in the future.

The purpose of this paper is to explore the composition of skillsets in biotechnology from the perspective of employers and its relation to open innovation processes in the sector. It provides conclusions for HR management practice.

The study is based on job advertisements content analysis and in-depth interviews with chiefs of research and development companies. It uses biotechnology as an example of industry where open innovation practice implementation is expanding. The authors have used data from American, British and Russian job search engines.

It is demonstrated that skills composition required in biotechnology does not vary significantly among selected countries as the market becomes increasingly globalized in terms of not only technology used but also personnel hired. Companies stress more on hard and digital skills, while soft skills appear to be a “must have without saying,” The mismatch between skills presented in the advertisements and articulated in the interviews has been found as employers tend to demonstrate innovation friendly company culture for possible applicants.

The present paper enriches literature on employee skills for open innovation. It gives comprehensive lists of biotech skills in-demand divided into hard, digital and soft categories and interprets them within the context of employee cognition and behavior. The new insight into employee skills articulated by the companies as a strong element of organizational culture is presented.