Ever find yourself staring at a job opening and thinking, “who is the right person to hire for this”? Anyone who’s ever been in a hiring role can relate. Sometimes, you may know the perfect fit right off the bat – but often, you’re left scratching your head. That’s where a recruiter can step in.
How Can a Recruiter Help?
Imagine having access to a network so vast that it’s more of a meta-network, composed of dozens of well-connected individuals and their wide professional webs: that’s what a recruiter brings to the table. A recruiter can tap into their extensive connections to expand your reach far beyond your LinkedIn contacts. Whether you’re in need of someone who’s mastered multiple software platforms or has hands-on lab experience, a recruiter specializing in filling science-based roles will know where to look.
Not to mention, recruiters are pros at assessing your business needs and finding someone who’s the best of both worlds. A recruiter doesn’t just look at the job description; they’ll analyze your company’s culture, goals, and pain points to find a candidate who ticks all the boxes. Plus, they help you figure out what kind of expertise you actually need. Sometimes, you might think you need a jack-of-all-trades, but what you really need is simply a master of one (or two).
The Trickiest Roles to Fill
Now, let’s dive into the kinds of roles that might leave you feeling out of your depth. Picture this: You need a communications professional, but your company specializes in biotech. You have no idea where to start. A recruiter can bridge that gap, finding someone who fits into your company despite their specialty in something else.
Need a medical writer who can also whip up scientific graphics? A recruiter can help you define exactly what you’re looking for and bring in someone who can handle multiple subject areas with ease.
Recruiters are seasoned pros at crossing industry lines and finding interdisciplinary talent. They can help you snag someone who brings a fresh perspective and a unique talent set to your team. It’s like getting the best of both worlds – someone with strong applicable skills who can also adapt to your industry’s specific needs.
Benefits of the Recruiter Route
Working with a recruiter is like having a secret weapon in your hiring arsenal. A recruiter can help you both expand your network and tap into the one you already have, forging connections you didn’t even know existed. They’ll work with you to sketch out your ideal candidate profile, ensuring you’re all on the same page from the get-go.
Sure, you could train someone from within your company to fill the role, but bringing in a well-suited outsider can offer a fresh perspective you might not have considered. A hire with outside experience will bring new ideas, new strategies, and new ways of thinking that can elevate your team to new heights.
The Takeaway
Recruiters aren’t just there to fill vacancies; they’re there to find the perfect match for roles that fall outside your company’s expertise. They’re your go-to for hiring highly specialized positions or interdisciplinary roles, and they’re equipped with the know-how to find someone who fits your organization like a glove.
If you’re looking to fill a role with a highly qualified candidate, Sci.bio’s recruitment services can help. We know that no two clients are the same, so we provide customized recruiting support that adapts to a given client’s structure and needs, and have placed successful candidates with a variety of companies. Please contact us to connect with a recruiter and discuss your needs, and follow us on LinkedIn to stay up to date.
Hiring the right candidates is far from a straightforward process. You’re not just filling a vacancy; you’re making a decision that could shape the future of your organization. While it might seem simple to choose the most qualified applicant, finding someone whose skills and aspirations align with both your short-term needs and your long-term vision is a delicate process.
Aligning Goals and Vision
It’s not necessarily about finding someone who will stay with you for twenty years, though that might be a bonus, but about identifying a candidate whose personal and professional aspirations complement your company’s objectives.
For instance, consider a candidate eager to develop skills in data analytics. If your company is leveraging big data to drive decisions, this individual’s goals align perfectly with your strategic direction. Their desire to grow in this area means they’re likely to be motivated, engaged, and invested in their role – and as long as they stay with you, they’ll be eager to develop these mutually beneficial skills.
Seeking Growth-Oriented Talent
Long-term alignment involves finding candidates who will help your company grow rather than stagnate. This means selecting individuals who understand the necessity of continuous improvement and see the value of improving what may already function “well enough”.
In the rapidly evolving world of life science and biotech, staying ahead of the curve is crucial. Fresh talent can bring new perspectives, and even spot inefficiencies or opportunities for innovation that existing employees might overlook. A candidate who is curious, adaptable, and proactive can be a catalyst for changes you’ve been seeking.
Tailoring Your Selection to Your Company’s Future
When selecting candidates, consider where your company is today and where it will be in the future. For example, if your company is experiencing rapid growth, you’ll need employees who are adaptable and willing to learn new skills. These individuals thrive in dynamic environments, handle multiple responsibilities, and are comfortable with change.
If your company plans to adopt a new strategy or pivot to a different business model, it’s crucial to find candidates who can adapt to different approaches. You need someone skilled in your current processes but open to implementing new strategies. This flexibility can be a significant asset as your company navigates tough transitions.
Aligning Skills with Present and Future Needs
A candidate’s skills must meet your company’s current needs while also aligning with your long-term goals. It’s a balancing act: you want someone who can contribute immediately while also being a good fit for the future.
Let’s say your company is expanding its digital marketing efforts. A candidate with a strong background in traditional marketing might bring valuable insights, but if they lack experience in digital channels, they might struggle to contribute to their fullest potential right away. However, if this candidate is enthusiastic about learning digital marketing and has demonstrated adaptability, they could still be a great long-term fit.
Practical Steps to Ensure Alignment
To identify candidates whose goals align with your long-term vision, consider these steps:
Clearly Define Your Vision: Before you begin hiring, take inventory of your company’s long-term objectives. This helps identify the traits and skills most important in a candidate.
Assess Alignment During Interviews: Ask candidates about their long-term goals and how they see themselves fitting into your company’s future. Look for signs that their aspirations complement your company goals.
Prioritize Growth Potential: Don’t just look for candidates who meet your current needs; consider their potential to grow with your company. Are they adaptable? Do they have a track record of learning new skills? These qualities are crucial for long-term success.
Consider Cultural Fit: Alignment isn’t just about skills and goals; it’s also about how well a candidate fits with your company culture. A good cultural fit enhances collaboration, productivity, and job satisfaction.
A Team to Stand the Test of Time
By focusing on alignment, you can build a team that not only meets today’s challenges but also drives forward your company’s long-term goals.
If you’re looking to fill a role with a highly qualified candidate, Sci.bio’s recruitment services can help. We know that no two clients are the same, so we provide customized recruiting support that adapts to a given client’s structure and needs and have placed successful candidates with a variety of companies. Please contact us to connect with a recruiter and discuss your needs and follow us on LinkedIn to stay up to date.
Martha Navarro is one of Sci.bio’s wonderful Senior Recruiting Associates. She came to life sciences recruiting from a background in STEM education and has been a valuable part of the Sci.bio team for more than two years.
Read below to learn more about Martha, including her greatest strengths and challenges in recruiting, her work volunteering and fostering animals outside of work, and her advice for new recruiters.
How did you get into recruiting, and how did you end up at Sci.bio?
As someone with a STEM education background, the most tangible options were to work lab related roles or apply to med school. I took a chance and applied to one of Sci.bio’s job posts. Turns out it’s a great fit and compliments quite a few skills I’m still developing here at Sci.bio!
What do you enjoy most about being a recruiter?
There’s spontaneity! Something is always changing whether it’s supporting clients or managing candidate relationships. As you support others, there’s so much to learn with great potential to keep developing yourself.
What do you find most challenging about recruiting?
If I had to name one challenging aspect of recruiting, it would be not being able to connect everyone to opportunities. The biotech industry is everchanging, and we all know of someone who has been impacted by layoffs. Safe to say, there’s amazing talent out there and not enough roles.
What are your passions and interests outside of work?
Outside of work, I spend my time volunteering with a non-profit TNR group. I’d love to continue fostering, but there’s only so many foster fails that can be had! I enjoy having coffee with friends, reading a good mystery thriller series, and listening to podcasts.
What do you think your greatest strength is as a recruiter?
My ability to connect with people and persevere has been incredibly helpful. To me, being a recruiter isn’t just about being on the phone or behind a computer. These are real people looking for their next role or clients looking to build out their teams.
What advice would you give to someone entering the world of biotech recruiting, or recruiting in general?
Recruiting takes time and focus. You truly learn once you begin immersing yourself in the role. Find what works for you, there’s no perfect recruiting method but always ways to improve. The industry and people that come with it are always changing. Take the time to understand each. You’ll be a better recruiter for it and know how to navigate unknowns.
What are your goals that you hope to accomplish as a recruiter?
As a recruiter, I hope to always be a reliable resource for candidates and clients. My aim by the end of each interaction is to have answered any questions or concerns. I’d like to continue supporting clients for hiring needs and utilizing my ability to connect with others to bring in my own.
If you’re looking to fill a role with a highly qualified candidate, Sci.bio’s recruitment services can help. We know that no two clients are the same, so we provide customized recruiting support that adapts to a given client’s structure and needs and have placed successful candidates with a variety of companies. Please contact us to connect with a recruiter and discuss your needs, and follow us on LinkedIn to stay up to date.
Lauren Money is one of Sci.bio’s Recruiting Partners focusing on RPO and Contingency searches. She worked in the microbiology departments of pharmaceutical companies for six years before deciding to move beyond the lab and into the world of biotech recruiting, and now brings this knowledge gained in the lab to her work as a recruiter.
Read below about Lauren’s journey, her strengths and challenges as a recruiter, her goals for the future, and more:
How did you get into recruiting, and how did you end up at Sci.bio?
I was looking to get into a role where I could utilize my pharma background, but not necessarily work on the bench. My sister is in HR and mentioned recruiting, so I applied with Sci.bio and have loved it ever since!
What do you enjoy most about being a recruiter?
I love the flexibility and constantly having new roles to work on and learn more about.
What do you find most challenging about recruiting?
There are slow times during the year with holidays, so it can be hard sometimes when there is not much to work on, but then there are times where it is crazy busy and it all evens out in the end!
What are your passions and interests outside of work?
I love reading, hiking with my two German shepherds and spending time with my husband and daughter.
What do you think your greatest strength is as a recruiter?
I am very motivated and will jump on a role very quickly to find qualified candidates for clients as quickly as possible.
What advice would you give to someone entering the world of biotech recruiting, or recruiting in general?
Like any new role, it will take some time to figure out the ins and outs and what works best for you. Be patient with yourself and know you learn more from your mistakes than from your successes.
What are your goals that you hope to accomplish as a recruiter?
I want to be able to run my own full desk, helping to make placements and bring in new clients.
If you’re looking to fill a role with a highly qualified candidate, Sci.bio’s recruitment services can help. We know that no two clients are the same, so we provide customized recruiting support that adapts to a given client’s structure and needs and have placed successful candidates with a variety of companies. Please contact us to connect with a recruiter and discuss your needs, and follow us on LinkedIn to stay up to date.
As we approach the summer of 2024, the biotech job market continues to evolve at lightning speed. To attract top talent in an ever-changing hiring landscape, you need to stay ahead of the curve and understand exactly what the candidates of today are looking for. So, how have candidate’s needs and wants changed since 2023?
The Biotech Skills Gap
For several years now, there has been a growing gap in biotech skills – or in other words, a shortage of candidates who are trained to fill the roles many companies are scrambling to fill in 2024. One way to tackle this gap: teaming up with educational institutions training the employee soon to enter the workforce. By working together to develop educational materials and curricula, you can ensure that students are getting the skills they need to succeed in the real world.
Another effective way to bridge the biotech skills gap is by implementing in-house training programs. By investing in the professional development of your existing workforce, you can upskill employees and prepare them for the evolving demands of the biotech industry. In-house training programs can be tailored to the specific needs of your company, ensuring that employees are equipped with the particular skills required to excel in their roles.
What Attracts the Best Employees in 2024?
It’s 2024, and flexibility is key: candidates want the freedom to set their own schedules. Now, that doesn’t mean letting them work whenever they want, but being open to flexible working hours is a huge perk. After all, in a world where employees are often spread across various time zones, a rigid schedule just doesn’t cut it anymore.
At least some leeway around remote work is almost a must for the modern-day workplace. That said, it’s important to keep things personal. Embrace the digital age by conducting Zoom interviews, using online questionnaires, and giving virtual workplace tours. These digital tools not only make the hiring process more efficient, but also help candidates get a feel for your company culture – even if they’re miles away.
Lastly, don’t forget about branding! Working with a recruiter to develop a strong company message can make you more appealing to top candidates. Your employer brand extends beyond just your company website and social media presence, but to every touchpoint candidates have with your organization, from the recruitment process to onboarding and beyond. A strong employer brand can help you attract passive candidates who may not be actively looking for a new job but are drawn to your company’s reputation as an employer of choice.
Workplace Culture
In 2024, a positive workplace culture is not just a nice-to-have; it’s a must-have. Candidates are actively seeking out environments that prioritize collaboration, support, and camaraderie. They want to work in a place where they feel valued and appreciated, where they can contribute to a shared vision and be part of a team that feels like family.
But what exactly does a positive workplace culture look like in 2024? For starters, it means valuing teamwork above all else. Candidates want to work in an environment where everyone is encouraged to share ideas, collaborate on projects, and support one another. Whether it’s brainstorming sessions, cross-functional team projects, or company-wide initiatives, candidates want to feel like they are part of something bigger than themselves.
Additionally, candidates are drawn to companies that know how to have fun. In 2024, employees want to work for a company that knows how to strike the right balance between work and play. Whether it’s hosting team-building activities, organizing company-wide events, or simply celebrating milestones together, candidates want to work for a company that doesn’t shy away from a little fun. After all, a happy team is a productive team!
Making Your Offer Competitive
With so many companies competing for the best employees, it can be tough to stand out. But don’t worry – we’ve got your back! If you’re looking to fill a role with a highly qualified candidate, Sci.bio’s recruitment services can help. We know that no two clients are the same, so we provide customized recruiting support that adapts to a given client’s structure and needs and have placed successful candidates with a variety of companies. Please contact us to connect with a recruiter and discuss your needs, and follow us on LinkedIn to stay up to date.
