Author: Tess Joosse
Recruiter burnout – ways to enjoy your job and protect your health. The last few years have been hard on recruiters. The COVID-19 pandemic created a hiring whiplash and changed so much about life and work, and as a result, some recruiters have found themselves chronically stretched thin, exhausted, and unproductive: in other words, burned-out.
The World Health Organization defines burnout as a syndrome involving feeling depleted or exhausted, feeling distant from or negative about your job, and being less efficient or productive at work. While stress at work is unavoidable, chronic and prolonged stress can do damage to your health, happiness, and ability to be a great recruiter.
There’s some good news: if you’re feeling this way, you’re not alone, and there are ways to beat it. Here, we’ll dive into some ideas for combating and avoiding burnout as a recruiter.
Top Ways to Beat Recruiter Burnout
1. Evaluate your situation and set realistic goals and to-dos.
Think about what’s working about your situation, what isn’t, and what you can change. Do you feel like you can’t leave work at work? Does every day feel the same? Is your physical health suffering? Do you have too much to do each day? By taking stock and taking charge of what you can control, the stresses at work that are truly unavoidable and immovable will pack less of a punch on your wellbeing.
Set a daily work schedule and stick to it. Be candid with yourself and the companies and hiring managers you work with about what is a priority about how much you can fit into the day. Set goals that are specific, time-bound, and measurable. Communicate with your team about your situation and about what roles and projects are a priority.
2. Reduce exposure to stressors and set work boundaries.
Again, some stresses at work are unavoidable. But there are ways to mitigate, manage, and reduce your exposure to them. Consider setting brief breaks throughout the day to get up, walk around, drink a glass of water, and look away from screens for a few minutes at a time (cognitive studies have found that quick breaks like this actually boost focus). If you’re battling Zoom fatigue from endless days of interviews, consider setting a weekly “no meetings” block (for example, not scheduling Zoom calls on Wednesday afternoons).
Outside of the workday, can you set boundaries that help you disconnect? For example, commit to only answering emails between 8 a.m. and 6 p.m. Set notifications on your devices to not ping you when you’re off the clock. And if you have to work late one day, can you block out an extra hour the next morning for yourself?
Finally, consider taking time off. This might be hard due to the fast-moving demands of recruiting, but even a day or two spent away from work and with friends, family, or just with yourself can help you feel reenergized and refreshed.
3. Prioritize self-care.
Depending on who’s talking, the phrase “self-care” can mean anything from training for a marathon to binge-watching hours of TV. But truly taking care of yourself – getting good sleep, eating nutritious and filling meals, making time for activities and hobbies, and enjoying healthy social connections – is the key to staying well and maintaining resilience and energy.
What areas of your non-work life have you been neglecting, and what can you do to address them? It might help to start small and commit to incremental habitual actions, like being in bed at the same time every night, cooking a healthy meal every Sunday, or picking one day a week to go on a bike ride with a friend. Building yourself up on your off hours will help you regain energy for your work.
4. Focus on professional development and building your network.
Does your career feel stagnant, or does it feel like every workday is the same? Fresh new challenges and opportunities for professional growth can help you get back into the groove. Subscribe to industry publications, read blogs, listen to podcasts, watch videos, or take courses to build your skills.
Focus on expanding your network — it will get you in touch with new and interesting people and will make your job easier down the line. And if you have room on your plate, ask your manager for a short “stretch project” that gives you something new to do.
References:
- 5 Ways to Avoid Recruiter Burnout
- Beating Burnout
- Many Recruiters Are on a Path to Burnout
- How Talent Leaders Can Address Recruiter Burnout
- Brief and rare mental “breaks” keep you focused: Deactivation and reactivation of task goals preempt vigilance decrements
- Burn-out an “occupational phenomenon”: International Classification of Diseases
Author: Claire Jarvis
Is there a Biotech Recruiting Slowdown?
Workforce statistics from the past two years paint a concerning picture of the biotech recruiting sector in 2023. The COVID-19 pandemic led to a boom in hiring and growth, but now that the initial biotech demand is leveling off, many companies are ‘right-sizing’ to pre-COVID-19 levels. Statistics predict the growth of the biotech sector slowing in 2023, in part to rising inflation.
The overall trend means biotech companies are slowing down their hiring. It’s not clear how much growth will slow in 2023, and hiring managers might wonder whether it’s worth adding more workers to the payroll if layoffs are coming. Due to its ability to consolidate and diversify their portfolio, Big Pharma is in a stronger position than agile biotech start-ups, but industry experts still urge caution.
Attracting Biotech Talent in 2023
Despite an economic slowdown, the biotech sector is continuing to grow, and companies are still looking to hire top talent. Here are a few ways biotech recruiting is filling positions and attract candidates.
First, it’s important to understand candidates’ motivation for switching roles, because there are many professionals considering a job switch, even if they’re currently employed. A lot of candidates are seeking appropriate salary increases to combat inflation. Or, perhaps instability at their current company has created a threat of layoffs.
As a recruiter, there are several ways to appeal to these candidates and fill your client’s vacancies.
- Highlight remote, hybrid and flexible working options. Thanks to rising gas prices, commuting is expensive, and many employees don’t like feeling pressured to come into the office. Flexible working remains a high priority for jobseekers as they explore new roles.
- Emphasize supportive work culture for new hires. Work culture is not just about throwing money at employees, but thoughtful initiatives to support new hires and integrate hybrid teams. The COVID-19 pandemic has left many workers feeling adrift from their colleagues, and they want to better integrate into their teams, virtual or not.
- List opportunities for career growth and developmental opportunities within the company. The new hire is more likely to make long-term commitment to the role if they think they can progress in their career without needing to switch companies again.
With over ten years’ experience serving biotech companies in the Boston area, Sci.Bio knows how to guide your company through economic changes. Schedule an appointment with us today to learn more.
Where can you access top talent other than LinkedIn, a site where candidates are inundated with recruiter messages and your own email risks getting lost in their inbox? There are a few underexplored avenues to find biotech jobseekers, and with a bit of creativity you can expand your candidate pool.
Leverage Existing Connections
The most efficient way to find fresh job candidates is to ask your existing clients for referrals. Your clients will know who in their network is looking for new opportunities, or who is dissatisfied with their current job and could be persuaded to change companies.
Another source of talent is through auditing former candidates you worked with in the past: check in on those previously considered for roles to see if they’re looking for new opportunities. After all, just because they weren’t a suitable match for your previous vacancies, it doesn’t mean they won’t be a good fit for your current openings.
Broadening your recruitment sphere
After you’ve tapped your current network, you can broaden your reach through local opportunities. Get involved with regional biotech organizations: attend their networking or professional development events to meet other attendees who may be considering a career change. Reach out to conference presenters or hosts at these types of events – the people who participate in panels, conferences and high-profile volunteer roles are often looking to strengthen their resumes with an eye to new roles. Even if that’s not the case, conference presenters are usually well-connected and may be willing to refer candidates to you.
Make sure you’re not limiting your search to graduates of the local biggest universities, and recruit from historically black universities and colleges (HBCUs), small liberal arts colleges (SLACs) and local community colleges. At these smaller colleges you may find candidates with less conventional resumes, but who have acquired a valuable set of skills through different routes into the job market.
College faculty like having recruiters come to speak to their students about career paths, which allows you to connect with STEM graduates in-person before they start applying to entry level positions.
Other places to find hidden jobseekers
In addition to using LinkedIn, check expat forums and Facebook groups for professionals. Members of those groups may be receptive to new opportunities that are tailored to them, rather than being cold-called on LinkedIn about jobs that don’t match their skillsets.
The final way to expand your talent pool on LinkedIn is to note who is interacting with your job posts through likes, comments or shares. This kind of online engagement is often a sign of someone considering a career move or preparing to apply to new roles, even if they aren’t advertising the fact on their profiles. Reach out to those posters and offer to chat with them about their career goals.
As a recruiter you often go to the candidates, but it’s also possible to encourage candidates to come to you. Hold a recruitment agency Open House – make the event worthwhile for local job seekers to visit your recruitment agency, meet the recruiters, and learn about the companies you partner with.
Looking to hire diverse biotech talent? Get in touch with Sci.bio today to learn more about our sourcing and recruitment services.
Author: Tara Smylie
Life Science Jobs – When you think about what it means to be employed in STEM, do you think of syringes, microscopes, and lab coats? If so, you’re not alone! In reality, however, lab jobs are just one path you can take as a life science graduate.
Within STEM and biopharma, there are many hidden-gem positions that simply don’t get as much attention as they should. If you have an interest in science but also enjoy analysis, management, or communications, there is no shortage of exciting and non-traditional job prospects out there for you to explore.
STEM (Life Science Jobs) and Business
Not all STEM positions are primarily scientific. Most will require at least a foundational understanding of STEM concepts, but some also call for a strong big-picture grasp of business operations.
As such, if you possess both a science background and a keen understanding of economics, markets, and/or human behavior, you’re in luck. Job-seekers with passions for both science and business can consider the following options:
- Medical science liaison: this position requires both people skills and a knack for clearly communicating important information. The main duty associated with this role is the provision of medical product information to key players in the pharma and life science industries.
- Life science recruiter: if you have a strong network and enjoy the thrill of the chase, this position may be for you. Recruiters in the life sciences have the chance to make new connections across many different fields, and to gain an insider perspective on the back-end of science-based business operations.
- Biopharmaceutical sales rep: if you have an advanced science degree, a go-getter attitude, and are a self-professed “people person”, you may find a perfect match in this position. The earning potential is very high, and for the right fit, the work environment can be exhilarating.
STEM and Communications
Any job in scientific communications will require both a keen analytical mind and the ability to articulate high-level concepts. If you’ve cultivated that elusive blend of “soft” communications skills and “harder” data and research skills, this may be the niche you’ve been searching for.
If you’re interested in finding a job in this field, here are some positions to keep on your radar:
- Technical/Medical Writer: If you feel comfortable communicating scientific concepts to wide audiences, consider looking into medical or technical writing as a career. Some science writers work on a freelance basis, while others are employed by corporations.
- Science Journalist: science journalism is similar to technical writing, but potentially broader in scope. A scientific journalist produces copy for not only scientific media but also blogs, websites, newspapers, etc.
- Scientific Instructional Designer: this position is ideal for anyone with a teaching background as well as a scientific mind. Instructional design is a growing field, with many roles currently available at life science/biotech companies.
Another path less travelled: health informatics
When it comes to lab-coat-free science positions, health informatics jobs are just about as good as it gets. For one thing, they tend to pay well. And for another, the work they involve usually proves to be both stable and stimulating – the perfect combo. Positions in this field tend to involve management, advising, communicating, and/or analysis. If you possess one or more of these skills, consider that HI could make for a very fulfilling career path.
Here are just a few health informatics jobs available today:
- Clinical Informatics Analyst: this position is all about the data. It involves compiling and analyzing health information, and using that analysis to make policy and workflow changes within an organization.
- Health Information Technology Project Manager: think regular project manager, but with a little added expertise. For an employee in this role, projects often center on the implementation of new technology and the optimization of existing workflows.
- Health Informatics Consultant: often contracted for on a per-project basis, an employee in this role advises a healthcare organization on health-informatics-related challenges, questions, and initiatives. Because of its broad scope, the nature of this position can vary greatly from client to client.
Look before you leap (into a career)
Depending on your skill set and personality, a lab position may be ideal for you. But no matter where you end up, you’ll never regret having explored your options. Remember: modern career paths are not always linear! What you learn now could come in handy years down the line.
Whether you’re looking for a medical writing position, a senior lab job, or just for some career guidance, Sci.bio’s recruitment services can help you get where you want to go.
References
- What Does a Medical Science Liaison Do?
- So You Want To Be A Recruiter? Do You Have What It Takes?
- Top 11 Alternative Careers for Biotechnology & Life Science Graduates
- 12 Careers for PhD Life Scientists Outside of the Lab
- Instructional design helps you create classes, trainings, and apps that people actually learn from.
- 6 Top Careers in Healthcare Informatics
Author: Tara Smylie
A week ago, you were scared you’d bombed every interview. Now, you’ve suddenly got too many job offers! This is a great position to be in – yet it can still be stressful. How do you choose between two, three, four different options? And if you’ve only got one nailed down, but expect another to come in soon… how do you manage the uncertainty?
With more than one offer on the table, you’ll naturally want some time to weigh your options. Here are some tips on how to address this situation with hiring managers – and ensure you end up making the right choice.
Buy yourself some time
Rule number one: always show enthusiasm! You can let an employer know you’re excited about a great opportunity without giving them a definite “yes”. Ask the hiring manager when they need to have your answer, then plan to make your decision within that time-frame. If you need more time than they’re offering, you can be honest about your situation and ask for a few more days. If you keep your tone respectful and reiterate your excitement about the position, they’re unlikely to hold this against you.
Once you know how long you have to decide, don’t hesitate to ask questions. Employers like it when you take initiative and want to find out everything you can about an opportunity.
A bird in the hand…
What happens when you get an offer for a perfectly decent job, but you’re 80 percent sure that the amazing position you just interviewed for is also going to work out?
In this situation, you can speed-track your mission to hear from your first-choice employer. Your first option is to create a reasonable delay. Perhaps you can ask your current offer for additional clarification on a point mentioned in the interview, or request to meet with employees at your level if you haven’t already.
Another possibility: let the other employer know that you’ve received an offer already, and you’d love to know when you can expect to hear back from them so you can make the right decision. This approach is a little riskier, but if handled with care, it can actually increase an employer’s interest in you – it shows them that you’re in high demand.
Think concretely about each offer
Say you’re deciding between two offers. Position one offers a snazzier office and builds on your previous work as a data scientist. On the other hand, position two boasts a generous benefits package and lets its employees work from home two days a week. Both positions sound great, and you’re at a loss to decide which one is “better”.
In this situation, you’ll want to look beyond the job descriptions and consider the specifics of each position. Imagine the layout of your space, what projects you’d be working on, and who would be on your team. Chances are, you’ll end up gaining some insight into which one is the better fit.
Additionally, keep the following factors in mind:
- Growth opportunities. If you accept this job now, where will you be in 5 years? Are there exciting advancement opportunities within the company?
- Corporate culture. This highly popular term refers to anything from work-life balance to how a company’s managers treat their teams. According to one survey, corporate culture is the biggest reason that candidates opt for one employer over another.
- Professional network. Are you going to meet people that can help you learn, grow, and reach new career milestones later down the line?
- Benefits. Does this company go above and beyond to ensure their employees are taken care of? Factor in what they offer in terms of paid vacation, health insurance and sick days.
On the other hand, there’s no need for an entirely objective approach. When all is said and done, your gut instinct knows better than any pros-and-cons list. Trust it to guide you where you need to go.
Keep calm and carry on
Even in the height of your angst, don’t forget that many would kill to be in your situation! And bear in mind that whatever you decide, every job has its pros and cons. That said, you should take as much time as you can to work out which job will suit you the best.
If you’re looking to level up your career in the life sciences, Sci.bio’s recruitment services can help you land a position that checks all the most important boxes.
References
- How To Handle Multiple Job Offers
- Tips For Handling Multiple Job Offers
- Why Corporate Culture is So Important
- Work-Life Balance in Biotech
- How to Trust Your Gut When It Comes to a Job Offer
