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How Science Grads Can Get Hired by Biopharma Companies

How Science Grads Can Get Hired by Biopharma Companies

A career in Biotech can be very rewarding. It’s an industry that develops cleaner energy sources, furthers medicine and cures, and develops higher-yielding crops to feed the world’s growing population.

Whether you’ve spent the past few years working on a Ph.D. or are about to finish your first degree, entering the biotech industry is an alternative to the more conventional life-science paths that lead through medical school or end in academia.

But it can be tough to know where to begin. And with the uncertainties caused by COVID-19, it can be hard to identify current job opportunities. Here are some tips to keep in mind as you begin your new career:

  • Do your Research

With any job, it’s important that candidates do proper research – not just about the job they’re applying for, but about the company they’re hoping to work for. Target companies you’re interested in reaching out to and check out their websites. See if you know anyone who may work at the companies and reach out. Get an understanding of what the organization does, their corporate culture, the leadership group, etc.

  • Find a Mentor

Whether it’s a professor or an established professional in the field, a mentor can go a long way toward helping new grads get their feet in the industry door. Identify one or two potential mentors that you feel you can build and nurture long-term relationships with. Mentors can be advantageous in advancing your career, providing sage advice and guidance based on their experience and expertise.

  • Build your Network

Just like doing good science takes collaboration, so does building your career.  Build a strong network for both career growth and increased learning.   A network of peers can be a valuable group to brainstorm with, glean best practices from and learn about new technologies.

  • Be Aggressive but Be Patient

It may be difficult for new grads to do, but not jumping at the first job offer can be the key to finding a great job. Students with STEM degrees are in the driver’s seat in the current economy and don’t need to settle for an immediate job offer. Pharma/biotech companies aren’t always the first on campus, so be patient and use due diligence to find the right role. When you arrive at the interview, ask questions about the job expectations and responsibilities to get a good feel for the position.

  • Accept an Internship

As a newly minted grad, what you’ve done (work experience) is often more important than what you know (degrees, awards, etc.). An internship that allows you to work in your chosen field will enable you to gain a practical understanding of what it’s like in the real world. It can also provide opportunities to build relationships and show potential employers that you have work experience – giving you a head start vs. the competition. Lastly, some companies hire interns once their term has been completed.

A Final Thought

If you know a biotech career is right for you but aren’t sure what type of position would be best, it’s important to reach out to the industry professionals. Creating a network of working professionals can help you decide on your career path. Also, working with an experienced biotechnology recruiter will remove a lot of the time and stress in finding your first job – and the right one.

 

 

6 Reasons Employers Hire an Executive Search Firm

6 Reasons Employers Hire an Executive Search Firm

When looking to hire senior executives in the biotechnology, pharmaceuticals, and life sciences fields, it’s important to remember that most of the great candidates aren’t hanging out in a database or waiting to be contacted on LinkedIn.

While using your organization’s in-house resources (HR department, hiring managers) may work for less specialized job placements, neither likely have the combination of research skills and the extensive network of professional resources needed to identify and hire top executive talent on time.

Instead of spending a lot of in-house time on an executive hiring search and hoping for the best, many science-based companies are reaching out to executive search firms to optimize the process. Here are some reasons why you may want to consider this strategy for your next high-level hire:

1. A Search is Incredibly Important at the Executive Level

Searches for senior management positions that report to the C-suite are too important not to go out to a retained search firm. Executives at that level can make or break a company. A retained search firm can help mitigate the risk.

2. The Position Requires an Executive with Unique Skills

If you’re seeking someone with very specific knowledge and skills, a search firm can help. The best executive search firms will deliver candidates with the right mix of knowledge, skills, and abilities, along with the requisite cultural fit you need.

3. Your Senior Leadership Team Lacks Diversity

Because women, Black, and Latinx candidates are not well-represented at the senior executive levels – especially at science-based organizations – search firms can help level the playing field by conducting searches that ensure equal opportunity for all candidates.

4. You’ve Just Created the Position

When an organization has a new executive-level role to fill, there can often be a lack of knowledge re: the kind of candidate you need. Search firms that specialize in the functions and sectors that are new to the organization can help fill that knowledge gap and identify the right talent.

5. You Have to Replace an Underperforming Executive While Still in the Role

Lining up a replacement while a senior executive is still on board, can be highly complicated. The last thing you want is for the individual to find out. Search firms offer a much-needed cloak of confidentiality. They can manage a confidential search and recruit candidates without even mentioning the name of the client company.

6. You’ve Exhausted your Personal and Company Networks

If you’ve burned through your network of connections for possible referrals, it’s time to access another network. Executive search consultants are among the most well-networked people in the business and can find the right candidates while you’re working on running your department or business.

Summing it Up

Executive recruiters who understand the biotechnology, pharmaceuticals, and life sciences fields can identify, contact, and engage executive talent beyond the reach of employers who go it alone. Before contracting with a hiring firm, be sure they understand your business, have access to the right talent, and provide communication throughout the process to ensure you’re meeting the best candidates.

Sci.Bio is a leading recruitment and search firm based in Boston. We specialize in finding and hiring the best talent to fill temporary openings, long-term positions, and executive roles in the Biotechnology, Pharmaceuticals, and the Life Sciences industries. We can also help you understand and improve your cost per hire numbers – so visit our website today!

7 Steps to Getting the Salary You Deserve!

7 Steps to Getting the Salary You Deserve!

Feeling overworked and underpaid?

Whether you’re a full time, part-time, or temporary employee, it’s important to know your worth when accepting a job or seeking a raise.

Feeling underpaid is a predicament that many people find themselves in, whether at a new job or an old one. In fact, not negotiating your salary because you don’t know your worth could cost hundreds of thousands from your lifetime earnings.

Here are seven negotiation suggestions to get the salary you deserve:

1. Know Your Value

To get the pay you deserve, you need to know the going rate for your specific industry and your area. Otherwise, you’re at the mercy of an experienced hiring manager who can control the conversation. Do this by doing an online search on sites such as Payscale or Glassdoor, or by asking others in your field.

2. Talk to a Recruiter

One of the best ways to discover your true worth is to reach out to a recruiter in your area. They know what people with your experience and expertise are worth, so use it to your advantage! They may not be able to give you a specific number, but even a range is helpful.

3.  Know When to Ask for a Raise

If you’re otherwise happy at your job, but your salary has remained static over a period of time, you’re likely underpaid. It’s time to ask for a raise! You may think your hiring manager should know when you deserve an increase, but that’s not always the case. Talking to your employer about a raise can be tricky, so be smart and cautious about it.

4.  Present your Accomplishments

It’s important to make sure your boss knows about the great things you’re doing. One way is to prepare a one-page summary that highlights your accomplishments. List things since your last review, such as positive sales numbers, increased responsibilities, successful projects, etc.

5.  Engage in Discussion

You should be prepared to discuss your pay with your hiring manager, HR director, or whoever can give you a raise. Understand what your boundaries are. How much flexibility are you going to allow? What are you willing to accept or not accept? Listen to what your employer proposes, and if not satisfied, come back with a compromise and other suggestions.

6.  Don’t Rush It

It’s a good idea to consider an offer depending on how close it is to what you want. If you’re asked how long you need to think it over, say you’ll let them know in the next day or two. Even if the offer seems perfect, it’s usually good to not commit right away.

7.  Consider your Options

If your supervisor won’t (or can’t) improve your salary, try negotiating for flex time, more vacation, a better title, or plum projects. It’s important to keep the conversation positive so, don’t threaten to leave if you don’t get a raise. You can, however, quietly begin your job search.

A Final Thought

Whether it’s a new job or an existing one, negotiating for the salary you want can be stressful. The good news is, with the proper preparation, research, and attitude, you can make it happen.

Sci.Bio is a leading recruitment and search firm based in Boston. We specialize in finding and hiring the best talent to fill temporary openings, long-term positions, and executive roles in the Biotechnology, Pharmaceuticals, and the Life Sciences industries.  To learn more, visit our website today!

5 Reasons Employee Referrals are a Great Resource

5 Reasons Employee Referrals are a Great Resource

As a hiring manager or recruiter working with a life sciences company, an employee referral program is an excellent source for locating talented candidates.

Employee referrals are a way of leveraging the existing employees in an organization to help identify and recruit quality talent. For many reasons, employee referrals have proven to be one of the best ways of sourcing.

Many life sciences companies have implemented employee referrals in their organizations – some using methods such as a referral program, and some are keeping it less organized. No matter how it’s set up, what matters most is to actively engage your staff through employee referrals.

Listed below are five benefits to implementing an employee referral program, and why it could be your best way to hire the most qualified talent:

1. Saves Time and Money 
Sourcing candidates requires a lot of effort, which means it can cost a company both time and money. It was found in one study that referred candidates are faster to hire. An advantage of employee referrals is that your current team member makes the connection and saves the recruiter the initial time of sourcing the candidate. Further, the candidate could be a better match compared to others who apply externally. This can help expedite the process and cut back on the need to find alternative options.

2. Receive Qualified Candidates 
Employees often want to work with someone who they know can do the job. With a referral, you can have much more confidence in the candidate’s ability to perform the necessary tasks, since they are “pre-sold.” In addition, a personal recommendation that is already within the company can instill confidence that the reference is in fact, valid and reputable.

3. Higher Retention Rate
Studies have shown that finding and retaining life sciences professionals is an ongoing challenge. The good news is employee referrals tend to stay around longer, perhaps because they are personally connected to their peers. That’s not to mention that the referrer themselves may feel more respected and valued after the company takes their recommendation. And when an employee feels respected and valued, they can become more dedicated in the long run. You may also want to give an employee referrer a bonus to show your appreciation!

4. Better Cultural Fit
A referred new hire will help alleviate the concern that a candidate may or may not be a good cultural fit. A successful employee referral program can help achieve this goal. Your employees are in the best position to understand the suitability of a referral to fit within your business.

5 Reasons Employee Referrals are a Great Resource

5. Improved Employee Engagement
Encouraging qualified referrals can be the best way to engage your employees in more meaningful ways. When a company asks staff members to find the next great hire in their organization, they feel more empowered. At the same time, it’s a feeling of accomplishment for them by helping their friends achieve their next career move.

Conclusion

When it comes to finding candidates with specific life sciences skills, employee referrals have proven effective time and time again. Referrals are a great way for recruiters and hiring managers to fill positions with “pre-recommended” talent that possess the critical skills and cultural fit you’re looking for.

 

Sci.bio is a leading recruitment and search firm based in Boston. We specialize in finding and hiring the best talent to fill temporary openings, long-term positions, and executive roles in the Biotechnology, Pharmaceuticals, and the Life Sciences industries. To learn more, visit our website today!

6 Networking Tips for Hiring Managers & Recruiters

6 Networking Tips for Hiring Managers & Recruiters

For recruiters and hiring managers, there comes a time when it makes sense to dust off your social skills and make professional connections.
Most recruiters know why it’s important to network – career growth, knowledge expansion, and gaining new business being the primary reasons. But why the hesitation? Maybe networking doesn’t come naturally to you. It’s okay – let’s face it, networking can feel weird, artificial, and awkward. Or maybe you tried networking and didn’t get that much out of it.
There are definite benefits to networking for recruiters and managers – and the following tips will help you gain confidence as you gain contacts:

1. Virtual Networking during COVID-19
Before the pandemic, the best way to the network was to attend industry events – or even host your own. But that’s changed – at least for now. As we all adapt to the new reality of remote work brought on by COVID-19, we will also adapt the social behaviors that enable us to stay in touch and forge new relationships with potential new hires. Creating and maintaining virtual relationships is now fundamental to maintaining mental health as well as business success. Search out online networking events, webinars, and chat rooms that will allow you to make new connections and foster existing ones.

2. Be Prepared
It may be a virtual get together, but you should still have a game plan to help approach potential job candidates during networking events. Take a look at the guest list and identify some key people you want to chat with. Depending on the scenario, you can message them before and plan to meet or approach them with knowledge of mutual contacts and interests.

3. Prepare your Profile
Make sure your LinkedIn is up to date, including a recent (that means within the last three years) profile picture and accurate work information so people can easily find you.

6 Networking Tips for Hiring Managers & Recruiters

4. Build a Rapport
When meeting people online or in person, it’s crucial to set yourself apart from other recruiters and organizations. Make sure you’re actively listening and showing your engagement by asking follow-up questions. This should allow the conversation to flow more naturally, and help you get a better idea of how this potential hire would fit into your company culture.

5. Debrief
Be sure to debrief yourself after the event and, if possible, organize any information you may have brought back with you. Add contact details to online address books and pencil future events into your calendar – anything to ensure you’ve got all the information you need.

6. Practice Makes Perfect
Remember that the more time you spend doing anything, the better you’ll get. Try to make it your business to check out as many industry networking events and recruitment conferences in your area as possible – and put everything you have into practice. Slowly, the fear should start to lift, and networking will seem like second nature.

Summing Up
Making professional connections can be challenging – especially during extraordinary times like these. But with some preparation and research, you’re sure to find success and get the results you need. As a recruiter, building and leveraging a specific network of professionals should be an ongoing effort to ensure growth, leadership, and retention. The above tips will help you get there.

 

Sci.bio is a leading recruitment and search firm based in Boston. We specialize in finding and hiring the best talent to fill temporary openings, long-term positions, and executive roles in the Biotechnology, Pharmaceuticals, and the Life Sciences industries. To learn more, visit our website today!