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How to Recruit for Biotech Startups

How to Recruit for Biotech Startups

Author:  Claire Jarvis

Recruiting for a biotech startup, especially in the first few years after its formation, presents several challenges. The main hurdle is your young company probably lacks the name recognition or legacy that drives recruitment at large pharma. Your dream candidates may not even know your start-up exists.

Fortunately, with savvy marketing you can attract prospective job candidates and raise company visibility.

Cast an SEO-friendly net

Most start-ups use an inbound marketing approach to attract the right candidates, using SEO content to attract a large number of potential job seekers towards your company website or LinkedIn profile, before engaging with the smaller proportion of interested, qualified parties who explore further.

Build a brand that attracts your perfect job candidates

In today’s job market, the most sought-after candidates are free to choose positions at companies most aligned with their values. To attract these candidates your company website – one of the first things curious candidates view – should articulate your company values. A well-defined company brand and culture is the strongest recruitment tool you possess. Your website should also be intuitive for interested candidates to navigate, with careers information and openings displayed in a prominent location accessible from the home page.

Jobseekers respect transparency from recruiters, and you should be open and realistic about your company values when communicating with applicants. In a dynamic start-up where every employee contributes to the company’s success, an employee who isn’t aligned with company values is often more detrimental than a vacant position.

Personalize and streamline the recruitment process

Candidates see the job search and recruitment process as a preview of life as an employee…and with good reason! As mentioned above, your Careers website and application process should showcase your company at its best: can job candidates submit their resume and cover letter with one click, or do they have to copy everything on their resume into an online application program?

To overcome any disadvantage of poor name recognition your company might face, attend networking events to connect with potential candidates in-person. As a recruiter, you are the first and most important face of the company to prospective employees.

When recruiting via LinkedIn, don’t just share company content. Instead, engage with potential job candidates.