Do you know who to hire for which role? Gone are the days of the lab-only scientist. Nowadays, positions in STEM fields can call for a variety of communications skills, whether that be writing, management, design, or something else. These science communications positions are all the rage nowadays, but because they require at least two skill sets, they can be difficult to fill.
When hiring for a science communicator role, there’s no one-size-fits-all background to look for – so screening applicants can be tricky. What keywords do you search for? Who do you rule out? Many qualified applicants won’t have had a separate career to match every skill required for a role. So, you’ll need to find other ways of assessing their potential to succeed.
Types of multi-skilled roles in the sciences
As careers in science communications become more and more well-known, interest in the field is burgeoning. Examples of positions in science communications include scientific communications specialist, medical writer, and research analyst. Some positions will skew more communications-based, and some more science-based. The trick for who to hire for which role is to discern which skillset comes first for a particular job. Then, you can comb through the applicant pool with that information top of mind.
Positions that are often more science-based can include roles in technical editing, data management, and curriculum development. Such roles absolutely still require communications skills – just perhaps not the same kind of verbal acuity that might be required of a presenter or writer. There are no hard and fast rules, though! Always use your judgment about the skill set that would work best for a particular position.
Who to Hire for Which Role
A role that primarily involves research or leadership, but seldom calls for in-depth or on-the-spot scientific knowledge, is often well-suited to a communications professional. If you’re on the lookout for a Director of Communications for a life science business, for example, don’t hesitate to choose someone who’s well-versed in leadership and project management, and less experienced (but highly trainable) in research analysis.
For roles that hinge on a deeper STEM knowledge base, consider hiring scientists – albeit that they boast some natural writing acumen. For instance, you may be on the hunt for a data science consultant who can not only solve problems, but effectively communicate their solutions. Because data science is not usually a skill that people pick up “on the fly”, you’ll probably want to first gather a pool of candidates with experience in the field. Then, to form your “top tier” of potential hires, you can identify the strongest communicators within that pool.
Some positions get especially tricky, though. Let’s say, for example, that you’re on a mission to find the perfect technical editor to fill an opening. In this case, you might actually be better off hiring a trained scientist. That’s because editing, while communications-based, is very detail-oriented and factual. Of course, any editor should have a good handle on grammar and paragraph structure, too – but in this case, finding someone who knows the ins and outs of the subject matter may prove to be the most important factor.
What to screen for
For science positions that involve preparing presentations, articles, or other written materials, ask your shortlist of candidates to show you a couple of relevant samples. A candidate’s portfolio may include brochures, slide decks, even emails – as long as it gives you a sense of their writing style, it should offer valuable insights into their suitability for a communications role.
Ultimately, when you’re hiring for a multi-skilled position, the most important thing to screen for is ability to learn. If a candidate sounds terrified, or perhaps just bored, by the thought of becoming well-versed in a subject that’s new to them – this may not be a recruitment match made in heaven. But if their eyes light up when you tell them more, and they can describe times they’ve used a similar skillset somewhere else – you may just have a winner on your hands.
The most important skill – who to hire for which role
Figuring out which candidate is likely to make the best hire can be a tricky balancing act – especially when it comes to science communications roles. As you search for suitable candidates, keep an eye out for those who are sharp, enthusiastic, and above all ready to learn – even if they don’t have the perfect resume.
And remember: people can always surprise you. Just because a writer hasn’t researched scientific topics before doesn’t mean they aren’t cut out to learn some new ropes. If your new science news editor has advanced technical degrees in their subject matter but little to no writing experience, you can assess their language skills another way. Keep a critical but open mind, and you’ll find a candidate who brings to the table an impressive skillset – and a willingness to keep learning more.
In the last couple of months, you’ve probably heard about ChatGPT. Launched in November 2022 by an artificial intelligence company called OpenAI, ChatGPT is a chatbot that answers questions, responds to prompts, and gives suggestions. Its backbone is a natural language processing model that was trained using text from across the internet, and upon its release it quickly drew attention for its conversational skill, creative abilities, and the depth and detail of its responses.
AI isn’t a novelty to recruiters – many have been using AI recruiting software to source or screen candidates for years. But ChatGPT is a different beast, and you might be wondering if it could be used in recruiting. The answer, as with most AI-based tools, is yes – with caveats. As a chatbot, it can’t do everything on a recruiter’s to-do list (and as such, it isn’t equipped to replace recruiters outright). But if you know how to harness it, ChatGPT can help a recruiter brainstorm and generate ideas, fill in gaps in their knowledge, and generally speed up certain processes in recruiting. Read on for some ideas on how to use this chatbot to your advantage, and for some limitations you should keep in mind.
Use ChatGPT to create job descriptions
When creating eye-catching, informative job descriptions, ChatGPT can provide a starting point to build from. For example, I asked ChatGPT to “write a job description for a bioinformatics scientist at a proteomics company.” It gave me a description that was, overall, pretty nondescript and basic. But the description included some important and relevant qualifications like “Strong experience in proteomic data analysis, including the use of mass spectrometry data” and “Experience with bioinformatics software and databases, such as R, Python, and ProteomeXchange,” and it hit all the necessary points of a job description.
These results can provide a great framework for you to edit and add to depending on the specifics of the position at hand. But you don’t have to stop there. When I asked ChatGPT to “rewrite that job description requiring 5 years of postdoctoral experience and experience with Matlab,” it added those qualifications seamlessly into the description. When I asked ChatGPT to “rewrite that job description to be more exciting and compelling,” the chatbot threw in some adjectives like “dynamic” and “innovative” and verbs like “revolutionize” and “harness.”
Use ChatGPT to develop interview questions
Just as the chatbot can provide the framework of a job description to work from, it can do the same for interview questions. For the example position above, I asked ChatGPT to “create a list of interview questions for a bioinformatician at a proteomics company. Be sure to ask about leadership, problem solving, and past industry experience.” The response gave me ten questions. Some were way too vague and awkward, like “How do you approach problem solving and troubleshooting in bioinformatics?” But others seemed like they could provide fruitful insight into a candidate, like “Can you give an example of a time when you had to present complex bioinformatics data to non-experts and how you effectively communicated the findings?” and “Can you describe a project you have worked on in industry and how it differed from your academic experience?”
Use ChatGPT to create emails, social media posts, and other text communications
Other tasks that require writing text, like creating emails and social media posts, could benefit from ChatGPT. For the hypothetical “bioinformatics scientist at a proteomics company,” I asked ChatGPT to “write a compelling summary of that job description to post on LinkedIn.” It gave me a paragraph that started with “Are you a Proteomics Bioinformatics Expert looking to take your career to the next level? Join our cutting-edge team at XYZ Proteomics and be a key player in revolutionizing the field of mass spectrometry-based proteomics,” then gave some details about the requirements and responsibilities. The response was a little wooden – it definitely read like a fill-in-the-blank imitation of what a post like this “should” look like – but it hit all the important points and could be good to go with a little tweaking.
Use ChatGPT to learn about roles
As a recruiter working in the biotech industry, you might find yourself dealing with roles that are highly specific or require certain obscure skills. Recruiters in this situation might typically turn to Google to ask “what are bioconjugated nanoparticles?” or “what skills does a surface chemistry scientist need?” But since ChatGPT combs the internet to create its response, it can sometimes provide a more direct and specific answer than Google.
Drawbacks and takeaways
Models like ChatGPT are only as good as the information they run on and the patterns they are trained to recognize. For this reason, it’s important to closely pay attention to what content you’re using from ChatGPT to make sure no discriminatory language or inaccuracies sneak into your responses. I’ve seen some recruiters say that you should treat ChatGPT like a “spunky intern” whose work you check over closely. I think of it more as a springboard tool that can save you time, help you brainstorm ideas, and fill in some gaps in your knowledge. Though ChatGPT and other chatbots have their limitations (and can’t approximate everything the human mind can do), most experts agree that this technology is here to stay — and is only going to improve with time.
Rallying a whole team to recruit just one employee? Craziness! At least, that’s how it once seemed. Nowadays, though, it’s very common – and increasingly seen as best practice. It’s been shown to improve hiring results, and can customize the recruitment process to a company’s department-specific needs.
Collaborative recruiting is a hot topic, and there’s no better time than now to learn what it’s all about.
What is collaborative recruiting?
Also called “team recruitment”, collaborative recruiting is the practice of representing multiple departments and roles on a company’s hiring team. Because it involves the input of many different voices, this recruiting model makes it easy for companies to choose a hire that aligns with their unique internal needs.
The process can be even more effective when a recruiter is involved. Working collaboratively, a recruiter can combine their own industry expertise with current employees’ insights about what their teams need the most from a new hire.
How it can help
If a single hiring manager is responsible for finding the perfect hire, they likely won’t be able to consider the subtle needs and dynamics of every department. Enter collaborative recruiting! Including current employees in the quest to find a new one naturally results in a much more holistic and tailor-made hiring process.
A good collaborative hiring process involves surveying employees about not only the skills but the personality traits and values that they’d like to see in a new hire. This will ensure that the hiring team can find someone who is a good match for a company’s existing culture. This aspect of recruiting should not be overlooked – cultural fit is increasingly well-recognized as being an important aspect of employee morale and productivity.
As a side note: leading companies like Netflix, Apple and Google have recently adopted the collaborative recruiting model. We can’t know for sure, but it seems to be working out pretty well for them so far!
How to collaboratively recruit
If you’re a recruiter or hiring manager in charge of filling an opening, ask an employee in a similar or identical position what qualities they feel are important for the role. Chances are, their answer will reflect their company’s unique goals, priorities and culture. Whatever their response, it will certainly be more useful as a recruiting tool than a generalized job skills database!
Generally, a recruiting team should consider which employees are going to be working most closely with the new hire, and set priorities accordingly. On the other hand, collaborative recruiting will ideally also involve employees who are both higher and lower within the hierarchy of a company than the position to be filled. This way, the recruiting team can focus on finding a hire who improves workflow and efficiency for the company as a whole.
The role of external recruiters
Both recruiters and in-house hiring teams stand to gain a lot from working collaboratively to fill a role. A recruiter might be very focused on the technical side of things, but can’t immediately know the full picture of how a business operates. Using the collaborative hiring model, a recruiter can combine their industry expertise and connections with an in-house hiring team’s specific knowledge of their own company.
As a recruiter, collaborative hiring doesn’t have to radically change how you operate. It just means that in addition to your usual methods, the process will involve a lot of discussion, communication, and prioritization of different employees’ needs. Chances are, it will help you learn everything you need to know to find the best fit possible for your client company.
The takeaway
Onboarding the right person to a company is no small task. As with most big projects, collaboration makes the process much easier – and sets the whole team up for success.
The collaborative model of recruiting can help a company find the best fit possible for a role, and luckily, it’s here to stay. If you’d like to learn more about how we recruit here at Sci.bio, leave us a message on our contact form here.
Few people enjoy job hunting, and most job candidates have a story or two about bad application or interview experiences. For this reason it’s important for recruiters to make a good impression on candidates, and ensure they have a positive experience being guided through the application process. These days, there are plenty of communication tools tailored to help you stay in touch with candidates without increasing your own workload.
Communication Strategies: Automate What You Can
Calendly is a simple tool that allows candidates to schedule screening calls with you. It gives the candidate a feeling of control and easy ability to reschedule, while reducing the time you spend arranging (and rearranging) screening calls via email or over the phone.
Providing a chatbot (such as Mya or FlashRecruit) that addresses basic jobseeker questions is another way to reduce clutter in your inbox, by allowing the candidate to receive pertinent information about your opportunities and the application process at their own convenience.
Small and steady check-ins
It’s likely your job candidate is working with multiple recruiters and balancing a lot of job applications – all at different stages. For this reason, regular touchpoints with your candidate are vital. Don’t leave them waiting on promised updates, or wondering where their application is in the pipeline: if it’s with the hiring manager, if the hiring team is scheduling interviews yet. A candidate will prioritize applications where the timeline/anticipated next steps are clear, because it helps them plan the remainder of their job search and anticipate when offers might be made.
To help reduce your email inbox clutter, use personalized email templates sparingly. Job candidates don’t want to be on the receiving end of constant cookie-cutter responses, but email templates can be helpful when you have a range to draw from. Tools like Gorgias and Followup.cc allow you to manage customized email templates and keep on top of follow-up messages.
Keep innovating
New software is constantly being launched or upgraded, and communication trends change quickly. Be sure to check your workflow and organizational tools are still meeting your needs. How many hours a day are you actually fielding questions from candidates, for instance? Don’t be afraid to try new processes and experiment with the levels of workflow automation.
At Sci.Bio, we specialize in finding top biotech talent and adapting to meet your recruiting needs. Schedule an appointment with us today to learn more.
Jobseekers and biotech hiring managers are in agreement: virtual interviews are here to stay. From the company perspective, virtual interviews are a cheaper and more efficient way of screening candidates than in-person interviews. They widen the available talent pool by making interviews accessible to remote/hybrid candidates further afield, and are quick to schedule. Job candidates also prefer virtual interviews because it gives them more control over interview scheduling, and causes less disruption to their day if they’re currently employed.
However, many hiring managers feel in-person interviews offer them a better view of the candidate, providing more helpful insights into the candidate’s suitability. To combat the drawbacks, here are a few best practices to ensure you hire the best candidates and get the most insights from the virtual hiring process.
Deliver all information to the candidate in advance
To minimize delays, email the log-in information to the candidate ahead of time. Provide an email or phone number for the candidate to use if they experience any last-minute technical issues. This reduces confusion and last-minute delays because the candidate needs to download unfamiliar meeting software, for instance. It also reduces the stress to candidates and interviewers alike, enabling everyone to begin the interview in a calm state of mind.
Plan your interview time and structure in advance
The hiring team should prepare a list of topics to cover in order, or questions to ask, with time allocated for each point on the list. Make sure everyone on the interview panel has access to the proposed interview structure/workflow ahead of time. This will ensure the interview flows smoothly, without running too long.
Give candidates enough time to answer your questions during the interview itself, accounting for connectivity lags or difficulty reading body cues.
Remember that candidate recruitment experience is an important factor in their decision making process, and perceived disorganization during the interview may present your company in an unfavorable light.
Give candidates a taste of company culture
One notable disadvantage of virtual interviews is that the candidate gets less insight into company culture and work environment than if they were invited on-site. A way to work around this issue is to arrange a less structured informational interview with existing employees, which will give the candidate an overview of the company from someone at their job level. Hiring managers can also offer videos or virtual tours of the company office or campus during the interview process. These extra steps can help job candidates visualize themselves working for your company, giving them a clearer idea of the benefits of joining your company and their suitability for the role.
Invest in software for online recruitment
Since virtual interviews will remain an important recruitment tool in the years to come, consider investing in dedicated recruitment software or upgrading your existing programs. For instance, analytics and AI tools can assess candidate suitability and sort through job applications. Chatbots on your company’s career homepage can address any basic questions jobseekers have and free up hiring team resources. Consider incorporating online aptitude or personality tests into the hiring software or portals to provide another level of insight into potential candidates.
Whether you’re hiring for remote, in-person or hybrid biotech roles, Sci.bio talent experts are here to help. Reach out and schedule a conversation with us today.
