Sahana Nazeer, how did you get into recruiting, and how did you end up at Sci.bio?
After I graduated from Brown, I was searching for a full-time position that would utilize my neuroscience degree. I partnered with a recruiter who noticed that I was not keen on benchwork roles at the time. She recommended that I apply for a position with scientific recruiting. I sent in one application – to Sci.bio – and met with Eric later that week. I was drawn to learning about a new industry from an interesting angle that was still anchored to my love for science.
What do you enjoy most about being a recruiter?
I enjoy the search to find not just the right person for the job, but the right person for the team, especially for smaller companies focused on developing a specific company culture. Part of my growth as a recruiter has stemmed from focusing on building teams as opposed to filling requisitions.
What do you find most challenging about recruiting?
Balancing a process that works well for you while also incorporating new techniques to search, screen, and negotiate. For me, there is a fine line between a systematic approach and a monotonous one. And so, it really helps to work within a team as I have the chance to learn from my colleagues and share insights with them.
What are your passions and interests outside of work?
I recently graduated from the Virginia Tech Carilion School of Medicine, and I will soon start my residency in Psychiatry – Child Track at Brigham and Women’s Hospital/Harvard Medical School. I am an avid fan of the Boston Celtics! I also enjoy swimming (although now non-competitively) and playing tennis with my fiancé.
What do you think your greatest strength is as a recruiter?
My passion for supporting diverse, equitable, and inclusive hiring extends into my approach to recruiting, collaborating with hiring managers and talent acquisition partners, and developing relevant educational materials for clients. By keeping the priority of diversity, equity, inclusivity, and belonging at the forefront of my interactions with candidates and clients, it has become a strength of mine to help build cohesive teams and contribute to a company’s growing culture.
What advice would you give to someone entering the world of biotech recruiting, or recruiting in general?
As part of my medical training, there was an emphasis in being not only aware of our own biases but also cultivating actionable changes from that recognition. Being cognizant of my own biases has helped me better understand candidates and serve as their informed advocate when needed (especially as recruiters facilitate a majority of the candidate communication during the hiring process).
Kay Chow is one of Sci.Bio’s wonderful Scientific Recruiting Partners. As her three year anniversary with Sci.Bio approaches, we thought she’d be perfect to kick off our upcoming Recruiter Spotlight series, which will shed light on the work and lives of Sci.bio’s recruiters.
How did you get into recruiting, and how did you end up at Sci.bio?
For my first co-op at Northeastern, I worked at a Brain & Cognitive Sciences lab that focused on studying the effect of exercise on brain health in older adults. I first started out on the clinical research side, but later found myself on the recruiting end picking up phone calls from prospective study candidates. I soon realized that I enjoyed that side of the work much more and thought I could pursue a similar career in the biotech industry given my academic background in neuroscience. A couple of interviews later with Eric and other team members, I was hired at Sci.bio and it’s been nearly three years since in May 2023!
What do you enjoy most about being a recruiter?
I enjoy being a part of someone’s life milestone when they accept a new role. When I hear an enthusiastic yes from a candidate, I get excited for them to explore a new part of their career and work with new people. I try not to become desensitized to the fact that switching jobs is an important milestone in people’s lives.
What do you find most challenging about recruiting?
I find that the most challenging part of recruiting that I’ve had to learn to manage are the ups and downs, and accepting that this is a profession where many factors can be out of your control. Recruiting can be an emotional rollercoaster – one day you can have a top candidate accept an offer and you feel on top of the world, then a few hours later, you can have your fourth offer for a role rejected. You can do your best to find a great candidate and provide a stellar offer, but at the end of the day, you can’t make a candidate say yes if they don’t want to.
What are your passions and interests outside of work?
I’ve been a part of a cornhole league in Assembly Row for the last two years and I’ve won four seasons! Prior to the cornhole league, I hadn’t played any cornhole (minus the intramural cornhole league I was participating in where we lost every game!). I’m also a powerlifter – I competed in a local meet last summer and plan to compete again this summer! On top of that, I love electronic music. You can find me dancing at a show or festival on the weekends.
What do you think your greatest strength is as a recruiter?
I believe my greatest strength as a recruiter is my ability to read the recruiting process and anticipate next moves. By understanding a candidate’s motivations, a hiring manager’s priorities, and reading into subtle nuances, I can get a sense of how a situation might pan out. This helps me to prepare for what’s to come.
What advice would you give to someone entering the world of biotech recruiting, or recruiting in general?
I would suggest finding a style of communication that is comfortable and effective for you. Candidates can tell if you’re uncomfortable or not being yourself and it doesn’t always help foster trust and rapport with them. I find that when I exude my own personality on a call (which might be a little quirky and goofy when the time is right), it helps put me and the candidate in a more comfortable state.
What are your goals that you hope to accomplish as a recruiter?
At this point, my goal is to gain as much experience in as many different environments as possible. So far, my main experience as a recruiter has been with smaller to medium sized biotech companies in an RPO setting. I think I thrive in RPO settings but hope to gain more experience in contingent recruiting and BD. After dipping my toes in more environments, then I’ll narrow down what my niche will be and work towards that.
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.
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.
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.
