Hiring is an extensive and rewarding process, but it’s not immune to stagnancy. From long stretches without any fresh candidates to getting turned down when using outreach marketing to advertise your role, many obstacles present themselves in the task of hiring new employees. Sometimes there’s only so much you can do and you need someone else to lend a hand. In these types of situations, it’s often wise to bring in the expertise and support of a third party staffing resource to get the role filled.
Selecting the right recruiter is extraordinarily similar to choosing the right candidate; there are aspects of both technical and cultural fit to consider. In a highly competitive market, many staffing agencies, firms, and companies will do anything possible to place themselves on a preferred vendors list. So, bringing in the right partner is a critical step to not only fill an open position but also to incorporate sustainable growth for your company. But, how do you go about doing so in an honest, efficient, and value-based manner?
Look for honesty.
We’ve all met recruiters who say, “Of course, I can get this filled for you in a week!” or “Everyone I send over will be perfect.” As enticing as these promises may be, accepting such temporary relief will often lead to more stress and long-term headaches. Sourcing for talent is not a step-by-step lab experiment but rather an abstract puzzle; since there isn’t one right answer, you’re often left with many alternate solutions. During the initial introduction call, poor recruiters will emphasize false beliefs so as to impress you and gain your trust. Not to invoke a cliché, but trust should be earned.
Talented and efficient recruiters often walk you through their methodology and approach and discuss how to integrate those with your preferences and your company’s process. Keep an ear out for questions such as, “What have been your pain points in finding competitive candidates?” and “To be frank, there is currently no one in my active pool who fits this role, but I will reach out to my network which has always helped point me in the right direction.”
Find out what their niche is.
Often times, a recruiter will state “Sure, I can work on any role that comes my way!” during their first conversation with you, and in some cases, this could actually serve as a huge benefit if hiring is across multiple departments. For more specialized circumstances, however, that same recruiter may not provide effective resolutions. So, don’t be shy in asking a recruiter specifics regarding their recent and related placements.
When a recruiter has built up a talent pool with direct contacts, they have a natural jump start, which often lends to impressive referrals – a jackpot in our industry. For example, let’s say you have a Senior Medical Science Liaison role that targets an individual with not only a doctorate degree and at least five years of experience, but also hands-on research experience in epilepsy and the flexibility to travel to Montana, Idaho, Wyoming, and Utah. Recruiters who have never worked in Medical Affairs roles may have a tough time stepping in and efficiently sourcing for this position. Don’t write them off yet! Rather, inquire about their background in neurological Medical Affairs and their approach for this search. If they mention referring back to a previous search/pool or colleagues who have a related network, then that’s a good start and a potentially good partner for this position!
Set expectations up front.
Possibly, the most antagonizing aspect of hiring is not during ruts, but when issues arise in the contract/agreement phase that puts everything to a grinding halt. When a problem crops up so late in the process, it can be related to a misstep or oversight during early communication efforts. Again, look for honesty. You need to find recruiters who not only value, but also practice it. In the initial call, such issues can be deftly navigated before it proceeds to review. Even after the discussion, ask for paperwork regarding agreements and contracts to be sent over and have your legal team review it.
Moreover, to avoid constant rescheduling and unqualified or non-ideal candidates, be sure to set up a weekly meeting with your recruiter. Hiring will always be an addition to your day-to-day responsibilities, but ten minutes each week of clear communication with your recruiter could save hours later.
At the end of the day, do not let hiring create an unwarranted burden on your business. Staffing resources are vital because finding the right addition to your team will impact how the company grows and even how you develop as a leader.
So, why was GDPR introduced?
Prior to GDPR, laws were written for a world without smartphones that could collect massive amounts of sensitive information for companies such as Google and Facebook. GDPR now provides companies guidelines on how they may utilize personal data, while giving users clarity on how their data is being used.
Legislators in the United States are working on regulation that would be similar while also monitoring GDPR’s effects. No matter where you are located, however, GDPR impacts companies and users everywhere. Although it’s only law in the EU, it’s become a de facto world regulation.
But, what exactly is personal data under GDPR?
GDPR was designed to protect the data of European users, but because the “cloud” is not on one computer and software services have a global reach, GDPR takes into account all EU users even if they work internationally. Any business hosting personal identifiable information (PII) – any data that can identify you such as your name, email address, social security number, picture, phone number, username, location, and internet protocol (IP) address – falls under GDPR’s supervision.
Well, how did the US react?
Similar to the GDPR, California passed the California Consumer Privacy Act (CCPA) of 2018 – which will go into effect on January 1, 2020 – affecting how personal data is collected, processed, and shared in California.
The CCPA was designed with three major themes: ownership, control, and security.
- Ownership gives users the right to know what personal information is being collected and whether that personal identifiable information is being sold, or disclosed, and to whom.
- Control gives users the right to say no to the sale of personal information and the right for equal service or price; so if you opt out of a sale, you will not be penalized. If the principle of control sounds similar, it’s because the Federal Communications Commision (FCC) put into place rules to prevent internet service providers (ISPs) from selling your data without obtaining an opt-in. CCPA reinstates this legislation at the state level, requiring the ISP to ask you before they can sell or market your personal information.
- To uphold security, a business that suffers a breach of their system will be penalized up to $75,000 for each violation for each affected user. Although this isn’t as strict as GDPR, it’s more than just a slap on the wrist.
Even though that CCPA is only in one state right now, it may be the most impactful start to a GDPR-like act in the US.
Ultimately, where are the ethical lines?
When data is used in ways that benefit others while adversely affecting you, ethical problems will arise. Complying with changing privacy regulations is stressful for companies, as well as a drain on resources, but many are embracing it as an opportunity to increase trust and transparency.
As we enter into the age of machine learning, artificial intelligence, and facial recognition, your data profile stems from your social network activity. When it comes to our data, many Americans see this as a black-and-white issue. In fact, an overwhelming 63 percent of Americans believe that social media platforms have far too much power.
But, how can data collection be immoral when it serves as the backbone of so many of these services we use every day? How many helpful job recommendations have been given by software that matches job seekers’ skills and attributes? How many human connections have been built through recommendations on social media platforms such as Facebook or LinkedIn?
Social media, particularly with Facebook and Twitter, has been found to reflect people’s personality and intelligence as well as characteristics such as sexual orientation and political views. So, could it be ethical to mine this data for hiring purposes when users typically used these online applications with a different intent – and therefore, without consent for data analytics to draw conclusions from their social media postings?
Federal legislation was recently passed, via the Algorithmic Accountability Act of 2019, which intends to prevent inaccuracies, bias, and discrimination in automated decisions – particularly in the hiring process. So, as the adage goes, “great power does come with great responsibility”. Data and its collection is not the issue – but rather the improper use of it is.
Hiring “right” can be an expensive, time intensive process. a recruiter or recruiting firm can run the gradient of talent ‘ally’ to ineffective gatekeeper and from a cost perspective: tremendous value to incredible waste of money. It is crucial to fully qualify and be comfortable with the individuals, team or firms that are performing your recruitment as they are a direct reflection on your company(good or bad). so carefully consider the option you choose. With this in mind,
Regardless of approach, There are a number of things you can do to improve on the quality of your recruitment process so that you can recruit right the first time and avoid employee turnover which can cost as little as 20% for less senior roles and as much as 200% for Executive positions. As a manager, a personal list of the essential qualities and qualifications you want in your employee, and don’t compromise on them. Retention is the better half of hiring.
Thanks to technology, you can automate much of the application screening process. It’s a win-win situation. Programs can work around the clock pulling together a short list of top candidates with your required skills and experience and have it waiting on your desk when you arrive in the morning. By saving your time, you will also save your energy for more productive tasks. Undoubtedly, this will lead to higher quality work and thus, more success in your endeavors.
You don’t need to spend outrageous amounts of money to get your vacancy out to the masses. Social media is a fantastic free resource for finding candidates who are actively looking for work. So, get creative and think about where your top performers hang out! Facebook, Twitter and LinkedIn are the most popular platforms used by both job seekers and passive candidates. Take the time to connect with passive candidates as well because they may become job seekers tomorrow.
We don’t just use our cell phones, tablets and other mobile devices to access the web; we’re attached to them. So, if you want to bring in top talent fast, then make your application mobile-friendly. A one-click feature for candidates to apply with, such as a simple tap of the screen, will bring in more potential employees that you imagined.
Ask current employees for recommendations. Since they already work for you, your employees understand the value of bringing in contributing employees. Moreover, candidates who have been recommended by current staff have the added benefit of boosting overall workforce morale. We all enjoy going to work when we like the people we work with.
Find out how Sci.bio Recruiting can help your company take its scientific, clinical and technical hiring to another level. Our scaleable, recruiting services affords our clients maximum flexibility, uncommon value and a high level of scientific and business insight.
In the Biotechnology and pharmaceutical industry, it takes more than a big salary to attract, and keep, better candidates.
A successful pharmaceuticals recruiting strategy is essential when it comes to finding more, and better, candidates. If it were easy, everyone would be doing it. But finding a candidate with the skills that fit current vacancies and who also aligns with corporate culture can be a challenge. Nothing feels better than getting it right. And nothing seems more frustrating when it doesn’t. Unsuccessful placements impact morale and are costly to the company.
And while there isn’t a secret formula that can guarantee every placement will be a success, you can stack the odds in your favor. Enjoy successful placements with these tips for finding more, and better, candidates.
A Better Job Description for A Better Candidate
When you need to find better candidates, you need to start with the job description; it’s critical to your success. By taking the time to craft a detailed, attention-grabbing job description you’ll see more, and better, candidates send in their applications come across your desk. And a job description that contains relevant job-specific terminology and speaks the language of biotech and pharmaceutical job seekers will help attract top professionals.
Painless Application Process
One-touch applications, from a mobile device, is one convenience that you can’t afford to overlook. Want top technical talent? Then you’ll need to advertise you’re relevant and up-to-date with technology as well, and nothing says that better – or easier – than a mobile application process. When the biopharma recruiting process is mobile-friendly, you’ll not only let job seekers know you’re on trend, but you’ll attract more and better millennial candidates.
Good on The Job? Or Just Good During the Interview?
There’s a big difference between acing the interview and excelling on the job. Did a candidate sail through the initial screening with ease and get top marks in the interview? That’s great, but it doesn’t always mean that will translate into job success. Taking a little extra effort to evaluate technical skills and abilities will help you differentiate between candidates who not only stood out during the interview process but who will also be top performers in the role.
If you’re not using social media as a regular part of your pharmaceutical recruiting process, you’re missing out on talent. LinkedIn, Facebook, and Twitter are all outstanding resources when it comes to finding better candidates. With social media, you can
- promote current and upcoming vacancies,
- reach passive candidates who might not be actively searching for new jobs,
- reach a wider audience than just posting on your company’s job board,
- gain insight into whether a candidate will align with a company’s corporate culture.
And best of all, social media is free for both recruiters and job seekers to use.
With a little attention to these tips, you’ll be attracting more, and better, pharmaceuticals and biotech candidates than you ever expected.
Are you looking for a long-lasting career in pharmaceuticals or biotechnology that will allow you to explore your true interests? There are 5 questions you can ask yourself that will help you decide if it’s time to switch jobs.
How do you feel about your current job? What’s your next move? These questions will help you make the call about whether it’s time to move on.
Am I inspired, have I done anything new?
Do you look forward to going to work on Monday? If your pharmaceutical work constantly drains you, you should look deeper into what’s making it so difficult. Perhaps you should change your schedule so you’re addressing tasks in a different order, or taking longer or more frequent breaks to recharge when the going gets tough. If that doesn’t help, it’s possible you’re not a good fit for the position and should consider something else.
For inspiration, think about the things outside of work that give you energy. What aspects of that could you seek out as you look for a new job or even career? If you want to grow in your biotech or pharmaceuticals career, that won’t happen if you are doing the same thing every day. Ways to help: Look over your resume—or update it if it’s been awhile—and see how many achievements have come in the past year. You may be getting to comfortable and stagnant in your position and it may be time for a change.
Have I gotten a raise lately?
Your pay can be a good indicator to help determine whether you should stay at your job. Ask yourself: do I make enough money to cover my cost of living? Typically, salary upticks are granted once a year, so if you haven’t had a raise or a promotion in that time or aren’t getting opportunities to earn one, it may be time to move on.
Can I make a change?
If it is possible for you to can change what you don’t like about your job – and what you are asking for is a realistic request, this could be a discussion to have with your manager to see if there’s something that can be done. If there is no room for flexibility, change, or future growth this is a sign that it’s time to move on.
Is the grass truly greener on the other side?
If you are unhappy in your current position, consider whether it’s job/company related or if it’s a personal dissatisfaction. Even if you do make a change, will your unhappiness follow you? Also, consider whether the things you don’t like about your job are unique to that job or workplace.
Many times people think the grass will be greener, but it’s not, To make sure you’re really moving to a better place, you first have to know for sure why you want to leave. If you can pinpoint something specific, you can research prospective companies by talking to current or past employees and checking business social media and ranking sites.
What is my future with this company?
If you can’t picture yourself at your current organization in a year or two, or if the track you’re on doesn’t lead to where you want to be, it’s time to seriously look at whether it’s the right place for you. Ask yourself whether the job aligns with your overall career goals. If it’s not a step on the path to your career dreams, it may be time to make a change.
Hope these questions can help you make the right decision in your future career planning goals!