Off the Beaten Path: Life Science Jobs You May Not Have Considered

Author:  Tara Smylie

Life Science Jobs – When you think about what it means to be employed in STEM, do you think of syringes, microscopes, and lab coats? If so, you’re not alone! In reality, however, lab jobs are just one path you can take as a life science graduate.

Within STEM and biopharma, there are many hidden-gem positions that simply don’t get as much attention as they should. If you have an interest in science but also enjoy analysis, management, or communications, there is no shortage of exciting and non-traditional job prospects out there for you to explore.

STEM (Life Science Jobs) and Business

Not all STEM positions are primarily scientific. Most will require at least a foundational understanding of STEM concepts, but some also call for a strong big-picture grasp of business operations.

As such, if you possess both a science background and a keen understanding of economics, markets, and/or human behavior, you’re in luck. Job-seekers with passions for both science and business can consider the following options:

  • Medical science liaison: this position requires both people skills and a knack for clearly communicating important information. The main duty associated with this role is the provision of medical product information to key players in the pharma and life science industries.
  • Life science recruiter: if you have a strong network and enjoy the thrill of the chase, this position may be for you. Recruiters in the life sciences have the chance to make new connections across many different fields, and to gain an insider perspective on the back-end of science-based business operations.
  • Biopharmaceutical sales rep: if you have an advanced science degree, a go-getter attitude, and are a self-professed “people person”, you may find a perfect match in this position. The earning potential is very high, and for the right fit, the work environment can be exhilarating.

STEM and Communications

Any job in scientific communications will require both a keen analytical mind and the ability to articulate high-level concepts. If you’ve cultivated that elusive blend of “soft” communications skills and “harder” data and research skills, this may be the niche you’ve been searching for.

If you’re interested in finding a job in this field, here are some positions to keep on your radar:

  • Technical/Medical Writer: If you feel comfortable communicating scientific concepts to wide audiences, consider looking into medical or technical writing as a career. Some science writers work on a freelance basis, while others are employed by corporations.
  • Science Journalist: science journalism is similar to technical writing, but potentially broader in scope. A scientific journalist produces copy for not only scientific media but also blogs, websites, newspapers, etc.
  • Scientific Instructional Designer: this position is ideal for anyone with a teaching background as well as a scientific mind. Instructional design is a growing field, with many roles currently available at life science/biotech companies.

Another path less travelled: health informatics

When it comes to lab-coat-free science positions, health informatics jobs are just about as good as it gets. For one thing, they tend to pay well. And for another, the work they involve usually proves to be both stable and stimulating – the perfect combo. Positions in this field tend to involve management, advising, communicating, and/or analysis. If you possess one or more of these skills, consider that HI could make for a very fulfilling career path.

Here are just a few health informatics jobs available today:

  1. Clinical Informatics Analyst: this position is all about the data. It involves compiling and analyzing health information, and using that analysis to make policy and workflow changes within an organization.
  2. Health Information Technology Project Manager: think regular project manager, but with a little added expertise. For an employee in this role, projects often center on the implementation of new technology and the optimization of existing workflows.
  3. Health Informatics Consultant: often contracted for on a per-project basis, an employee in this role advises a healthcare organization on health-informatics-related challenges, questions, and initiatives. Because of its broad scope, the nature of this position can vary greatly from client to client.

Look before you leap (into a career)

Depending on your skill set and personality, a lab position may be ideal for you. But no matter where you end up, you’ll never regret having explored your options. Remember: modern career paths are not always linear! What you learn now could come in handy years down the line.

Whether you’re looking for a medical writing position, a senior lab job, or just for some career guidance, Sci.bio’s recruitment services can help you get where you want to go.

References

  1. What Does a Medical Science Liaison Do?
  2. So You Want To Be A Recruiter? Do You Have What It Takes?
  3. Top 11 Alternative Careers for Biotechnology & Life Science Graduates
  4. 12 Careers for PhD Life Scientists Outside of the Lab
  5. Instructional design helps you create classes, trainings, and apps that people actually learn from.
  6. 6 Top Careers in Healthcare Informatics

Too Many Job Offers? Here’s How to Narrow it Down

Author:  Tara Smylie

A week ago, you were scared you’d bombed every interview. Now, you’ve suddenly got too many job offers! This is a great position to be in – yet it can still be stressful. How do you choose between two, three, four different options? And if you’ve only got one nailed down, but expect another to come in soon… how do you manage the uncertainty?

With more than one offer on the table, you’ll naturally want some time to weigh your options. Here are some tips on how to address this situation with hiring managers – and ensure you end up making the right choice.

Buy yourself some time

Rule number one: always show enthusiasm! You can let an employer know you’re excited about a great opportunity without giving them a definite “yes”. Ask the hiring manager when they need to have your answer, then plan to make your decision within that time-frame. If you need more time than they’re offering, you can be honest about your situation and ask for a few more days. If you keep your tone respectful and reiterate your excitement about the position, they’re unlikely to hold this against you.

Once you know how long you have to decide, don’t hesitate to ask questions. Employers like it when you take initiative and want to find out everything you can about an opportunity.

A bird in the hand…

What happens when you get an offer for a perfectly decent job, but you’re 80 percent sure that the amazing position you just interviewed for is also going to work out?

In this situation, you can speed-track your mission to hear from your first-choice employer. Your first option is to create a reasonable delay. Perhaps you can ask your current offer for additional clarification on a point mentioned in the interview, or request to meet with employees at your level if you haven’t already.

Another possibility: let the other employer know that you’ve received an offer already, and you’d love to know when you can expect to hear back from them so you can make the right decision. This approach is a little riskier, but if handled with care, it can actually increase an employer’s interest in you – it shows them that you’re in high demand.

Think concretely about each offer

Say you’re deciding between two offers. Position one offers a snazzier office and builds on your previous work as a data scientist. On the other hand, position two boasts a generous benefits package and lets its employees work from home two days a week. Both positions sound great, and you’re at a loss to decide which one is “better”.

In this situation, you’ll want to look beyond the job descriptions and consider the specifics of each position. Imagine the layout of your space, what projects you’d be working on, and who would be on your team. Chances are, you’ll end up gaining some insight into which one is the better fit.

Additionally, keep the following factors in mind:

  • Growth opportunities. If you accept this job now, where will you be in 5 years? Are there exciting advancement opportunities within the company?
  • Corporate culture. This highly popular term refers to anything from work-life balance to how a company’s managers treat their teams. According to one survey, corporate culture is the biggest reason that candidates opt for one employer over another.
  • Professional network. Are you going to meet people that can help you learn, grow, and reach new career milestones later down the line?
  • Benefits. Does this company go above and beyond to ensure their employees are taken care of? Factor in what they offer in terms of paid vacation, health insurance and sick days.

On the other hand, there’s no need for an entirely objective approach. When all is said and done, your gut instinct knows better than any pros-and-cons list. Trust it to guide you where you need to go.

Keep calm and carry on

Even in the height of your angst, don’t forget that many would kill to be in your situation! And bear in mind that whatever you decide, every job has its pros and cons. That said, you should take as much time as you can to work out which job will suit you the best.

If you’re looking to level up your career in the life sciences, Sci.bio’s recruitment services can help you land a position that checks all the most important boxes.

References

  1. How To Handle Multiple Job Offers
  2. Tips For Handling Multiple Job Offers
  3. Why Corporate Culture is So Important
  4. Work-Life Balance in Biotech
  5. How to Trust Your Gut When It Comes to a Job Offer

 

Working In Biotech

Working In Biotech

Introduction to Working in Biotech

This bird’s-eye overview explores the attitudes, approaches, and actions that will make it happen.

It’s not what you know, it’s who you know. Actually, it’s both—and a whole lot more. Whether you’re new to the biotech industry or a veteran between jobs, a plum position in this red-hot sector is unlikely to fall in your lap. To get the biotech job of your dreams, or even that steppingstone position, you need patience, perseverance—and above all, a methodical approach.

This overview puts all the must-have information at your fingertips, from the prep work you need to do before starting the search to the extra touches that will help you stand out before and after the job offer. Follow the links to dive deeper into specific areas of interest or challenge. If any questions or concerns remain, Sci.bio is happy to walk you through them.

CHARTING YOUR COURSE

First things first: deciding what you want to do and where you want to do it. Confronting these decision points early on will pay dividends in your job search and career satisfaction.

A Question of Degree

Do you really need a PhD to get a good job in biotech? That depends on the career trajectory you have in mind. If you aspire to the halls of academe, you’ll obviously need the credential. A doctorate also positions you for medical science liaison jobs. Leaving such specific scenarios aside, success in biotech does not depend on a PhD, and the years of toiling for the designation could even set your career back. The only thing a doctorate guarantees is that people will call you “doctor”—it certainly doesn’t entitle to you to a job.

Graduates

Think of a PhD as an adventure in personal and professional development: hop on board if it resonates with you, but don’t feel you have to get on—or stay on—the PhD track if it doesn’t appeal. Consider, too, that many biotech recruiters and companies put real-world experience on par with advanced qualifications. Biotech companies continue to hire many people with Bachelor’s and Master’s degrees, and the time-honored pairing of an undergraduate science degree with an MBA still opens doors within the sector.

The Great Divide

Many PhDs see their colleagues transitioning to academic post-doc positions and conclude it’s simply the “thing to do.” But basic research and the grant-application machinery don’t suit everyone, and recognizing a poor fit can spare you years of frustration.

The academic life comes with an attractive package of intellectual rigour, collegial culture, and freedom to explore your own research interests. That’s the theory, anyway. In practice, responsibilities outside the lab can interfere with research time and the pressure to obtain funding can take its toll.

Opting for industry doesn’t mean giving up on your career as a scientist; the biotech industry produces a steady stream of research, often with a more clinical bent. If the lab bench doesn’t call to you, however, industry offers almost limitless opportunities to rise through the ranks and experience the high of working in teams. You’ll find more details about the pro and cons of each choice in this article about academia vs. industry.

Size Matters

There’s big pharma and there’s small pharma—companies that employ fewer than 500 people. Arguably the safer choice, big pharma will take you through a formal training process and give you access to a steady stream of learning opportunities. With size comes bureaucracy, of course. The red tape can slow down processes and create distance between the work you put in and the final result. Even so, consider going big if you value a mix of predictability and opportunity—and a good night’s sleep.

At the other end of the spectrum, a job with a biotech startup offers unparalleled excitement and collegiality, as well as a good chance of seeing a product going through a full development cycle. Or you may find your sweet spot in the relaxed culture and fluid roles of a small pharma company—the preferred option of an increasing number of biotech job seekers.

Off the Beaten Path

If you’re like many science graduates, you know a lot more about science than about science careers. Most post-secondary programs fail to educate students about the possibilities ahead, leaving graduates with a blinkered view of their options. If you’ve made it to the PhD level, you may see little beyond a postdoc or medical science liaison in your horizon.

The world of biotech is a lot bigger than that. Less common biotech careers that flow naturally from a PhD include market research analyst, business development manager, and medical communication specialist. And it’s not true that you need an MBA to snag a business consultant gig: the rise of technology-based business sectors has created a demand for consultants with STEM PhDs.

Then there’s the cannabis industry, a high-growth sector that rewards both creativity and business acumen. From extraction techniques to quality control, needs for scientific expertise in this area continue to grow. If you thrive on human relationships, you could find your niche in biotech recruitment, which combines uncapped earning potential with the unique satisfaction of helping other people launch their careers.

READY TO LAUNCH

Once you’ve established your desired destination, it’s time to lay the groundwork for a smooth and fruitful biotech job search.

Where to Look

Start by working backwards: make a list of companies where you’d like to work and check out the careers pages on their websites. You may be able to set up automatic alerts so the system notifies when suitable positions open up. Next, scour job boards that focus on the life sciences, such as the job pages on BioSpace or the Life Sciences Network.

Don’t discount general job boards, either. Many employers cross-post their vacancies on a number of job sites, including all-purpose sites like Indeed or Workopolis. A recent Indeed search for Boston-based biotech jobs turned up vacancies for a senior scientist in in-vitro pharmacology, a quality control analyst in microbiology, and a bioinformatics associate, among others. Even Facebook has its own job board.

There’s also the question of when to look for a job: while there’s no hard and fast rule, your odds of success rise and fall at certain times of year. More important than the season is the time between the job posting and your application: make it as short as possible.

High-Yield Networking

Start by making a list of networking prospects—friends, acquaintances, and business associates who may be able to offer advice or job leads. Ideally, this list should include people with positions you aspire to. Send each of them a brief email detailing your situation and your ask. If you get no response after a few days, don’t assume they’re willfully ignoring you. Far more likely is that they’re busy or disorganized, and everything less than urgent gets pushed into their “later” file. Follow up with another respectful call or email. Rinse and repeat.

Once you’ve heard back, aim to schedule a meeting over video (or in person, if/when Covid protocols allow it). Keep the meeting short and real: show interest in the other person, but get to your point. Seek advice about how to brand yourself and ask for new introductions or industry insights.

While looking for a job can easily become a job in its own right, consider breaking up your day with volunteer work. Not only does volunteering boost mental health, but the people you meet can become part of your informal network. Along similar lines, choose a couple of professional events to attend, either in person or virtually. Have a well-rehearsed elevator pitch so you can approach people with purpose and confidence.

smartphone

Leveraging Social Media

Whether you love it or hate it, you can’t avoid social media when looking for a job. As evidenced in a recent survey on career building, social media now plays a significant role in the hiring process: not only do employers use social media to research candidates, but nearly half have a bias against candidates without any social media presence at all.

If nothing else, you need a LinkedIn profile to be seen as a serious candidate. Take the time to list significant accomplishments, awards, and testimonials on your LinkedIn page. Regular engagement on Twitter, while not a requirement for a successful job hunt, can demonstrate knowledge of your industry. Blog posts showcasing your communication skills and interactions with a prospective employer’s social media accounts can add further credibility to your social media presence.

If your social media profile is less than squeaky clean, you’ll need to do some scrubbing. Revealing photos, discriminatory comments, bad-mouthing previous employers, lying about an absence could easily land you on an employer’s no-hire list. No matter how many likes you garnered from such posts, delete them.

Working with a Recruiter

On the face of it, there isn’t much downside to working with a recruiter: it gives you access to an inside track hidden from public view. But the wrong recruiter can do more harm than good—for example, by sending you on interviews for ill-fitting jobs. A strategic approach to finding a biotech recruiter will help you avoid this outcome.

Rather than simply contacting the biotech recruiters that pop up in a Google search, attend networking events in your industry, where many recruiters congregate to build relationships with clients and meet candidates. If you’re a woman, you owe it to yourself to check out the events run by Women in Bio, an organization dedicated to giving women more visibility in the life sciences.

If you have your eye on a specific company, you may be able to connect with internal recruiters (i.e. recruiters who work within an organization) by using LinkedIn to locate employees with such titles as hiring specialist or employee success manager. If you’d like to learn more about how Sci.bio can fast-track your job search, we’ll be happy to arrange a conversation.

laptop and resume on desk

RISING UP FROM THE CROWD

Whether you have an impressive track record or no track record at all, taking extra care with your self-presentation can give you a meaningful edge.

Standout Resumés

Not sure where to start? This Science Magazine article about scientific resumés can help you decide between an experience- and skills-based approach. Whichever option you choose, you can’t go wrong with tried-and-true resumé-writing principles such as simplicity, lack of visual clutter, and logical progression. Resist the temptation to list all your accomplishments: while the assay you developed deserves pride of place in your resumé, you can probably leave out the time you took minutes for a departmental meeting. Less is more.

It goes without saying that you should adapt your resumé to each position you apply for, focusing on the experiences and accomplishments that most closely match the job requirements. When crafting the accompanying cover letter, avoid duplicating the content of your resumé. Instead, aim for a couple of short paragraphs that reveal something about what you want and who you are.

For still more detail about the fine points, check out this compendium of resumé mistakes to avoid, while this article on crafting a professional resumé can help you neutralize red flags such as a lack of experience or a gap in your employment history.

Phoning it in

Phone interviews are like the door to the waiting room: a mechanism to control the influx of candidates and weed out those who don’t meet basic requirements. In the wake of the Covid-19 pandemic, phone interviews may enlarge their scope and replace some interviews that used to occur in person.

Have your resumé and a few key points at hand so the interviewer’s questions won’t catch you off-guard. It’s also a good idea to prepare some questions of your own, which signals seriousness of intent. Avoid bringing up salary—such conversations are best left for face-to-face meetings—unless specifically asked.

In addition to confirming your qualifications, a phone interview gives the interviewer a glimpse of your professionalism. Choose a quiet space for the interview (or ask a family member or neighbor to take the dog out) and turn off all electronic devices. During the interview, speak calmly and clearly and avoid jokes or sarcastic remarks—this is not the time to show off your edgy humor. And don’t even think of eating anything, let alone chewing gum. To make sure you avoid such gaffes, check out this list of 10 phone interview tips.

Acing the Interview

In the post-pandemic world, face to face doesn’t necessarily mean in the same room—it just means that you and the interviewer(s) can see each other. At this stage, consider “well groomed and well dressed” to be the price of admission.

Be ready to answer standard interview questions like “why are you interested in this job” or “where do you see yourself in five years.” To address the obligatory question about your weaknesses, focus on a deficiency you have overcome or are working to overcome. Think of the question as an opportunity to demonstrate both your honesty and your work ethic.

Most important of all, you’ll need to make a good general impression: fail at this task and you’ve lost the job. Fortunately, the key ingredients of a good impression—a positive and confident attitude—lie within everyone’s reach. If you’re unsure you can pull it off, rehearse with a friend or colleague.

worker on video call

Taking Setbacks in Stride

Learning you didn’t get a job after what seemed like a stellar interview counts among life’s most demoralizing experiences. While mentally steeling yourself for this outcome won’t take away the sting, it can help you recover more quickly and with your confidence intact.

It pays to remember that personal biases permeate all human transactions, and job interviews are no exception. That elusive quality called “fit” doesn’t always work in your favour. In some cases, a position may have been earmarked for an internal hire, but due diligence required it to go through a formal solicitation process. Of course, it’s also possible that you came off as more arrogant or boastful than you intended, and it never hurts to ask a friend for feedback on your self-presentation.

For further insight into “the job that got away,” check out this article on getting rejected for a job after acing an interview.

MAKING IT WORK

A job offer is only the beginning. What happens next can set the stage for you career.

Negotiating an Offer

You got the job! By all means convey your excitement to your new employer, but resist the impulse to immediately accept the terms of employment: the offer will not evaporate if you negotiate. When discussing compensation, don’t get stuck on the annual salary, as many companies offer bonuses and stock options to top up the base pay. If you come up against a hard compensation limit, ask for alternative perks such as flextime, option to work remotely, or support for continuing education. The fine points of negotiating an offer also include tackling one issue at a time and knowing who holds the decision-making levers.

If you’re already working but suspect your salary doesn’t reflect your worth, reach out to a recruiter to get feedback on industry norms. If you believe you’re being underpaid, you’ll earn your supervisor’s respect—and quite likely a raise—by stating your case. Presenting your accomplishments and knowing your boundaries will serve you well when negotiating a salary increase.

Fast-Tracking the Culture

Company culture, also known as organizational or working culture, refers to the attitudes and behaviors of a company and its employees. It encompasses ingredients such as work environment, leadership style, working style, and expectations. Figuring out the company culture as quickly as possible will help you fit in, feel comfortable, and work productively. To get a read of your new employer’s culture, look for the mission statement and client/employee testimonials on the company website. Most important, observe your co-workers: see how they dress, carry themselves, and interact. Figure out whether that happy-hour Zoom meeting is expected or optional.

Whether you’re working on-site or remotely, make an effort to build relationships with your colleagues. Showing the “real you” to people inspires trust. Even a single work buddy can help you integrate into the culture, and connecting with people outside your rank can help loosen the barriers between managers and employees.

There’s no shame in making strategic connections, either. Start with a focused “career talk” with your supervisor, which demonstrates commitment to your growth within the organization. Identify the key stakeholders in your new role and arrange to meet them. One of them could turn out to be the perfect mentor for you.

The Publishing Pressure Cooker

Scientific research has become a highly competitive endeavor. If you’ve chosen academic research as a career, sooner or later you’ll confront the “publish or perish” imperative. At the same time, rushing to publish can compromise the quality of your work. Indeed, a study of scientific publication determined that pressure to publish led to poorer-quality output and a bias toward positive results.

Fortunately, many experts have voiced concerns about the push to publish at all costs, suggesting the tide may be turning. As noted by Cambridge University researcher Kanad Mandke, “the slow science movement [an antidote to publication-oriented science]…is gaining a lot of traction among eminent scientists.”

While the pressure to publish isn’t likely to disappear anytime soon, a focus on quality over quantity and will serve you well in the long run. A methodical approach to getting published in scientific journals, as well as a set of strategies to manage the pressure, will help you stay sane along the way.

books scientific journals

Graceful Exit

Even a dream job can lose its luster over time. New management, a new R&D direction, or even a new supervisor can tip the balance from great to not so great. Sometimes the whole work environment can turn poisonous over time. Signs of a toxic workplace include harassment, unaddressed conflict, and harsh top-down management that leaves employees feeling unheard and unappreciated.

If you’re wondering whether to stay or to go, consider these five reasons to switch jobs. At the same time, a vague feeling of dissatisfaction does not automatically signal a need to get out. A change of responsibilities, departments, or working conditions could help you recapture your enthusiasm. Respectfully approach your supervisor to explore such possibilities.

If you lean toward leaving, it may help you to contact a reputable biotech recruiter to gain insight into current market conditions. Aside from having deep industry connections, a good recruiter can alert you to career paths you hadn’t considered. Once you get a new job offer, your current employer may attempt to lure you back with a raise, a promotion, or all manner of promises. While flattering, such counteroffers rarely result in mutual satisfaction. Unless the counteroffer provides a clear fix to the problems that led you to look elsewhere, honor your instincts.

 

Working In Biotech

Unforeseen Challenges For Working Moms During The Pandemic

Teacher, nurse, nutritionist, psychologist, driver, security officer, event planner, waitress, referee, entertainer, comforter or in other words, mom. Moms naturally perform a balancing act. Adding work to the intricacies of motherhood further fuels the complexity of family life.

The pandemic has brought many unforeseen challenges to women of the household.

“Study after study finds that women shoulder more of the child care, more of the housework in families… men are doing more around the house than a generation ago, but the Labor Department has found mothers still spend almost twice as much time on child care and chores. So you add to that virtual school, and women are just saying this is too much.”¹

It is too much. What are the options in this scenario? According to a recent article, 2.2 million women have left the workforce since the pandemic began² most likely feeling that they had no other choice. A supportive work environment is crucial to keeping parents in the workplace and SciBio is a company that understands this.

Founder & Managing Partner, Eric Celidonio’s goal is to create a flexible environment that values performance, recognize contributions and provides meaning. Eric says “We love the fact that we have a lot of working moms on the team. We have a need for flexibility and so do they.” How do moms on the team feel? We surveyed our moms and here’s what they have to say.

  • 90% of them say flexibility is provided by SciBio which is so instrumental to parenthood
  • 90% of moms who have worked in other companies agree that SciBio is a supportive environment for working parents
  • 100% of moms say the ability to work from home and create their own schedule has greatly benefitted them

Hear from some of our working moms:

Kerry C: “Sci.Bio is a flexible environment where having kids doesn’t mean putting your career on hold. Management prioritizes family and never makes you feel like your work should come before your family…I feel lucky to be here, working for this company that supports me and allows me flexibility.”

mom and two sons

“Sci.Bio is a more supportive environment for working moms than other places I’ve worked in the past. It definitely alleviates some of the stress that invariably all working moms feel when doing the daily juggle”

Sandra T: “Working moms need flexibility and understanding. Sci.Bio does more than just permit you to make your own schedule and/or look the other way when an urgent family matter takes center stage; Sci.Bio encourages us to seek balance in ways that fulfill and restore us.”

family

“In previous companies, it seemed there was a divide between working parents and child-free employees who could dedicate 10 hours/day…Our leadership understands that we’ll get caught up as soon as possible, and they see the results we produce. It’s a much more nourishing environment.”

Allison E: “The majority of my colleagues are also working moms or parents, so they get it. It’s a relief to be able to juggle kids and work and not feel that I have to hide any part of my life. At Sci.Bio, we have always had flexible schedules and the ability to work independently, so I have always been able to work during the times in my day that the kids don’t need me (hooray for nap time!).”

family

“Without this flexibility, I wouldn’t be working. I would be another statistic, another mom who drops out of the workforce because it simply doesn’t support parents, and mothers in particular. I was never willing to sacrifice time with my children just to be in an office for 10 hours a day–it’s unnecessary. Losing women in the workforce negatively impacts all of us, and it’s past time to make changes to allow people a life outside of the office. The flexibility we have at Sci.Bio has allowed me to retain other parts of my identity besides being a mom, which so many women aren’t able to do–and maintaining those other aspects of who we are makes us better moms AND better workers”

Shereen D: “At Sci Bio the flexibility is an amazing benefit, I never feel pressure or guilt when I need to focus on my family.”

mother and baby

“I always considered myself to be very organized but being a mom has intensified this skill. Being a first time mom is challenging and actually remembering that you need to stay organized is key! Working at SciBio has helped me balance life as a doting mother and a dedicated employee.”

Between cuddles and conference calls, reading picture books and reading emails, working moms have a life filled with laser focus and optimal efficiency. Looking at these daily experiences, we celebrate the unsung heroes in the workforce, and look forward to continuing to meet their needs in a work environment.

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.

Resources:

¹ https://www.npr.org/transcripts/919517914

² https://www.abccolumbia.com/2020/12/01/mothers-leaving-workforce-may-take-toll-on-the-economy/

Concrete Steps to Recruiting the Right PhDs

Top tier PhD talent have their pick of jobs. You can’t sit passively by and hope that they come across your job posting. You need to attract them. Here are six ways you can effectively recruit quality PhD-level talent for positions at your company.

 

  1. Emphasize Impactful Work – Something like assay design may not sound interesting or impactful, but in the bigger picture, it’s critical! PhDs want to know that what they’re doing is making a difference. Be sure to reference industry, patient, or scientific outcomes in the job description. PhDs don’t like doing the same thing over and over again – offer clear pathways for leadership and skills development. Not only should they be able to do the science, but they should be able to communicate as well. What professional development opportunities do you offer? If your company has different divisions or research areas, encourage the scientists to cross-collaborate to learn new skills and gain a broader perspective of their role in the company. Consider a conveyor belt model where senior scientists train the new scientists, who will later train the next set of scientists. Coupled with skills development opportunities, this will ensure that your company is keeping pace with advances in the field.

 

  1. Create and Maintain a Talent Pipeline – Building relationships with programs, schools, labs, or even specific candidates who might be a fit for a role down the line is a great way to get your company recognized as committed to developing qualified talent. Good, niche, recruiters who know the industry will have an advantage in knowing where to find candidates and already have some personal and working relationships to jumpstart the recruiting process. Attract graduate students at job fairs, offer career coaching services, or host networking events at universities so that when a specific position opens, you have a direct pipeline to PhDs who will fit. Consider sponsoring a scholarship or offer internship opportunities so that you can build those relationships early and nurture them down the road. This also ensures that the PhDs will be trained in skills relevant to your company. This allows you and the candidate to form both a personal and professional relationship, which will make you more able to demonstrate your commitment to fostering long-term relationships and will make them better able to tailor their application material to your job posting.

 

  1. Personalize the Invitation to Join – Top tier PhD talent likely already have good jobs and are very unlikely to passively come across your job listing. They need to be recruited. Not only that, but they want to be recruited. They want to feel noticed, recognized, and desired. Consider holding virtual job fairs with a core focus (for example, bioinformatics or process development) to create personal connections. Or connect with them through LinkedIn and send a personalized message based on their profile and summary sections. What does your company have to offer that others don’t? Why do you think they would be a good fit? Just as job applicants are expected to do research on companies to tailor their application, do some research on the talent and tailor the invitation to apply. Recruiters can help streamline this process by having a conversation with the hiring manager and matching company values and required skills with PhDs.

 

  1. Focus on Company Culture – You want a team player, a leader, and a person who’s all around easy to work with, but also has a sharp eye for science. But does your company culture support this, and is it transparent? PhDs want an environment where they can learn, grow, mentor, and be mentored. They are curious people and want the freedom to explore and generate new ideas, not be micromanaged. Consider polling for sentiment and adapting company values to align with employee values, rather than focusing solely on leadership’s aspirational ideas. Demonstrate your commitment to well-rounded development by encouraging volunteering time to a cause congruent to company values. Allow flexible hours; after all, PhDs have track records of being productive in a flexible working environment. Hold team-building events to create a strong sense of community.

 

  1. Recognize Personal Achievements – Nobody wants to feel like a cog in a machine, and PhDs especially need to be recognized. Coming from academia, they are used to publishing papers and getting credit for their work. In industry, there are typically less opportunities to publish – so how are PhDs recognized? Consider regular promotions and/or raises based on a transparent salary scale, or merit acknowledgements for years of employment and other achievements. Generate a company newsletter that highlights what people are doing both in and out of the work environment. Include an employee spotlight section to highlight contributions to projects and other personal achievements. Make them feel unique and valued.

 

  1. Offer Compensation Transparency – Being clear about levels and associated salary ranges early in the recruiting process helps both your company and the candidate determine if the role is a fit. Articulate bonus structure, equity, and other non-monetary benefits clearly to help top tier PhDs evaluate their options. Recruiters can help here by having these conversations up front to ensure everyone is on the same page with regards to expectations. After all, there is nothing worse than finding the perfect candidate only to find out after several rounds of interviews that their salary expectations are much higher than what you can offer! Have your Human Resources department perform regular compensation and benefits analysis to make sure you’re offering a competitive and transparent package.

 

In conclusion, recruiting top tier PhD talent requires you to put thought into your company beyond a mission statement and job listings. Create a company culture that recognizes excellence while offering plenty of room for personal and professional development. Remember, it’s not just about the bottom line – it’s about building a sense of community grounded in professional and personal excellence to attract quality candidates to your company.