3 Untraditional Hiring Tips For Biotech
August 18, 2014
Consider these out-of-the-box methods for hiring the right biotech candidate.
By Angela Rose for BioSpace.com
Great talent can be difficult to acquire in any industry, including biotech. Biotechnology and bioscience companies of all sizes are continually competing against each other to hire the best development research associates, regulatory affairs associates, scientists, mechanical engineers, and other key professionals. While successful recruiting is an understandably challenging process, an out-of-the-box approach can often give you an edge. Consider these untraditional hiring tips the next time you need to fill a biotech job.
1. Identify the professionals who are really interested in the position.
With national unemployment still hovering around 6.2 percent according to the Bureau of Labor Statistics, active job seekers are plentiful. Postings for popular biotech positions may result in hundreds of applications, and few hiring managers have time to review them all in detail. Fortunately, adding a group event to your recruiting process can make it easier to separate the best candidates—those who are really interested in your position—from the rest. For example, you could host an invitation-only Open House and invite everyone who submitted resumes. Then eliminate anyone who does not show up from your list of eligible candidates.
2. Speed-date your potential candidates.
During the Open House, arrange opportunities for management and coworkers to interact with the job seekers. Conducting a round of speed-dating style get-to-know-you interviews is an excellent way to get an initial impression of each candidate’s career aspirations, communication skills, and interests. You could also set up other interactive activities—such as trivia or role-playing stations—where you can learn more about the job seekers’ biotech industry knowledge and skills. You can invite those who impress everyone the most to schedule a future in-depth one-on-one interview with the hiring manager.
3. Hire for personality.
For a few years, “stressful” interview environments were all the rage, but most HR experts now assert that cultivating a positive, supportive atmosphere is more likely to elicit the best from your candidates. Greet the applicant warmly in the lobby or another neutral zone, and then lead them into the interview space. Establish rapport with a few minutes of friendly, sincere small talk before plunging into the interview itself.
3. Ask good questions—and be a good listener.
The best biotech candidates will have the background and skills necessary to do the job at hand. You may identify several who appear equally suited to the task. When this happens, hire for personality. After your Open House and one-on-one interviews, you should have a good feel for the job seekers with personalities that best fit your company culture—be it innovative, entrepreneurial, driven, or family-oriented. Numerous studies have shown that cultural fit impacts employee retention and performance, reducing turnover and improving productivity. Make the most of it with every new hire and your biotech company will benefit.
Whether you’re actively recruiting for a biotech job or want to browse the resumes of professionals available for future opportunities, visit BioSpace. Maintaining its position as the leading online community for life science professionals for over 23 years, BioSpace features the latest industry news and career information for professionals in the biotechnology and pharmaceuticals industries as well as an online job board and resume database.