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July 21, 2014
Consider these five tips to ensure you hire the right biotech candidate for the job.
By Angela Rose for BioSpace.com
A company is only as good as its employees, even in biotech. You need the right QC analysts, research associates, regulatory specialists, and processing engineers on your team to maximize profits, minimize losses, and maintain your organization’s reputation in the industry. Unfortunately, everything from poorly written job postings to delayed decisions can hamper your ability to attract, identify, and secure the best candidates for your positions. Consider these five ways to improve your hiring process today.
1. Write standout job postings.
Start with a title that includes the keywords candidates are likely to use in their search. This will include the position name (industry standard if possible), plus full or part-time, permanent or temporary, and other such descriptors. Add a concise yet complete job description—detailing what the job really is, not what you think a candidate wants it to be—and any performance expectations. Give specifics on necessary qualifications, skills, and education as well as a brief summary of salary and benefit information. Full disclosure is necessary if you want to attract the best professionals for the job. At the same time, you don’t want to lose candidates by posting pages upon pages of information.
2. Don’t let your website work against you.
Whether you advertise available jobs on a career page on your organization’s website or post them on an online job board, it’s imperative that it is mobile-friendly. According to one recent survey, 43 percent of job seekers have used their mobile device in their job search. While 27 percent want to apply for jobs from their mobile device, 23 percent will think less of companies who have not optimized their career website for mobile. If you have not yet done so, you could lose out on some of the best talent—particularly among the Millennials, or Generation Y, who some predict will comprise 75 percent of the workforce by 2025.
3. Use ATS carefully.
The use of applicant tracking systems, or ATS software, can certainly reduce the time it takes to sort through dozens or even hundreds of resumes. Unfortunately, they can also keep you from connecting with qualified candidates. If the software you’ve selected requires a cumbersome application process, some biotech candidates may not complete it. If the parameters you set are too narrow, they may screen out suitable applicants. Resume formatting differences can also lead to rejection. If you elect to use an ATS, do so carefully. Keep the amount of data a candidate has to enter to a minimum and consider reviewing applicants in addition to the ones the system has ranked the highest.
4. Interview smartly—and keep it consistent.
Whether you’re recruiting a scientist or a statistical programmer, taking a team approach to interviewing can improve the quality of your hires. Choose someone who will be a coworker of the new hire to participate in the interview along with the position’s supervisor. They can each provide a unique perspective on the candidate’s suitability and personality. Additionally, keep the process consistent. Every candidate should meet with the same team, and that team should ask the same questions at every interview. This will minimize any bias due to candidate personality (gregarious versus reserved, for example) and help you weed out professionals who may interview well but don’t actually fit your organization’s needs.
5. Don’t lose out on your top pick due to delays.
Unemployment may still be high, but the best biotech professionals generally have sufficient opportunities. If you find a candidate who appears to be a good fit on paper and in person, don’t delay your offer in the hopes that an even better one will appear. You shouldn’t discount near-perfect candidates, either. There’s always a certain amount of training involved with any new employee. If hiring and training a near-perfect professional could get your company back to full productivity faster than waiting for a perfect skills match to come along, it may make sense to do so.
About the Author
Angela Rose researches and writes about job search strategy, career management, hiring trends, and workplace issues for BioSpace.com.