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June 16, 2014
How to make sure you recruit a top talent rather than just an average candidate.
By Angela Rose for BioSpace.com
If you look up “average” in the dictionary, what will you find? Words like “typical,” “common” and “ordinary” that describe 60 percent of today’s biotech workforce. According to the 20/60/20 rule, any group of employees will naturally divide into categories in which 20 percent are top performers, 60 percent are average performers, and the remaining 20 percent are underperformers. Some experts have estimated that the top 20 percent actually tackles 80 percent of your biopharma company’s workload. If you’d like to attract more of these candidates while avoiding average workers, consider these suggestions to improve your recruitment process.
1. Recognize the importance of passive biotech candidates.
It’s unlikely that the top 20 percent of professionals in any industry are unemployed. The best research assistants, project managers, and senior scientists already have jobs. Those jobs may even be at great companies that offer excellent pay and competitive benefits. However, while these biotech and pharmaceutical professionals are not actively searching for new positions, many may be open to discussing opportunities. In fact, according to one recent survey by a major recruiting services company, 69 percent of today’s employed professionals fall into this passive job seeker category.
2. Get to know your top performers.
The best way to train yourself to identify biotech professionals with the potential to become top performers within your organization is to get to know that important 20 percent already in your employ. Examine the backgrounds of your best engineers. Assess the skills of your outstanding clinical data managers. Build relationships with your finest regulatory affairs associates.
3. Ask your best employees for introductions.
Not only can that top 20 percent serve as a model to help you identify the best biotech job seekers, they can also connect you with other superlative talent. These professionals are not going to refer average candidates because they don’t want to spend their days with “ordinary” coworkers either. Ask for introductions to the highly qualified compliance managers, biostatisticians, and biochemists in their social circles and put these individuals at the top of your recruitment list.
4. Research your top biotech candidates’ current employers.
In the book “The Art of War,” Sun Tzu, a military general and strategist, wrote, “It is said that if you know your enemies and know yourself, you will not be imperiled in a hundred battles.” Spend some time learning everything you can about your top candidates’ current employers. Has their business suffered recent setbacks? How are they doing in the biotech market? Look at future potential in addition to obvious information such as the benefits package they offer. The more you know about your “enemy,” the better your ability to shine a favorable light on the opportunity you are offering will be.
5. Advertise biotech jobs in the right place.
In addition to soliciting referrals from your best employees, advertising your biotech jobs strategically can connect you with top candidates. Industry-focused job boards guarantee active candidates with the background and expertise you need will see your employment posting. When you choose one—such as BioSpace.com—that offers biotech and pharma professionals a curated collection of career development resources and industry news, you increase your chances of reaching those valuable passive candidates as well.
About the Author
Angela Rose researches and writes about job search strategy, career management, hiring trends, and workplace issues for BioSpace.com.
Attract the best candidates with Biospace Job Postings. Post a Job in minutes and find top life science candidates.
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