How to Improve Retention in Scientific Hires

How to Improve Retention in Scientific Hires

Hiring

Hiring a new employee is a lot of work: many hours, dollars and conversations later you may have found the “perfect fit” for your company. What happens when they decide to leave the company a few months later? All of the time and money spent (which is a lot!) is now lost and the process starts over. Especially in the scientific field, retention can be an issue.

Here are a few tips on how to keep good employees and raise retention rates:

Make sure employees feel appreciated

Whether it’s in a small or big way, people love to feel appreciated and will work harder under praise. According to SocialCast, 78 percent of employees say they will work harder at their jobs when they are recognized. If you feel appreciated in a workplace, you will be a lot less likely to leave. There are a lot of ways to recognize employees, but some easy ones are: birthday and anniversary recognition in-office, social posts for employee achievements and rewards when staff hits a personal or professional goal.

Check in with employees regularly

We all know days can get crazy and before we know it a month has passed, but especially in high-stress careers, it’s important to check on employees. Many careers in scientific fields can be high stress and take a lot of focus, which makes checking in all the more important. If you can identify and resolve issues before they get out of hand, you can prevent a good employee for leaving over problems that should have been addressed.

 

Give the employees the tools they need

With all of the technology available, it’s common for tools to be available to make jobs easier. In a scientific environment, there are a lot of technological advances able to make tasks more efficient and more refined. If you provide employees with the tools they need, they will not only succeed and provide good results for the company, they will be less stressed. When new computer software is released, make sure it’s in the budget for your team to acquire it. If an employee asks for a certain desk, software program or tool, look into how it can help them and the entire company. If someone feels they can do their job to the best of the ability with the technology or support they need, they will be more likely to work through the rough patches and stay with the company.

Keep employees in the loop

Transparency is a big deal between employees and employer. Employees have the right to know what’s going on overall in the company, and especially have the right to know about anything that will directly have an impact on them. According to Forbes.com, this is one of the most important ways to keep employees loyal to your company. One common way to inform employees is with a regular newsletter containing company updates, changes and achievements. If you are in an office with a lunch or break room, a billboard with company information posted may also be helpful. Some companies take keeping employees in the loop to a whole new level with social platforms like Yammer, which is set up like a professional Facebook.

If you treat your employees well and with respect, they are more likely to stay with your company. If you are looking for loyal, talented scientific employees, contact an Alliance Scientific Solutions recruiter.

Perks Your Company Can Offer to Attract Scientific Talent

Perks Your Company Can Offer to Attract Scientific Talent

Uncategorized

Attracting and retaining talent can be a huge headache. Attracting scientific talent can be even more challenging. If your company offers certain perks, you can have a competitive advantage. There are a lot of ways to provide simple perks for employees at your company that will help to attract new talent to your organization.

Benefits package

Offering a good benefits package is a great way to attract any talent. Most often, staff in the scientific field have spent time in school and acquiring certifications. They are ready for a nice benefits package along with a stellar job! Providing a comprehensive benefits package also shows potential employees you care about the well-being of your workers. For example, more vacation time or more affordable healthcare is a big draw for potential employees. Another benefit employees tend to seek out is a 401K match program.

Healthy Options

Promoting wellness among employees doesn’t only improve morale in the current workplace, it shows a great culture to outsiders. Workplaces that offer gym memberships, in-office workout facilities or trainer led fitness classes are appealing to new employees. Other ways to promote a healthy environment is to offer nutritious lunch options (whether in a vending machine or pairing up with a local chef) or to bring in wellness experts for exams, consultations, massages and more. The scientific field can come with long, stressful days. Make sure potential employees are aware how much you care about their well-being.

scientific talent

Flexible Work

A lot of companies are shifting into flexible work opportunities. Depending on the type of scientific work an employee is in charge of, working from home or an offsite location is a nice perk. If work is not able to be done at home, an alternative option is flexible in-office hours. This is especially attractive to employees with children. For example, if a parent wants to see their child off to school in the morning then come into work, their work day will extend longer into the afternoon, but it will be satisfying for them. Flexible work is an especially big trend with younger generations and something potential employees are starting to look for in a company.

Employee Rewards Programs

Employee reward programs are a way for managers, or fellow coworkers, to show appreciation to one another for good work. Depending on the system your company implements, reward points or actual dollar amounts can be given out for any reason you choose. It is also easy to relate to the field of work. If employees attend scientific-based conferences and lectures, they receive points. If employees are doing a great job and a manager heard a good review or saw exceptional work, they have the ability to give that employee a certain number of points. These points are then able to be redeemed for prizes, gift cards and tickets. Employee rewards are a nice way to attract talent by showing your organization is focused on individual work.

Take an inventory of the perks your company already offers and decide how you can improve to attract new, qualified talent. If your company is in need of new talent, contact an Alliance Scientific Solutions recruiter for assistance with the talent search.

A Recruiter: More Than Your Last Resort

A Recruiter: More Than Your Last Resort

Employment

We get it. You’ve heard the rumors about staffing companies. You think a staffing company wouldn’t know your skills, qualifications, and values that you analyze during your job search. What could they possibly do that you can’t? You are a great candidate and you have a lot to offer to companies. Of course, you can find your own job.

However, even though there are more job openings now than in the last 14 years, hiring is currently at its slowest pace since 2014. While you might be a great candidate, it can still be tough to find a job. Finding a job is a whole job in itself! If you have other obligations in your life, like taking care of a family, it can be hard to find the time and resources to continue a job search. It can be exhausting and bear no results for all of your effort.

The good news is this: a staffing company is not your last resort!

Turning to a staffing company may feel like defeat – like you didn’t have it in you to do it on your own. But that’s not true. Turning to a staffing company is probably the best thing you can do for yourself if you don’t have any personal connections to a job opening. Recruiters work with companies every single day, and know where the open jobs are. They know how each of these companies work, and what you need to get the job. They can expertly manage your skills and values to align them to a job that fits.

You are not in this alone.

A recruiter will recognize that you are a great candidate, and they will fight to get you a job you deserve. In the meantime, you can take a breather from your job search and have faith that your recruiter will find something for you. It’s hard enough being out of work and trying not to revert to something below your qualifications. It’s even worse that statistics say 70-80 percent of job openings aren’t made public. These are the jobs recruiters can find and will connect you with.

You are a marketable worker.

You have the skills and drive to excel at a job, so you should be a real contestant in the running for an open position. You shouldn’t have to work day in and day out just to get rejection letters – so let a recruiter help you. They aren’t in it for the commission, and they aren’t there just to fill a space with your name. They see you as a person with real value, and can probably find a job better suited for you than you could have found on your own.

Realize that maybe, just maybe, a recruiter should be your first resort, and definitely not your last.

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3 Reasons Slow Hiring is Killing Your Business

3 Reasons Slow Hiring is Killing Your Business

Hiring

You may have previously seen the article about finding the “perfect squirrel” for your organization, or the perfect candidate who can excel your business to the next level. Every company wants one – and they are out there – but what could it cost your company to keep searching and searching for these rare candidates?

Aside from the obvious monetary costs of a lengthy hiring process, it can seriously hurt your company in other too. The truth is, sometimes it isn’t worth your while to have an ongoing search for the “perfect” candidate, and here’s why:

  1. The perfect candidate doesn’t actually exist.While there are some remarkable employees out there in the world, it can be impossible to find one that checks all of your boxes. Prioritize what you need your employee to be able to do, and be prepared to train for the rest. Remember, you can train job functions, but you can’t train attitude. It might just be better to do a faster search for a candidate with great potential and enthusiasm, and hire for that rather than wait for a purple squirrel to show up.
  2. You miss the opportunity to hire a great candidate. An ongoing and lengthy search for the perfect candidate will force you to put great candidates on hold – and remember, this is an employee-driven market. The best employees will have other options, and they won’t wait around for you to make that decision. Your competition will end up with your great potential employee if you leave them waiting too long.
  3. Your current employees will burn out. Between balancing their daily tasks and searching for a new team member, your hiring managers and HR staff can burn out. If this process takes too long, they are sure to lose interest in the candidate search, and begin delivering subpar work from their usual standards. It’s a lose-lose situation all around, and can be cured by a quicker hiring process.

While you may desire to find the perfect employee, a lengthy hiring process likely won’t help – no matter how thorough you think it is. In most cases it is more efficient to have a quicker, streamlined process that will find a great candidate who can perform the most important job functions and is ready to start learning the job right away.

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The Do’s and Don’ts of Applying with a Staffing Firm

The Do’s and Don’ts of Applying with a Staffing Firm

Job Search

So have you ever applied with a staffing agency and never got a call back?  Or if you did get an opportunity it wasn’t the right one?  Or are you in the job market place today and you’ve never worked with a staffing agency and you’re wondering how to apply with one?

Aaron Grossman, the President and founder of TalenLaunch,  shares with you the do’s and don’ts of applying with a staffing agency.

Do’s:

  • Research. Make sure you’re applying with the right agency for you! There’s basically two types of agencies:  generalist agencies and specialized agencies.
  • Interview. Make sure that you dress properly and discuss the positives and the negatives of your career path.
  • Follow-up. Once you’ve actually registered and applied and interviewed with a staffing agency, you’re going to be one of the thousands of people that are literally in a staffing firm’s database.  If you simply follow up, you will be top of mind.

Don’ts:

  • Skills: Do not put skills in your application that you don’t have.  This can hinder the recruiter’s ability to find the right job for you and could lead to jobs that you’re not qualified for.
  • Desperation:  Times are tough and and we all know that. However if you come across as desperate, you may show the wrong motivation that could damage your career path.
  • Treat the staffing agency like your Employer: Treat it like an employer because that’s what they are going to be for you, they are going to be signing your paychecks when you land an assignment. So make sure that when you’re coming in for the interview that you’re treating it as such.
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