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.

Scientific Recruitment: Social and Digital Strategies

Scientific Recruitment: Social and Digital Strategies

Hiring

It can be tricky to find the talent you need in the scientific field. Many scientists rely on their network to find work and haven’t found their digital presence, but there is still a place for social and digital media in your recruitment efforts.

Scientists spend their lives researching, looking for the next discovery and sharing and discussing with others. What platform is better for that than social media, where anyone can talk to anyone else around the world? By using digital media, you can now share nearly anything in real time.

Here are some strategies to use when recruiting scientific talent through social and digital media:

  1. Make sure your company has a social media presence. The basics of this typically include Facebook, LinkedIn and Twitter accounts. Publish industry news frequently to keep your pages active. Be sure to engage with those who interact with your pages.
  2. Let people in. Post about your company culture on your social media. Congratulate employees on anniversaries, announce awards you’ve won, post photos of the last conference you attended or raise awareness of a charity that your company supports. This will give outsiders some insight into your company culture.
  3. Use video. Video interviews are a great way to really connect with applicants, but take this a step further by creating a video job description. When you’re recruiting for a position, create a video that shows the work the employee will be doing, interviews with other workers and other information about the site and duties.
  4. Create your own content. Use your expertise to write industry articles that touch on current events and news. Take your own approach and support it with facts or case studies to show that you are a thought leader and expert in your field.

Use these strategies to set yourself apart in the digital sphere and attract scientific candidates. Those who are already using social and digital platforms will take notice of your company presence and know exactly where to look for their next career opportunity.

Need more help with your scientific recruitment strategy? Get in touch with a recruiter from Alliance Scientific Solutions today.

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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How to Network When You’re the Youngest One in The Room

How to Network When You’re the Youngest One in The Room

Employment

Our Experts | Erin McGinty, Recruitment Specialist
Erin McGinty

Erin McGinty, Recruitment Specialist for Alliance Scientific Solutions

I’m just going to throw it out there. Networking is awkward. Extremely awkward.

You’re probably worried about how you’ll introduce yourself and what you’ll talk about to keep the conversation moving. Do they want to talk to you? Do you even have anything to bring to the conversation? There’s no chance they’ll want to follow up and grab coffee, right?

I get it. I’ve been there. And from the other side, I’m happy to tell you: it gets easier (and less awkward).

Even if you’re the most outgoing person in the world, networking is uncomfortable. When you walk intro a room full of people you don’t recognize, you’re first (and the most natural) reaction is to find the first person you know and glue yourself to their side.

I recently attended a networking event where I knew there would be hundreds of new people for me to meet. There also was a big group of about 20 people from Alliance who I already knew that were attending.

The easy option would have been for me to go stand by my friends and have a good time. Instead, I took the less comfortable option that would allow me to meet new business connections. I went and sat alone at a table. I figured eventually someone would come over and talk to me. And someone did—actually, multiple someone’s came over to introduce themselves that night.

When it comes to networking, the first and most important step is to just put yourself out there and be ready to talk to the people around you.

At first, it will probably just be small talk. Hey. How are you? What do you do for a living?

But then, you’ll find a connection. And the conversation is off as you’re talking about a mutual interest or experience.

You’ll learn something. And maybe there’s no immediate gain—you don’t get a new client, a job offer, or a new best friend—but you’ve been able to bring something out of the conversation, and you have a new contact who could help you down the road.

If you’re really worried about it—join a networking group and start practicing. There are groups specifically for young professionals—and no one will think twice about you being young and awkward in those networking meetings. Plus, after a few networking events in your specific industry or group, you’ll start seeing more and more people you already know.

If you’re still nervous find a mentor who will push you into uncomfortable situations that will help you to meet new people and grow. The more often you push yourself to network, the more comfortable the situation will become.

For me, it was one of my coworkers. She had me join the Cleveland Society for Human Resources and I went to a luncheon with her. She let me sit at her table and she introduced me to a few people. The very next meeting though, she sent me out to sit at a different table and meet new people on my own.

When you’re young and new in your career it’s easy to put networking off. But the reality is when you’re first starting off, that’s when you need to meet people and build connections the most.

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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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This One Thing Will Instantly Differentiate You From Other Job Applicants

This One Thing Will Instantly Differentiate You From Other Job Applicants

Employee Expertise

Karen Damm, Recruitment Advisor, Alliance Scientific Solutions

Karen Damm, Recruitment Advisor, Alliance Scientific Solutions

Our Experts | Karen Damm

You just hit the send key and your resume is on its way toward your next career opportunity, you’re sure to get an immediate callback, right? The hope is that the employer will read between the lines to see you are a perfect fit. But ultimately, it’s still just a resume and you’re not speaking directly to the position.

In today’s competitive job market, you really need to stand out from the thundering herd of people applying for the same positions.

Don’t ever assume that the person on the other end can read between the lines and determine that you are fit.

With that in mind here is one tip that is sure to set you apart from the rest.  It’s something I call a “profile questionnaire.” Here’s what you do:

Read through the job description and pull out all of the keywords and major requirements

Open up a new word document and take a moment to address the “when, why and how” of each requirement. Give as many details as you can about how you’re a great fit for the position.

Attach it to your resume, like a cover letter or any other supporting documents, and send it on over.

It may sound daunting at first, but if you are niched in your space you will see that most employers in your industry look for the same qualifications, which means with minimal tweaking you will be able to use this tool over and over.

This truly is your opportunity to brag about your expertise. It’s better to define everything you’ve done in detail because the one thing you leave out could be what’s most important for the position. Ignoring that one specific skill or experience could cost you the job, and especially when you’re applying to a large company that’s searching through thousands of resumes for specific keywords.

Do this, and you’ve elevated yourself to the next level. You’ve tailored your experience and made it completely relatable to the job you’re hoping to land.

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