How to Hire a Quality Chemist

How to Hire a Quality Chemist


Companies in the scientific industry can be hard-pressed to find the talent they need. It can be especially hard for those not in the scientific industry who have a chemist need, to find the right person. While difficult, it isn’t impossible.

Use these tips when you are hiring a chemist:

      1. Know what kind of chemist you are looking for. Chemists have a range of duties and the breadth of knowledge for each varies. Even identifying the ingredients in your products could be a toss-up between a fragrance chemist, toxicologist or cosmetic chemist, if you don’t know the difference.
      2. Create a clear job description. Once you know who you are looking for, make sure a job seeker can identify your position as well. Use the right keywords for searchability and detail the responsibilities in a way that attracts the right people to apply.
      3. Post your job in the right places. While big job boards are great for most jobs, they probably aren’t for your chemist position. Find a niche job board that caters to the exact employee you’re looking for, for a better chance at reaching the right people.
      4. Consider your options. Do you need a full-time, permanent chemist? Today, there are thousands of employees working as freelancers and consultants who make wonderful options for your short-term needs. You may also consider local universities or programs that are training the chemists of tomorrow. It could work well to create a partnership to reach these future employees, while they are young and unemployed, if you will have permanent or many positions to fill. In fact, you might even be able to use their help while they are still students! Think internships and work study.
      5. If you are still having trouble finding the chemist you need, consider using a recruitment service. Our specialized recruiters at Alliance Scientific Solutions maintain relationships with many job seekers who could make the perfect match for your chemist position. Contact us today!

The Scientific Method, Recruiting Style

The Scientific Method, Recruiting Style


The scientific method can be used in a lot of situations, but what about when searching for top talent? Using the scientific method can be the key to solving some big-time scientific recruiting headaches.

According to the Kahn Academy, the scientific method consists of these five steps that researchers and scientists use to solve problems and test theories:

  1. Make an observation.
  2. Ask questions.
  3. Form a hypothesis, a statement that can be put to the test.
  4. Make a prediction based on that statement.
  5. Test the prediction.
  6. Evaluate. Did the method work?

Let’s use the scientific method to determine the best way to find and hire new talent for scientific positions.

Observation: An organization could use a few fresh, intelligent employees with scientific expertise as new projects are being developed.

Questions: Where do you find qualified talent with the skills you need? How much time and money will this cost? Will there be lost production while you search? How will you be sure the employee is a cultural fit?

Hypothesis 1: Using internal recruiting efforts to fill this position will result in the best employee and ROI.

Hypothesis 2: Enlisting a recruiter specialized in the scientific industry to complete screenings and interviews for your organization will save money and result in a quality hire.

Test 1: Set out on a talent search using only your internal resources and connections, which could tie up your hiring managers in a lengthy screening and interview process.

Test 2: Hire a staffing company to use their vast resources and knowledge to fill your open positions with the best talent possible. This will be all they focus on and take no time away from your business operations.

Evaluation 1: It took a lot of time to find talent that is up-to-par. The position probably stayed open for more than 30 days, meaning lost productivity, overworked employees who picked up the slack, and a reputation among applicants that it is hard to attract employees to your business.

Evaluation 2: A quicker search that resulted in a fully vetted employee that fits your culture and is ready to hit the ground running. All you had to do was hand over the job description to an experienced recruiter and go back to your day-to-day responsibilities.

scientific method

Judging by this scientific method analysis, which hypothesis do you think is the best choice to find new talent? If your company is in need of scientific employees, consider partnering with a recruiter to get the job done. In the meantime, here are ways to attract talent to your company through social and digital strategies!

How to Find Top Quality Talent For Your Scientific Job

How to Find Top Quality Talent For Your Scientific Job


Finding top quality talent for your company isn’t always an easy task, especially when you work in a specialized field like the scientific industry. If you’re in a hiring role, tasked with staffing scientific workers, you might be searching for Chemists, Laboratory Technicians, Biologists and more. So how do you make sure you find the best workers for your open positions?

Here are three things to keep in mind when looking for top quality scientific talent:

1. Look in the right place

Who has time to read through thousands of resumes from unqualified applicants? If you’re receiving mostly unqualified candidates, maybe it’s time to reassess where you are searching for talent. You want quality, not quantity. If you’re using primarily general job boards, an industry specific site might better suit your needs. Are you hiring a Chemist? Try a chemistry field job board. There are job boards and staffing services out there (like Alliance Scientific Solutions) that specialize in filling scientific positions specifically. Chances are, specialized job boards will help you bring in more qualified resumes.

2. Get the timing right

Now that you’re thinking about the right place, it’s time to talk about the right time. In an ideal world, your open position would get filled very quickly. While it’s possible that could happen, it doesn’t always work out that way. Be prepared for hiring to take some time. According to the Indeed Hiring Lab, more than 25 percent of jobs stay open for at least 60 days. You want to be selective when staffing your workforce. Don’t settle! A helpful tip is to publicize your job opening immediately. If possible, start sharing your job posting, or enlisting the help of a recruiter, 60 days before the position’s start date. This will help you avoid downtime that could hurt your company.

3. Be visible

A skilled recruiter can help bring top talent to you, but it can’t hurt to put your own efforts into finding talent, too! Make sure your job postings are as descriptive as possible. Incorporate keywords that potential candidates might search for when seeking opportunities. Utilize your company’s social media channels. Use Facebook, LinkedIn and Twitter to share engaging content that’s specific to your industry. If you put out interesting information that’s relevant to your ideal employee, they will visit your channels to learn from your content. When those ideal candidates are ready to search for a new job, they’ll think of you first.

Keep these tips in mind when looking to hire top quality scientific employees in an efficient manner. If you need help finding top talent, contact Alliance Scientific Solutions! We staff scientific industry positions daily. We find the best candidates and only send the most qualified talent. Call us today: (866) 939-0100.

How to Improve Retention in Scientific Hires

How to Improve Retention in Scientific Hires


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, 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


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


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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