Whats the Future of Life Sciences Recruitment

Whats the Future of Life Sciences Recruitment Whats the future of life sciences  recruitment? In 2007, a UK CIPD report into popular recruitment methods found that for the first time, corporate websites had broken even with local newspaper advertisements as the most common method for recruiting candidates. Now in 2012, working with scientific, environmental and renewables recruiter, Cranleigh Scientific, Enviable Workplace looked into the future of the scientific recruitment sector and what the current popular methods of recruitment are. This report was based on interviews with HR professionals from 20 science companies across the country, including Abbott Diagnostics, Johnson Matthey, Siemens, Givaudan, SC Johnson and Synergy Health. The seven main recruitment methods we explored were: 1. TRADITIONAL JOB ADVERTISING IS (NEARLY) DEAD We found that traditional advertising is now the least valued method of recruitment in the science sector, with preference being given to outside recruiters, employee referrals and corporate websites. We found that although 80% valued job boards, only 40% actually used them at all anymore. Job Boards are ideal for outside recruiters who then filter responses for quality before presenting the top candidates to their clients. There were simply too many candidates responding through the job boards and without a quick way of separating the wheat from the chaff, they fail to provide value for the busy in-house recruiter. 2. SOCIAL MEDIA CHALLENGES While 70% said that social media is very important for the future of recruitment, only 25% are actively using social media to promote jobs. The reason for the low use is two-fold. a) Time Return on Investment: Most are not using social media because they find it hard to measure the ROI for the amount of time they spend on it and havent so far been able to justify the time investment. b) Filter Failure: Some tried using social media while cutting out recruitment agencies in the past, but the result had been a bigger response from hopeful job candidates but of much lower overall quality. The lack of a quality filter and proof of a return on time investment meant they have been unable to justify the use of social media. That being said, 60% thought a solution, in the form of an effective filter, would be found in the next five years and that social media (especially LinkedIn) would play a much larger role. For now, social media is mainly used to run background checks on potential candidates and create passive candidate networks, ready for harvest at a later date. The report found that there is a giant opportunity for someone to make the filter process easier for in-house science recruitment as the current investment of time makes social media a daunting method to use. 3. RECRUITMENT AGENCIES MUST EVOLVE TO SURVIVE The 2007 CIPD report highlighted that more than 70% of organisations engaged recruitment agency services to help fill job vacancies. With the new report, we discovered that although the sample size was too small to be conclusive, 20 out of the 20 of the companies we spoke to were using outside recruiters with 70% saying that they use 1 3 recruitment agencies all the time. The two key points we heard more often than not, desired from an outside recruiter, were: a) Fully outsourced recruitment: A number of the HR professionals suggested the future for HR departments could be to fully outsource their recruitment functions to outside agencies. They said that these agencies would have to know their company and culture incredibly well for this to work. They would also need to have a strong database of candidates, who they also know well, so as to put forward the appropriate candidates. Our impression was that companies want to build a strong, long-term relationship with a single agency as opposed to employing a large number. b) More specialist agencies: The other option that was brought up was that recruitment agencies will need to become more specialist. This would allow companies to work with individual agencies to fill specific skilled positions. Again the emphasis was that the agency should develop strong relationships with the companies and that they are seen as a member of the team as opposed to an ‘external’ recruiter. SO WHAT DOES THIS MEAN FOR RECRUITERS AND CANDIDATES? For Recruiters: In an effort to label where effective recruitment is heading we put it under the term, Recruitment 4.0 and define it as: the mixture of recruitment agencies partnering with HR departments, the use of Social Media to promote vacancies, and the development of a network of passive candidates for both agencies and companies. For Job Candidates: Using job boards and maintaining a professional public social media profile is recommended even if the majority of companies do not use it to advertise jobs. Try to be on the radar of niche-specific recruitment agencies because they are used by almost all UK science companies and are probably your best bet for landing a job if you dont have an existing sector network. Filip Matous is the editor of  Enviable Workplace   a blog providing insights into the new world of work. Related: Content Marketing on Social Media for Recruiters

Babysitting Jobs Are Waiting For You

Babysitting Jobs Are Waiting For You As a babysitter, you take on a big responsibility, and you want to work with families who respect what you do and appreciate the fact that they couldn’t manage without you. You’re an important part of a family’s routine, whether it’s every day after school, evenings, or weekend nights when you’re trying to find some time for you. There are thousands of families out there looking for a trustworthy sitter to step in and make sure that their children are taken care of when work gets in the way or when they just need some time to recharge and be the best parents they can be. Your next babysitting job can be a simple click away â€" if you know where to find families looking for help.  Matching and Finding Often when a parent is looking for a babysitter, they simply ask their friends and family for referrals, sometimes enlisting a teen or university student in the neighborhood for the job. It may be how you got your first job as a sitter, but thanks to the Internet and websites that understand the need for good babysitters and jobs, there’s a better way to do it than putting up a poster on the telephone polls in your neighborhood. When you head to an online community that exists to connect families and sitters, you have access to thousands of jobs and tons of resources to help you do a better job and connect with employers, and you can reach a wider audience with a user profile that highlights your qualifications, skills, and specialties. The key to finding more families is to differentiate yourself: if you have First Aid or CPR training, make sure to let them know it; if you offer additional services, like swimming supervision or pet sitting, there are plenty of people looking for exactly that. While there are many different ways to find jobs online, as a sitter, your best bet is to find an online community like Sitter.com that’s devoted to matching families with sitters just like you. They offer features that streamline the search process and make the process safe and private, as well as a wealth of information about how to make the process better. Key Features A good website will offer hundreds of job opportunities in addition to customer support so you can have any questions you have about obtaining babysitting jobs answered. For example, one of the aims of Sitter.com is to provide users with all of the answer they need to make the most of the site, taking advantage of all of its features and teaching users how to make better profiles and job ads. You also want a company that provides safe ways for you to contact families and for families to contact you, such as identity-protected phone calls and emails. It’s a great way to reach out to people for interviews that protects your contact information until you’re ready to start building a professional relationship. You will also want to look for sites that offer useful features to the families doing the hiring like the ability to make a favorite list and or place notes on your profile, so that they can keep a ready list of great candidates. Jobs are always coming up, especially as a babysitter, and often families rely on more than one childcare provider for different situations, such as a regular after-school care provider and someone who can come to their home on a weekend evening. Get Started You want a site that offers you enough opportunities to promote yourself by creating a user profile, but you should also be able to go out and pursue job ads, such as the postings at Sitter.com/babysitter-jobs. If you’re just getting started at the job, learn about the basics of the profession and some of the qualifications that will make you stand out in an interview. It’s a great way to earn money part-time, especially if you’re in school or working other part-time professions, as well as an effective way for full-time care providers to stay booked all year long. Get on the right website and start finding the right jobs for you. . Image credit.  

The Gig Economy and The Rise of the Uber-Specialists - Personal Branding Blog - Stand Out In Your Career

The Gig Economy and The Rise of the Uber-Specialists - Personal Branding Blog - Stand Out In Your Career Does the gig economy encourage the rise of the Uber Specialist? Where Uber Specialist means a person with deep and specific skills. Note: This has NOTHING to do with the car service. Effectively this is the market and model for independent consultants since the dawn of time. Where someone has a unique skill that people are willing to pay for. Simple. That’s consulting 101. What about generalists? We’ll come back to this. The Gig Economy encourages and enables people from all walks of life to take their skills and put them on the open market. For example, in business: If you want somebody to clean up your audio files you can find that online. If you want someone to help you proofread a technical document you can find them online too. If you want someone to help you with almost any task you can find that skill somewhere online and/or in your town. Although the points above are specific tasks there are other skills that are more general generic in nature. There is nothing wrong with being a generalist in this sense. However, it is likely that generalists will be limited in what they can charge for their services. Back to the question from the title of this post: Does the gig economy encourage the rise of the Uber Specialist? The lead to two questions: Does this mean everyones specialties can be a skill that can be sold into the gig economy? Same question for general skills? I think the answer to both is yes. What do you think? Assuming we agree: What does this mean? What do you need to do in order to expose your specialties? How can you get paid for your specialties? For your general skills? Ultimately it’s about making a living and perhaps a life. So, the biggest question is: How do you set the value of your skills? How do you determine the worth of your offerings? This is an age old question and one that will also confound The Gig Economy. Ultimately you’ll charge what the market will bear. That’s capitalism. You’ll find that, just as consultants have for millennia, that you will adjust your prices and you will make trade offs to secure business and to continue doing business with people you like â€" while firing others by pricing them out. The Use of Fractionals If you have skills … and EVERYONE does … you should be thinking about becoming a specialist. Even considering taking fractions of your specialization and putting those skills on the market. This is where I believe companies and people of all ages will begin to realize the value of their hard earned skills. It’s why I wrote: Why Millennials Will Be Hiring Fractionals Think about taking your specialized learning … no matter how arcane … and considering putting your skills on the market. More so than a general skill, but by specializing you can charge a premium. And, you can do so on terms that work for your life and your work-life balance. There is nothing wrong with being a generalist, but the risk you run is that everyone else can co-opt that generic skill too easily. By focusing on your specialized skills you will stand out in your career and perhaps you create a whole new market segment. Back to the question Does the gig economy encourage the rise of the Uber Specialist? I think the answer is an unequivocal yes. The market is already moving in this direction. Companies are realizing they can find the skills they need in Fractional Forms. People are realizing they can use their Uber-Specialized skills to create additional income streams. alternative  ways to share what they know, and rewarding ways to give back. So … What’s your specialized skill?

Tips For Positioning Your Book In A Crowded Field - Personal Branding Blog - Stand Out In Your Career

Tips For Positioning Your Book In A Crowded Field - Personal Branding Blog - Stand Out In Your Career One of the best examples of book title positioning and personal branding Ive found in a long time is Jennifer Lees The Right-Brain Business Plan: A Creative, Visual Map for Success. I was immediately impressed by the books positioning,   its excellent execution, and its strong sales. The more I looked and read, the more I liked. There are over 400 business planning books listed on Amazon.com, but when you search business plan, Jennifers Right-Brain Business Plan currently shows up as Number 3. More important, a youll see when you visit Jennifer Lees Right-Brain Business Plan and Artizen Coaching websites, the personal brand she created with her book has lead to growing stream of back-end products, services, and speaking opportunities. This is author personal brand building at its best! Origins of personal branding success So, what can we learn from Jennifer Lees book positioning and personal branding success? I tried to reverse engineer the steps she may have gone through. Heres a possible scenario: Identify the competition. Start by identifying as many competing books in your field as possible. Create a list, mind map, spreadsheet, or stack of index cards with author and title information, plus online links, for as many competing books as possible. Include a rough indication of each titles sales, so you can gauge the popularity of each title. Look for patterns. As you review competing books, look for patterns, characteristics, or attributes, shared by many of the titles. Be sensitive to your reactions as you analyze competing books. Use subjective terms like academic, dull, easy-to-understand, too detailed, hard-to-read, simplified, cant relate to, etc., to describe each book. Group the titles into categories. Next, organize the titles into categories reflecting the patterns youve discovered. What are the characteristics youve discovered that apply to most of the books? More important, what are the characteristics associated with the most successful books? What are the characteristics associated with the least-successful books? Writing your book building your personal brand Once your research has helped you understand the strengths and weaknesses of existing books, and the limitations of currently-available books, it will be easier for you to locate a fresh position for your book and your brand. Locating the right position for your book and your personal brand will be even easier to the extent that you have previously targeted your ideal readers and created reader personas describing their characteristics. Use visuals to support your brand Next, look for ways you can create a unique visual identity to reflect your book and personal brand. Visuals play an important role in brand building success. A few carefully-created visuals can the story of your book, create an immediate resonance with your intended readers, and set your title apart from the competition. More important, the right graphics will create a family resemblance relating your book to your information products, i.e., worksheets, and your coaching, consulting, and speaking events, as you can see when you visit Jennifer Lees websites. Once youve established an   appropriate graphic style to support your position, use it consistently throughout your marketing and personal brand building. The graphics you use will rapidly become an important part of the equity associated with your personal brand. Takeaway It takes more than words to write a successful book and build a lasting personal brand. A lot of the work takes place before you begin to write. Success requires positioning your book   relative to existing books in your field. Success also requires choosing a way to visually set your book apart from the competition. What are your thoughts on positioning books in a crowded field. Do you have any suggestions, or favorite examples, of equally well-positioned books youd like to share as comments, below? Author: Roger C. Parker is an author, book coach, designer, consultant who works with authors, marketers, business professionals to achieve success with brand-building books practical marketing strategy. He helps create successful marketing materials that look great get results, and can turn any complex marketing or writing task into baby steps. Visit his blog to learn more or ask a question.

The Specialty Jobs That Criminal Justice Resumes Has

The Specialty Jobs That Criminal Justice Resumes HasCriminal justice resumes are unlike any other resume that you will have to create. This is because the responsibilities of a person in this field vary from person to person. The duties of a police officer or a detective are similar to the requirements of a criminal justice career. However, a person might also be required to handle criminal cases.A person who has a criminal defense background might be asked to protect the offender from others. However, when the offender is also a criminal, this person might be required to protect them. Another job might be to be a bodyguard of some sort. It is all dependent on the specialty that is needed.There are also time requirements that the individual would need to meet. This could be several months on and off the job training. Some schools may require up to two years of full time training and one year of part-time training before they would permit an individual to graduate.There are different types of criminal justice careers. The most common of these are homicide detectives and police officers. These people can be found in some larger cities, while in other states they might not have much of a place to work. Many of these people have worked in this area for many years.It is important that a person who wants to specialize in criminal justice applies for a position that has open positions available. The hiring process takes longer because the person applying needs to learn more about the duties that are expected of him or her. If a person is hired and ends up in a position that he or she is not ready for, then it is likely that the individual will have a hard time adjusting.When someone is hired, he or she will have to learn the entire job description and even go through a training period before the position is filled. This training should begin with the resume. A criminal justice resume should always include the details about how the person is trained and certified in th e area that he or she is looking for. This will help the employer to get a better idea of what type of person that they are hiring.A criminal justice resume will include everything about the job such as salaries, benefits, and a summary of the job responsibilities. A good resume will be made with plenty of information. When the employer reads it, he or she will be able to decide if the applicant would be a good hire. If it is determined that the person is suitable, then the applicant will be hired into the position.People in the criminal justice career can have a wide variety of jobs. This means that each person should be prepared for the best job they can get when they apply for a position.

What an Engineering Degree Can Say on Your Resume - CareerAlley

What an Engineering Degree Can Say on Your Resume - CareerAlley We may receive compensation when you click on links to products from our partners. Pretty much everyone who is out of college would love to get a good job and earn good money. For those who are already employed, there is a high chance that they are not completely satisfied with their current position and would, therefore, not mind moving a few steps up the career ladder. One issue that has everyone concerned is the performance of the economy; as things stand, it is not very easy to secure a decent job because quite a number of companies are opting for leaner workforces so as to lower operating costs. Those that are hiring have put in place very stringent requirements because of the huge number of job seekers. If you are to beat this competition, you need to have an edge over everyone else; obtaining an engineering degree might be a good place to start. So what exactly can an engineering degree do for your resume; what exactly is it that employers see in engineers? Here is what you need to know. Communication Skills One thing that is known about engineers is their ability to communicate effectively. An engineer is a person who possesses profound technical knowledge on various matters. What needs to be understood, however, is that, not everyone possesses such knowledge. In todays world, effective communication is very vital, and it can mean the difference between securing a major deal and outright failure. Good engineers are capable of translating their technical jargon into a language that the average person can understand. The idea here is to enable lay people understand various technical matters without over-stretching their brains. This is a characteristic that quite a number of companies are looking for. A good number of employers believe that people with engineering degrees can do just that, and if you are able to prove them right, then you will have moved closer to securing that desired position. Creativity Something else that employers see in engineers is creativity. This of course stems from the fact that engineers are trained to create, repair and make things more efficient. In todays ever-competitive world, companies are looking for new and better ways of doing things. They want systems that require minimal resource input but produce maximum quality output (efficiency). It is quite impossible to create such systems without a good dose of creativity. For employers, it is all about bringing the most robust minds on board their teams in order to remain competitive and relevant. Mathematically Inclined We live in a world of numbers where pretty much every decision is determined by a certain mathematical concept like probability etc. Numbers dont lie is a common adage that holds great truth. In order to make informed decisions, calculations have to be performed; in order to make correct predictions, numerical records have to be thoroughly analyzed and so forth. There is no better professional to handle such complex issues than an engineer. This is because the majority of engineering courses involve crunching numbers day in day out. Employers, therefore, view engineers as very valuable additions to their teams and more so at the strategic level. Team Player As far as engineering is concerned, rarely will you ever find a mind-boggling creation that was the work of only a single individual. In order to come up with a meaningful solution to a problem whether in hardware form or theoretical conclusions engineers usually have to work together. A good example is the Golden Gate Bridge, which was constructed almost 100 years ago by scores of engineers and is still standing to date. History is replete with many other similar examples, and as a result, engineers have over time made a name for themselves as being great team players. It is common knowledge that all employers today are looking for individuals who are capable of working as a unit for the attainment of synergy. Author Bio William Stevens is a writer who creates informative articles in relation to technology. In this article, he explains a few perceived talents of engineers and aims to encourage further study with a master in public relations. This is a Guest post. If you would like to submit a guest post to CareerAlley, please follow these guest post guidelines. Visit me on Facebook

7 Easy Hacks To Improve Job Search

7 Easy Hacks To Improve Job Search What if I told you there were 7 things you could do that would increase the odds of getting hired? From sending thank-you messages to creating your list of references, there are hacks that you can implement today that will make you look more  professional. Now would be a good time to familiarize yourself with some of these lesser-known job-search practices. So if you think you have mastered all the subtleties of job search, think again. There are many unwritten rules or secret best practices you wont know about until its too late. Your Reference List Is More Than Names and Contact Info Technically, all you need to supply is the name and contact information for your references. However, there is one question every hiring manager has when reading your list of references- How does this person know your work? You can easily fix this and make your list of references more valuable. All you need to do is describe your relationship with each of your references. When you provide  a one-sentence description of how each person knows your work, it will help in the outreach and questioning during a reference check. Theres another reason this is important. The references you list may not work at the same company any longer, due to the fact that people change jobs so frequently. When you describe how the person knows your work, indicate what role they held and how long theyve known you and your work. If there was an important project, you may want to reference that as well. The information you provide may look something like this: Charles Smith, Manager X Company, New York, NY Telephone: (212) 555-1234 csmith@xcompany.net Hired by Mr. Smith to be a part of his inside customer service team. I worked closely with Mr. Smith during my five years at X. Coach Your References It isnt enough to just  ask past colleagues to be references. What they say about your performance could make or break your chances of getting a job offer. This is what you need to do (and most people wont). As you enter the final steps in the interview and the interviewer asks for your references, reach out to each of your references and let them know whats going on. Send them an email to say  they may be contacted soon. In your email, also outline the important skills the job requires. You could even include the job description. You want to make it easy for your references to mention/highlight the right qualities and skills. The added bonus is that your references will appreciate your effort and professionalism. Yes, You Need Business Cards Handing over your business card is so much easier than writing your contact information on a napkin. If youve been networking without them, now is a great time to make yourself look and feel more professional. So what information goes on your business card? While its best to include your profession or type of role you are looking for, dont let that get in the way of ordering your cards. Theres nothing wrong with having an all-purpose business card with your name, phone number, email address and LinkedIn profile URL. Instead of using a specific job title, you can use the broader occupational title. For example, instead of project manager, you could use project management. Yours may look something like this: Sara Miller Project Management | Software Development (555) 444-1212 saramiller@email.net https://www.linkedin.com/in/saramiller Add A Voicemail Greeting Too often people do not record a greeting on  their voicemail. Not only is it impersonal, it can also lead some human resource professionals to wonder if theyve reached the right person. Eliminate the doubt and use a warm professional greeting. Thank the person for reaching out and be sure to include your name. It may sound something like: Youve reached the voicemail for Pat Jones. Thank you for calling. Im unable to answer my phone right now but please leave your name and number and Ill call you back as soon as possible. Respond To Messages Immediately Have you ignored emails or voicemail messages for days? To stand out and show how attentive and responsible you are, dont wait. Respond to every email and voicemail within 24 hours. Even a short response that says youve received the message and youll be in touch soon, is better than nothing. Always Follow-Up With A Thank You Message Sending a thank-you note after an interview is fairly common. But it is less common to receive a thank you, either via email or regular mail, after a networking exchange. This is exactly why you should take the time to do it. In your brief message, thank the person for their time and information. If you walked away from your meeting with any pearl of wisdom or the conversation resulted in future contacts, mention those as well. Notify Your Network When You Secure A New Job The most important thing you can do once youve received a job offer is to let your network know.  Close the loop with all the contacts youve made throughout your job search. Your message should express your gratitude for their assistance. You also want to keep the lines of communication open, so be sure you invite them to reach out if they need anything. You will need your network again and showing your appreciation helps build a strong relationship. This post originally appeared on US News World Report