Community College Science Students Are More Than an ‘Untapped Resource’

Published on : Published by : BioBuzz Media

When I worked in industry, I helped review resumes for potential new research associates. We often looked for fresh-out-of-college candidates who had worked in a lab for at least a year, and finding them wasn’t easy. Students would pad their CVs with tales of “experience” that turned out to be nothing more than an assigned lab section for a course. “I have extensive hands-on experience in the research area of Labs 1 through 6 and real-world applications like Homework Questions 18-25 Due Monday” wasn’t exactly what we were looking for. After all, there are a lot of nuances that come with real lab work, and it was safer if someone had experienced those nuances before we turned them loose in our facility.
So I was pleasantly surprised recently when I spoke at a conference where most of the students had spent a full 2 years working in a lab—an impressive amount of experience for any undergraduate. They presented their work on well-crafted posters, gave interesting talks about their research, and generally seemed thrilled to spend their Saturday this way.
Part of why it was a surprise—though in hindsight maybe it shouldn’t have been—is that the conference was exclusively for community…

5 Strategies for Defining Your Employer Brand

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Vanilla is one of the most popular flavors in the world. Just ensure it doesn’t become how people describe your employer brand.
Today’s job candidates and workers are often compelled to stay with one company versus another because of the company’s purpose and value. In other words, companies need a strong, direct, authentic employer brand that keeps employees from quitting and joining the Great Resignation. In most cases, a vanilla employee experience won’t cut it anymore.

Candidate Survey Shows Dissatisfaction With Hiring Processes

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Labor markets and workforces have witnessed significant transformation in recent years. Despite all the displacement and financial stress caused by the pandemic, the unemployment rate has fallen rapidly and competition for talent has become increasingly intense. While some of this competition has eased in sectors like tech, hiring managers will continue to face a difficult labor market for the foreseeable future.
In other words, norms and expectations among employees have undergone a permanent shift. Company leaders and recruiting professionals have never been under more pressure to develop effective strategies for attracting talent and maintaining a healthy workforce.
With that in mind, Criteria’s just-published Candidate Experience Report (which questioned 2,000 job seekers globally) examines the demands and concerns of today’s job seekers, from how they view their roles in light of Covid and the economy to what they expect from employers. Here are some of the key takeaways:

Storytelling: A Recruitment Marketing Advantage

Published on : Published by : BioBuzz Media

This piece on how organizational storytelling and recruitment marketing work together to engage candidates is an excerpt from our download, The Complete Guide to Organizational Storytelling.
Recruitment marketing’s job is to attract and convert quality candidates to your organization. According to a recent LinkedIn study, 70 percent of the workforce is passive talent and 30 percent is actively pursuing a new job.† With this balance in mind, your recruitment marketing team will use organizational storytelling to: 
Convert active candidates
Nurture passive candidates

Six Strategies to Retain Employees Amidst the Great Resignation

Published on : Published by : Chris Frew

The Great Resignation is not the only challenge facing talent professionals, hiring managers and business owners. The disruptive forces unleashed by the Great Resignation have collided with other new, emerging hiring variables and hurdles, creating a uniquely complex and challenging talent landscape.

6 Best Practices for Approved Email in Veeva CRM

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Small and mid-sized life sciences companies’ sales teams require the ability to engage with healthcare professionals (HCPs) anytime, anywhere, and get messages to more customers without compromising their team’s productivity. With Veeva’s approved email solution, reps can send HCPs tailored content to augment the face-to-face visit, reach more low-access and no-see HCPs, and provide faster, more responsive service.

Why Is Employer Branding Important?

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In a world where information can be shared with the masses almost instantaneously, and where the masses themselves are all allowed an equal voice in the public forum, organizations have come under far more scrutiny for their employer reputations than ever before. 
Couple this with the fact that job seekers now have widespread access to every job listing under the sun, and you can see why employer branding is crucial today. 
A recent study by Corporate Responsibility Magazine found that nearly 70% of job seekers were unlikely to accept a job offer from a company with a bad reputation. Believe it or not, the job seekers surveyed here stated that this would remain true even if they were unemployed at the time. That truly speaks to the influence of an employer’s reputation. 
Another way to look at the importance of employer branding is to consider how much it can cost your organization. A poor employer reputation won’t just potentially lose you the valuable top talent who may have otherwise accepted a job offer; the candidate who does accept your offer will ultimately cost you more money to retain as well. According to Harvard Business Review, a company with a bad reputation…

Recruiting is a Game of Inches: Why the Candidate Experience Matters More Than Ever

Hand holding a ruler with the words "HIRED!" above
Published on : Published by : Chris Frew

Candidates are in the driver seat. There is intense inflationary pressure on compensation. Skills gaps, scarcity of available talent and a new and long overdue push for diversity, equity and inclusion programs have forced many employers to rethink their hiring and training models. So, what is your company doing the win the recruiting game?