Hiring the best candidates is an essential part of any business’s success, especially when you can secure top talent that offers the skills you need. However, one of the biggest questions that hiring managers all over the US face is whether to hire internal candidates or external candidates. We reviewed the advantages of each to help you decide what is best for your company – read on to find out more!

Why Internal Hiring is Great

Choosing to look within when it comes to hiring is a great way to boost staff morale and keep your retention rates high. It also works to keep staff loyal and engaged as they feel that there is a defined route for them to follow when they want to promote. We all know that a happy workforce is more likely to be a productive workforce but hiring internally can also work well as the hires will already know about your culture and ethos as well as have good working relationships with colleagues and managers.

Looking to save money on hires? Internal candidates are cheaper too! Choosing an internal hiring process requires less advertising costs, time, and onboarding expenses. You’ll also find that internal hires are able to transition into their new role at a pace that works for you and will often need far less guidance as they progress.

The Cons of Internal Hiring

As with all hiring, there are factors that you must be prepared for; we’ve shared some of the cons that come with internal hiring:

• Internal hiring can be challenging when you have lots of applicants who go for a single job, leaving you with political fallout to deal with. In the worst cases, this can lead to other staff leaving their roles or working to sabotage the person that was appointed.
• Internal hiring could leave you with a skills shortage if you hire someone that doesn’t have everything you need.
• Internal hires often need mentoring or coaching to help them assimilate into their new role and deal with the change in dynamics between them and their former colleagues.
• Internal hiring may stop you from making diverse and inclusive hires that may hinder your company’s success.

Why External Hiring is Great

There’s no doubt that internal hiring may be less time-consuming to begin with, but sometimes it’s worth spending a bit of extra time to get the optimal candidate from the start. One of the best things about external hiring is that you can reach a wide range of different candidates with varying skills that will help your business to grow. You are also able to bring new ideas and ways of working into your company to help avoid group think and becoming a place where things are always done the same because that’s how it’s always been done.

If you are worried about the time commitment of external hiring, there are plenty of ways to reduce the impact while reaping the rewards. One of the best ways is to work with a specialist recruitment firm that can help you to find exceptional candidates that meet your needs.

The Cons of External Hiring

As with all decisions, there are aspects you should consider before choosing to hire externally:

• Will the candidate fit into the organization and be happy and productive with you? This is not always easy to determine during a hiring process, but it should be something that you think about before you offer a job.
• Do you have the infrastructure in place to train and support an external candidate so that they can succeed? Making sure that appropriate onboarding is in place will help you to get the most from your new recruits!

Use GeneCoda® as Your Recruitment Strategist

If you want help organizing your recruitment strategy or need a recruitment service that can find you great Life Sciences executives, GeneCoda® is the obvious choice. Get in touch with our team today and let us make a plan that works for you!

There’s no denying that the Life Science industry is constantly evolving with new discoveries and foci to work on. This speed of change means that you may find the job you were initially hired to do has changed into something you no longer want and so resigning is the only way forward. Sadly, many people use poor judgement when resigning and air gripes and complaints in their resignation, only to regret it later when they find themselves working with the same colleagues in a new role. Rather than being that person, use our advice and resign with dignity so that your career can flourish with no skeletons in the closet.

Think About Whether It’s the Right Time to Resign

Before you ditch your job, take a moment to work out whether it really is the right time to resign or not. You may be feeling frustrated or overlooked, but are there any steps you can take in work to remedy this? Interestingly, 80% of employees say that they now regret quitting during The Great Resignation and wish they had stayed where they were. If this is a possibility, it may be time to work on your current role and reevaluate in a specified timeframe so that you don’t experience regret by moving too fast.

Be Honest but Remain Professional

Many people see their resignation letter as a method to share everything that made them unhappy, including personal details about things that have happened during their employment.  This is not what a resignation letter is for.  Here is an example of a professional resignation letter:

{Date}

{Your  Supervisor},

This letter is to inform you that I am tendering my resignation to {YOUR COMPANY} effective today. 

In accordance with the level of professionalism that you and {YOUR COMPANY} deserve, I commit to continue my employment for a period of two weeks, based entirely on your needs. 

I appreciate the work we have been able to accomplish together at {YOUR COMPANY} but I have now made a commitment to another organization and plan to begin with them in two weeks.

Know that it is my intention to work diligently with you to assist in any transition planning, knowledge sharing or other activities where you feel I can add value.

I look forward to your thoughts on my transition as I am eager to leave on the most positive note possible.

Best regards,

{Your Name}

{Your  Signature}

While it can be helpful to provide a verbal explanation for your resignation if asked or during a formal exit interview, it is unwise to be rude or excessive. Instead, share things that you have raised with your managers that haven’t changed for you if appropriate, the merits your exit will have on your career and always maintain a professional and courteous tone. It’s also wise to share your gratitude for the opportunities you were given as this provides the most balanced overview for HR to act on.

Provide a Quality Handover

Once your resignation is in, you may find yourself wishing the days away, but don’t let it stop you from doing your job. Take time to tie up all the loose ends and provide your boss and team with a quality handover so that your departure doesn’t stop the business from functioning. There is nothing worse than being badly thought of when you leave one employment, so putting in the effort now will help you to maintain a positive reputation long after you have left.

Show Respect to Your Colleagues and Managers

Sadly, some people choose to spend their notice period dealing with old arguments and bad feelings and telling everyone exactly what they think of them. We strongly urge you to avoid this at all costs, even if you have been unhappy in your role. Employers and colleagues will be providing references about you and being able to call on them in the future will be important when you continue to progress in your career. Remain pleasant, polite, and gracious right until the very end of your employment!

Leave So That You Can Come Back

Our final snippet of advice is that you should always leave an employer in such a way that you can return to them in the future. The life science industry is relatively small and the only reputation that you want to precede you is one that is positive. This means taking positive steps towards your new job and remembering not to share any negative comments among colleagues or via your social media accounts, no matter how strongly you feel.

Let GeneCoda® Support Your Next Steps

If you are a seasoned executive and keen to find new employment in the life science industry but don’t know where to start, get in touch with the GeneCoda® team today! We will work with you to help locate an employment situation that works for your needs so that you can look forward to going to work every day!

Finding new ways to support staff is something that many companies and business owners think about frequently, especially because there is often a new idea or suggestion that claims to offer the perfect solution. One of the ideas that has been circulating and trialled for a few years now is the 4-day working with using consolidated hours, but could this work for you?

The Main Benefits of a 4 Day Working Week

Before you leap into offering a 4 day working week, it’s important to weigh up the pros and cons so that you end up with a solution that works for your team as well as for you. Some of the most important benefits include:

• Improving the work life balance of your team so that they can pursue interests outside of work or spend more time with family and friends, helping them to feel more fulfilled and happier.
• Heightened productivity as employees work harder over the four days so that they they can enjoy their time off without worrying about work. Many studies have shown that employees are more motivated during a 4 day work week as there are fewer distractions for them to navigate and no need for them to take time off for routine appointments that can be scheduled on their days off.
• Fewer incidents of burnout as people have more time away from work and can rest and recover. This is especially true in industries where working hours are long and stressful.

The Possible Drawbacks of a 4 Day Working Week

No solution will ever be perfect, especially when you are trying to balance the needs of your team with the needs of your business. Take a look at some of the possible drawbacks that may make a 4-day week difficult for you:

• Concerns about productivity will always be a concern before you adopt a 4-day week and test if it works. No business owner wants to fall behind as this can have a direct impact on your income.
• Issues with rosters could also be challenging if you always need someone in the office. Working out who should be in and when could add a headache to your already-busy workday.

What Others Have to Say

Many businesses have already trialled 4 day working weeks and the results seem to point to it being a positive decision. In the UK, a large 4 day week trial has been underway and the results appear to be resoundingly positive with a third of participating businesses stating that they are ready to make the change a permanent one. The great thing about the trials that have already taken place is that there are terrific success stories that can assuage concerns about testing it in your workplace!

Should You Consolidate Your Hours or Not?

It’s important to note that the 4 day work week can take a number of different formats. Some employers have reduced the working hours of their teams to give them the day off, while others have opted for consolidated hours instead. What’s important is that you think about what your business really needs before you decide what to do.

Consolidated hours mean that staff work the same number of hours as they previously did, but they are spread out over 4 days instead of 5, meaning longer hours in work with the benefit of an extra day off. Consolidated hours are often the preferred choice for employers as it keeps the business running smoothly but ensures that the workload is still completed.

If you want to discuss the best ways to help keep your team motivated and happy at work, the GeneCoda® team are always ready and willing to help – connect with us today and let’s arrange a time to talk!

At GeneCoda® we know that a great interview can help a company to find the best talent for their vacancies, whereas a poor interview can stifle the candidate’s ability to demonstrate why they are great for the job. To help, we’ve put together some of the best questions you can ask to help you find the ideal person for the job – take a look now!

Continue reading “10 Interview Questions That Will Help Find the Best Talent”

As the world of work evolves, so must the methods companies use to find the best talent. Traditional recruitment methods are no longer sufficient for companies looking to stay ahead of the competition, and new, alternative strategies are emerging. In this article, we will explore some of the alternative recruitment strategies that companies are using to find the best talent in the modern world.

Continue reading “Alternative Recruitment Strategies – Finding Talent in a Modern World”

Life science is a rapidly growing field, with new technologies and discoveries constantly emerging. This has led to an increase in job opportunities in the field, with many roles in high demand. In this article, we will explore the most in-demand life science jobs in the pharmaceutical, biotechnology, and medical devices industries.

Continue reading “Life Science Jobs – The Most In-Demand Roles for 2023”