Now that restrictions have eased and companies are moving back towards standard operations, many businesses are taking stock of what they have learned and are using it to work out how to keep their teams happy. Employee engagement is a key part of this process and gathering information on how people feel and what they need to succeed is essential when trying to retain a full Life Science team.
It’s clear that success comes when you take the time to build the best team for the job! Life Science businesses have been struggling to employ enough staff and current teams are under increasing pressure for solutions to some of the most pressing problems humankind faces. To grow that great team, it may be time to step away from technology and revert to the personal touch – let us explain why.
There is no doubt that the Life Science industry has been enjoying growth year on year for at least the last five years. This money has come from both public investments and private investors, both of whom have been keen to promote the continued surge in innovative technologies and products that are designed to support a better quality of life and economy.
Emotional fitness is a term that combines the need to be both physically and mentally fit in order to function successfully in work and life. In the Life Science industry, emotional fitness has become more important than ever before in a bid to reduce burnout and enhance outcomes. If you are a leader in the Life Science arena, then embedding emotional fitness in your recruitment practices will help you to grow a team that is happy and healthy at work – find out more now!
There is no doubt that choosing the best candidate for a job can be a real dilemma, especially when you have more than one person who would be great for the role. Traditionally, we look for academic qualifications, relatable experience, and other hard skills that give us the confidence to believe we have found the right person. However, with more pressure than ever before to find the ‘perfect fit’, more people are turning to soft skills to set candidates apart.
There is no denying that the Coronavirus pandemic will continue to reverberate for many years to come. However, one area that has positively progressed considering COVID-19 is the way we work and where we work. There are more remote workers than ever before, and many companies are looking to close or reduce their office spaces to support a better work-life balance. Typically, remote working has been an option for gig workers whose roles are more freelance based or who work in isolation, but as we offer this option to more teams across the US, isn’t it time to do the same for our leaders too?
While most companies state that diversity is a key priority, the move towards a more diverse workforce is taking much longer than expected. One of the main reasons for this is the recruitment processes in place, as they were not designed to ensure adequate representation. Women of color are poorly represented in senior life science roles, not because they are not able and ready to promote, but because the system is biased against them. Let’s look at some of the biggest obstacles they face when trying to progress.Continue reading “Women of Color – Offering Advancement and Diversity by Removing Hiring Hurdles”
The ‘Great Resignation’ is proving to be a big challenge for life science businesses all over the globe, and with more roles vacant than ever before, candidates really do have the pick of the bunch! Rather than trying to wow potential employees with packages that may or may not impress, why not show them what you are about and where you are heading so that they feel motivated and inspired at the thought of taking the journey with you?
A candidate-led market refers to the situation whereby, due to various factors, candidates are in control of the employment process. Candidates are often in demand from various employers and can make demands on salary and working hours among other things.