Should You Hire Internally or Externally for the Best Candidates?

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!

Resigning with Dignity – How to Leave Without Damaging Your Career

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:


{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!

Consolidated Hours – is a 4 Day Work Week the Way Forward?

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!

Mentoring – Why it is Vital to Business Success

Mentoring has been a vital part of business success for many years, but in today’s fast-paced and competitive world, it has become even more important. In this article, we will explore what mentoring is, how it is different from coaching, and the benefits of mentoring for life science businesses.

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10 Interview Questions That Will Help Find the Best Talent

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!

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Alternative Recruitment Strategies – Finding Talent in a Modern World

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.

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Life Science Jobs – The Most In-Demand Roles for 2023

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.

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Switching Jobs in an Economic Downturn – What Every Candidate Needs to Know

Making the decision to move jobs can come with a lot of anxiety and trepidation, but if you are ready for something new or want career progression then switching paths makes sense. However, lots of candidates are worried about the impact of the global downturn and ongoing financial crisis in the US, leaving them concerned that now may not be a good time to move. If you are in this situation, then this post will tell you what you need to know about moving jobs during a financial downturn and how to make it work in your favour.

Understand the Reality of the Hiring Market

Once you’ve decided that you want to move jobs, take a moment to consider the reality of the present hiring market. Even with a downturn in the economy, it is still a jobseeker’s market right now with companies looking to hire talent in areas that are understaffed, such as life sciences. In fact, the Bureau of Labor Statistics state that job ads have increased by more than 60% since the COVID crisis and our own proprietary reports focused on the life sciences showcased 2 straight years of rising numbers until Q3 of 2022.  This means that experienced professionals are likely to find several opportunities worth considering!

Ask the Right Questions

When you are actively interviewing for new jobs, you should take the time to ask the right questions to assess whether this new role is a desirable choice for you or not. Find out about average tenures, consider job stability, and inquire about how the company is mitigating against financial challenges. Their answers should serve to give you the insight you need to decide whether they are an employer worth making a change for.

Be Careful About Quitting

Once you’ve found a new job that sparks your interest, take the time to apply and follow the process through until you have a job offer in hand. It can be tempting to quit once you’ve had a verbal offer, but you should avoid this at all costs as your future employer is not obligated to hire you until all the paperwork is signed. Ensure your new job is a done deal and then, you can resign with confidence.

Get Help to Find the Right Job for You

If you are ready to find a new role but need some expert help and guidance, then why not let GeneCoda® help? We offer several expert articles covering many aspects of job search and career guidance. Check out our library to learn more!

Finding Leadership Talent from Within

Leadership talent is incredibly hard to quantify, especially with the Life Science industry in dire need of fresh talent and innovative ideas. Rather than sticking to the same talent pool or trying to attract leaders from other companies, it may be a suitable time to look within your organization to see if any budding personnel could be nurtured into your leadership positions. Take a moment to discover what you should look for when searching for new and inspiring leaders.

People Who Work Collaboratively

One of the first indicators that someone is right for a leadership position is when they work well with others, not trying to take credit for work that wasn’t theirs. Life Science is all about collaboration and discovery, but many people get weighed down with making a name for themselves as an individual and then forget that it takes a village to advance projects. Collaboration allows everyone to shine and receive the credit they deserve and can highlight a colleague’s recognition of the value of the contributions of others. These people will strive to build a team and see the global picture when they are in a position of power in the workplace.

People Who Are Decisive When Needed

While collaboration is essential, a trusted leader should also be able to take decisive action when needed. There will always be times when a company faces difficult choices, but great leaders know that stagnating is often more damaging than making a wrong decision and having to pivot. When you seek leadership talent from within, you should be looking for people who know when to wait and when to act – these people will be able to learn how to move a business forward and face tough decisions without fear.

People Who Are on a Journey

Being happy and content in your job is great, but some people do not aspire to greater things no matter how many opportunities they are offered. To find your new wave of leaders, you need to look for people who see themselves on a journey and are open to new challenges and responsibilities. These people are often the first to volunteer for new things and are always around to help solve unexpected problems. They are working hard to be recognized as they want to progress, so interactions early on may help you find the future leaders you are looking for.

People Who Have Good Values

Every organization has a set of values that they work within, helping to achieve a moral compass and ensuring that everything they produce is within a framework that meets the needs of the business. It’s also important to note that individuals have their own values too and finding the right leadership talent means finding people whose values align with the organization. These people will not only agree with how business is done in your company but will also promote your ethos and values, helping clients and the rest of your team feel safe and secure when they collaborate with you.

Find Your Future Leaders with GeneCoda®

If you are keen to learn more about finding the right candidates with real potential as future leaders, then GeneCoda® is here to help. As experts in recruitment, we can help you understand what to look for and support you in picking the ideal candidates for your needs. Connect with us today to find out more!


Being the Right Choice for Candidates – Reflecting on What You Have to Offer

With so much pressure on life science companies to find the best candidates and keep them, it’s hard to know what to do for the best. However, leading with an introspective ethos is a great starting point. Take a moment to reflect on what makes a company an excellent choice for candidates and work out if you are doing all you can. We’ve shared some top tips to help you focus more on what candidates need from you.

Think About Induction

One of the biggest reasons a candidate leaves a job quickly after starting is because they feel lost or unsupported, with companies with a poor onboarding process being twice as likely to lose staff than those with a solid system. Rather than following suit, take a moment to think about your induction process and consider whether it offers everything a candidate needs to settle into your workplace and understand their objectives. Buddying people up, offering an induction program, and providing regular check-in opportunities are great ways to give new staff the confidence they need.

Think About Progress

Once you’ve honed your induction process, you should focus on retaining great staff who have been with you for some time. Most people want to know that there are progression opportunities, so reviewing training, succession planning and upward mobility to ensure clear paths forward will help staff feel like there are opportunities for them. Remember that progression doesn’t always mean promotion; you can also offer training, support, and specialist projects for people to do to build up their resumes for the future.

Think About Coaching

With your induction and progression in order, you just need to consider how to keep getting the best from the people you employ so that they feel satisfied and want to work hard for you. One of the best ways to do this is through a formalized coaching offer where staff can be coached and mentored to help them develop. The wonderful thing about coaching is that it is personal to the individual, so your team feels invested in and use what they have learned to help your business grow – it’s a win-win for you!

Think About Exits

Even with all the best processes and offers in place, there will still be times when people choose to move on to new pastures. Rather than taking this personally and feeling unhappy that they haven’t stayed with you, use it as a valuable learning tool. Conducting non-judgmental exit interviews can give you a clear insight into how staff feel about your organization, providing you with information you can use to develop and improve your offer. Don’t let someone leave without taking the time to talk to them, as they may just hold the key to your future success.

Find the Right Candidates with GeneCoda®

Making sure you are a quality employer for candidates is a fantastic way to keep the right people, but it may not help you find the right people in the first place. That’s where GeneCoda® comes in! We are here to help you find the best candidates for your life science executive jobs so that you can enjoy greater retention and even better results. Reach out to our team today to find out more.