The way that a company is organized has traditionally focused on a hierarchical structure, with levels of management that employees can promote to. While this structure is still predominantly used, especially within large companies, the flat company structure is becoming more popular. When it comes to recruitment, does it really matter what structure a company has? Find out more about the pros and cons of these structures and the impact that they have on recruitment.

Continue reading “Hierarchy vs Flat Company Structure – Does it Matter for Recruitment?”

Finding good employees is one thing, but keeping hold of them is something entirely different, with many employers struggling with high employee turnover. A recent study found that 61% of employees are actively seeking new employment away from their current role with job flexibility and career progression being the biggest factors for their decision. Rather than letting turnover stop your company from thriving, it’s time to look at what’s going wrong in your organization so that you can fix it!

Know What’s Causing Your Employee Turnover Problem

The first thing that you need to do is work out why people are coming to you for employment and then deciding to leave. The main reasons that employees cite for leaving include:

• Lack of career progression
• Lack of flexible working
• Poor compensation and benefits
• Lack of value alignment
• Not belonging
• Lack of recognition

In reality, there will always be some employees that will be keen to move on, but many grudgingly leave because their needs are not being met. Do any of the reasons above ring true for your company?

If you find that you have high turnover, it is worth looking at how much this could be costing you. It’s tempting to think that if you can recruit new people when job roles become vacant that there isn’t really any issue. However, you can use this calculator to understand the real financial impact that turnover has on your company.

Be Honest About Employee Engagement

It’s easy to send out a survey to find out which reasons are causing your employees to leave, but before you do, it’s important to think about whether you are going to accept the results and use them for change. 85% of employees stated that they do not feel engaged at work in a recent survey, and people are savvy enough to know when an employer is trying to placate them as opposed to being willing to make real change.

If real change is what you are after, there are lots of great ways to engage with your employees so that you get honest, unbiased feedback that you can use. Some of these methods include:

• Anonymized surveys
• Feedback forms
• Round table discussions
• Engagement events
• Team building events
• One to one opportunities
• Mentoring opportunities
• And more

Create a Culture of Positivity and Support

Once you have the answers and information you need, it’s time to start using them to change the way your business works. It can be difficult to read the criticism levelled at the business, but if you are noticing a pattern in the responses you’ve collected then you need to find a way to deal with the problems that have been shared.

By taking the time to acknowledge the issues and collaborate with your workforce on how to improve things, you are far more likely to create a culture of positivity and support that people won’t want to leave.

At GeneCoda®, we find that for many businesses, the changes that need to be made are often small but highly impactful. If you’d like to discuss ways to lower your turnover, then we’d be happy to help – just get in touch with us today!

When you are a candidate in the life science industry, being the first choice for a job is a tough spot to achieve, especially when there are a lot of other candidates also vying for the same role. Rather than fretting about what makes the competition tick, we’re here to tell you that the answer lies within you! Recruiters and employers want to know what it is that sets you apart from the crowd, and we’re here to help you figure this out.

Identify What Makes You Unique

The first step in being the best candidate is to know what makes you unique and how to market this in a way that makes you attractive to a prospective employer. First, work out where your core competencies are and how they align with the position specification. Next, define the skills you have that set you apart from the competition and don’t be afraid to tell your future employer what these skills can do for their business.

Many candidates have unique skills, but failing to tell employers about them or make them relevant to the post often means being overlooked for the jobs you are applying for. Be proud of what you have to offer and share it!

Lead With Confidence

When you are keen to achieve a new role, one of the best ways to sell yourself is with confidence. This means developing your own personal brand and selling to employers and recruiters, making them keen to assist you. Having a personal brand doesn’t mean lots of extra work either, it just means that you know what you have to offer, you know what sets you apart from others and are happy to share this information in order to get the job you want.

When it comes to selling yourself, remember that professionalism is the key to success, across all aspects of your life. From ensuring that your social media doesn’t let you down to thinking about the way you dress, everything you do can contribute to your own brand, making future employers eager to be part of your story.

Don’t Forget to Network

Our final piece of advice when it comes to being the best candidate is to remember the power of networking. Many candidates see jobs they want, apply for them, and then hope to be invited to interview. In most cases, an employer has an idea of who they are looking for and what they want. This means that you need to attempt to connect with internal champions while applying so that you can augment your chances of success.

The great thing about networking today is that there are lots of channels you can use! LinkedIn is a great online networking platform and local business events also offer opportunities too. You can even reach out directly to people you professionally admire and ask them to spend time mentoring or coaching you, as you make your way up the ladder but make sure to offer them something in return. What’s great about networking is that there are many executives that are keen to help the next generation, giving you the opportunity to make your mark with the right support.

Stay in First Place with Robust Follow Ups

At GeneCoda®, we work with a lot of employers and candidates, helping to make the right match for job vacancies in the life science industry. One of the things that we recommend is that you follow up after your interview is over to help you stay top of mind. This can be as simple as sending an email to the interviewer to thank them for interviewing you or as robust as adding them to your professional network, if they have agreed.

What’s most important to remember is that a follow up can be the difference between getting the job and being forgotten about, so take the time to do it when you want to be successful! Need more guidance locating your next role? Reach out to the GeneCoda® team today!

Finding the best executives and professionals for your life science company is a crucial part of ensuring success, but it can often be a long and difficult process unless you have the right help, especially when the market is changing as the economy slows down.

Many business leads turn to talent acquisition specialists in a bid to get access to the best candidates but fail to check whether they have the skills and track record that proves they are the best person to find the talent you need. Rather than falling into the trap of working with the wrong talent specialist, take a look at our advice and find out how to locate the right recruitment guru for your needs.

Understanding the Art and Science of Recruitment

Art and science are probably not the first topics that spring to mind when thinking about recruitment. However, the way that the best recruiters work can be described as an art form in its own right. Having the ability to really get an understanding of what makes people tick and then be able to use this learning to match the person not just to a specific industry, but to hone it down to the right business is something that many try to do but can’t.

It’s true that rookies can have some success with just diving right in and trying recruitment out, but these individuals do not have the knowledge or skills to back them in the long run. Instead, a trusted recruiter has the training required to be able to look beyond the surface and find people that will excel in the job you need done, to the standard you want. The science behind recruitment suggests that potential candidates will not be interested in recruiters that don’t understand their industry. A lack of knowledge around qualifications, acronyms, or industry specific jargon puts candidates off as they don’t believe the recruiter knows enough to support their career progression.

A perfect combination of art and science working together to solve your business needs. Sounds great, doesn’t it?

Know What You Need and Don’t Be Afraid to Ask

So how do you find a recruiter that can do this for you? As with most things, word of mouth is an excellent method for finding a good recruiter. Asking others in the same industry who they have worked with and whether they would recommend them is a great start. You will also want to make sure that the recruiter, or their company, is visible within your industry. If you have never heard of them, or they have no presence, then it’s unlikely they can deliver what you want.

When you have identified potential recruiters it’s important that you communicate what it is you need from them. At GeneCoda®, we value everything you can tell us as a prospective employer and appreciate it when you share exactly what you are looking for as it gives us solid parameters to work within. It also allows us to understand your expectations and ensure we can meet them.

However, if you aren’t sure what you need or what you need always ends up leaving too soon or not performing the way you want then we can still help! We, like other expert recruitment teams, will work with you to understand your business, your values, and goals as well as your vacancies to create compelling narratives that we can match with our pool of qualified candidates.

Learn About Their Recruitment Process

Once you have a good idea about what you want and you’ve narrowed down your choice of recruitment firms, now is a good time to find out more about how they work. Ask them to explain the tools and methods they use for recruitment; what they know about the market you operate in and discuss previous relevant successes they’ve had to get a clear idea of whether they offer what you need.

You should also feel confident about asking for professional references, as these former clients will often tell you more about the company than they can themselves. Ultimately, you are looking for a service that will deliver top quality candidates in short order, so that you can solve your personnel issues with the right person at the right time.

At GeneCoda®, we work hard to provide an exceptional service that delivers value to clients. With years of industry experience behind us and plenty of happy clients ready to recommend us, now is a great time to get in touch and put us to the test! Contact us today to get started.

Recruitment can feel like a never-ending cycle that just doesn’t produce the results you need, especially if you are in the life science industry, and with 56% of executives saying that hiring is their biggest challenge, it’s time to start looking for new ways to reach the right candidates.

The good news is that there are plenty of great candidates out there to enhance your business – you’ve just got to know how to appeal to them in this modern market. Rather than sticking to traditional, tried, and tested methods, we’ve shared some of the most exciting alternatives you can use to find the talent your company needs – take a look now.

Build a Brand That Appeals to Candidates

Many companies think that when they have a job vacancy all they need to do is advertise and then watch as the applications roll in. However, in this modern world, candidates need to feel an affinity with a company before they are willing to work for them.

Take the opportunity to focus on building your company brand, making it clear to candidates what you stand for and what you value so that they will know who they are going to work for. By building a strong brand, you are more likely to end up with candidates who share your values, making your workplace stronger and happier than ever.

Think About Internal Pipelines

An alternative recruitment strategy that works is investing in the development of your current employees so that you have an internal pipeline that you can use to funnel people into new roles. While this won’t replace the need for external candidates, it will give you the ability to nurture and promote talent that you won’t want to lose to your competitors.

The best employee development programs are ones that put employee needs at the heart of what they do. This means providing opportunities that people will want to engage with and ensuring that you are offering high-quality training that can’t be found elsewhere.

Use Digital Platforms to Your Advantage

Technology is at the heart of most business processes these days, meaning that you should also be using it to your advantage when it comes to recruitment. Social media networking, looking for candidates online, and advertising your brand and opportunities on popular platforms will all help you to find the people you need.

The great thing about mixing up your digital recruitment strategy is that you will reach new audiences as well as lowering the costs of advertising that you are currently spending – ensuring you hire the workforce you need with less stress than ever before.

Online presence when it comes to recruitment has given rise the development of Talent Communities. These are networks of a targeted group of potential candidates that are usually categorized based on their demographic information, academic achievement, job experience, the types of roles they have been interested in and companies they have worked for.

The benefits of developing a Talent Community include ‘top of mind awareness’. By sharing information, blogs, photos, company updates and more, your potential candidates are constantly being reminded about your organization. When they choose to be proactive in looking for a new role, the company that is most prominent in their mind is often the one they will look to first.

Make Diversity a Priority

Inclusivity and diversity are crucial components in successful recruiting, ensuring that your focus is on finding the right candidate rather than doing things the way they have always been done. When you consider that only six companies on the Fortune 500 list had a black CEO in 2022, it’s clear that there is an opportunity for your business to make more progress than ever before when you are willing to look beyond a stereotypical idea of what the right candidate is.

Start by looking beyond the traditional candidates that you typically review and think about hiring from different fields and specialties. You can also look at hiring underrepresented groups or using a non-biased recruiting strategy to make your workplace one that shows that diversity is a strength.

At GeneCoda®, we support many clients with changing their recruiting practices in order to find fresh talent – reach out to find out what we can offer to help you do the same!

In January 2023, the Federal Trade Commission (FTC) issued a proposed rule that would ban most non-compete agreements for workers. This proposed rule defines a “non-compete clause” as a contractual term that prevents a worker from seeking or accepting employment with a person or operating a business after the conclusion of their employment with the employer.

The proposed rule would apply to agreements with any worker, including employees, independent contractors, externs, interns, volunteers, apprentices, or sole proprietors who provide a service to a client or customer. The only exceptions to the rule would be non-compete clauses between a seller and the buyer of a business, as long as the party restricted is an owner, member or partner holding at least 25% ownership interest in the business entity.

It’s worth noting that this proposed rule would supersede all state laws, regulations, orders, and interpretations of them that are not consistent with the proposed rule’s requirements. The public comment period is currently open until April 19th, 2023.

While the proposed rule may be good news for workers, it could have significant ramifications for employers in terms of protecting intellectual property, institutional knowledge, and customer lists. In particular, life sciences companies may need to carefully review their current employment agreements and policies to ensure compliance with the new rule if it goes into effect.

At GeneCoda, we specialize in executive search and recruitment services for life sciences companies. If you are a Life Sciences executive and would like help understanding how this may impact your company, GeneCoda offers support and guidance, please contact us.

We hope this information is helpful as you consider the potential impact of the proposed rule on your organization.

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.

Continue reading “Mentoring – Why it is Vital to Business Success”

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!

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!

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.