There are several reasons why life science companies may need to hire temporary staff. In this blog, we will explore the top reasons and the benefits that come with hiring temporary life science staff.

1.  When experiencing natural ebbs and flows.

One of the most common reasons to hire temporary staff in the life sciences industry is to deal with natural ebbs and flows. During peak periods such as the research cycle, there may be a sudden surge in workload that exceeds the capacity of your current team. On the other hand, during quieter periods, maintaining a large permanent staff can lead to underutilization of resources.

Hiring temporary staff can supplement your existing workforce during peak times and help ensure that projects are completed on time. At the same time, companies can help control their costs by scaling back during quieter periods without jeopardizing productivity levels.

2.  To test new roles and skill sets.

Another reason to hire temporary staff is to test new roles and skill sets. It is crucial for life science companies to stay competitive in an ever-changing industry. Bringing in temporary staff can offer a trial period to test out the skills of new roles before making the position permanent. This “try before you buy” approach helps ensure the right talent is being brought into the right position, minimizing staffing redundancies and saving money in the long run.

3.  When you need to hire quickly.

In the life sciences industry, there are times when a sudden demand arises, and additional hands are needed fast. Working with a staffing agency is a cost-effective and efficient way of finding the right candidate while freeing up internal resources to focus on other pressing matters.

4.  To bring a fresh perspective.

Temporary staff can bring a fresh perspective to a life science company. Temps, although temporary, can be experienced, knowledgeable, and bring a wealth of expertise and ideas to a project. This added dimension can help life science companies keep their innovation edge and stay ahead of the competition.

5.  To avoid employee burnout.

The demanding nature of the life sciences industry can lead to employee burnout. Hiring a temp during difficult periods or busy cycles can help alleviate the workload, enabling current employees to take some time off. A break will help them rest, recharge, and return to work more energized.

Conclusion

Hiring temporary staff can benefit life science companies in numerous ways, including handling fluctuating workloads, testing new roles and skill sets, enhancing innovation, rapidly filling positions, and preventing burnout. By employing the right temporary talent, companies can increase productivity levels, save money, and maintain a competitive edge in a constantly evolving industry.

About Astrix

At Astrix, we understand the unique needs of life science companies and provide customized staffing solutions to meet their hiring goals. With our specialized service, proprietary data sets, and comprehensive approach, we ensure that our clients have the right staff in place at the right time.

Contact us today to learn more about our customizable staffing services.

The post When to hire temporary staff in life sciences appeared first on Astrix.

1. Follow Best Accounting practices

Once you have reached the post-award phase, adhering to fund accounting best practices is essential. Tracking and managing expenses in compliance with grant guidelines ensures the effectiveness and transparency of the project, which is crucial for future grant applications. It would be best to allocate direct and indirect expenses based on the approved budget. However, tracking program expenses and activities according to grant requirements may require significant time and effort.

2. Understand The Reporting requirements

NIH requires recipients to submit progress and financial reports periodically. Progress reports should be submitted via the Research Performance Progress Report (RPPR) module. There are three types of RPPRs: annual, interim, and final. It is important to adhere to the deadlines specified by NIH for these reports.

These reports can be submitted through the eRA Commons. They should encompass achievements pertaining to annual goals, upcoming project plans, documentation of manuscripts and publications produced by project contributors, modifications to the project’s key personnel, current or projected project hurdles or delays, strategies for overcoming these challenges, noteworthy alterations concerning human or animal subject involvement, enrollment reports for clinical studies, and other relevant information.

3. Adhere to NIH policies and regulations:

NIH has various policies and regulations that govern the use of grants. These policies safeguard the credibility of research outcomes and maintain transparency, accountability, and adherence to ethical standards. Ensure that your research project aligns with NIH policies and regulations. Review updates on NIH policies, guidelines, and any changes concerning grant management continually.

4. Hire The Right Staff

Apart from managing finances and adhering to reporting guidelines and NIH policies, having the right staff with the appropriate skills and expertise is also important. Identify workforce utilization plans and ensure that your staff’s workload aligns with grant objectives. Many businesses have natural ebbs and flows, and finding the right balance may be challenging. Temporary staffing is an option for supplementing your staff during peak periods, such as research cycles or clinical trials, where additional resources may be necessary. A staffing agency that provides scientific and technical candidates for federal agencies can be a valuable resource when you need to hire quickly. Firms experienced in screening, interviewing, and managing contractor relationships can save your organization time and money.

5. Closing Out Grant

When the grant period comes to an end, and if a subsequent competing segment is not funded, or if the grant is transferred from one institution to another, the NIH requires the submission of a Final Invention Statement and Certification (HHS 568) within 120 days. In cases where the grant is ending, the Final Invention Statement and Certification, along with other closeout documents, can be submitted directly to the relevant NIH institute or center.

Conclusion:

Effectively using a federal NIH Grant Award requires diligent efforts, understanding, and adherence to the post-award phase. Understanding the grant award budget, reporting requirements, adhering to NIH policies and regulations, working with your grant officer, and planning for the closeout phase are critical steps to ensure the optimal utilization of the grant award. By following these steps, grant awardees can maximize the positive impact of the project, advance research fields, and maintain transparency and accountability.

Disclaimer:

The purpose of this information is solely to provide general knowledge and should not be construed as legal advice. Consult with your legal counsel to ensure your specific workplace drug testing policies comply with the most current laws and regulations.

About Astrix

Astrix has been providing services to branches of the federal government, along with various municipal and state governments, in the United States for over two decades.

We are a company of scientists with technical training, specific expertise, and hands-on experience in life science environments. We utilize our Strategic Consulting, Application and platform Services, and Scientific & IT Staffing teams to consistently provide high-value staffing and scientific and technical solutions to analytical laboratory programs within United States governmental agencies.

Contact us to learn more about how we can support your organization.

The post How to Effectively Use Your Federal NIH Grant Award appeared first on Astrix.

The U.S. Citizenship and Immigration Services (USCIS) updated the Form I-9 on August 1, 2023, and it will become mandatory for all employers to use after October 31, 2023. This updated form is intended to improve the verification process and includes several enhancements, such as a checkbox for employers enrolled in E-Verify for remote verification.

What Has Changed?

The revised Form I-9 presents several changes to simplify and improve the verification process and reduce completion time.

Form I-9 Changes:

• Reduced Sections 1 and 2 to a single sheet without removing previous fields. Multiple fields have been merged into fewer fields when possible.
• Separated Section 1 Preparer/Translator Certification area into a separate Supplement A. This supplement provides three areas for current and future preparers and translators to complete as needed. Employers may attach additional supplements as needed.
• Moved Section 3, Reverification and Rehire, to a standalone Supplement B that employers can use as needed for rehire or reverification.
  • This supplement provides four areas for current and subsequent reverifications, and employers may attach additional supplements as necessary.
• Removed the use of “alien authorized to work” in Section 1 and replaced it with “noncitizen authorized to work,” clarifying the difference between “noncitizen national” and “noncitizen authorized to work.”
• The Lists of Acceptable Documents now provide improved guidance, including some acceptable receipts, guidance, and links to information on automatic extensions of employment authorization documentation.
• Certain features have been removed to ensure that the latest version of the form can be easily downloaded. This also eliminates the requirement to enter N/A in certain fields.
• Reduced guidance and instructions from 15 pages to 8 pages.
  • The instructions now define key actors in the Form I-9 process while streamlining each actor’s steps when completing their section.
• Designed to be used on tablets and mobile devices, ensuring employers can easily download and fill out the form efficiently.
• Includes a checkbox for E-Verify employers to indicate when they have remotely examined Form I-9 documents. This will make it easier for employers to comply with remote verification requirements.

How can employers participate in the remote examination of Form I-9?

One of the significant updates on the new Form I-9 is the inclusion of a checkbox that allows employers enrolled in the E-Verify system to attest that they remotely examined their employees’ identity and employment authorization documents under an alternative procedure authorized by the Department of Homeland Security (DHS) on July 21, 2023, as an optional alternative method in examining Form I-9 documentation, especially amid the challenges caused by the COVID-19 pandemic.

Participating in the remote examination of Form I-9:

1. Enroll in E-Verifyif they have not previously participated in E-Verify.
2. Conduct a live video call with the employee to remotely examine I-9 documents.
3. Select the Form I-9 to use and annotate.
4. Retain all copies of all I-9 documents remotely examined with the employee’s Form I-9.
5. Create a case in E-Verify.

Visit the “Enrolling in E-Verify” page for comprehensive resources and guides on the steps you need to follow to register and set up your account on the platform. During the enrollment process, you’ll be required to provide various information, such as your company name, mailing address, and contact information.

Conclusion

Overall, the new version of Form I-9 represents significant improvements.  The changes will make the verification process more accessible, time-efficient, and less frustrating for both employees and employers. The current Form I-9 (edition date 10/21/19) can be used until October 31, 2023, however, starting November 1, 2023, all employers must use the new Form I-9 (edition date 08/01/23). The new Form I-9 is available for download below.

Resources:

• Updated Form I-9
• Instructions for Form I-9
• Department of Homeland Security (DHS) Fine Rule
• Form I-9 Acceptable Documents
• Remote Examination of Documents

About Astrix

Astrix is a specialized scientific and IT staffing partner focused on life sciences. Our customized solutions are designed to meet your requirements, giving you complete control over your hiring process. We tailor our solutions to fit the needs of each company, ensuring that every requirement and preference is considered. This approach enables us to provide solutions that meet your immediate needs and anticipate future developments, ensuring that you always have a competent and compliant workforce.

Our comprehensive onboarding process, combined with the latest technology and software, ensures that all the necessary documentation is in place and compliance is maintained at all times.

Contact us today to learn more about our service offerings and how we can help you streamline your hiring process.

Disclaimer: The purpose of this information is solely to provide general knowledge and should not be construed as legal advice. Consult with your legal counsel to ensure your specific workplace drug testing policies comply with the most current laws and regulations.

The post What employers need to know about the updated Form I-9 appeared first on Astrix.

Demystifying ‘Ban the Box’ Laws

‘Ban the Box’ is an initiative aimed at ensuring job applicants with criminal records are assessed based on their qualifications first, rather than past mistakes. The term ‘box’ refers to the checkbox on initial job applications that asks about an applicant’s criminal history. Over 37 states have a ‘Ban the Box’ policy in place for the public sector and more than 150 cities and counties have implemented some form of ‘Ban the Box’ legislation.

The Purpose Behind ‘Ban the Box’ Laws

‘Ban the Box’ laws aim to delay the point in the hiring process when an employer can inquire about an applicant’s criminal history. The primary goal is to provide individuals with criminal records with a fair chance at employment, allowing them to be evaluated first and foremost on their skills, qualifications, and fit for the role.

The Implications for Employers

For employers, ‘Ban the Box’ laws mean adjusting hiring processes and training your recruiters and HR teams accordingly. Non-compliance can result in hefty fines, lawsuits, and reputational damage. However, embracing these laws can also offer benefits, such as tapping into a wider talent pool and potentially discovering uniquely skilled individuals who might otherwise be overlooked due to their criminal background.

Adapting to ‘Ban the Box’ Laws: A Step-by-Step Guide for Employers

Compliance with ‘Ban the Box’ laws requires a strategic approach. Here are the key steps to consider:

1. Update Your Application Process: Remove any questions about criminal history from initial job applications^.
2. Train Your Recruitment and Hiring Team: Ensure your team understands the laws and knows when it’s appropriate to inquire about an applicant’s criminal history.
3. Develop a Consistent Policy: Create a consistent approach for considering criminal history that complies with the Equal Employment Opportunity Commission (EEOC) guidelines.
4. Stay Informed: Laws can change rapidly, so it’s important to stay updated on any legal changes in your area.

How Astrix Can Help

Our professional, informative approach, combined with our specialized services, proprietary data sets, and flexible solutions, positions us at the forefront of the life sciences staffing industry. We pride ourselves on our thorough screening processes, conducted by our knowledgeable recruiters, ensuring that every candidate is evaluated purely on their skills, qualifications, and potential.

The Value-Adds of Astrix Staffing’s Services

• Compliance: We stay updated and adjust our recruitment process with the latest employment laws and regulations, ensuring that our clients remain compliant.
• Thorough Screening: We conduct comprehensive screening processes, assessing candidates based on their skills and qualifications.
• Reduced Legal Liability: By managing the application process, we help minimize the legal liability for employers, reducing the risk of non-compliance with ‘Ban the Box’ laws.
• Inclusive Workforce: Our approach allows us to tap into a wider talent pool, potentially discovering uniquely skilled individuals who might otherwise be overlooked.

We are more than just a staffing agency; we’re a partner dedicated to helping you navigate the complexities of the talent acquisition process. Whether you’re an employer seeking the best talent or a job seeker ready to make your next career move, we’re here to guide you every step of the way.

Astrix is committed to fostering a diverse and inclusive workforce, where everyone is given a fair chance to succeed. We believe in taking the right steps towards achieving equity and diversity in our recruitment process, and we’re ready to help you do the same.

Conclusion

‘Ban the Box’ laws are reshaping hiring practices in favor of greater inclusivity and fairness. By understanding and adhering to these laws, employers can foster a more diverse and inclusive workforce while maintaining compliance and reducing legal risks.

Resources:

1. Nolo, What Is a Ban-the-Box Law?
2. AccuSource, Ban the Box Laws by State and Jurisdiction
3. National Conference of State Legislatures, Federal Ban the Box Policies
4. SHRM, ‘Ban the Box’ Turns 20: What Employers Need to Know
5. Paycor, Ban the Box Laws By State
6. OneSource Background, Ban the Box Updates: What Employers Need to Know
7. EEOC, Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964

Disclaimer:

The purpose of this information is solely to provide general knowledge and should not be construed as legal advice. Consult with your legal counsel to ensure your specific workplace drug testing policies comply with the most current laws and regulations.

The post Navigating ‘Ban the Box’ Laws: What Employers Need to Know appeared first on Astrix.

1.    Leverage Staffing Companies

Staffing companies specialize in sourcing, vetting, and managing talent, which can be a time-consuming and costly process to manage in-house. By outsourcing recruitment to these experts, companies can access a pool of highly qualified candidates while minimizing recruitment costs. For instance, a pharmaceutical company might outsource hiring research scientists to a staffing firm specializing in life sciences with deep industry knowledge and a broad network of professionals.

Astrix’s scientific and technical staffing division specializes in exclusively working with life science companies with their hiring needs. For over 28 years, we have supported our clients with staffing needs in various industries and positions from pharmaceutical, biotech, medical device, and more.

2.    Adopt Flexible Contract Models

Outsourcing allows life science companies to adopt flexible contract models, adjusting the scale of their workforce based on project demands. This flexibility can lead to substantial cost savings by ensuring companies only pay for the resources they need when they need them.

3.    Capitalize on Specialized Services

Outsourcing enables life science companies to tap into specialized services without investing in developing these capabilities in-house. Whether it’s clinical trial management, data analysis, or regulatory compliance, outsourcing these functions to specialized service providers can result in cost-efficient solutions.

4.    Outsourcing Laboratory Informatics and Implementation

Lab informatics platforms, such as LIMS and ELNs, have become essential tools to efficiently manage complex life science workflows and data while ensuring compliance and streamlining processes. However, implementing these systems can be challenging and costly if managed in-house. That’s where outsourcing becomes a critical component in the successful deployment and ongoing management of lab informatics requirements. By outsourcing to qualified and experienced providers, organizations can leverage specialized knowledge and the necessary resource commitment to optimize their lab informatics platform at a lower cost without the requirement of hiring additional staff or investing in infrastructure.

Outsourcing also eliminates the need for companies to invest heavily in the training and development of in-house teams for such specialized systems. Moreover, they can benefit from the ongoing maintenance and support provided by these service providers, ensuring the systems run efficiently and securely, which can significantly reduce operational costs.

5.    Streamline Operations

Outsourcing can help life science companies streamline their operations, eliminating redundancies and improving efficiency. For example, recruiting and training employees can be time-consuming and expensive. However, by outsourcing, companies can effectively reduce hiring, training, salaries, and employee benefits costs. Moreover, this approach offers increased flexibility in managing the workforce, allowing for timely adjustments to meet the demands of the market.

This reduces overhead expenses and enables companies to produce more quickly, allowing them to meet tight deadlines without compromising quality. Companies can also benefit from outsourcing partners’ advanced expertise and resources, ensuring that operations are conducted under strict cGMP/GLP regulations and quality standards.

Benefits of Strategic Outsourcing for Life Sciences

Outsourcing offers numerous potential benefits for life science companies, including improved scalability, increased efficiency, and access to a broader talent pool. Companies can also capitalize on the cost savings associated with outsourcing processes such as recruitment, laboratory informatics implementation, and production needs. Furthermore, specialists in the field can provide valuable insights into industry trends and regulatory changes, enabling companies to stay ahead of the competition. Ultimately, strategic outsourcing can reduce overhead costs while providing life science companies with the resources and expertise necessary for success.

When done correctly, outsourcing offers excellent potential for improving operational efficiency and cost savings in the life sciences industry. By leveraging these five effective methods discussed above, companies can optimize their operations without sacrificing quality or efficiency – and achieve their desired success. For more information on how Astrix can help you leverage outsourcing, contact us today!

The post Outsourcing in Life Sciences: A Strategic Approach to Cost Reduction appeared first on Astrix.

Understanding the Purpose:

Workplace drug testing serves various purposes, including promoting employee safety, preventing drug-related accidents, ensuring productivity, and maintaining a drug-free work environment.

Voluntary and Mandatory State Laws For Drug Testing

Voluntary drug testing laws authorize employers to test certain employees for drugs with their consent. Mandatory state laws require employers to have a legitimate reason to conduct a drug test, and the employee must consent before the test is conducted.

Types of Drug Tests:

• Several types of drug tests are commonly used, including urine, saliva, hair, blood, and breath alcohol tests. A drug test panel describes the drugs included in the drug test, which may contain one or several drugs.
• Drugs included in a panel may depend on the following:
• Applicable state law requirements or limitations.
• Federal regulations.
• Type of work performed by those being tested.
• Drug test method (lab-based vs. rapid-result).
• In some cases, corporate policy or culture.
• Each test has its advantages and limitations regarding detection period and accuracy. Employers typically choose the testing method based on the specific needs of their industry, legal requirements, and the nature of their workforce.

Federal Laws and Regulations:

Drug-Free Workplace Act of 1988: This federal law requires certain federal contractors and grantees to maintain a drug-free workplace. Employers covered under this act must implement a written drug-free policy, provide employee education, and offer assistance programs for employees struggling with substance abuse.

Department of Transportation (DOT) Regulations: 49 CFR Part 40 – Procedures for Transportation Workplace Drug and Alcohol Testing Programs. The DOT has specific drug testing regulations for safety-sensitive employees in transportation industries, including aviation, trucking, railroads, public transit, and maritime. These regulations include pre-employment, random, post-accident, reasonable suspicion, return-to-duty, and follow-up drug testing.

State-Specific Laws:

One of the most significant challenges in navigating workplace drug testing laws lies in the variations between states. Each state has the authority to establish its rules and regulations, which can significantly impact drug testing practices. Some states have comprehensive drug-testing statutes, while others have limited or no specific laws, relying on general employment and privacy laws instead.

Key aspects that may differ between states include:

• Permissible Testing Circumstances: States may have different rules regarding when employers can conduct drug tests, such as pre-employment, random, post-accident, or reasonable suspicion testing.
• Written Policies: Some states require employers to have a written drug testing policy in place before conducting any tests.
• Employee Protections: Certain states provide protections for employees who test positive for drugs, such as requiring employers to offer rehabilitation programs or other forms of support.
• ADA and Accommodations: The Americans with Disabilities Act (ADA) prohibits discrimination against individuals with disabilities. Employers should be aware of their obligations to accommodate employees who are undergoing treatment for substance abuse.
• Medical and Recreational Marijuana: With the increasing legalization of medical and recreational marijuana, some states have enacted protections for employees who use marijuana outside of work hours. Employers should be aware of these protections and adjust their drug testing policies accordingly.
• Employee Education:Providing employees with comprehensive information about drug testing policies, procedures, and the potential consequences can help foster a drug-free workplace culture.

Employee Rights:

Employees have certain rights when it comes to workplace drug testing. These include the right to privacy, the right to be free from discrimination based on disability or medical conditions, and the right to due process. It is essential for employees to understand their rights and be aware of any applicable state-specific laws that protect them.

States that have legalized medicinal marijuana – what it means for employers 

The workplace is changing rapidly in light of marijuana legalization, and employers must stay up to date on the applicable laws. Employers who don’t adapt their drug testing policies to comply with local law may face costly repercussions – including allegations of discrimination or other violations. Drug testing for marijuana use should be done only when necessary and consistent with applicable state laws.

Where permitted by state law, employers should ensure that any drug testing they conduct is job-related and consistent with business necessity. Employers should also regularly review their substance abuse policies to ensure they reflect current legal realities, particularly as changes occur in state law. Employment decisions based on an individual’s status as a medical marijuana user or recreational user should be carefully considered before implementation. When in doubt, employers should consult with counsel to ensure compliance.

Marijuana Legalization Map Updated June 2023

Staying Informed:

It’s crucial for employers to stay up to date with the latest changes in drug testing laws and regulations at both the state and federal levels. Consult with legal counsel, monitor official government websites, join industry associations, and subscribe to relevant newsletters to ensure your company remains compliant with all applicable laws.

Remember, this overview serves as a general guide, and it’s essential to consult with legal counsel to ensure your specific workplace drug testing policies comply with the most current laws and regulations.

Additional Resources:

• SAMHSA – Drug Testing Resources.
• Current Consulting Group – Expert Drug Testing Industry Consultants.
• Quest – Employment Drug Testing and Screening.
• FMCSA – DOT drug and alcohol testing rules.

About Astrix

Astrix is a specialized staffing partner for companies and candidates in the life science industry. With over two decades of experience, we are experts in finding the best talent for our client’s needs and matching the right role for each candidate.

We are passionate about providing outstanding customer service and working with our clients and candidates to create long-term relationships that will lead to successful outcomes for years. Our team of experienced recruiters has the industry know-how and skillset necessary to ensure your recruitment process is smooth, efficient, and, most importantly, stress-free.

Disclaimer:

The purpose of this information is solely to provide general knowledge and should not be construed as legal advice. Consult with your legal counsel to ensure your specific workplace drug testing policies comply with the most current laws and regulations.

The post 2023 Workplace Drug Testing Laws Employers Should Know About appeared first on Astrix.

There are many ways to network specific to the life sciences industry, and we have compiled a few ways for you to get started.

Social Media

Social media can be an excellent tool for networking, particularly if you want to connect with people in a specific industry. LinkedIn is a great platform, as many groups and discussion forums focus on the life science sector. Twitter is also worth considering – search for relevant hashtags (such as #biohacking or #biotech) to find relevant conversations. There are also lots of forums and discussion groups where you can engage with others in the life science industry.

Tips for marketing yourself on LinkedIn:

• Use a professional profile picture.
• Use keywords in your profile headline and summary.
• Connect with other professionals in the life science industry.
• Join relevant groups and participate in discussions.
• Share interesting articles or blog posts that you have read or written.

LinkedIn groups to consider joining:

• Life Science Talk:a resource for discussions, career opportunities, and articles for life science professionals.
• Life Science Network– Pharma, Biotech, Medical, Healthcare, Clinical, Recruit – News, Events & Jobs
• American Association of Pharmaceutical Scientists (AAPS)
• Pharma & Medical Network:Biotech, Healthcare, Pharmaceutical, Devices, Science, Jobs, Events & News
• Biotech and Pharma Professionals
• Midwest Life Science Network (LSN)

Attend industry events

Most cities have at least one large professional meeting or event each year that life science professionals can attend. These could be conferences, trade shows, or even seminars. Attending these events is a great way to meet people who work in the same field as you and can help further your career.

You can find these events by searching online or through word-of-mouth. Many of these events will have a career fair component where you can meet with recruiters from top companies in the life sciences industry. Attendance at these events is also a great way to learn about current trends in the field or learn about new technologies that could be useful for your career.

Some examples of life science events:

• The Biotech Showcase (USA)
• BIO International Convention (USA)
• American Biomanufacturing Summit

Join Professional Organizations

Many professional organizations are aimed at those working in the life science industry. Joining one or more of these organizations is a great way to meet like-minded people and make connections that could lead to a job. Many organizations also offer helpful resources such as job boards and career advice.

Some examples are:

• American Society for Biochemistry and Molecular Biology (ASBMB) 
• American Society for Microbiology (ASM) 
• Association of Clinical Research Professionals
• National Science Policy Network (NSPN) 

Look into Local Networking Groups

If you want to connect with people who work in the life sciences industry near you, there may be local networking groups that you can join. These groups usually meet regularly to discuss relevant topics and network. A quick Google search should do the trick to find out if there are any groups near you.

Some examples of local networking groups:

• San Diego Biotech Networks
• BioXchange (Boston, MA)
• Medical Alley (MN)

Get involved with research projects.

If you’re a student or early-career professional, getting involved in research projects is a great way to connect with more experienced scientists. Not only will you gain some valuable experience, but you’ll also get to know people who could potentially help further your career down the line. You can find out about research projects through your university or college or search online for opportunities in your area of interest.

Look out for training and volunteering opportunities

If you’re starting in the life science industry, it’s important to make sure you have the right skills and qualifications for the job you want. Many training opportunities are available, so research and see what’s out there. Many companies offer internships and work experience placements, which are worth considering.

Volunteering is also a great way to give back while networking with others in the life sciences industry. There are often opportunities to volunteer at events or with professional organizations. This is a great way to meet new people and learn more about what others are doing in the field. Volunteering is also a great way to build new skills or enhance existing ones.

Set up informational interviews

Informational interviews are a great way to learn about a company or job role that interests you. They also allow you to speak to someone who’s already working in the industry and get some inside information that you wouldn’t be able to get anywhere else. To set up an informational interview, all you need to do is reach out to somebody in the field you’re interested in and ask if they’d be willing to chat with you for 20-30 minutes about their work. Most people are happy to oblige.

Conclusion

Whether you are just starting your career or are a seasoned veteran, networking is an important part of success in the life sciences industry. Attend industry events, join professional organizations or volunteer to start building relationships with others working in the field. By networking, you will increase your chances of being hired for a job, advancing your career, and staying up to date on new developments in the life sciences industry.

Another opportunity to grow your network in the life sciences field is to partner with a staffing agency specializing in the industry. At Astrix, we have a team of experienced recruiters who can help you find your first or next great opportunity. Contact us today to learn more!

About Astrix

Astrix is the unrivaled market leader in creating and delivering innovative strategies, solutions, and people to the life science community. Through world-class people, processes, and technology, we work with clients to fundamentally improve business and scientific outcomes and the quality of life everywhere.

Founded by scientists to solve the unique challenges of the life science community, Astrix offers a growing array of strategic, technical, and staffing services designed to deliver value to clients across their organizations.

Contact us today to learn more about our services!

The post Your Guide to Networking in the Life Science Industry appeared first on Astrix.

1. What is a staffing agency?

A staffing agency is a company that provides temporary, contract, and permanent employees to businesses. Staffing agencies specialize in recruiting, screening, and placing employees in jobs. They can be a helpful resource for employers who need to fill positions quickly or do not have the time or resources to recruit candidates.

2. How do staffing agencies find candidates?

Staffing agencies use various methods to find qualified candidates for open positions. They may post job ads online, search resumes in their database or network with other professionals in the same industry. Staffing agencies typically have a large pool of candidates to choose from and can fill positions quickly.

3. How long does it take to find a candidate?

There is no easy answer to this question, as it will depend on the specific skills and experience you’re looking for in a candidate. However, most staffing agencies have access to large databases of qualified and pre-screened candidates and can typically provide a list of qualified candidates within a few days.

4. How do I know if a candidate is a good fit for my company?

When you work with a staffing agency, you’ll have the opportunity to interview candidates before making a decision. This allows you to get to know the candidate and determine whether they would fit your company culture well.

5. Will the candidate be interested in working for my company?

Most staffing agencies will only submit candidates for positions they feel are a good match for their skills and experience. This ensures that the candidates are interested in the work and decreases their chances of quitting after starting the job.

6. How Does the Staffing Process Work?

When you work with a staffing agency, they’ll get to know your business and your specific needs. From there, they’ll start searching their database to find candidates who might be a good fit. Once they’ve identified some promising candidates, they’ll contact them on your behalf and arrange interviews. Then, it’s up to you to choose the candidate you want to hire!

The great thing about working with a staffing agency is that they handle all the initial legwork for you. This can save you a lot of time and energy during what is often already a very stressful process.

7. What are some tips for working with a staffing agency?

When working with a staffing agency, it is essential to clearly communicate your needs and expectations upfront so that the agency can identify candidates best suited for your company. It may also help to meet with the candidates the staffing agency provides. This will allow you to get to know them better and ensure that they are indeed a good fit for your company culture. Finally, make sure you keep lines of communication open with your point of contact at the staffing agency; this will help prevent any misunderstandings or miscommunications down the road.

8. How Can I Find a Reputable Staffing Agency?

When it comes to finding a reputable staffing agency to work with, ask around for recommendations from businesses similar to yours. You can also check out online reviews from other employers who have worked with staffing agencies in the past. Finally, make sure to do your research on any agencies you’re considering partnering with. An excellent place to start is by visiting their website and seeing if their values align with yours.

Read our blog for some tips on evaluating and hiring a staffing firm.

9. How can a staffing agency help my business?

There are several ways working with a staffing agency can help, including:

You can save time: posted job ads can receive hundreds of applications, but a staffing agency will screen candidates for you and only send you the most qualified individuals.

You can reduce legal risks: when you work with a staffing agency, the agency is responsible for running background checks and ensuring that the candidate is legally eligible to work in the United States.

You can access hard-to-find talent: some positions are difficult to fill because there is a small pool of qualified candidates. Staffing agencies have networks of potential candidates and access to databases of resumes, so they can help you find the right person for the job.

You can increase your flexibility: if you only need someone for a short-term project or during busy times, working with a staffing agency can give you the flexibility to increase or decrease your workforce as needed without increasing your overhead costs.

Conclusion

We hope this FAQ guide has helped answer some of your questions about working with a staffing agency. They can be a valuable resource for businesses that need to fill vacant positions quickly and efficiently. By taking the time to research different agencies and understand how they operate, you can find an agency that is reputable and has experience placing candidates in similar positions. Working with a staffing agency offers several advantages for employers, including saving time on screening candidates, reducing legal risks associated with hiring employees, and increasing flexibility in managing workloads.

Work with an experienced staffing firm like Astrix

Astrix can provide your business with the flexibility, speed, and talent access it needs to succeed. We have over 25 years of experience in the scientific and technical staffing industry and know how to find the best talent for your organization.

About Astrix

Astrix is the unrivaled market leader in creating and delivering innovative strategies, solutions, and people to the life science community. Through world-class people, processes, and technology, we work with clients to fundamentally improve business and scientific outcomes and the quality of life everywhere.

Founded by scientists to solve the unique challenges of the life science community, Astrix offers a growing array of strategic, technical, and staffing services designed to deliver value to clients across their organizations.

Contact us today to learn more about our services!

The post Employer FAQ Guide to Working with Staffing Agencies appeared first on Astrix.

1.    Decide What Area of Life Sciences You Want to pursue

Life Sciences is a term that encompasses a wide variety of fields, sectors, and roles. It is full of many amazing opportunities and there are many different areas where you can make your mark. Some well-known areas to consider include:

• Biotechnology: This area develops innovative technologies and products using living organisms and biological processes. If you’re a curious kind of person, who wants to understand the “why” as well as the “how” of science in order to assist others down the line, this is an area where you can really make a difference.
• Medical Research: Also known as biomedical research, professionals in this area use science to prevent, diagnose, and treat disorders in humans and animals. This area exists at a later stage, so everything is closer to the patient than the petri dish—if you prefer your science with a greater degree of application than discovery.
• Pharmaceuticals: This area involves research for the frontiers of drug discovery, and other several other sciences (including genetic research), to develop new therapeutics (including, but not limited to medications) to treat disorders. Vaccine development is one of the highest-profile activities in this area right now for biopharmaceuticals—and, for years into the near future.
• Environmental Science: Focuses on identifying, controlling, or eliminating sources of pollution that affect the environment and public health. They may also develop plans to prevent future problems like air quality issues by advising government officials who make policy as well generating insights into how development projects could impact certain areas negatively before it happens.
• Manufacturing: This area focuses on developing and manufacturing the ingredients essential to a wide variety of research and production phases of life sciences. Becoming an expert in this area will enable you to choose from a wide range of settings and roles for years to come.
• Food Science: Developing and manufacturing food products of the highest quality and nutritional value is at the core of this sector. If you’re wondering how we’re going to sustainably feed people and animals in the coming years, this is the area for you.
• Preclinical Research: If you enjoy solving mysteries and are curious about whether a new idea has a future as a therapeutic, this area focuses on testing promising new biomedical solutions in laboratory settings that use a wide array of animal models.
• Clinical Research: There can be no new medications or medical devices without first testing them for safety and efficacy in the wider population. Ensuring that new products will be safe, by being one of the first to see the impact of research on real people, animals, and other living things, is the real focus of this area.
• Animal Science: This area focuses on the biological, physical, and social science aspects of raising and managing livestock. If you’re passionate about farming and agriculture, safety, disease prevention, and treatment in our food chain, this may be the perfect fit for you.

Once you’ve decided which area(s) of greatest interest, you can start researching what kind of jobs are available in that field.

2.    Get a Degree in a Relevant Field

While most jobs in the life sciences require a bachelor’s degree, there’s a growing list of jobs, certifications and training programs that don’t require a degree or take two years or less, that will enable you to secure your first well-paying job in the Life Sciences. Depending on the field you want to enter, you can enter as a technician or, with an advanced degree (like a master’s or Ph.D.), a highly compensated scientist and/or senior manager.

√ Look for accredited programs that offer nationally accepted certifications that will equip you with the skills needed for your desired career.

3.    Start Networking

It’s never too early to start networking. Get involved with the associations and organizations in which your future colleagues are active. Attend their regional meetings, national conferences, and any other events related to your chosen field so you’ll be current on the latest developments in your field, while you’re meeting potential employers and mentors who can help further your career.

4.    Gain Relevant Work Experience

Internships, while not needed for every job in the life sciences, can give you experience that’s crucial to both determine and demonstrate your interest. You can often uncover internship opportunities prior to graduating from a certificate or degree program by speaking with instructors and members of professional organizations at the local, regional, and national levels. Gaining relevant experience in a chosen area really increases your value, stature—and options—as you launch your career.

5.    Develop Key Skills

Featuring key skills on your resume, such as analytical skills, problem-solving, commercial awareness, and teamwork, really does distinguish you from other candidates who can only discuss their academic achievements. Many essential skills are learned through extra-curricular activities, so don’t forget to mention any involvement with clubs, societies, or volunteering roles on both your resume and application form.

6.    Invest Time in Researching Companies Before You Apply

Becoming familiar with targeted organizations’ business models, products, values, and processes enable you to see (and discuss the specifics of how you would fit in with the company when seeking an interview—and speaking—with both recruiting and hiring managers.

√ Job seekers may often neglect this step, but it makes all the difference when meeting potential employers who want to know that you have taken the time to really understand their business and the role you want to play in their team’s success.

7.    Prepare For Your Interviews

Once you’ve started applying for jobs, it’s time to prepare for your interviews. In addition to practicing common interview questions, devote time to researching the company or organization you’ll be interviewing with. Start with searching for mentions in industry publications as well as online forums that discuss the organization’s culture.

√ Do a deep dive into their website—including a thorough review of their press releases and reports. This is the key to asking informed questions about the position and demonstrating your knowledge of, and interest in, the company during your interviews.

Final Thoughts

Landing a job in life sciences isn’t daunting when you know these simple steps. Once you decide which field(s) within life sciences interests you most:

• Research the educational requirements at various levels.
• Choose a certification (based on a national organization’s advice).
• Get involved with an accrediting degree from a widely accepted program.
• Gain some experience through internships or other opportunities while pursuing professional accreditation.
• Get active in the local, regional, and national associations to network with professionals in your field, and
• Prepare for interviews thoroughly so that you can prove your familiarity and skills in ways that compel the recruiter to recommend you to the hiring manager.

Follow these steps and you’ll be well prepared to launch your new career with a job that puts you squarely on the path to achieving your career goals.

Bonus Tip: Work with A Staffing Company That Specializes In Life Sciences

√ A great way to jump-start your new career—or to rise up faster—in the life sciences is to work with a staffing company that specializes in this field. They are positioned to connect you with some of the best employers in the industry and help you find a position that is the perfect fit for your skills and experience.

About Astrix

Astrix is the unrivaled market leader in creating and delivering innovative strategies, solutions, and people to the life science community. Through world-class people, processes, and technology, we work with clients to fundamentally improve business and scientific outcomes and the quality of life everywhere.

Founded by scientists to solve the unique challenges of the life science community, Astrix offers a growing array of strategic, technical, and staffing services designed to deliver value to clients across their organizations.

If you are ready to start your career in the life sciences industry, contact Astrix today.

Visit our current job postings or submit your resume to one of our staffing experts for consideration.

The post Astrix Scientific Staffing – Your Checklist for Getting a Job in Life Sciences appeared first on Astrix.

Increased demand for skilled labor

With the increase in technology and the changing business landscape, employers are looking for workers with specific skills that can be applied to their industry. This shift has been especially apparent in life science industries such as biotechnology, medical device, pharmaceuticals, IT, and healthcare, where employers are searching for workers with specific technical skills.

This trend is expected to continue into 2023 as businesses invest in new technologies and seek to improve their competitive advantage.

Talent shortages and competition

With the increased demand for skilled labor comes an increase in competition for top talent. It’s becoming more and more difficult to find qualified candidates, so it’s important to start thinking about how you can stand out from other companies.

To meet this demand, employers will need to focus on attracting and retaining top talent. One way to do this is by offering competitive salaries and benefits packages. Another way to stand out from the competition is by investing in employee learning and development programs. These programs will help employees stay up to date on the latest industry trends and learn new skills that can be applied in the workplace.

Increase in contract workers

Another trend likely to continue into 2023 is the increase in contract workers. As companies recover from the pandemic, they may be hesitant to hire full-time employees. Instead, they may opt to hire contract workers who can be hired on an as-needed basis.

Contract workers are typically hired on a project basis or to fill a temporary vacancy. This allows businesses to save on costs associated with benefits and training and provides them with the flexibility to scale their workforce up or down as needed.

If you’re looking to hire contract workers, make sure you’re clear about your expectations and partner with an experienced staffing agency like Astrix.

Rise in AI for HR

Artificial intelligence (AI) is beginning to significantly impact all aspects of business, including human resources (HR). AI can be used for various HR functions such as recruiting, training, and performance management. The use of AI in HR is expected to increase in 2023 as businesses seek ways to improve efficiency and effectiveness. By leveraging AI, employers can free up time for HR professionals to focus on more strategic tasks such as employee engagement and retention.

Employee retention is becoming more important than ever

While keeping your employees happy and engaged has always been important, it’s become even more crucial in recent years. With so many employers competing for top talent, employees are more likely to hop from one job to the next in search of better opportunities.

Employers that invest in employee learning and development programs will be better positioned to attract and retain top talent. These programs will also help employees improve their job satisfaction and performance. By investing in employee learning and development now, employers can prepare their workforce for future challenges.

What does this mean for you?

These are just a few of the many trends shaping the future of work. As a hiring manager or HR professional, it’s important to stay up to date on these changes so you can adapt your recruiting and hiring strategy accordingly. With the right mix of flexibility and foresight, you can ensure that your business remains competitive.

How Astrix Can Help

If you need help staying ahead of the curve, Astrix can help. We have over 25 years of experience in the scientific and technical staffing industry, and our team is dedicated to helping companies succeed. We have a deep understanding of the latest industry trends and can help you identify the talent you need to stay ahead of the competition.

Contact us today to learn more about how we can help you meet your staffing needs and help you stay ahead of trends in the labor market for 2023!

The post Biggest Trends in the Labor Market We Have Seen So Far and What to Expect in 2023 appeared first on Astrix.

What is High Volume Hiring?

High volume hiring is the process of filling multiple positions within a short timeframe. This can be due to company growth, an increase in demand for your product or service, or seasonal fluctuations. Whatever the reason, high volume hiring can be a challenge if you’re not prepared.

Why is High Volume Hiring Harder for Life Science Companies?

There are a few reasons why high-volume hiring can be especially difficult for life science companies.

• Shortage of candidates with required skill sets: Most life sciences positions require specific skills and knowledge. This means that the pool of qualified candidates is often smaller than in other industries and the competition for talent is high.
• Managing candidates: With limited resources and time, managing candidates, keeping them in the loop, and creating a good experience can be challenging. However, it is important to provide a good candidate experience, so you don’t lose top talent to your competition.
• Onboarding new employees effectively: When you’re hiring a lot of people at once, it can be difficult to onboard them all effectively. You need to have a system in place to ensure that all new employees are getting the training and support they need.

Tips for Improving Your Hiring Process

Now that we’ve discussed some of the challenges associated with high volume hiring, let’s talk about some ways you can improve your process.

Get organized early on.

The first step to any successful high-volume hiring initiative is organization. To ensure a smooth process, start by creating detailed job descriptions that outline the specific skills and experience your ideal candidate should have. Once you clearly understand whom you’re looking for, put together a plan of action that includes critical dates and deadlines. This will help keep you and your team on track as you move through each stage of the hiring process.

Develop a Standardized Screening Process

When you’re evaluating many candidates, it’s important to have a standardized assessment process in place. This includes creating a list of questions that will help you assess whether a candidate meets the qualifications and deciding how you will score each candidate’s answers (e.g., on a scale of 1-5).

Asking pre-screening questions is a great way to weed out unqualified candidates quickly. These questions should be specific to the job opening and designed to assess a candidate’s qualifications, skills, and experience. For example, if you’re looking for a lab technician, you might ask a pre-screening question such as “What were your previous responsibilities in a lab setting?”

By taking the time to develop a standardized screening process upfront, you’ll save yourself much time in the long run.

Automate Where Possible

There’s no need to do everything manually when so many great tools are available to help streamline the process. Utilizing an applicant tracking system (ATS) can save you time and hassle. This software enables you to automate many repetitive and time-consuming tasks associated with high-volume hirings, such as posting jobs to multiple job boards, screening resumes, and scheduling interviews. Not only will an ATS save you valuable time, but it can also help improve your candidate experience by keeping applicants updated on the status of their application throughout the process.

Delegate and move quickly

When hiring for many positions at once, delegating where possible is essential. Identify which members of your team are best suited to conducting interviews or reviewing resumes and let them take on some of the workload. This will help ensure that all positions are filled quickly without sacrificing quality.

In most cases, the best candidates may already have another job offer. If you’re interested in someone, be prepared to move quickly. Reach out to them as soon as possible and let them know you’re interested in extending an offer. The sooner you can get them on board, the better.

Partner with a staffing agency specializing in life sciences

The life sciences industry is complex and ever-changing, making it difficult for companies to fill high-volume positions quickly and efficiently. Fortunately, staffing agencies specializing in this field can provide companies with the resources they need to find the right candidates quickly and easily. By working with a staffing agency, companies can benefit from access to a wide pool of candidates, cost-effective recruiting solutions, quick turnaround times, flexible hiring options, and industry expertise.

By following these five high-volume hiring strategies, you’ll be ready to fill all your open positions quickly and efficiently. Implement these strategies now, and you’ll be able to keep up with the demand while still finding quality candidates.

About Astrix

Astrix is a leading provider of scientific staffing solutions for life science companies. We have a deep understanding of the unique challenges faced by companies in this industry. Our staffing solutions are tailored to the specific needs of each client. Whether your needs are short-term or long-term, project-based, or ongoing, we have the expertise to help. We work with your team to find the right candidates for your open positions, and our global network ensures that we can find the best talent no matter where they are located.

The post 5 Tips for High Volume Hiring in the Life Sciences Industry appeared first on Astrix.

What is candidate experience?

The candidate experience is the sum of all interactions that a candidate has with your company during the hiring process. This includes everything from the initial job posting to the final interview. Creating a positive candidate experience is essential for attracting and retaining top talent. There are several reasons for this:

• Candidates who have a positive experience are more likely to accept a job offer from your company.
• Positive experiences can improve brand perception and help with future recruiting efforts.
• Good candidate experiences lead to lower turnover rates down the road.

What is a bad candidate experience?

A bad candidate experience is one that is marked by frustration, confusion, and a general feeling of being devalued. Candidates who have a negative experience are more likely to walk away from the process entirely or accept a job offer from another company. Several factors can contribute to a bad candidate experience:

• Poor communication: This includes not getting timely responses to questions or requests, not being kept in the loop about the status of your application or feeling like you’re talking to a robot instead of a human being.
• Inconsistent experiences: Inconsistencies can occur when different team members provide conflicting information or when the expectations set at each stage of the process are different. This can be confusing and frustrating for candidates.
• Lack of transparency: Candidates should always know what to expect from the hiring process. If they don’t, it can create a feeling of uncertainty and unease.

How can I improve my candidate experience?

There are a number of things you can do to improve your candidate experience. Here are a few tips:

• Market your company: One way to make a good impression on candidates is to share your company’s story. This includes sharing your company’s history, values, and mission. Candidates want to know that they are applying to a company they can believe in. By sharing your company’s story, you will be able to connect with potential hires on a deeper level and give them a better sense of what it would be like to work for your organization.
• Write a clear job description: A well-written job description is essential for attracting the right candidates. Be sure to include information about the duties and responsibilities of the position and the required qualifications.
• Make the application process easy: Another way to create a great candidate experience is by making the application process as easy as possible. No one wants to jump through hoops just to apply for a job. Ensure that your online application system is user-friendly and that all the necessary information is easy to find. Try to streamline the process as much as possible.
  • For example, if you require candidates to submit a resume, ensure your career page is easy to find or consider allowing them to upload it directly from their LinkedIn profile.
• Communicate throughout the process: One of the most important things you can do for your candidates is to keep them updated throughout the hiring process. No one likes to be left in the dark, so make sure you keep candidates informed at every stage of the process.
  • Let them know when they’ve been shortlisted and give them weekly updates on where their application is at. Even if not much changes week to week, it will show that you care and are taking action behind the scenes.
• Provide feedback: Feedback is essential during the interview process because it can help dictate how a candidate views your company. Research has shown that candidates are 4x more likely to consider working for you in the future if constructive feedback was given during the interviewing stage.
• Evaluate your process regularly: The candidate experience is constantly changing, so it’s important to evaluate your process and make improvements where necessary periodically. One way to do this is to collect feedback from candidates at each stage of the process and use it to improve your process for future applicants.

The importance of creating a good candidate experience after they accept the offer

The onboarding process is a new hire’s first impression of your company. Making sure it’s a positive one can go a long way in ensuring they stick around for the long haul. Here are some tips to make sure your onboarding experience is top-notch:

• Communicate clearly and often: From the very beginning, set expectations with your new hire about their first few weeks.
• Orient them to the company and team: A new hire’s first day can be overwhelming, so ensure they clearly understand the company culture and their role on the team.

By following these tips, you can create a great candidate experience that will help you attract and retain top talent. Great candidate experiences are becoming increasingly important as the war for talent continues to heat up. By improving your candidate experience, you will be able to stay ahead of the competition and build a strong team of employees.

Working with the right staffing partner can ensure your candidate experience is positive from start to finish

About Astrix

Astrix is the unrivaled market-leader in creating & delivering innovative strategies, solutions, and people to the life science community.  Through world class people, process, and technology, Astrix works with clients to fundamentally improve business & scientific outcomes and the quality of life everywhere. Founded by scientists to solve the unique challenges of the life science community, Astrix offers a growing array of strategic, technical, and staffing services designed to deliver value to clients across their organizations.

The post How to Create a Great Candidate Experience: A Guide for Employers appeared first on Astrix.

The hiring process is one of the most critical aspects of recruiting, yet it is often one of the most neglected. A bad hiring experience can damage a company’s reputation and deter top talent from applying for future positions. Candidates who have had a negative experience with a company are likely to tell others about it through word-of-mouth or online reviews. In today’s job market, where candidates have more choices than ever before, companies must focus on creating a positive and fast hiring process.

How can you improve your hiring process? Below are questions that will help you identify areas where your process may need improvement.

Do you have a clear understanding of the role you are hiring for?

The first step in any hiring process is clearly understanding the role you are hiring for. This may seem like an obvious point, but it is often overlooked. Without a clear understanding of the role, it will be challenging to identify the skills and qualities necessary for success. Furthermore, this lack of clarity will make it challenging to develop interview questions that accurately assess a candidate’s fit for the position.

To avoid this issue, take the time to develop a detailed job description. This document should include a list of the duties and responsibilities of the role and the required skills and qualifications. Once you have developed this document, share it with your team and get their input. This will ensure everyone is on the same page and that the hiring process focuses on finding the right candidate for the job.

Are you taking too long to move forward with candidates?

A common complaint among job seekers is that hiring processes take too long. In today’s fast-paced world, candidates do not want to wait weeks or months to hear back from a potential employer.

One way to combat this issue is to set realistic timelines for each stage of the hiring process. For example, you may want to give yourself enough time to review resumes and conduct initial screenings, followed by time for interviews. By setting these timelines in advance, you will be able to keep your hiring process moving forward in a timely manner.

Pro Tip: Working with a staffing company can help you reduce your time to hire by prescreening and selecting the best candidates for the position you are hiring for.

Are you sharing information about your company culture?

Another way to improve your hiring process is to provide candidates with information about your company culture. In today’s job market, candidates are increasingly interested in finding a company that aligns with their values. By sharing information about your company culture, you will be able to attract candidates who are a good fit for your organization.

To do this, you can include information about your company culture on your website and in job postings.

Are you adding value right away?

Today’s job seekers are looking for more than salary information. They are looking for a company that offers opportunities for learning and growing professionally.

One way to add value right away is to provide candidates with information about your company’s development opportunities. This may include information about training and mentorship programs and career advancement opportunities. By sharing this information, you can show candidates that you are invested in their professional development.

For example, Astrix employees have the opportunity to develop a long-term, exciting, challenging, and rewarding career in a company with a core set of values that puts people first. We provide a comprehensive employee benefits package that supports the health, happiness, and security of our employees and their family.

Click here to view our corporate positions.

Do you have a system in place for gathering feedback?

It is important to have a system for gathering feedback from candidates and hiring managers. This feedback will help you identify areas of improvement within your hiring process.

It is also important to keep candidates updated throughout the process. If a candidate has been waiting for several weeks without hearing any news, they will likely become frustrated and move on to other opportunities. To avoid this, make sure to send regular updates to candidates, letting them know where they are in the process and when they can expect to hear back from you.

Are you making the most of technology?

Technology can be a powerful tool in hiring, yet many companies are not taking advantage of its full potential. There are now a variety of software platforms that can help streamline the hiring process, from applicant tracking systems to video interviewing tools. Using these tools can save time and get a better sense of each candidate.

Furthermore, many companies are now using social media to recruit candidates. While this may seem like a new and daunting task, it is quite simple. Social media platforms like LinkedIn offer a wealth of resources that can be used to find and connect with potential candidates. In addition, many people now use social media to research companies before applying for jobs. Therefore, it is important to make sure that your company has a strong presence on these platforms.

Do you have a plan for the future?

As the job market continues to evolve, it is important to plan for the future. This may include investing in new technologies or revamping your recruitment strategy. By being proactive, you will be able to stay ahead of the curve and ensure your hiring process is as effective as possible.

If you want to improve your hiring process, consider working with a staffing company. Astrix has a team of experienced recruiters who can help you find the best candidates for your open positions.

Contact us today to learn more about our services!

About Astrix

Astrix was founded by scientists to solve the unique challenges life sciences and other science-based businesses face. For over 25 years, we have been offering a comprehensive array of strategic, technical, and staffing solutions designed to help clients across all parts of their organizations with an emphasis on delivering value.

Visit our website to learn more about our servic

The post How much is your hiring process costing you? Insights for business leaders appeared first on Astrix.