What is a counteroffer? 

A counteroffer is a revised job offer made by your current employer in response to you accepting an outside job offer. Counteroffers can include higher pay, flexible hours, new benefits, or promotions. However, there are some risks associated with taking a counteroffer from your current employer:

• 80% of candidates that accept a counteroffer from their current employer leave within 6 months.
• A survey by Heidrick & Struggles found that 71% of executives at the current would question the employee’s loyalty.

The Impact on Your Professional Reputation

When you accept a counteroffer, it may feel like your current employer has given you what you wanted. But that does not necessarily mean that all is forgotten and forgiven. Your coworkers and manager may question your loyalty because they know that if offered the same opportunity, you would go for it again. This can create damaging tension in the workplace and make it difficult for both parties to move forward in their relationship together.

Not Getting Paid Enough Initially 

Another downside is that you may realize you were not getting paid enough initially. When employers offer counteroffers, they often try to lure employees back with higher salaries; however, these salaries rarely match what employees could receive on the open market after factoring in benefits such as bonuses and other incentives. In addition, when deciding whether or not to accept a counteroffer, it is important to consider any long-term implications of doing so, such as a pay raise or promotion that might have been available at another company alongside more competitive benefits packages.

The Counteroffer May Not Solve Long-term Issues

It is important to remember why you were looking for another job in the first place. Was it because of a lack of advancement opportunities or salary? The counteroffer may have solved the financial issue temporarily, but unless those other issues are addressed, there is no guarantee of long-term satisfaction with your job.

Be Wary of Promotions That Seem Too Good To Be True

Sometimes employers will entice employees by offering promotions or titles that seem too good to be true. While these offers look great on paper, they often come with strings attached that may not have been revealed initially when accepting the offer. These strings can include additional hours worked without pay or responsibilities outside of one’s role, which can further damage any chances of finding job satisfaction over time in that role.

Job Satisfaction May Not Last Long-Term

Finally, when deciding whether or not to accept a counteroffer, it is important to consider if staying with your current employer would align with your long-term career goals. Even if you decide that accepting a counteroffer is best for you in the short term, there is no guarantee that this decision will result in long-term satisfaction. The root issue causing you to look for new job opportunities may still exist even after accepting a more lucrative offer from your current employer which could eventually lead to dissatisfaction again.

Conclusion:

Understanding all the risks associated with accepting a counteroffer is important before making a decision. While staying at your current job can seem appealing due to an increase in salary or other incentives offered, these factors alone should not solely dictate your decision about where you work long-term unless those factors match your professional goals and fulfill your career aspirations over time. It’s always wise to take a moment and think critically about your options and consider your short-term and long-term goals. Ultimately, it is up to you to weigh all of these factors carefully before deciding whether you should accept a counteroffer from your current employer.

How working with a recruiting partner can help

Which way should you go when you are offered a counteroffer? Working with an experienced recruiter can help. A recruiter can provide a candid assessment of your counteroffer and insight into the job market and salary ranges. Ultimately, this partnership helps ensure you make an informed decision that works best for you and your career goals.

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.

The post Should You Accept a Counteroffer? appeared first on Astrix.

Have The Right Profile Picture

Your picture is the first impression your professional network has of you. Some best practices for choosing the right profile picture are:

• Make sure it is a high-resolution headshot with a bright, professional-looking one that only includes you.
• LinkedInsays the ideal size for a profile picture is 400 x 400 pixels.
• If you do not have a headshot, opt for a professional-looking photo.
• Choose an image where your face takes up at least 60% of the frame.
• Choose an image that appears warm and friendly with professional-looking office attire.
• Choose an image that has a minimal or neutral background.

Add A Photo For Your LinkedIn Banner

This is the next step in creating an attractive profile. Your background photo should be visually appealing and illustrate your experience or passion for the industry. Some best practices to consider when selecting a background photo are:

• Choose a high-resolution image that is representative of your industry or career.
• Make sure the photo has good lighting and isn’t too busy or distracting.
• Choose an image with minimal text, so it doesn’t take away from your profile summary.
• Consider using an image related to your field of study for a more personalized touch.

Write A Compelling Headline

The LinkedIn headline is in the top section under your name on your profile. This is meant to have professionals describe what they do/their role in 220 characters or less. This section is critical because it appears next to your name in search results and could determine if recruiters and other professionals contact you.

Some Tips For Crafting A Compelling Headline Are:

• Make sure it reflects who you are and captures the attention of potential connections.
• Use keywords related to your field or specialty to help you appear in search results.
• Include credentials, awards, and certifications demonstrating your field expertise.
• Avoid using generic phrases like “looking for my next opportunity” or “seeking new challenges,” as these won’t provide any insight into who you are professionally.

Formulas For Writing Your LinkedIn Headline:

• (Title) at (Company) – Helping (USP)
• (Title) | (Company) | (USP)
• Title + Company + benefits of working with you | keywords related to your niche | personal touch |

Add A Profile Summary

In your profile summary section, you want to capture the attention of potential employers or customers. This is a great space to include details about yourself, such as; relevant experiences, certifications, and research projects. It’s important to show off your accomplishments in an organized manner.

Some tips for writing a compelling profile summary are:

• Make sure it’s tailored to the industry and highlights your professional objectives.
• Include keywords that will help you show up in search results.
• Keep it concise and easily read using bullet points when possible.
• Avoid generic phrases like “I am hard-working” or “I have a passion for my work.” Instead, provide concrete examples of your accomplishments or skills that demonstrate why you are an ideal candidate.
• Include relevant links such as research projects, articles, and products showcasing your field expertise.

Here are some examples of profile summary sections that LinkedIn recommends. 

Keep Your Experience Section Updated

Your profile should be kept up to date with your work history. Some tips:

• Include your job title.
• The Company you are working for or worked for (make sure you select the correct Company, as it will help connections learn more about your Company and background).
• Include the industry and description. The industry helps connections find you more accessible when searching.
• Add any relevant skills and keywords.

Remember To Include Your Skills, Education, Licenses, And Certifications

Including skills in your profile helps boost you in search rankings, and education, license, and certification information adds credibility. Make sure to include any specialties or areas you focus on and any relevant training or certifications that apply.

Get Endorsements and Recommendations

Endorsements on LinkedIn are a great way to demonstrate your skills and knowledge in your field of expertise. Ask colleagues, mentors, and professional contacts for endorsements to help boost your profile’s credibility. You can also ask them for detailed recommendations if they feel comfortable giving one. These sections should provide real-world examples of how you work with others and how those around you highly value your work.

Pro Tip: If You Want Recommendations, Write Them For Others!

Join/Connect With Relevant Groups/Professionals

Joining relevant groups related to your industry or field can be beneficial in expanding your network and gaining exposure. Groups are a great way to share ideas and ask questions while engaging with other professionals in your industry.

The more connections you have on LinkedIn, the better chance of being seen and contacted by potential employers or customers who may be interested in what you can offer them.

Use The “Suggested For You” Profile Status Feature

Profile level shows how complete your profile is. Complete the recommended sections and build toward achieving your professional goals.

• Beginner:All members start off as beginners, and completing 4 sections will help you advance to Intermediate.
• Intermediate:Members with intermediate profiles see more relevant job recommendations and refined connection suggestions—complete 4 sections to achieve Intermediate.
• All-star:Members with All-star profiles see more relevant feed updates and receive more profile views. Complete 7 sections to achieve All-star.

Take LinkedIn’s Free Skills Assessments To Showcase Your Experience

LinkedIn’s Free Skills assessment helps you demonstrate your knowledge and experience. After completing and passing a test, LinkedIn provides a badge to display on your profile. Additionally, it allows others to see your skills and expertise in certain subjects, which can lead to more opportunities and connections.

Conclusion

By following these tips, you will have a great foundation for your LinkedIn profile that will help you get noticed by employers or other professionals in your field. Adding keywords, recommendations, and endorsements will make your profile increasingly visible when potential employers search for candidates with specific skill sets or backgrounds.

Bonus Tip: Customize Your URL

Another way to stand out on LinkedIn is by customizing your URL. It will look more professional and gives people an easy way to find your profile when they search for you online. To customize your URL, go to “Edit public profile & URL” located in the Edit Profile section and add a few words that best describe yourself (e.g., www.linkedin.com/in/johndoe-socialmediaexpert). With a few simple steps, you can make your LinkedIn profile stand out and help you achieve your professional goals!

About Astrix Scientific and Technical Staffing

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 clients’ needs and matching the right role for each candidate.

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

The post Tips For Creating A LinkedIn Profile For Science Professionals appeared first on Astrix.

What Can Outsourcing Contract Payroll Management Provide?

Outsourcing contract payroll management offers organizations a variety of benefits, including onboarding, contractor set-up, and payment processing. Utilizing this service allows companies to stay organized and focused on their core business without worrying about having to navigate the complexities of the contractor world, such as tax laws and regulations, wage rates, and pay periods. An added benefit is knowing you have a trusted partner that can take on the administrative tasks associated with managing contractors, which frees up your internal resources and ultimately saves money in the long run.

The Benefits of Using a Staffing partner

Using a staffing partner to manage your contract payroll management has many benefits. First, it takes the pressure off your HR department by having an external team take care of the whole process from start to finish. This allows them to focus on other tasks that need attention. The second benefit is that you get access to an experienced team who knows how to navigate the complexities of the contractor world, such as tax laws and regulations, wage rates, and pay periods. Finally, you have less paperwork since the process is handled by the staffing partner.

Reduced Overhead Costs

Utilizing a staffing partner to handle your contractor payroll eliminates the need to use internal resources or hire additional staff. Working with a staffing partner streamlines the onboarding process, freeing up valuable time that would have been spent manually dealing with paperwork, contracts, insurance, invoice processing, and more.

This translates into reduced overhead costs, allowing you to focus more on your core business operations instead of worrying about administrative tasks such as tracking payments and filing taxes. Furthermore, most staffing agencies will provide their services at a lower rate than what you would pay for an internal team or outsourcing firm, allowing you to save even more money.

Expertise & Knowledge

Working with the right staffing partner will give you access to their extensive experience and knowledge about working with control payrolls and tasks related to this. They have the necessary knowledge and expertise to ensure that everything runs smoothly and efficiently with minimal disruption or error. They will also be able to provide valuable insights into best practices that you should follow when it comes to contract management so that you can get the most out of your resources while still meeting all legal requirements.

Time-Saving Solutions

Running payroll in-house is time-consuming and tedious work; many different elements need to be tracked and managed correctly in order for it to be done right. By utilizing a staffing partner for your contract payroll management needs, you free up more time for yourself and your staff members, which can be used elsewhere within the organization where it is needed most.

Conclusion

Utilizing a Staffing partner for contract payroll management is an efficient solution for organizations looking to grow without having to manage all their contracts in-house. Not only does it reduce overhead costs, but it also provides expertise and knowledge from experienced professionals who are familiar with the process of running contractor payrolls correctly while ensuring compliance with all applicable laws. Most importantly, it helps save precious time so that you can focus on running other parts of your business more effectively while leaving the contract management tasks in safe hands!

The post Astrix Staffing Blog – The Benefits of Utilizing a Staffing partner for Contract Payroll Management appeared first on Astrix.

So why should organizations switch to a more proactive approach to their hiring strategy? Here are just some of the reasons why:

Reduce Costs and Save Time

Being proactive allows organizations to get ahead of their competition by identifying qualified candidates before the need for additional staff arises. By taking this approach, they can create a talent pipeline of potential candidates who are well-suited for their positions. This helps organizations fill open roles more quickly than starting from scratch when there is a vacancy.

Quickly filling job openings with high-quality candidates reduces the risk of costly delays or losses due to unfilled positions. This gives organizations an edge over competitors who may be slower in recruiting new talent and ensures that work gets done faster and more efficiently.

Anticipating Staffing Needs

Being proactive allows organizations to anticipate future staffing needs based on factors such as market demand, technology trends, economic conditions, etc., giving them greater visibility into future needs.

This can help reduce the risk of overstaffing or understaffing, which can cause delays and other issues if not addressed early enough. It also enables organizations to anticipate potential skill gaps within their workforce and implement the necessary training initiatives effectively.

Avoiding Bad Hires

With a proactive hiring strategy, organizations have more time to screen candidates in depth and ensure they are the right fit for the role. This helps them avoid costly mistakes such as hiring someone who is not adequately qualified or may not fit into the team dynamic.

Reduced Employee Burnout and Turnover

Proactive hiring strategies help reduce employee burnout by anticipating staffing needs before they arise and proactively seeking out qualified candidates for specific job roles before there is an urgent need for them. This helps ensure the organization has enough people to cover all jobs without overworking existing employees or having too few people doing too much work. This approach also helps reduce employee turnover and promotes job satisfaction and longevity, leading to better retention of top talent for the organization.

Overall, proactive hiring strategies can give organizations a competitive edge in today’s job market by helping them attract and retain the best talent while increasing efficiency, productivity, and profitability. By being proactive in their approach to hiring, they can reduce costs and save time while ensuring they have the right staff on board to meet their goals. This ultimately leads to higher employee engagement, job satisfaction, and improved performance.

Work with the right staffing partner

If you want to grow your business, a proactive hiring strategy should be a key component of your plan. However, it can be difficult for organizations without an in-house team or the time to manage this process on their own properly. Working with a staffing partner like Astrix can help. We take a consultative approach to understand your business needs and future initiatives so we can build a large pipeline of qualified candidates tailored to fit your needs when you need them.

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.

The post 4 Benefits of Having a Proactive Hiring Strategy appeared first on Astrix.

So, what are the top 10 trending STEM jobs for 2023?

1.    Software Developer

Ranking number 1 in the 100 best jobs of 2023 and best STEM jobs by U.S. News & World Report, software developers are responsible for designing, developing, and maintaining software applications. The U.S. Bureau of Labor Statistics projects the demand for this role will grow 26% from 2021-2031, which is much faster than other occupations.

Due to the demand for skilled and experienced software developers soaring, this is a great career path for those interested in computers and technology.

How to become one

Software developers typically need a bachelor’s degree in computer and information technology or a related field. In college, students can gain experience through internships.

Pay

The median annual pay for software developers is $120,000.

States that pay the most for software developers

• California: Average annual salary: $146,0000
• Washington: Average annual salary: $145,000.
• Maryland: Average annual salary: $131,000.
• New York: Average annual salary: $129,000.
• Rhode Island: Average annual salary: $128,000.

2.    Medical and Health Services Manager

Ranking number 3 in both the 100 best jobs of 2023 and best STEM jobs of 2023 by U.S. News & World Report, medical and health services managers are responsible for overseeing the operations of a healthcare facility. The U.S. Bureau of Labor Statistics projects the demand for this role will grow 28% from 2021-2031, which is much faster than other occupations.

Due to the demand for knowledgeable and experienced medical and health services managers increasing, this is a great career path for those interested in healthcare and managing operations.

How to become one

Medical and health services managers typically need a bachelor’s degree. Some employers may require a master’s degree. In college, students can gain experience through internships.

Pay

• The median annual pay for medical and health services managers is $119,840.

States that pay the most for medical and health services managers

• New York: Average annual salary: $155,000.
• District of Columbia: Average annual salary: $151,000.
• Massachusetts: Average annual salary: $140,000.
• Washington: Average annual salary: $138,000.
• New Jersey: Average annual salary: $136,000.

3.    Information Security Analysts

Ranking number 5 in the 100 best jobs of 2023 and best STEM jobs of 2023 by U.S. News & World Report, information security analysts are responsible for designing, implementing, and monitoring security measures to protect an organization’s computer networks and systems. The U.S. Bureau of Labor Statistics projects the demand for this role will grow 35% from 2021-2031, which is much faster than other occupations.

Due to the demand for knowledgeable and experienced information security analysts increasing, this is a great career path for those interested in computers and technology.

How to become one

Information security analysts typically need a bachelor’s degree in computer science, information technology, or a related field. People can also enter this field with a high school diploma, relevant industry certification, and experience.

Pay

• The median annual pay for information security analysts is $102,000.

States that pay the most for information security analysts

• California: Average annual salary: $135,000.
• New York: Average annual salary: $133,000.
• Maryland: Average annual salary: $126,000.
• Iowa: Average annual salary: $125,000.
• District of Columbia: Average annual salary: $124,000.

4.    IT Manager

Ranking number 6 in the 100 best jobs of 2023 and best STEM jobs of 2023 by U.S. News & World Report, IT managers oversee the functionality and security of their organization’s information technology infrastructure. The U.S. Bureau of Labor Statistics projects the demand for this role will grow 16% from 2021-2031, which is faster than average.

Due to the demand for knowledgeable and experienced IT managers increasing, this is a great career path for those interested in technology management.

How to become one

IT managers typically need at least a bachelor’s degree in computer and information technology or a related field. IT manager roles usually require 2-3 years of experience for a lower level, 5-10 for a director level, and 15 years or more for a CTO level.

Pay

• The median annual pay for IT managers is $159,010.

States that pay the most for IT Managers

• New York: Average annual salary: $195,000.
• California: Average annual salary: $193,000.
• New Jersey: Average annual salary: $189,000.
• Washington: Average annual salary: $178,000.
• District of Columbia: Average annual salary: $176,000.

5.    Data Scientist

Ranking number 22 in the 100 best jobs of 2023 and 11 in the best STEM jobs of 2023 by U.S. News & World Report, data scientists are responsible for collecting, organizing, and analyzing large amounts of data to identify trends and patterns. The U.S. Bureau of Labor Statistics projects the demand for this role will grow 36% from 2021-2031, which is much faster than other occupations.

Due to the demand for data scientists increasing, this is a great career path for those interested in analytics and data-driven decision-making.

How to become one

Data scientists typically need a bachelor’s degree in computer science, mathematics, or a related field. Some companies may require a master’s or doctoral degree.

Pay

• The median annual pay for data scientists is $100,910.

States that pay the most for data scientists:

• Washington: Average annual salary: $133,900.
• California: Average annual salary: $133,110.
• Delaware: Average annual salary: $127,000.
• New York: Average annual salary: $122,000.
• New Jersey: Average annual salary: $120,000.

6.    Operation Research Analysts

Ranking number 9 in the 100 best jobs of 2023 and 14 in the best STEM jobs of 2023 by U.S. News & World Report, operation research analysts are responsible for developing and applying mathematical modeling methods to help organizations solve business problems. The U.S. Bureau of Labor Statistics projects the demand for this role will grow 23% from 2021-2031, which is much faster than other occupations.

Due to the demand for operation research analysts increasing, this is a great career path for those interested in problem-solving and analytics.

How to become one

Operation research analysts typically need a bachelor’s degree in computer science, mathematics, or a related field. Some companies may require a master’s degree.

Pay

• The median annual pay for operation research analysts is $82,360.

States that pay the most for operation research analysts 

• Virginia: Average annual salary: $117,000.
• Alabama: Average annual salary: $105,110.
• Maryland: Average annual salary: $105,040.
• Hawaii: Average annual salary: $104,000.
• New York: Average annual salary: $100,000.

7. Statistician

Ranking number 30 in the 100 best jobs of 2023 and 16 in the best STEM jobs of 2023 by U.S. News & World Report, statisticians are responsible for collecting and analyzing data. They typically work in organizations to help make decisions based on the data collected, such as evaluating the effectiveness of a new product or determining consumer trends. The U.S. Bureau of Labor Statistics projects the demand for this role will grow 31% from 2021-2031, which is faster than other occupations.

How to become one:

Statisticians typically need a bachelor’s degree in statistics, mathematics, economics, or a related field. Some companies may require a master’s degree.

Pay 

• The median annual pay for statisticians is $108,100.

States that pay the most for statisticians:

• New York: Average annual salary: $127,000.
• Connecticut: Average annual salary: $123,000.
• Massachusetts: Average annual salary: $116,000.
• Wyoming: Average annual salary: $115,000.
• California: Average annual salary $114,000.

8.    Biochemist

Ranking number 43 in the 100 best jobs of 2023. 19 in the best STEM jobs of 2023, and number 2 in the best science jobs of 2023 by U.S. News & World Report, biochemists are responsible for investigating the chemical composition of living organisms and their processes, such as metabolic pathways, cellular reactions, and energy production. The U.S. Bureau of Labor Statistics projects the demand for this role will grow 15% from 2021-2031, which is faster than other occupations.

Due to the demand for biochemists increasing, this is a great career path for those interested in biological sciences and chemistry.

How to become one

Biochemists typically need a bachelor’s degree in biochemistry, chemistry, or a related field. Positions that require independent research and development usually need a doctoral degree.

Pay

• The median annual pay for biochemists is $102,270.

States that pay the most for biochemists:

• Massachusetts: Average annual salary: $134,000.
• Virginia: Average annual salary: $131,000.
• Colorado: Average annual salary: $118,920.
• New Jersey: Average annual salary: $118,640.
• Oregon: Average annual salary: $118,320.

9.    Epidemiologist/Medical Scientist

Ranking number 26 in the 100 best jobs of 2023 and number 1 in the best science jobs of 2023 by U.S. News & World Report, epidemiologists/medical scientists are responsible for studying the spread of diseases, analyzing risk factors for illness, and developing treatments. The U.S. Bureau of Labor Statistics projects the demand for epidemiologists will grow by 26% from 2021-2031, and the demand for medical scientists will increase by 17% from 2021-2031, both at a much higher rate than average.

How to become one: 

Epidemiologists typically need a master’s degree in public health or a related field.

Medical scientists usually have a doctoral degree in medicine or a doctorate in biomedical sciences with specialized training in epidemiology or clinical research.

Pay

• The median annual pay for epidemiologists is $78,830 and $95,310 for medical scientists.

States that pay the most for epidemiologists:

• Washington: Average annual salary: $131,000.
• New Jersey: Average annual salary: $129,000.
• New York: Average annual salary: $125,000.
• Connecticut: Average annual salary: $102,820
• Pennsylvania: Average annual salary: $101,000.

States that pay the most for medical scientists: 

• Connecticut: Average annual salary: $142,000.
• Maine: Average annual salary: $138,980.
• Delaware: Average annual salary: $129,870.
• New Jersey: Average annual salary: $129,190.
• Tennessee: Average annual salary: $129,020.

10. Biomedical engineer

Ranking number 50 in the 100 best jobs of 2023 and 21 in the best STEM jobs of 2023 by U.S. News & World Report, biomedical engineers are responsible for creating and developing medical equipment and devices. The U.S. Bureau of Labor Statistics projects the demand for this role will grow 10% from 2021-2031, which is faster than other occupations.

Due to the demand for biomedical engineers increasing, this is a great career path for those interested in engineering, biology, physiology, and chemistry.

How to become one

Biomedical engineers typically need at least a bachelor’s degree in bioengineering or biomedical engineering, or a related field. Some companies require a graduate degree.

Pay 

• The median annual pay for biomedical engineers is $97,410.

States that pay the most for biomedical engineers: 

• New Mexico: Average annual salary: $134,000.
• Arizona: Average annual salary: $120,970.
• Minnesota: Average annual salary: $119,000.
• Connecticut: Average annual salary: $116,000.
• Massachusetts: Average annual salary $115,000.

Conclusion

As you can see, there are plenty of great opportunities for those looking to enter the STEM field. From biomedical engineers to statisticians, these jobs offer a range of salaries and job duties that make them an attractive option in today’s job market. For those interested in pursuing a career in STEM, be sure to explore Astrix’s career page to see the available positions we have in the STEM field!

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.

The post Top 10 trending STEM jobs for 2023 appeared first on Astrix.

Evaluating soft and hard skills also ensures that you make well-rounded hires who will contribute positively to your organization. By considering soft and hard skills, you can create an effective workforce with the right mix of talents for success.

Hard Skills Vs. Soft Skills

Hard skills usually refer to things that can be taught and measured. These are acquired through education, training, or experience on the job. Examples of hard skills include:

• Data analysis
• Sampling Techniques
• HPLC
• Research and Technical Knowledge
• Engineering

Soft skills involve interpersonal qualities such as communication and leadership. These are often referred to as soft skills because they’re harder to quantify than hard skills but are still essential for successful performance in many roles. Examples of soft skills include:

• Communication
• Leadership
• Problem-solving
• Emotional Intelligence (EQ)

Why are soft skills important?

Soft skills can help employers differentiate between candidates with similar qualifications. Strong soft skills are a good representation of how an individual interacts in the workplace. Whether presenting an idea to a team, solving a complex problem, or managing projects and personnel, soft skills can make all the difference in achieving success. Soft skills are even more important as companies become increasingly reliant on technology and automation; humans need to be able to fill in the gaps that technology and robotics can’t.

Some soft skills to look for are: 

Communication

Communication is perhaps the most critical of all soft skills. It’s crucial that candidates understand how to articulate their thoughts clearly and effectively so that everyone involved can comprehend them without any confusion or misinterpretation. This should include verbal and written communication such as emails, memos, reports, etc. Being able to express opinions constructively and listen attentively to others is also key for successful collaboration and teamwork within a company.

Time Management

Time management is a soft skill that’s essential for any job. It helps employees prioritize tasks, allocate resources efficiently, and be productive in their day-to-day operations. A successful candidate should also demonstrate an ability to multi-task and manage competing deadlines without sacrificing the quality of work.

Leadership

Leadership encompasses more than just having authority over others; it involves inspiring confidence in those around you while also being able to make decisions that are beneficial for the team’s success in general. Good leaders should be able to motivate employees by identifying their strengths, offering support where needed, providing constructive criticism, and committing themselves to achieve shared goals while embodying professional integrity.

Problem-Solving

Problem-solving consists of being able to identify issues quickly and then come up with solutions in an efficient manner while considering various options along the way. Problem solvers should have a knack for analyzing data logically while understanding how each decision could affect future outcomes; this also includes being able to anticipate potential risks before they occur or develop contingency plans if something does go wrong.

Emotional Intelligence (EQ)

Emotional intelligence (EQ) is not something typically taught in school. Still, it’s one of the most desirable traits employers look for when assessing a candidate’s overall suitability for a certain role or position. EQ refers to someone’s ability to recognize different emotions in themselves and those around them; this includes empathizing with colleagues without passing judgment or letting personal feelings get in the way of decision-making processes at work. People with high EQ levels tend to have better self-awareness which helps them guide their behavior better so that it doesn’t hurt themselves or those around them professionally or personally.

How can employers assess a candidate’s soft skills?

There are several ways that employers can assess a candidate’s soft skills, including:

Interview questions: If the employer is conducting an in-person or virtual interview, they can ask questions designed to assess a candidate’s soft skills. Example questions:

• ‘Describe a situation where you overcame a challenging obstacle in the workplace?’
• ‘How do you handle conflict when working with team members?’

Assessment tests: Employers can also use assessment tests designed to provide insight into a candidate’s soft skill capabilities, such as:

• EQ tests
• Personality tests
• Situational judgment tests

Utilize a staffing partner

A staffing partner can help save time and resources for busy hiring managers and HR teams. Staffing partners can pre-screen potential candidates on soft and hard skills and provide skill assessments. This will help speed up the hiring process by providing employers with pre-qualified candidates that meet their needs.

Conclusion

Overall, it’s important to evaluate hard and soft skills when hiring employees to make the most well-rounded hires for your business. Doing so can increase employee productivity, foster better leadership capabilities, develop problem-solving abilities among staff, and identify candidates who possess the necessary soft skills for success in any role or position within the company.

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.

The post Hiring for Soft Skills is Key to Business Success in 2023 appeared first on Astrix.

Nevada

• Type: Salary History Ban
• Location: Statewide
• Law: SB293 went into effect in 2021.
• Requirements: Employers cannot ask applicants about their pay history and may not discriminate against those who do not provide such information. Employers must supply a wage or salary range to interviewees for positions and give the wage or salary range in some cases of an internal promotion or transfer. However, employers can inquire about an applicant’s desired pay expectations.
• Employers Affected: All employers and employment agencies.

New Jersey

• Type: Salary History Ban
• Location: Statewide
• Law: EXECUTIVE ORDER NO. 1 went into effect in 2018.
• Requirements: State entities are prohibited from inquiring about current or previous salary history unless an offer of employment has been made. State entities can request and verify an applicant’s current or prior compensation if the applicant volunteers this information or if required by federal, state, or local law. An applicant’s compensation history cannot be considered in any employment decisions.
• Employers Affected: State entities.

New York

• Type: Salary History Ban
• Location: Statewide
• Law: Local Law 67 went into effect in 2017, and Senate Bill S6549 went into effect in 2020 regarding inquiries into salary history.
• Requirements: Employers may not inquire into the salary history of applicants or employees.
• If an employer wishes to confirm an applicant or employee’s pay history, they may only do so if the individual volunteers this information in response to an offer of employment that includes a wage or salary higher than the employer originally offered.
• Employers Affected: All employers.

New York City, Ithaca, & Westchester County, New York

• Location: New York State Localities
• Law: Amendment to the New York City Human Rights law into effect in late 2022 regarding salary transparency.
• Requirements: Employers in New York State localities with four or more employees must include the minimum and maximum salary or hourly wage for each job, promotion, and opportunity transfer in all job postings.
• Exemptions:

• • In New York City: Jobs that will not or cannot be performed in the city.
  • Ithaca: ads for temporary jobs at temporary agencies.
  • Westchester County: Any job done, wholly or partly, in the county – even if it can be done remotely, office-based, OR field work – falls under this rule. The only exception is advertisements for temporary jobs with companies like “Help Wanted” or businesses with similar signs posted up.

North Carolina

• Type: Salary History Ban
• Location: Statewide
• Law: Executive Order 93 went into effect in 2019.
• Requirements: State agencies may not request salary history from applicants or rely on this information when setting compensation.
• Employers Affected: State Agencies

Oregon

• Type: Salary History Ban
• Location: Statewide
• Law: Oregon Equal Pay Act of 2017 was enacted in 2017.
• Requirements: Employers may not inquire into an applicant’s salary history until after an offer of employment has been made and may not use prior salary history to set pay unless applicants are current employees moving into a new position at the current employer.
• Employers Affected: Employers with one or more employees.

Pennsylvania

• Type: Salary History Ban
• Location: Statewide
• Law: Executive Order: 2018-18-03 – Equal Pay for Employees of the Commonwealth went into effect in 2018.
• Requirements: State agencies may not inquire about an applicant’s current or past salary history during the hiring process, and all job advertisements must disclose the pay scale and range.
• Employers Affected: State Agencies.

Rhode Island

• Type: Salary History Ban
• Location: Statewide
• Law: S 0270 SUBSTITUTE Agoes into effect in 2023.
• Requirements: Employers may not inquire into salary history or use this information when considering an applicant for employment and pay. Employers must provide a pay range for positions.
• Employers Affected: All employers.

Vermont

• Type: Salary History Ban
• Location: Statewide
• Law: 294 (Act 126) went into effect in 2018.
• Requirements: Employers may not inquire into an applicant’s pay history. However, they may confirm this information after an offer has been made and if the applicant voluntarily discloses the information.
• Employers Affected: All employers.

Virginia

• Type: Salary History Ban
• Location: Statewide
• Law: HB 416, effective 2022.
• Requirements: Salary history questions may not be included in applications.
• Employers Affected: All employers.

Washington

• Type: Salary History Ban and Salary Transparency
• Location: Statewide
• Law: HB 1696 effective 2019.
• Requirements: Employers may not inquire into salary history but can confirm this information if voluntarily disclosed by the applicant or after an offer has been made. Employers with 15 or more employees must provide the minimum salary for the position if requested by the applicant and after the offer has been made.
• Employers Affected: All employers.

States That Have Prohibited Salary History Bans

• Michigan
• Wisconsin

States with no pay transparency laws

• Alaska
• Arizona
• Arkansas
• Florida
• Idaho
• Indiana
• Iowa
• Kansas
• Minnesota
• Montana
• Nebraska
• New Mexico
• North Dakota
• Oklahoma
• South Dakota
• Tennessee
• Texas
• West Virginia
• Wyoming

What Employers Need to Know

Employers need to familiarize themselves with their respective state’s current pay transparency policy before implementing any type of disclosure rules within their organization. Employers should also ensure they comply with federal anti-discrimination regulations regarding employee compensation decisions and consider conducting an internal audit of current employee compensation practices if needed. Finally, organizations should establish clear communication protocols so that employees know which types of conversations are appropriate when discussing salary information internally amongst colleagues or externally with job applicants or recruiters.

Conclusion:

Pay transparency laws are becoming increasingly common across the United States to promote pay transparency, foster equity in salary practices, and reduce salary disparities between genders, races, and other categories. It is essential for businesses operating in states with these types of regulations to understand what they entail and take steps necessary to remain compliant —or risk facing serious financial penalties or lawsuits designed to protect workers’ rights. By taking proactive measures now, employers can avoid costly legal issues down the road.

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.

Disclaimer

This information is purely for educational purposes and is not intended to be used as legal advice. Please consult your legal counsel for any questions related to your business practices and policies related to applicable laws.

The post Guide to State Pay Transparency Laws for Employers Part 2 appeared first on Astrix.

Background on Pay Transparency Laws

Pay transparency is becoming increasingly important as more states and jurisdictions are adopting laws requiring employers to disclose salaries and prohibiting inquiries into salary history. These laws aim to decrease wage inequality and prevent employers from discriminating against job candidates or employees who inquire about or discuss salary.

Two federal laws forbid employers from discriminating against employees or applicants who discuss salary, including Executive Order 11246, which applies to federal contractors, and the National Labor Relations Act (NRLA), which applies to most businesses.

States with Statewide Pay and Salary Transparency Laws As of 2022

Alabama

• Type: Salary History Ban
• Location: Statewide
• Law: Clarke-Figures Equal Pay Act (the “Act”) went into effect September 1, 2019.
• Requirements: Employers may not retaliate against or decline to interview, hire, promote, or employ any applicants if they refuse to provide their salary history.
• Employers Affected: All employers.

California

• Type: Salary history ban and salary disclosure
• Location: Statewide
• Law: Equal Pay Act became law in 2016.
• Requirements: Employers must provide salary ranges and may not request salary history. Employers in San Fransisco may not ask for salary history or use it to determine pay.
• Employers Affected: All employers.
• Recent Legalization updates: Senate Bill 1162 becomes effective Jan 1, 2023, and requires employers with 15 or more employees to disclose the salary range in all job postings and provide a pay scale for an employee’s current role upon request.

Colorado

• Type: Salary disclosure
• Location: Statewide
• Law: Equal Pay for Equal Work Act became effective in 2021.
• Requirements: All employers looking to hire in Colorado must now disclose their hourly or salary compensation, benefits, and other forms of payment in their job postings. This law applies to any employer with at least one employee in Colorado, as well as those posting remote work roles that could be filled by a Coloradoan.
• Employers Affected: Employers with at least one employee in Colorado and multi-state employers where the role could be filled in Colorado.

Connecticut

• Type: Salary Disclosure
• Location: Statewide
• Law: An Act Concerning the Disclosure of Salary Range for a Vacant Position went into effect Oct 1, 2021.
• Requirements: Employers must provide salary wage ranges for a position earliest upon the applicant’s request or before or when an offer is made. Employers may not fail or refuse to provide wage range information for the position upon hiring the employee, changing the employee’s position, or upon the employee’s first request.
• Employers Affected: Per the law, an employer is defined as “any individual, corporation, limited liability company, firm, partnership, voluntary association, joint stock association, the state and any political subdivision thereof and any public corporation within the state using the services of one or more employees for pay.”

Delaware

• Type: Salary History Ban
• Location: Statewide
• Law: House Bill 1 went into effect in December 2017.
• Requirements: Screen applicants based on salary history or inquire about the applicant’s salary history from the applicant or their current or former employers. Once an offer of employment and terms of compensation has been extended and accepted, employers are permitted to access this information to confirm salary history.
• Employers Affected: Employers and employer’s agents.

District of Columbia

• Type: Salary History Ban
• Location: District-wide
• Law: District Personnel Instruction No. 11-92 went into effect in November 2017.
• Requirements: Prohibits district government agencies from inquiring into a candidate’s salary history unless the candidate brings it up after an offer of employment has been made.
• Employers Affected: District government agencies.

Hawaii

• Type: Salary History Ban
• Location: Statewide
• Law: B. 2351went into effect in January 2019.
• Requirements: Employers may not inquire into applicants’ salary history or rely on the salary history when determining compensation during the hiring process.
• Employers Affected: Per the Act, employers are defined as an employer, employment agency, employee, or agent thereof.

Illinois

• Type: Salary History Ban
• Location: Statewide
• Law: 101-0177 went into effect in January 2019 and was updated in September 2019.
• Requirements: Employers may not inquire into the compensation history of candidates but are permitted to discuss salary expectations.

• In 2018, Chicago issued an order that prohibited city departments from asking about applicant salary histories.
• Employers Affected: All employers.

Maine

• Type: Salary History Ban
• Location: Statewide
• Law: LD278, an amendment to the Maine Human Rights Act, went into effect in 2019.
• Requirements: Employers may not inquire about candidates’ current or previous salary history directly or indirectly through an employment agency. However, if a prospective employee chooses to disclose their wage history independent of any requests or prompting by the employer or employment agency, the employer or agency is permitted to confirm this information before an offer of employment is made.

• Employers also cannot prohibit employees from sharing their own wages or asking into or disclosing information about another employee’s compensation.
• Employers Affected: All employers.

Maryland

• Type: Salary History Ban
• Location: Statewide
• Law: House Bill 123 went into effect in 2020.
• Requirements: Upon request, employers must provide applicants with the wage range for the position they applied for. Employers may not retaliate or refuse to interview, hire, or employ applicants if they do not provide salary history or requested salary information for the position they applied for.

• Employers also cannot prohibit employees from sharing their own wages or asking for or disclosing information about another employee’s compensation.

• Employers Affected: All employers.

Massachusetts

• Type: Salary History Ban
• Location: Statewide
• Law: Equal Pay Act (MEPA) went into effect in 2018.
• Requirements: Employers may not request salary history or screen candidates based on that information. However, if the applicant voluntarily provides this information or an offer of employment has been extended, they may confirm their prior wage history.
• Employers Affected: All employers.

States That Have Prohibited Salary History Bans

• Michigan
• Wisconsin

States with no pay transparency laws

• Alaska
• Arizona
• Arkansas
• Florida
• Idaho
• Indiana
• Iowa
• Kansas
• Minnesota
• Montana
• Nebraska
• New Mexico
• North Dakota
• Oklahoma
• South Dakota
• Tennessee
• Texas
• West Virginia
• Wyoming

What Employers Need to Know

Employers need to familiarize themselves with their respective state’s current pay transparency policy before implementing any type of disclosure rules within their organization. Employers should also ensure they comply with federal anti-discrimination regulations regarding employee compensation decisions and consider conducting an internal audit of current employee compensation practices if needed. Finally, organizations should establish clear communication protocols so that employees know which types of conversations are appropriate when discussing salary information internally amongst colleagues or externally with job applicants or recruiters.

Conclusion:

Pay transparency laws are becoming increasingly common across the United States to promote pay transparency, foster equity in salary practices, and reduce salary disparities between genders, races, and other categories. It is essential for businesses operating in states with these types of regulations to understand what they entail and take steps necessary to remain compliant —or risk facing serious financial penalties or lawsuits designed to protect workers’ rights. By taking proactive measures now, employers can avoid costly legal issues down the road.

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.

Disclaimer

This information is purely for educational purposes and is not intended to be used as legal advice. Please consult your legal counsel for any questions related to your business practices and policies related to applicable laws.

​​

The post Astrix Scientific Staffing Blog – A Guide to State Pay Transparency Laws for Employers Part 1 appeared first on Astrix.

They seemed equally enthused about the opportunity, and you follow up with them for the next steps and wait for their response. Days go by, no email responses, and they are not answering your calls.

What happened? You have been ghosted.

What is candidate ghosting?

In the recruiting process, ghosting happens when a candidate suddenly stops responding to communication without any explanation. Ghosting can be hard to understand and frustrating as it doesn’t provide closure. However, there are ways of dealing with candidate ghosting during a recruiting process.

According to people analytics company, Visier, 84% of candidates have ghosted an employer or potential employer in the past 18 months. Why do candidates ghost, and what can employers do to prevent this from happening in the future?

Why are candidates ghosting?

Candidates might ghost due to a variety of reasons. Data from Lighthouse Research & Advisory states the three main reasons candidate ghost employers are:

1. They were no longer interested in the role/company after learning more.
2. They accepted another job.
3. A complicated and long hiring process.

No matter the reason, candidate ghosting can be frustrating and time-consuming for employers. Recruiting and HR teams spend time and resources researching potential candidates, only to find out that those candidates have gone dark when it’s time to take the next step in the hiring process.

What can employers do to prevent candidate ghosting?

Employers can take steps to prevent candidate ghosting and ensure that their recruiting process runs smoothly.

1. Keep up with candidate communication:A study by greenhouse found that 58% of candidates expected to hear back from employers within 1 week or less after their initial application.

• • Respond promptly, within 24 hours of receiving an email or candidate call, as candidates who experience delays in communication may be more likely to become disengaged during the recruitment process.

2. Offer transparency: Provide clear information about the candidate’s job details, company culture, and expectations throughout the recruitment process so they know what to expect if hired.

• • Additionally, ensure your team communicates openly and honestly with candidates about any potential delays or changes in the timeline due to unforeseen circumstances such as onboarding freezes or internal hiring processes. This helps build trust between employers and job seekers.

3. Be flexible: Offer flexible candidate interview dates and times when possible so that candidates do not feel pressured to take time off from work or other commitments.
4. Streamline your hiring process: According to the 2022 talent access report from SHRM, it takes 54 days to fill non-executive roles on average. 45% of job seekers statedthat they have ghosted when the hiring process takes too long.

• • Employers need to focus on speeding up the candidate screening and interviewing process by avoiding unnecessary steps or tasks.

Candidate ghosting is common during the recruiting process, but it can be prevented with proper candidate communication and an efficient hiring process. Employers need to provide timely communication, transparency, and flexibility throughout the recruitment process to foster relationships with candidates and reduce candidate ghosting.

Key Takeaways:

• Candidate ghosting happens when a candidate suddenly stops responding to communication without any explanation.
• The three main reasons candidates ghost employers are: they were no longer interested in the role/company after learning more, they accepted another job, or a lengthy hiring process.
• Employers can prevent candidate ghosting by keeping up with candidate communication, offering transparency, being flexible, and streamlining the hiring process.
• Providing timely communication, transparency, and flexibility throughout the recruitment process will help foster relationships with candidates and reduce candidate ghosting.

Conclusion

The recruiting process can be complex, but candidate ghosting doesn’t have to be an issue. Employers should focus on making sure they provide timely communication, transparency, and flexibility during the recruitment process to build strong candidate relationships and prevent candidate ghosting. Your team should look for ways to make your job postings more attractive and streamline the hiring process so that it is quick and efficient for you and your potential candidate. With these measures implemented, employers can ensure an effective recruiting process without worrying about being ghosted.

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.

The post How To Prevent Candidate Ghosting appeared first on Astrix.

When writing job descriptions, there are seemingly little-known techniques that can turn your job postings into irresistible magnets for the right candidates. If you’re seeking quality over quantity and prefer to hire for longevity, then these four insider tips can shorten the interval between getting the attention of – and obtaining —the talent who’ll happily choose your organization.

1.    Organizational Attractiveness

Just as people emit pheromones that attract others to them, organizations can attract desirable candidates by broadcasting aspects of their culture that will resonate. The best candidates are looking for more than a paycheck with a specific number; they are looking for a cultural fit. No company is for everybody, so it pays to re-interview your best employees about what turned their heads and to put those elements at the top of your job description. The candidates you’re looking to attract will decipher these terms and be drawn to your company culture more quickly than the salary and benefits package alone.

2.    Your Organization’s Mission

People want to join organizations that align with their mission and values. In an era when professionals can change jobs with minimal disruption to their lives and lifestyle, their decision to stick and stay can be based on—and even reinforced by—their agreement with their employer’s mission and role in their respective industry. Once your organizational culture has attracted the attention of your desired candidate, you can solidify their interest by describing their role in accomplishing the organization’s mission AND, by extension, the organization’s impact on the industry and society.

3.    Make the First Impression Count

There is a lot of competition for top talent, and you never get a second chance to make that critical first impression, so make yours count. Candidates actively or even passively looking for jobs review and receive multiple opportunities daily. Job descriptions must withstand a go-no-go scan to ensure you are capturing their attention right away. With the correct job description, candidates should be able to immediately see the hallmarks of your organizational culture and determine that they can dedicate their daylight hours to your mission’s success.

Pro tip: Don’t blow the deal by speed-bumping the compensation details. For the right candidate, the compensation merely needs to be in broad alignment with their expectations. 

• This is because, lately, more of the intangibles are turning candidates’ heads than a relative few bucks here and there. These intangibles include location, lifestyle, and management style. If you have a good story to tell about these, the money can be incidental. If you have a weak story to tell, money won’t make a difference.

4.    Share the Recipe for Success

Finally, and this is key, the most effective job descriptions spell out the ingredients of the candidate’s future success in the role. Rather than being a wish list or a laundry list of expectations, writing the qualifications in terms of how the role will enable success for your organization and the benefits the candidate will obtain in the role will entice and engage the right candidate.

Writing the roles and responsibilities in a way that is not exhaustive but instead easy to comprehend will convey that, for the right candidate, this will be refreshingly challenging and benefit their professional and personal goals in the long run.

Optimism about the desired candidate’s ability to take the responsibilities in their stride will convey that your organization is reasonable about expectations. The candidate will feel well-supported—which is the final piece of the puzzle for many people: the sense that they are working with an organization that understands their role, function, value, and abilities to enjoy a good work-life balance. 

Expert Insider Tip

There is an art to the science of creating job descriptions, so it can be smart to have them written by your creative or marketing team. Job descriptions are selling your organization to superstars whom you want to join your organization. Marketing professionals accustomed to selling your services and products are an often-overlooked resource. They can make a real difference in conveying intangible attributes of your culture, mission, and career opportunities.

Follow these four strategies, ask your team to polish or revamp your job descriptions, and you stand an improved chance of attracting and engaging candidates who will be happier, more effective, and real game changers to your organization’s success.

How Astrix can help

Recruiting and hiring quality scientific staff is challenging and time-consuming for organizations. A key part of this challenge is finding ways to make your job descriptions compelling and appealing to the right candidates.

You are not alone. However, if you work with the right staffing partner, there is a way to make this easier.

At Astrix, we specialize in finding and placing top scientific talent with the right organizations. We have a deep understanding of the scientific job market and what motivates candidates to make a move. We can help you write compelling job descriptions that will capture the attention of the right candidates.

In addition, we can manage your entire recruiting and hiring process from start to finish so that you can focus on your core business.

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.

The post 4 Tips to Writing Job Descriptions appeared first on Astrix.

But what does this shift mean for the workforce? How are employees responding to these changes – and what does it mean for your business? In this blog post, we will look at how ESG is becoming a driving force in hiring and retention and what you can do to ensure that your business is prepared for this shift.

What is ESG?

ESG stands for environmental, social, and governance. These are the three main pillars used by investors to screen potential investments.

The Three Pillars of ESG

• Environmental Factors:Most people think of “Going Green” when they hear environmental factors, but it encompasses much more than that. It also includes a company’s treatment of water resources, air pollution, climate change, and waste management. Sustainability needs to be part of the overall business strategy to be considered an environmentally friendly company. For example, a company might use recycled materials in its products or invest in renewable energy sources.
• Social Factors:Social factors consider how a company treats its employees, customers, suppliers, and other stakeholders. This can include employee retention rates, workplace safety records, equal opportunity policies, charitable donations, and customer satisfaction scores.
• Governance Factors:Governance factors look at how a company is managed and run. This includes the board of directors’ composition, shareholder rights, executive compensation packages, and disclosure of financial information.

What Is an ESG Rating?

An ESG rating measures a company’s performance on environmental, social, and governance issues. These ratings are provided by third-party organizations and can be used by investors to assess a company’s risk profile.

There are many different rating systems, but they all use similar methodologies. First, data is collected on the company in question. This data can come from financial filings, sustainability reports, media articles, and other public sources. Once the data has been collected, it is analyzed and compared to industry norms. Finally, a rating is assigned to the company based on its performance.

Why Are ESG Ratings Important?

ESG ratings are important because they provide investors with valuable information about a company’s risk profile. In the past, environmental and social issues were often seen as “non-financial” factors that did not impact a company’s bottom line. However, we are now seeing that these issues can have a significant financial impact on businesses.

What Does This Mean for Businesses?

Companies are focusing more on environmental and social issues to attract and retain talent. They are also under pressure to improve their governance practices to win over investors.

On May 25th, 2022, the Securities and Exchange Commission (SEC) proposed improving climate-related disclosures in annual filings and registration statements. This joins the ESG disclosures proposed by the European Union (EU) and the International Sustainability Standards Board (ISSB).

The SEC’s proposal focuses on how climate risks are identified, assessed, managed, and disclosed; the financial impact of severe weather and other natural events and transition activities; and greenhouse gas emissions (GHG).

There are a few things that businesses can do to prepare for this shift:

1. Educate yourself on the topic of ESG. This will help you understand the issues that matter most to employees and investors.
2. Conduct an audit of your company’s current ESG performance. This will help you identify areas where you need improvement.
3. Develop a plan to Incorporate ESG principles into your business strategy. This will ensure that you are prepared for the future of business.
4. Communicate your plan to employees, investors, and other stakeholders. This will build trust and confidence in your company.
5. Implement your plan and track your progress. This will help you continuously improve your ESG performance.

The SEC’s proposal is just one example of the changes happening in the business world. It’s clear that companies need to start paying attention to ESG factors if they want to stay ahead of the curve.

Why does ESG matter to employees?

The workforce is changing. One of the most important ways that ESG is impacting the workforce is in hiring and retention. The workforce will be primarily made up of Millennials and Gen Z by 2029. These generations are more environmentally and socially conscious and more likely to consider a company’s ESG policies when making job decisions. According to a study by MarshMclennan, companies with higher ESG scores were more favorably rated for employee satisfaction and attractiveness compared with others.

This highlights that an increasing number of employees are looking for ways to impact the world positively. They’re not just interested in earning a paycheck – they want to know that their work is making a difference. To get ahead of the shift, employers must begin adjusting their practices to fit these changing expectations.

Benefits of ESG initiatives

There are several benefits that businesses can experience by incorporating ESG into their operations. These benefits include:

• Increased brand value and reputation – A company seen as a leader in environmental, social, and governance issues will have a better reputation with consumers and other stakeholders. This can lead to increased brand value and customer loyalty.
• Improved financial performance:ESG initiatives can often save businesses money. For example, energy-efficient buildings cost less, and companies that invest in employee retention programs often see lower turnover rates. In addition, many investors now consider ESG factors when making investment decisions. As a result, companies with strong ESG ratings may be able to access capital at lower interest rates.
• Attraction and retention of top talent:More and more millennials are entering the workforce and looking for companies that share their values.

Conclusion

Environmental, social, and governance (ESG) initiatives are becoming increasingly important in hiring and retention rates – especially among millennial and Gen Z workers. If your business wants to stay competitive in today’s market, you need to ensure that you have strong ESG practices in place. Fortunately, implementing such procedures isn’t as difficult or expensive as you might think; even small businesses can make a significant impact by implementing simple yet effective sustainability initiatives.

How Astrix can help

As you embark on your ESG program and use it as a hiring and retention tool, it’s important to gain insight and advice from hiring experts. Working with a staffing agency like Astrix can help you find candidates who are aligned with your company’s values. We can also provide you with tips and resources to help you attract and retain the best talent. Contact us today to learn more about how we can help you find the right talent for your business.

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 How ESG Initiatives Are Impacting the Workforce appeared first on Astrix.

Recent Research by The National Institutes of Health

Simple Blood Test May Thwart a Complicated Cancer

The liver helps our bodies metabolize food, break down toxins, and produce essential proteins and enzymes. However, when cancerous cells develop within the liver, they can cause an overproduction of these substances, leading to a build-up in the blood and severe health problems. Often, these conditions go unnoticed until the disease has progressed to a more advanced stage, where treatment options are limited.

A study by senior IRP investigator Dr. Xin Wei Wang and his NIH research team has found a simple blood test that can predict cancer risk.

“The technology is getting better and better, allowing us to detect a tumor as small as one or two centimeters,” Dr. Wang says, “but even at this size, some tumors are already pretty aggressive. We think the cancer may actually occur years before symptoms or visible tumors appear.”

The most frequent type of liver cancer, hepatocellular carcinoma (HCC), is usually caused by hepatitis B and C. However, not all people infected with the viruses develop HCC. This may be due to how their body’s immune system responds to viruses. Dr. Wang and his team believed that variations in immunity might produce diagnosable biomarkers showing a person’s likelihood of developing cancer.

The researchers used a new technology called VirScan to compare blood samples from

899 individuals enrolled in a long-term study of liver cancer conducted by the National Cancer Institute (NCI) and the University of Maryland against 1,000 viral strains in the library. The researchers found that people who had previously contracted viruses (other than hepatitis B and C) were more likely to develop HCC. They also created a blood test that can measure an individual’s risk of developing HCC based on the presence of antibodies.

Based on their findings, the team believes their blood test can identify high-risk HCC patients seven years before diagnosis. If the researchers’ findings are correct, doctors may someday use this test to determine which patients need to be monitored closely for HCC. Catching it early would enable treatment to begin as soon as the disease appears.

Although the sample size in the study was small, Dr. Wang says the results are encouraging, and his team plans to test the novel blood test in 6,000 people for liver cancer diagnosis prospects.

“I was surprised,” Dr. Wang said of the positive results. “We were able to identify many of the viral features that actually show an association with HCC and compare them to those not related to liver cancer. This was very exciting, because we didn’t really expect it.”

Taming Unruly Stem Cells to Enhance Eye Research

New IRP research could make it easier to grow organoids that Mimic the eye’s retina. Scientists have relied upon flat collections of a single cell type for their experiments up until now, but these three-dimensional structures more closely resemble reality. They have distinct layers containing all the major cell types found in human retinas. This study can accelerate discoveries about many vision-impairing diseases, such as macular degeneration.

“A retinal organoid is as close to being a retina in a dish as we’ve ever had,” says IRP senior investigator Tiansen Li, Ph.D., the new study’s senior author.

Scientists can create an unlimited number of cell lines with specific properties by taking skin or blood cells from a patient and turning them into induced pluripotent stem cells (iPSCs). These cell lines allow researchers to investigate the root cause of a person’s vision problem by growing retinal organoids with the same genetic mutations as the patient.

In the new study, Dr. Li’s team added nicotinamide (a form of vitamin B3) to their process for turning iPSCs into retinal organoids to study its effects. Nicotinamide has previously been used to encourage iPSCs to develop into the retinal pigment epithelium (RPE).

The IRP researchers exposed stem cells from eight different cell lines to nicotinamide for either eight or twenty-one days. They found that treating stem cells with nicotinamide for eight days significantly increased the yield of retinal organoids from all cell lines, including those that produced very few organoids without nicotinamide. The three-week treatment also yielded more promising results for some cell lines but decreased for one.

“During development, cells are influenced by their intrinsic programs, obviously, but also by external environmental cues,” Dr. Li explains. “These cues act at defined time points, so a cue that does one thing at one point in time, two days later might do the opposite. That applies to nicotinamide as well. If you apply it for an extended duration, it might overstay its welcome.”

The study also explained how nicotinamide encourages iPSCs to develop into retinal organoids. In the early stages, stem cells treated with the drug quickly transformed into an immature neural cell form that could potentially become a retinal cell.

Nicotinamide is a popular and affordable drug that has the potential to become a standard part of labs’ procedures for producing retinal organoids. When scientists use it to facilitate the creation from stem cell lines, they could find it much easier to make discoveries about many diseases affecting vision because more organoids would be successfully created.

“We continue to gather data to support the validity of this approach, and our hope and expectation is that the entire field will adopt it, just as they adopted other standardized and widely used additions to retinal organoid production,” Dr. Li says. “I would like to see it used in everybody’s procedures in the next few years. That would make me very happy.”

Hair straightening chemicals associated with higher uterine cancer risk

3% of all new cancer cases are uterine cancer, making it the most common type of female reproductive system cancer. In 2022, there will be an estimated 65,950 new cases of uterine cancer. According to a recent study by researchers at the National Institutes of Health (NIH), women who use chemical hair straightening products have a higher risk of developing uterine cancer than women who do not report using these products.

The study drew data from 33,497 U.S. women ages 35-74 who participated in the Sister Study conducted by the National Institute of Environmental Health Sciences (NIEHS), part of NIH, to identify risk factors for developing breast cancer and other health conditions. The study followed the women for over a decade, during which 378 were diagnosed with uterine cancer.

The researchers discovered that women who frequently used hair straightening products were more than twice as likely to develop uterine cancer in the future compared to those who didn’t use them.

“We estimated that 1.64% of women who never used hair straighteners would go on to develop uterine cancer by the age of 70; but for frequent users, that risk goes up to 4.05%,” said Alexandra White, Ph.D., head of the NIEHS Environment and Cancer Epidemiology group and lead author on the new study. “This doubling rate is concerning. However, it is important to put this information into context – uterine cancer is a relatively rare type of cancer.”

The study found that approximately 60% of self-identified Black women reported using straighteners in the previous year. Although no relationship was found between straightener use and uterine cancer incidence by race, adverse health effects may be more common for Black women due to the higher prevalence of use.

“Because Black women use hair straightening or relaxer products more frequently and tend to initiate use at earlier ages than other races and ethnicities, these findings may be even more relevant for them,” said Che-Jung Chang, Ph.D., an author of the new study and a research fellow in the NIEHS Epidemiology Branch.

Hair products that contain chemicals, specifically straighteners, could be more dangerous than other personal care items because they are absorbed through the scalp. Additionally, burns and lesions caused by straighteners may further increase the absorption of these chemicals.

3D map reveals DNA organization within human retina cells

The genome topology of the human retina has been largely uncharacterized. Scientists at the National Eye Institution (NEI) have created a high-resolution map of chromatin interactions in the human retina, using Hi-C, a tool used to study 3D genome organization.

Chromatin fibers are structures that package 3 billion nucleotide-long DNA molecules into compact structures that fit into chromosomes within each cell’s nucleus. By understanding this comprehensive gene regulatory network, researchers can gain insights into the regulation of gene expression in general, and in retinal function, in both rare and common eye diseases.

“This is the first detailed integration of retinal regulatory genome topology with genetic variants associated with age-related macular degeneration (AMD) and glaucoma, two leading causes of vision loss and blindness,” said the study’s lead investigator, Anand Swaroop, Ph.D., senior investigator and chief of the Neurobiology Neurodegeneration and Repair Laboratory at the NEI, part of the National Institutes of Health.

By studying the chromatin topology map in combination with data on retinal genes and regulatory elements, they found patterns of interaction at retinal genes that suggest how 3D chromosome organization plays a vital role in regulating genes specific to certain tissues. They also found that 35.7% of gene pairs interact through a chromatin loop in humans and mice.

“Having such a high-resolution picture of genomic architecture will continue to provide insights into the genetic control of tissue-specific functions,” Swaroop said.

By combining the chromatin topology map with data on genetic variants, researchers could pinpoint specific genes that are likely causal in diseases like AMD and glaucoma, which are leading causes of vision loss and blindness. The integrated genome regulatory map will also assist in evaluating genes associated with other common retina-associated diseases.

Findings Suggest COVID-19 Rebound Not Caused by Impaired Immune Response

A study published in Clinical Infectious Diseases recently found that it is unlikely weakened immune responses cause COVID-19 rebound. The study, led by scientists at the National Institute of Allergy and Infectious Diseases (NIAID), aimed to understand better the characteristics of COVID-19 rebound in patients that had taken nirmatrelvir/ritonavir (Paxlovid), an antiviral therapeutic developed by Pfizer, Inc. and how SARS-CoV-2 affects white blood cells.

The Centers for Disease Control and Prevention (CDC) defines a COVID-19 rebound as either a return of symptoms or a new positive viral test result after having tested negative. The study selected 8 adult patients enrolled in an ongoing COVID-19 study at the NIH Clinical Center in Bethesda, Maryland, and other local hospitals. All patients in the study had been vaccinated and boosted for COVID-19 and did not experience any serious illness that required hospitalization after getting the initial or rebound infection.

Researchers found no evidence that genetically mutated strains of SARS-CoV-2 caused participants to experience COVID-19 rebound after taking Paxlovid. Also, no evidence suggests that these individuals had delayed development of antibodies. The researchers found that robust SARS-CoV-2 T-cell responses were present in rebound patients. It was determined that, on average, the level of T-cell response was more significant in rebound patients than in early acute COVID-19 patients. The latter did not experience a rebound effect. Out of the eight participants, only one rebound patient had infectious SARS-CoV-2 detected by viral culture.

The findings suggest that the robust cellular immune response could partially drive residual viral RNA throughout the respiratory tract rather than an impaired immune response allowing viral replication. The current data strongly suggests that patients who experience symptom relapse should be isolated, and those with weakened immune systems should be given extended courses of Paxlovid. The authors also noted that further studies must be conducted to understand the clinical significance and far-reaching effects of COVID-19 rebound.

Upcoming Events:

Astute Clinician Lecture with Dr. Steven Holland

Wednesday, November 2, 2022, 2:00 to 3:00 pm

Working Towards Equity in Genomic Medicine: A Clinician-Investigator’s Perspective (Registration Required)

November 7, 2022, 3:00 – 4:00 p.m. ET

32nd Annual Nathan W. Shock Award Lecture

November 10, 2022, | 1 -3:45 p.m. ET

Advancing the Science of Community-Engaged Health Disparities Research

November 14 – 15, 2022 | Virtual 11 am – 4 pm ET

Using New Definitions and Tools to Support Alcohol Recovery

December 6, 2022, | Noon-1:15 p.m. ET

2023 NCI RNA Biology Symposium

Thursday, April 27, 2023, to Friday, April 28, 2023 (register by April 23

The post The National Institutes of Health (NIH) Research Updates – November 2022 appeared first on Astrix.

1.   Boston, MA

With over 30 colleges and universities and home to the most number of life science companies, Boston is a hotbed of activity for life science professionals. According to the 2022 industry Snapshot report by The Massachusetts Biotechnology Council (MassBio®), In Massachusetts, the life sciences industry employs 106,704 people with an average annual wage of $201,549. This totals $21.5 billion in total wages for the state. The city’s strong reputation in the medical field helps attract top talent from around the world, and its central location makes it easy to conduct business with other East Coast cities.

2.   Greater DC and Baltimore, MD

The life sciences industry in Greater DC and Baltimore has seen a significant resurgence in recent years. In 2012, the Maryland General Assembly passed legislation to create the Maryland Biotechnology Investment Tax Credit, which provides a refundable tax credit of up to $250,000 for qualifying life science companies. This incentive has helped attract many new life science companies to the region. The number of life science establishments in Greater DC increased by 21% from 2010 to 2016, and employment in the life sciences sector grew by 11% during that period.

The D.C. metro area was ranked second on CBREs’ listing of life science clusters in 2022, adding to its significant growth and attention in the life sciences industry.

3.   San Francisco, CA

The San Francisco Bay Area is home to some of the world’s leading life science companies. It is one of the largest science markets in the U.S. Home to top life science companies such as Genentech and Gilead Sciences, the region’s expansive and well-educated labor pool provides a steady supply of qualified workers for these and other growing businesses. In addition, the Bay Area’s proximity to Asia and Europe makes it easy to do business with international partners.

4.   New York/New Jersey, NY

The New York metropolitan area, which includes New York City and New Jersey, is a leading region for jobs and funding in life sciences, according to a recent report comparing the NYC metro area to other metro regions. The cities are home to many different hospitals, research institutions, and pharmaceutical and biotech companies.

Gov. Kathy Hochul and Mayor Eric Adams recently announced that a $1.6 billion state-of-the-art life sciences hub on East 25th Street and First Avenue in Kips Bay would soon be open to the public. This Science Park and Research Campus provides top-of-the-line facilities for 4,500 City University of New York students and boasts an ambulatory care center, a Health + Hospitals training center, and a health care and sciences high school, amongst others! Officials say that the city and state jointly fund this project with additional private investment from various sources.

5.   San Diego, CA

San Diego is widely recognized as a hub for biomedical research, thanks partly to leading research institutions like Scripps Research Institute, UC San Diego School of Medicine, and Salk Institute. The city’s large life science industry also provides plenty of job opportunities for those with the right skills and qualifications. According to a report by CBRE:

• The total number of employed people in the life sciences industry in San Diego was 70,700 as of Q2 2022.
• Scientific R&D saw an increase of 8,500 (+23.6) since February 2020; this reflects ongoing growth for the life sciences sector, even during a pandemic.

6.   Raleigh-Durham, NC

The Raleigh-Durham-Chapel Hill area of North Carolina is known as the Research Triangle. This name comes from the three major research universities nearby—Duke, the University of North Carolina at Chapel Hill, and North Carolina State University. In addition to being a hub for education, the Research Triangle is also home to many technology and biotech companies. The city’s cost of living is also 7% lower than the national average, making it an attractive option for life science professionals looking to relocate from more expensive East Coast cities like Boston and New York.

7.   Los Angeles / Orange County, CA

The Los Angeles / Orange County region is home to several life science companies and research institutes, including Amgen, Allergan, and UC Irvine. The area has also seen a significant amount of life science investment in recent years, with nearly $1 billion invested in the life sciences in 2017 alone.  The region’s large and diverse population also provides a ready pool of qualified workers for life science companies.

8.   Philadelphia, PA

Greater Philadelphia is ranked among the top 10 life sciences markets in the United States. The region is home to world-class research institutions, breakthrough medical treatments and technology inventors, and 15 primary health systems. Biopharmaceutical leaders, including AstraZeneca, Bristol Myers Squibb, GSK, Johnson & Johnson, and Merck, are just some of the 1,200 life sciences companies in Greater Philadelphia.

The tri-state area is a national leader in clinical trials, adding to its strong presence in the life sciences field.

9.   Seattle, WA

Seattle is home to leading life science companies like Merck & Co. and a number of world-renowned research institutions like Fred Hutchinson Cancer Research Center. According to a report by Life Science Washington, almost $5.1 billion was invested in state biotechnology, medical technology, and digital health companies last year across all phases of development. The city’s location on the West Coast makes it easy to do business with Asia Pacific markets, and its booming economy provides ample opportunities for career growth.

10.       Chicago, IL

The life sciences industry in Chicago is booming, thanks to the city’s strong academic and research institutions and its growing reputation as a hub for startups and life science companies. According to a report by Crain’s Chicago Business, life science employment in the Chicago region grew by 21% from 2011 to 2016. The city is also home to several major life science organizations, including the Illinois Biotechnology Industry Organization (iBIO), the Chicago Biomedical Consortium (CBC), and the Illinois Medical District (IMD).

Bonus Location

11.       Denver, CO

Denver is quickly becoming a hub for life science activity and ranked No. 11 on CBRE’s listing of life sciences clusters. The city is home to many life science organizations, including the Colorado BioScience Association and the University of Colorado Denver’s Anschutz Medical Campus. These organizations offer networking and career development opportunities for life science professionals in the area. In addition, the University of Colorado Denver provides several life science-related degree programs, making it an attractive option for those looking to further their education.

Conclusion

The life sciences industry is booming in the United States, and many cities are emerging as life science hubs. These cities offer a variety of opportunities for life science professionals, from access to world-class research institutions to a growing number of life science startups and companies. These cities are worth considering if you’re looking to further your career in the life sciences.

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