Kallum Saleem’s Post

You're moving too slowly! The most damaging thing you can do when you're hiring is to take your time making decisions. Good candidates have options, and will disappear if you don't snap them up. But making the wrong decision is even more costly. Here's how to balance good decision-making and speed for effective hiring decisions. #hiring #talentacquisition #planning #biotech #biotechnology

You're doing important work. I know you are, and so do you. But the people you're hiring might not, unless you tell them. Too often, companies don't sell their mission to the candidates they want to hire, and it costs them their chance of securing the very best talent. To help you avoid making this and other mistakes, I'm sharing my Three Key Principles for Hiring Brilliant People - come watch the full video at https://lnkd.in/ehuRQRza now! #hiring #talent #talentacquisition #biotech #biotechnology #drugdiscovery #drugdevelopment

BEFORE you start hiring for your next position, stop and do this! (And if you've started already, do it now...) As scientists, you know that defining the problem you're trying to solve is crucial - so why aren't you doing it when you're recruiting??? Come watch my guide that will save you hours of wasted time at https://lnkd.in/eu6DBMqN now. #hiring #recruitment #talentacquisition #biotech #biotechnology

Is Biotech back? Well, IDK I'm not a VC and have no real data other than my gut. But.... I see the signs. When the hiring market heats up the first group of candidates we see to become hard to hire are Sr. Research Associates. They have the skills and training to add value on day one by taking over the workflows that might be time sucks for a Sr. or Principal scientist. These candidates are "Goldilocks" candidates. where they're not too experienced to where they want to lead. But there also not too green to where you have to spend a ton of time training them on your workflows. They're bench science workhorses and the real MVPs of many teams. And we are starting to see this level of candidate get reabsorbed into hiring companies at a pretty fast rate. So, if you're hiring for a Sr. Research Associate level individual my advice is to move quickly on the candidates you like, odds are others will want these candidates as well. #movequick #biotech #sfbayarea

Hiring someone based only on their skillset is not a great idea – and here’s why. Skills can be taught, but Values? They’re pretty deep-rooted. If you can’t afford to lose 46% of your new hires in their first 18 months (and let’s face it, who can!) then you need to change things up. #hiring #values #talentacquisition #biotech #biotechnology

Something might be a priority to you, but not to me, or to the next person. We’re all different, right? Well, the same goes for the candidates you’re considering hiring. You need to understand what matters to them before you try and convince them to join your team, because otherwise, you could be pressing the button on something that holds no interest at all. What would be one question you’d ask a candidate to better understand them, and why they want a role in your company? Let me know in the comments below. #hiring #talentacquisition #biotech #biotechnology

After a prolonged decline in biotech job postings since Q2 FY22, a recent analysis by Jefferies indicates a potential turnaround for the #biotech sector in 2024. As job postings show signs of stabilization analysts note that this could signal confidence in future performance and potentially set the stage for a hiring rebound. Other positive indicators include an uptick in the biotech stock index, increased deal-making activity, and expectations of lower interest rates, all of which could contribute to the sector's resurgence. Lower interest rates forecasted by the Federal Reserve may further boost the sector, signaling optimism for growth and hiring in the coming year. As the sector continues to make a rebound, 2024 is poised for continued growth and exciting progress in biotech!

What if your hiring challenges aren't really about hiring at all, but about the clarity of the #skills you truly need for your team? When your #skillsblueprint is clear, the recruitment process becomes effortless. I frequently engage with #Biotech #C-level executives and #BiotechFounders. In our conversations about their hiring struggles, I often pose the question: "What if your hiring challenges weren't actually 'hiring problems'?" The response is usually a mix of confusion and contemplation. As an individual with a strong scientific and analytical background, and as a Founder and C-level executive managing multiple responsibilities simultaneously, I understand the struggle. We often envision the ideal candidate for our roles in terms of experience, context, and future needs. Yet, when we engage with potential hires, they somehow don't quite fit the bill, leaving us perplexed. The missing piece is often the lack of a structured, objective approach to defining our current and future skill requirements aligned with our strategic direction. Breaking down our hiring needs into skills, experience, and potential is crucial. A clear list of required skills not only streamlines the search process but also provides clarity on the right fit for your team. #skillsbasedhiring #theskillsmovement #lifesciences #biotech #medtech #pharma #STEMHiring

We will be hiring next quarter, I've been hearing a lot about delaying hiring until next quarter and I wanted to highlight why waiting until next quarter to hire top talent for your commercial team is a missed move! In the dynamic world of genomics and proteomics, the success of your commercial team is pivotal. Here's why delaying the hiring of the best talent until next quarter might not be the best strategy: Market Momentum: The genomics and proteomics landscape is witnessing unprecedented growth. Capitalize on the current market momentum by bringing in top-tier commercial talent now, ensuring your team is ready to capitalize on emerging opportunities. Relationship Building: Building strong relationships with clients and partners takes time. By onboarding key personnel now, you lay the groundwork for lasting connections that can be instrumental in driving sales and fostering long-term partnerships. Market Understanding: The genomics and proteomics market is evolving rapidly, with nuances that require a deep understanding. Hiring skilled professionals today ensures your commercial team is well-versed in the latest industry trends, giving you a competitive edge. Accelerate Revenue Growth: Hiring the best talent promptly accelerates your commercial team's ability to engage clients, drive sales, and boost revenue. Every quarter of delay could mean missing out on significant business opportunities. Competitive Advantage: Your competitors are actively vying for top talent. By acting decisively, you not only secure the best candidates but also preempt your competitors, positioning your company as an industry leader. Team Cohesion: Building a high-performing commercial team is a gradual process. Starting now allows your team to establish a cohesive and collaborative working environment, ensuring a smooth transition into the next phase of growth. While delays are sometimes unavoidable, it's crucial to weigh the potential impact on your commercial team's trajectory. Don't let the pace of the industry leave your team behind. The time to hire the best talent for your commercial team is NOW. #genomics #proteomics #team #talentacquisition #businessgrowth #salesleadership #biotech #marketopportunities #CompetitiveEdge

Improve your Biotech hiring process with these solutions: Lack of hiring resource, increased role specificity, heightened compliance obligations, and the ongoing war for top talent amongst your competitors are challenges faced by all start-ups in BioTech. Every decision impacts key performance and when you are building a company it is imperative to stay ahead and drive growth by implementing these solutions. 🔹 Standardization provides consistency 🔹 Empowered hiring managers deliver impact 🔹 Data creates efficiency 🔹 Technology removes the friction 🔹 Employer brand raises your profile #BioTech #Hiring #EmployerBrand #DataDriven #RecruitmentStrategies