Stacey Vail, MBA’s Post

I might not have all the answers right away. But... what's more important? Owning that and asking the right questions. I love recruiting in evolving Life Sciences areas that are growing quickly. The problem, however, is that the landscape is full of start-ups fighting against a handful of larger players. That said… talent with skills in said evolving Life Sciences spaces have a lot of question marks on their mind. As they should! So, over the years, I’ve been building question banks on Notion. Each question bank is tailored to a specific area of Life Sciences that I regularly recruit within. These questions have come from: [1] My own noggin [2] Interviewing candidates [3] The bosses/leaders looking to hire them [4] Research papers [5] Articles, News, Youtube, Reddit, X, etc [6] Key Opinion Leaders Whenever I receive a new question related to a different domain, I pop it in the appropriate folder. So… When I took on a new business development role in OoC last Friday, I knew exactly what to ask the hiring manager. This results in fewer uncertainties for the candidates I interview because I have (almost) all the answers ready. It also speeds up the interview process and enhances my outreach messages / response rates. They also help hiring managers better define their roles... which is often a rushed part of the process. It assists them in figuring out precisely what they are looking for in a new hire.👩🔬 And that’s what a Life Sciences recruiter should help you do.

You’re looking at the future of hiring. Amy is applying for a job and her application earned a 92% fit with the open position. It’s not her resume, references, credentials or work experience - it’s her character. Great hires like Amy are hiding in plain sight. Our patented technology saves time, expands your talent pool and helps your hiring manager deeply understand the person behind the resume. Let’s work together so you can watch new hires perform better, onboard faster, stay longer and treat your customers right.

Little tidbit I wanted to share that may be helpful for anyone currently in the recruiting process... :) When I'm interviewing potential new hires, asking "scenario based" questions is a great way for me elicit "20% thinking" in people. What is 20% thinking? Core to our values at Genies, we believe that MOST people can come up with decent solutions to any given problem. If you pull 10 people off the street, at least 8 of them will likely propose similar solutions. That's not necessarily bad, but the most difficult problems usually require a level of thought that not many people possess. That's where 20% thinking comes in. It's difficult to find people who are capable of this type of critical thought, which is essentially just a level of obsession and detail-oriented thinking that either takes years of experience to perfect or an unwavering passion for a particular problem. The true talent lies in having both. How can you detect this type of thinking, though? Instead of asking the usual questions (what are your strengths, weaknesses etc), put them in a scenario that will illuminate how they think in real time and what their raw process of thinking is. These situations are more akin to how someone will be working on a daily basis anyways, rather than scripted responses that may be hiding their authentic nature. #genies #avatars #businessadvice #recruiting #hiring

Hire for slope, not y-intercept. Instead of focusing solely on a candidate's current skill level (their y-intercept), prioritize their potential (their slope). Jenna joined our team as a director of operations, managing our supply chain. On paper, her experience was primarily focused on that specific area. But what set Jenna apart wasn't just her existing skills – it was her ability to learn, adapt, and take on new challenges. In just two and a half years, Jenna has expanded her role dramatically. She's built out multiple teams, and risen from a director-level position to VP, with a huge chunk of the company now reporting to her. Jenna embodies what it means to have a steep learning curve – a high slope. So how do we identify these high-slope candidates? Here are a few key things we look for: 1. Metrics-driven mindset: Candidates who can quickly and confidently discuss their contributions, backed by specific metrics and data. 2. Thoughtful career moves: We want to understand the reasoning behind each career decision. What was the intention? What did they learn? 3. Problem-solving orientation: We're looking for people excited by complex challenges, not deterred by them. 4. Cultural fit: This goes beyond just being friendly. We want team members who align with our mission and values. They act like and become true owners. Our hiring process has evolved significantly since our early days. We now have a multi-stage approach that includes role proposals, scorecards, and even a "top-grading" interview technique where we deep-dive into a candidate's work history. Towards the end of the interview process, we actually try to talk candidates out of joining. I call this the “anti-sell.” We lay out all the challenges and complexities of working in our industry. Those who lean in are often our best hires.

In our quest to find the best talent, whether as a hiring manager, recruiter or a stakeholder, these four practices can make a difference. Firstly, acknowledge individual ambitions: The job specification is the first step, not the complete picture. Job seekers carry their own objectives. The most exceptional individuals are those whose career and personal aspirations align with your vision. Secondly, champion enduring connections: Hiring for immediate needs shouldn't blind us from the power of network and relationship longevity. This rings true regardless of whether a candidate eventually joins your roster. Thirdly, harness the power of technology for personal touch-points: Technology isn’t exclusively cold and impersonal. Accurate tools, when used correctly, can unlock individualized communication styles and preferences, leading to a candidate-friendly experience. Lastly, value-alignment is critical: A gifted individual whose principles don’t align is a mismatched puzzle piece. Don’t undervalue the role of shared values. At Benchmark Search, our top priority is consistently striking the right balance between the candidate’s journey and our client’s expectations. We strive to value every individual beyond their job description.

“Why is hiring so hard right now?!” If you’re struggling to find and keep top talent, our suggestion is to break the problem down into smaller parts and look at each one. Think of the hiring process in five stages. Discover: Candidates may be searching for a job type, skill, feature, benefit, industry, or specific employer. Consider: Candidates will be conducting research about your company, specifically. Apply: Candidates will expect to be treated as individuals and professionals throughout the application process. Hire (Offer, Hire, Onboard): Candidates will continue to expect clarity and excellence, and will expect to be treated as individuals. Retain: Employees will want to be connected to your mission and treated as individuals. There are specific things you can do in each stage to improve your success. Click the link below to download our free guide: “Get A Hiring Advantage In Today’s Ultra-Competitive Market”. https://lnkd.in/d5U2HAt2

Your hiring process is scaring candidates away. But it doesn't have to be this way. Here's how to improve it in 4 easy steps: 👉 Make sure your job ads are exciting by highlighting company culture and values, not an endless list of responsibilities. 👉 Make sure candidates can apply in under 5 minutes. 👉 Speak to your candidates throughout the process! 👉 Aim to complete hiring within a few weeks. Each step matters. By creating a positive candidate experience, you'll see better talent retention and higher acceptance rates 👊 ------ If you want the best finance talent in Sydney, give me a shout. Follow for more insights.

How should a prospective candidate answer to the following questions from a hiring manager posted through a recruiter? "Do you know 1) why he changed from engineering to data? 2) at his level, does he want to do the exec work? " What is the most appropriate response to this question? And what does this hiring manager is implying? Please enlighten me with your thoughts. Thanks my fellow connections.

Stop the Hiring Headache: Ditch These Practices! - Overcomplicating the process with endless steps and applications. - Ghosting candidates and leaving them in the dark. - Relying solely on resumes that miss hidden potential. Streamline Your Hiring: Do This Instead! - Focus on skills and cultural fit, not just years of experience. - Utilize assessments and interviews that reveal potential, not just past roles. - Communicate clearly and keep candidates informed throughout the process. Strong tactics are good, but a smooth and efficient process is better. Don't frustrate candidates with a lengthy, confusing system. Make them excited about joining your team! What are some of the most frustrating parts of the hiring process for you? PS: Ready to simplify your hiring process? Let's chat! Book a free consultation today. Link in my description.

Outdated Practice: Stop overlooking experienced candidates just because they don't have a degree. With 20 or 30 years of industry expertise, the lack of a degree shouldn't hold someone back. If companies still follow these outdated standards, they risk losing exceptional people. Hire based on their experience, professional success, and attitude, not a piece of paper.