Four benefits of using an external recruiter with deep industry insights and technical knowledge:
By outsourcing (parts of) the recruitment process, your team can conserve time and effort that would otherwise be spent waiting for applications, screening candidates, and conducting initial interviews.
MAKE BETTER HIRING DECISIONS
Every hire is very important. Leveraging cognitive assessments, an external recruiter can contribute to making data-informed decisions that significantly de-risk the hiring process.
This not only minimizes the chances of hiring the wrong person but ensures the selected candidate is a great fit for your company's culture and role, reducing turnover and enhancing team productivity.
ACCESS PASSIVE CANDIDATES
Leveraging their extensive network and deep industry knowledge, an external recruiter can actively engage and stimulate interest among candidates who may not be actively job-seeking. This proactive approach extends your reach beyond traditional channels, exposing your startup to a broad and diverse pool of experienced professionals.
As an impartial entity, an external recruiter can portray a comprehensive and honest image of your startup's culture, values, and opportunities. This unbiased perspective enhances your startup's employer brand, making it attractive to potential candidates. Their deep understanding of the industry allows them to effectively communicate your unique selling points in a manner that resonates with your target talent pool.
An example of a data-enriched recruitment process:
Depending on your needs the different steps can be outsourced to me, freeing up your time to focus on other tasks.
Generate success profile
Conduct a nuanced personality assessment for the entire team and the team leader.
Identification of personality traits to succeed and thrive in the role and team culture.
Identify technical knowledge etc.
Everything done is close collaboration with the hiring team.
Based on the success profile a tailored job ad is written with the purpose of appealing specifically to candidates that match the success profile.
The job ad will focus on few but the most important criteria.
The job ad is distributed on apropriate job platforms including LinkedIn
By tailoring the hiring process we can better predict job performance.
Depending on the role candidates can further be asked to submit a small case or a short video - either as replacement for the traditional CV or as a suplement.
For example: A short video can be a better way to assess communication/sales skills compared to a CV or cover letter.
All applicant is invited to conduct a nuanced personality assesment.
The test data is used as an additional data-point to screen the candidates with the purpose of making more informed and better hiring decisions.
By implementing one or more of the above steps, you will be able to make better hiring decisions and to limit the risk of hiring the wrong person.
My name is Søren Spanner Bach, PhD
My mission is to boldly pursue my passions, utilize my talents fully, and teach, encourage, and inspire others to do the same, resulting in lives overflowing with joy, peace, and fulfillment.
This mission has led to the foundation of Life Science Talent Solutions, where I help people uncover and pursue careers that allow their unique personalities, interests, and talents to fully develop and shine.
My background as a biotech PhD, my life science industry experience, and my strength-based leadership education provide a unique perspective into the technical, commercial, as well as people-related aspects that exist on the life science scene.
HOW I CAN HELP YOU FUTURE-PROOF YOUR TALENT PIPELINE:
UNDERSTANDING MOTIVATION OF THE TALENTS
As a career mentor specializing in the life science area, I understand what motivates talents. I will ensure relevant talents are motivated to engage in the initiatives we plan together.
UNDERSTRANDING YOUR TALENT NEEDS
I have PhD in biotechnology and have been working in the life science industry for the past 10 years in various roles. With this background, I can support you in deciding which universities and student segments to focus on, to ensure the best effect.
For areas with talent shortages, campus recruitment can be an essential piece to add to your recruitment strategy. Leveraging my broad talent network I help you translate your talent needs into an effective campus strategy recruitment activities.
COLLABORATION AGREEMENT SUPPORT
If the campus recruitment efforts result in internships or collaborations, I have extensive experience with confidentiality and collaboration agreements with universities. I can therefore help you reduce the time your organization needs to spend on this part.
BEING YOUR TALENT SCOUT
In my role as career mentor I'm constantly in dialog with young talents. By understanding your talent needs, I can help you source relevant talents in my broad network.
By offering workshop activities relevant for your in-demand talents you can make sure your organisation is top-of-mind when it comes to career choices.