Candidate Journey

‘Candidate experience’ isn’t just some distant buzzword that your science organisation can safely ignore – because, let’s face it, the candidates for your vacancies certainly don’t, and nor do your competitors. According to a survey on the UK candidate experience cited by online recruitment resource Onrec, 94% of the UK recruitment and HR professionals quizzed considered a positive candidate experience a priority.

However, that doesn’t mean it’s exactly an easy or quick process to cultivate a great candidate experience at your company. It’s a task that will require constant effort at every touchpoint, so here are some of the things you can do to optimise the candidate journey to the benefit of both the jobseeker and your own firm.

Try out your own organisation's application process

Past research has indicated a huge disconnect between candidates and employers as far as their perceptions of the candidate experience is concerned, with many candidates finding themselves taking hours over an application process that the given company may think only requires 30 minutes’ of time investment.

So, this particular advice is simple: go through your own organisation’s application process to ascertain the reality of the situation. You may well immediately spot issues with the process that you never expected to see, and it’s fair to say that there’s no such thing as an ‘over-optimised’ job application process – there’s always room to improve.

Place the emphasis on relationships rather than CVs

Even in the marketing world that for so long seemed to treat customers in a somewhat impersonal manner, it is becoming widely accepted that people need to be treated like people, rather than numbers. This has led so many firms to invest heavily in creating a customised experience for those who wish to purchase from them – so why isn’t the same happening with employers for candidates?

As articles like this one from CNBC indicate, “ghosting” – the phenomenon of an employer suddenly ceasing to communicate with a candidate in whom they previously seemed interest – appears to be becoming an ever-greater problem.

With statistics continuing to suggest a frighteningly large percentage of candidates who never hear back from a prospective employer after their last interview or even simply the initial job application, it’s fair to say that there’s huge scope for your company to stand out when it really works hard on the candidate journey.

Consider what the ideal candidate journey may look like

This is the kind of thing for which a team meeting and a load of A3 paper could come in very useful. Planning out the process that you would like to unfold for people applying for a job with you – from the initial point of contact, right through to onboarding – could throw up many obvious optimisation opportunities.

If that sounds a bit intimidating, ask yourself some teasing questions first, such as “What does the ideal candidate look like?” and “What is the kind of communication from a prospective employer to which that ideal candidate is most likely to respond?”

You should also consider how you can make that candidate feel welcome at every stage of the application process, and if all of that sounds like too much effort, you might think about how communication of a more automated nature could be used at various stages.

Would you like to strengthen your own organisation’s chances of filling its open science jobs? A linkup with the science recruitment experts at Hyper Recruitment Solutions might turn out to be the perfect first step.

How to Write a Job Description

The most recent Labour Market Outlook report issued by the Chartered Institute of Personnel and Development (CIPD) stated that the number of vacancies in the UK economy remains well above historical average levels, and this news should lead many science employers to consider whether they really are doing everything they can to inspire and attract candidates.

Your company’s approach to writing job descriptions is one key aspect that you may wish to examine. Writing a good job description is a very important part of any attempt to fill a vacancy, so how does one write a job description that the very best candidates will feel compelled to respond to?

Here are five top tips from the experts here at Hyper Recruitment Solutions:


1. Be clear and realistic about the role's responsibilities.

The most important part of a job description is the list of day-to-day tasks for which the successful candidate will assume responsibility. Don’t be vague when writing this list, but don’t try to cram too many duties in, either. A good rule of thumb is to aim for 8-12 key areas of responsibility.


2. Use an engaging tone.

Remember that the whole point of a job description - besides outlining the most basic details about the job - is to persuade someone to come and work for your organisation.

A dry and impersonal tone will cause candidates to lose interest before they have even finished reading the description. By placing the emphasis on where your company is going and what you can do for the candidate, you will make your description much more compelling.


3. Avoid discriminatory language.

Even when you don’t specifically intend to discriminate against anyone, the use of certain words and phrases in your job description can have that effect anyway, and this may restrict the range of candidates that apply for your vacancies. Bad news if you're trying to diversify your workforce!

As the GOV.UK website details, employers discriminate against candidates in a number of different ways, so you should take every measure to ensure that your job descriptions don’t prevent suitable candidates from applying for your vacancy.


4. Use terminology that candidates will understand.

Of course, if you’re advertising for a senior role in pharmacology, engineering, another specialised science sector like those that we serve here at Hyper Recruitment Solutions, using certain industry-specific terms may be a good way to ensure that you only hear from qualified candidates.

However, if certain technologies or practices within your organisation are known by names that outsiders are unlikely to recognise, you could find yourself inadvertently deterring perfectly suitable candidates. Read your job description carefully and do your best to eliminate any confusing or ambiguous jargon.


5. Play it straight with the job title.

Required skills and day-to-day responsibilities should make up the ‘meat’ of your job description, but there are certain other basic elements that all job descriptions need if they are to be truly effective - and you need to get those elements right.

Consider the job title, for example. This definitely isn’t a part of your job description where you should be using any confusing or obscure terms. The job title should be something that all candidates will immediately understand; this will attract more interest, more, and of course more applications.


Are you an employer looking to bolster your science recruitment efforts? If so, visit the Hyper Recruitment Solutions website to find out how we can help you.

 

I am pleased to confirm I will be speaking at BioWales 2014 in March. The conference will focus on growth and delivery within the Life Sciences sector and on the opportunities and support available to new investors and established companies in Wales.  

I graduated as a Biochemist at Cardiff University in 2006, this subsequently fuelled my passion for a career in the Life Science sector. Since then I spent over 7 years working in the recruitment sector on behalf of the science community. I thoroughly enjoyed working in the recruitment industry talking to clients and candidates from the science field suporting science jobs / science careers, so I felt I had the relevant qualifications and experience to set up my own recruitment agency to really help enhance and drive support careers in the science industry.

Science is a subject I am very passionate about which I live and breath every day. My ambition is to develop the landscape of science recruitment and make a positive impact to the Science & Life Sciences industries. Hyper Recruitment Solutions remain dedicated and committed to supporting essential scientific research to assist in the improvement and quality of life for all. As a specialist recruitment consultancy, forming valuable relationships with like minded companies and organisations provide HRS with an excellent business network. This enables us to provide science jobs and life science jobs to industry experts who are passionate about working in this field. We support science jobs at all levels and from any discipline.

A fantastic line up of speakers will be discussing advances in Regenerative Medicine and Diagnostics which provides so many promising options for the future treatment of some major diseases, such as cancer, nervous system diseases, damaged organs and degenerative diseases. Speaking at the BioWales conference will be a great opportunity for me to celebrate life sciences in the same town I began my career in all those years ago.  To be amongst like minded commercially orientated scientific professionals will be a great celebration for life sciences in South Wales.

The BioWales Conference will take place 6th - 7th March at the Wales Millennium Centre, Cardiff


 

To celebrate the New Year, we are giving one lucky winner the chance to win a personally styled outfit for the value of up to £250 courtesy of The Chapar! So, if you fancy some new clothes but don’t like the idea of going shopping yourself, well look no further this is the perfect prize for you!

The Chapar offer a broad range of looks and styles from classic to preppy to rakish. So, whether you're into classic brands or modern labels, they will find the style that suits you best. What's more they will deliver straight to your door! 

How does it work?

The Chapar Man is served by a team of Personal Stylists who learn everything they need to know about their client. Clothes are selected according to an intimate profile and are tailored to suit a particular lifestyle.

 
 
 
       
          
  
How can you enter?

 

To enter, you will need to RT one of the giveaway tweets starting with *GIVEAWAY* from @Rickymartin247's Twitter account. These messages will be tweeted over the next week, starting on 4 January 2014. Then, simply follow @Hyperec_HRS on Twitter or ‘Like’ our company Facebook page. Yes, it is that simple!

 

The prize draw opens 4 January 2014 and closes 12 January 2014 one winner will be selected at random.

 

T’s and C’s apply, click here for more details. The winner will be announced Monday 13 January 2014.


Don’t have a Twitter account yet? Don’t panic, you can set one up here it’s easy! New to Facebook? Don't worry, you can sign up here!
 
New year, new look, how about a new job?

 

So what will 2014 bring for you? If you are searching for a position in the scientific sector then look no further, we are here to help! So, whether you’re looking for a permanent, contract or temporary position in the science, technology, engineering or IT sectors, you’ve come to the right place, visit our website and search for the latest jobs! 

 

What’s more, here at Hyper Recruitment Solutions(HRS), we go above and beyond simply finding the right job for you. We are happy to offer advice and tips on how to improve your CV, covering letter and application form. In addition, we will prepare you for your interview, give you advice on what to expect, along with sharing information on the history and culture of the organisation. No question is too small and we are more than happy to help so, please speak to one of our friendly consultants to find out how we can help.

 

 

 

 

Rewarding and recognising excellence in recruitment

The REC's Institute of Recruitment Professionals Awards (IRPs) celebrate professional excellence and the inspirational work carried out by the recruitment industry’s brightest and best stars. An IRP Award is the most prestigious recognition an individual or company can receive in the recruitment industry. This year, I am pleased to announce I have been shortlisted for the category of ‘Business Leader of the Year’.

IRP Awards

The IRPs recognise and honour the achievements and best practice of both individual recruiters and recruitment businesses as a whole. The IRPs are unique in raising awareness for the industry's positive role models whose exceptional works and candidate and client care sets the bar for all recruitment professional and business to aspire to. The IRP Awards are the only recruitment sector awards hosted and awarded by REC to recognise the very best individuals and companies within recruitment. Recognising achievement across all levels and different disciplines, the awards are a true reflection of the UK’s recruitment talent (REC Awards 2013).

 

 

 

What does HRS do?

Hyper Recruitment Solutions (HRS) is committed to providing highly compliant and specialist recruitment solutions in the areas of Science, Technology and Engineering. We aim to build long term partnerships with our clients and candidates whilst promoting the image of professional recruitment. Our vision is to provide recruitment solutions which will assist in the improvement and quality of life for all. Moreover, we are not just passionate about being known as a recruitment consultancy, but being actively involved the science industry.

How are we different to other recruitment companies?

We recognise that each of the specialists skill sets that we support can be very intricate and can differ from one to another. This is why our highly professional and knowledgeable team of consultants have either come from industry or academia thus making us a collaboration of scientists supporting science!

What our candidates mean to us

Here at HRS, we treat all our candidates as individuals. We always do our best to get to know each candidate throughout the recruitment process. No matter how many times a candidate has previously engaged with HRS, it is important to us that they feel like we have their best intentions at heart. There are many recruitment agencies out there but HRS makes every effort to ensure all candidates are represented as accurately and professionally as possible, presenting roles above expectations and offering advice on both CV presentation and interview preparations.

What does it mean to be shortlisted for an REC/IRP award?

Being shortlisted and winning an award can have a significant impact on your career and company. It can enhance your profile by positioning you ahead of your competitors and benchmarking your techniques as an industry leader. I am honoured to be short listed for this award and being recognised for my commitment and dedication towards my company is certainly a great motivator. This will continue to encourage my determination to further exceed expectations.

 

 

The 2013 IRP Awards is taking place 3rd December at the London Marriott Hotel Grosvenor Square and will be hosted by the Newsnight presenter, Jeremy Vine.

Congratulations to everyone who has been shortlisted for an IRP Award. I wish you all the best of luck and look forward to celebrating with you at the awards ceremony next month!

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