Whether you like it or not, when you are gunning for science jobs in almost any field of expertise you could care to mention - ranging from the environment or telecommunications to R&D or regulatory affairs - you can expect to be judged by your appearance at interview.

Indeed, according to one survey of male and female executives, 37% of them had decided against employing a candidate because of how they were dressed. The right interview code, then, really is an important issue, for which we can provide the following tips.

Don't be afraid to be dull

Given that you will want the interviewer to associate you with a high level of competence and suitability for their vacancy rather than that garish tie you were wearing, sometimes, it really does pay to play it safe.

So if you are a male candidate, you may opt for a classic combo of a low-key tie, tailored single-breasted suit, white long sleeved shirt, black socks and black leather shoes. Meanwhile, if you are a woman, the likes of tights, high heels, a long sleeved shirt or blouse and a mid-length black skirt or dress can all help to make a great impression.

Being reassuringly dull, of course, also means specifically avoiding many of the interview dress gaffes that immediately lower employers' perceptions of a candidate, such as jeans and T-shirts in the case of male candidates, and dangling jewellery or low necklines as far as women are concerned.

Echo the style of your prospective employer

For certain roles or departments, however, you may fear being a little too dull in how you dress - at least if you want to convey a more dynamic, high-energy image. If in doubt, simply ask the employer or recruiter in advance for advice on the appropriate dress code for the interview, looking for clues of the employer's in-house style.

Emulating the dress that will be expected in the organisation with which you are seeking to work has the important effect of communicating that you are a 'safe pair of hands' and 'one of them' as soon as the interviewer sees you for the first time.

Maintain basic cleanliness and hygiene

When you are getting your outfit ready, you should also ensure that is clean and free of all of those small blemishes - such as deodorant marks, dog hairs, straining zips or fraying hems - that employers really notice, if not usually comment on, at interview.

Decent grooming and hygiene are also imperative - the great impression made by a brilliant interview outfit can be easily undone by the likes of dirty fingernails, an unkempt beard or bad breath. You should pay close attention to your hair, too, making sure it looks neat but modern, and colouring it fresh for the interview if you usually dye it.  

All accessories, like briefcases and handbags, should also look smart and be in good condition.

 

It's well-documented that dressing smartly doesn't just help to give employers a more favourable view of your capabilities - it could also elevate your actual performance. That is just one more reason to make sure you refresh your interview wardrobe while searching for the best-paid and most exciting roles with the assistance of a science recruitment agency like Hyper Recruitment Solutions


Many of those pursuing science jobs will have been extremely unsurprised by the recent news that almost one in four British workers are actively seeking a career change, with job satisfaction among Brits hitting a two-year low.

But if you are one of them, are you doing the right things to accelerate your progress up the career ladder? Here are five of the best ways of ensuring exactly that.

1. Have a definite career plan

It's staggering to think of how many people seem to have merely 'slipped' into their present career with no definite plan. Of course, you don't have to be certain about everything if you want to get ahead, but it's nonetheless advisable to have constructive goals of a both short term and long term nature and periodically review your progress against a predetermined timescale.

2. Build your network

The old saying that 'it's not what you know, it's who you know' has more than a semblance of truth. It's why, whether you are seeking science jobs of a clinical, FMCG, medical or completely different nature, you should keep attending all of the relevant industry events and refining your social media presence - for which you may be interested in perusing our guide to using LinkedIn

3. Investigate variations on your existing career path 

You may be qualified for a wider range of science jobs than you may think - or if you aren't, you may be only another course or contact away from an interesting new path. Be willing to relocate or accept a pay cut for a certain period of time if it offers better long-term prospects.

4. Keep a running file of achievements

If it can be done in a way that doesn't come across as overly pushy, it can be helpful to embed examples of your competence in your boss's mind. You may, for example, send them an email each week outlining everything extra you did during the last seven days over your basic responsibilities. Or why not forward them a note with every instance of positive feedback from a client, perhaps reminding them how thankful you are to have secured this client and how valuable they are for the organisation?

5. Demonstrate your leadership potential

Employers love to see workers who show confidence and initiative above the norm - in short, who demonstrate through their present role that they have the potential to take on greater responsibility in a more senior, management position. Great leaders consistently demonstrate that they can make decisions, accept the consequences of their actions and set a good example, all of which are likely to make you a strong candidate for future promotion within your present company.

In today's extremely competitive job market, every step that you can take to maximise your employability makes a difference. One other such step could be engaging a science recruitment agency to assist you in landing your rewarding next role in chemistry, molecular biology, immunology or another in-demand science field.

Simply contact Hyper Recruitment Solutions now for the most tailored help in working up the science career ladder.   

 

Whether you are an experienced pharmaceutical, R&D or medical professional or instead a recent graduate and relative newcomer to the world of science jobs, in your search for a rewarding role, you may occasionally have reason to use a recruitment agency. Such businesses have a proven record, more than 600,000 people having found new, permanent jobs through them in 2014.

Recruitment agencies have long been powerful allies for candidates, assisting them with a wide range of requirements related to job-seeking. But how can you make the most of the services of a science recruitment agency like Hyper Recruitment Solutions?

What are science recruitment agencies?

Recruitment agencies provide services for both employers and candidates, effectively trying to match the right employer vacancy to the right job-seeker. From a candidate point of view, they can take much of the stress and time out of hunting for the perfect role, not least as in the case of the more sector-specific agencies like our own, they already advertise a range of relevant vacancies.

A recruitment agency helps to ensure that you don't feel like you are on your own in your job search - here at Hyper Recruitment Solutions, our services range from advice on specific science sectors and trends to career coaching and guidance on interview styles and preparation.

Choose the right recruitment agency, therefore, and you can be as equipped as possible to not only find the most attractive science jobs being advertised right now, but also succeed at the all-important application and interview stages.

Don't just treat the agency as a go-between!

Whichever agency you choose in your search for science jobs - and none of them should charge you for their services - you should remember that it is their role to find the best candidate for their client employers' vacancies. You should, therefore, aim to impress the agency in much the same way you would an employer.

Nonetheless, good science recruitment agencies know that you will also likely approach them in the knowledge that you are not yet the 'finished article'. You may feel your CV and cover letter need to be 'polished up', for instance, or you may be unsure what level or nature of role you should target.

Take a proactive approach to reap the rewards

It is in an agency's interests to provide its applicants with the highest standard of such services so that the candidates it puts forward to its employer clients for a given role are of a high quality that reflects well on the agency.

You should, therefore, take a proactive approach with your chosen science recruitment agency, keeping hold of your consultant's full contact details and storing them in your mobile and online address books, in addition to providing them with your own full range of contact information.

Naturally, your CV is one of the most crucial elements in your job search strategy, so you should provide the most up-to-date one possible to the recruitment agency, following up with a call to your consultant.

By remaining in regular contact with your consultant and keeping them informed of your latest requirements - including your availability, salary requirements and more - you can further maximise your chances of being looked upon favourably by the agency when it is looking for candidates to put forward for a relevant vacancy.

While even a leading science recruitment agency like Hyper Recruitment Solutions is by no means a 'magic bullet' or substitute for a lack of preparation and hard work on your part, it can certainly be an invaluable partner in your search for the next exciting step in your science career.  

The debate about the importance to jobseekers of qualifications relative to other factors - such as specific on-the-job experience or 'soft skills' - is likely one that will never be fully resolved. That said, there are certain science sectors in which an attitude can prevail among graduates that expertise gained from an academic qualification will almost always win out over other considerations.

A trickier question than it may seem

We will not spend this piece trying to come up with a definitive answer on how crucial the right qualifications really are for organisations seeking the right staff for hotly contested science jobs in pharmaceutical, biochemistry, engineering and similar fields. After all, opinions vary too widely among even our own highly specialised employer base here at the influential science recruitment agency Hyper Recruitment Solutions.

Nonetheless, it is still possible to map out the rough 'state of play' on this vital debate that could help to shape your future career decisions and use of science recruitment services like ours.

Qualifications are necessary - but how necessary?

First of all, let's disavow the notion that in such a highly specialised part of the economy like science, qualifications can be dismissed in terms of their importance. According to a study of the graduate labour market by the University of Warwick and the Higher Education Careers Service Unit (HECSU), those in possession of first-class degrees are nearly twice as likely to be in employment as those with lower classifications.

Few working in science recruitment will be surprised by that finding - after all, amid extremely intense competition for the most desirable roles, qualifications provide a seemingly objective and quantifiable metric on which to begin sifting the very best from those who will merely 'do a job'.

That said, in a world in which it is certainly not unheard-of for candidates to exaggerate or outright lie on their CVs, other factors must come into play, even when the number of applications received by a science employer for a given vacancy is not completely overwhelming.  

There's plenty of scope to make yourself stand out

Even when confronted with what may seem like insurmountable odds, there are still powerful ways to get your application noticed - indeed, the magic may not be in the application at all. 'Soft skills' or 'transferrable skills', such as an ability to communicate in an engaging manner, will certainly help to win favour among employers and recruitment consultants. This is one reason why you show a proactive and professional attitude to any science recruitment agency.

Remember that the most intelligent and academically qualified candidates are so often not those that get ahead, due to lacking a determination to adapt themselves to the wider, often less glamorous requirements of the role and simply be an inspiring and supportive leader in the workplace.  

Even across the many hugely varied roles that can be found across science, the fundamental traits required for success - including commitment, a good manner, a good attitude and work ethic and the appropriate 'soft skills' like communication - remain insightfully consistent.

It's one more reason to never be too despondent about your hunt for science jobs through an agency like Hyper Recruitment Solutions, not least given the hands-on and extensive career help that, like all good recruitment agencies, we are happy to provide you with free of charge. 



The fact that 95% of the 600 employers polled in the Recruitment and Employment Federation's (REC) latest JobsOutlook survey were operating with either no spare capacity or only 'a little' capacity to take on extra work with their existing employee base indicates that there will be no shortage of organisations looking to recruit their way to growth in 2016.

Indeed, 81% of those businesses signalled an intention to hire more permanent staff in the coming three months - but why else should staff recruitment be such a key focus for your organisation this year?

It doesn't matter whether your firm specialises in biochemistry, molecular biology or pharmacology - or indeed, doesn't recruit for science jobs at all. The principles are much the same - the recruitment of the most suitable people has been shown to power forward business growth, with the latter having the opposite effect.  

The right employees build the right company reputation 

As the cliche goes, your business is its people, and they certainly play a key role in the reputation of your firm. The interactions and experiences that internal and stakeholders alike have with your staff in such sensitive areas as R&D and quality assurance exerts great influence on how your wider organisation is regarded.

According to another oft-repeated mantra, good reputations are built up over many years and destroyed in seconds, and if your employees stand for anything less than the very highest standards of service and professionalism, you can be sure that your organisation's ability to attract lucrative new contracts and business will be compromised.

Good recruitment now is a long-term investment

Whoever joins your organisation as a consequence of your latest science recruitment campaign, they will exert some kind of influence on your business's culture and how it does its work.

Recruit someone who shares your organisation's mission and values, and your internal culture will be strengthened, making it easier to attract other candidates with similar qualities in the future. This will naturally further your organisation's growth ambitions.

Remember that recruiting the best people now will save you all manner of costs in the long run - for example, those associated with launching a new hiring campaign after a key employee leaves. 78% of employers have difficulties with staff retention, according to the CIPD, and it's a fair bet that such a percentage would be lower if organisations took greater care over exactly who they recruited. 

Don't underestimate the cost of a bad hire

The financial expense of a poor recruitment decision is bad enough, the CIPD having estimated the average cost of recruiting the wrong person to be £8,200, rising to £12,000 for senior managers or directors.

However, a badly-chosen new hire also incurs many less tangible costs, such as lost productivity, damaged workplace morale and harm to your organisation's reputation.

With the hiring of the right person bringing such potentially great benefits for growing companies, and taking on the wrong person having such serious adverse consequences, it couldn't be more important for your organisation to invest not only in recruitment, but the right recruitment approach.

Allow Hyper Recruitment Solutions to be your organisation's science recruitment partner, providing such invaluable services as candidate screening, assessment day management and salary benchmarking, and you can invest in a hiring campaign in 2016 that really does maximise your chances of achieving the greatest possible business growth.  

User Menu

Month List