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With workers having a chance to experience working from home, perhaps some will not want to return to being in the workplace full time, which may have impacted the popularity of these options in the survey. This is particularly key for smaller companies.

Relocation is possibleA frequent issue life sciences companies find is that while some locations are best suited for their labs and offices, these places are not necessarily accessible to the top talent they need.

As life sciences becomes a more global market, companies can widen their searches for talented professionals on an international level. There may be an assumption that finding talented professionals that are willing to relocate may be difficult. In fact, generally, location consistently appeared towards the middle and lower rankings out of the 8 options we gave.

Many raised the importance of knowing there would be opportunities for their spouses and children if they relocated. Providing information and support with understanding the local customs, schooling, taxation, housing and migration processes etc.

Losing your job is a frustrating and confusing time. With the global pandemic impacting virtually every industry, the life sciences industry has been no exception. Redundancy is not exclusive to the pandemic though, with the temperamental success of scientific development, company mergers and acquisitions, as well as the rise in automation and robotics across the industry, many professionals are faced with the potential of job loss.

It is rarely an ideal scenario and redundancy has a physical, financial and mental impact. In recruitment, we assist many professionals who have gone through redundancy and have cultivated these top tips to ensure a smooth recovery from redundancy: 1. Assess and reflect To attract the best talent within the industry, it is important to understand what encourages life sciences professionals to take a new job. We asked over 1, life sciences professionals what was their key motivator for changing job, and the top three results were:Business financial pressure?

Industry changes? Technology replacing processes? It is key not to take redundancy personally, particularly if the reasoning is out of your control. However, if your redundancy is due to industry trends or upcoming adoption of automated methods, you may need to revise how you promote your skillsets or even investigate up-skilling yourself.

Redundancy often inspires a more critical look at the type of role and company you want to work for — rarely in a career do we get an excuse or opportunity to shift direction, so reflect wisely. As a business decision, it was likely out of your control and not to be taken personally. The psychological and mental blocks from doubting your skill sets can have a detrimental impact on your upcoming recruitment processes and even seep into your next roles.

It is easier said than done, but it is important to accept the situation, address any lessons learnt from the process and divert your energies into making the best of the situation. Redundancies are not rare in the life sciences field or in recruitment processes — in fact, they can be an advantage if they allow you to refocus your personal career goals — so will certainly not hold you back if you do not let it.

Optional: Take a break Much advice on redundancy will champion taking time to reflect and find a hobby etc. Whilst it is true that a career break may be a timely and beneficial opportunity, it is entirely optional.

We have worked with many life sciences professionals who have proactively found, interviewed and accepted their next position before their official redundancy end date. If you wish to take time to recuperate, retrain or even retire, this may be a good time to do so, however, this is not the option for everyone and in some cases an unavailable option for those with financial or visa concerns.

Do your research Where do your skills lie best? Understanding where your experience best suits the market places you in a strong position to make worthwhile steps in securing your next role. This is particularly important if you have been in permanent employment at the same company for a while. What has changed within your industry? What are the most desirable skill sets to promote? Who is hiring and what recruitment methods do they use?

How does an enterprise-level pharma differ from emerging biotech businesses? Geographically, where are the best jobs? Consult your options How does your situation impact your options? If you need secure employment as soon as possible, you may need to reconsider your options. Would you be more suited to contract work than permanent? Could you relocate to an area where your skills are in demand?

Would a smaller, emerging business provide more opportunity? Traditional ideals of finding a permanent job at an established business are not always viable or the best option so it is key to not only consult alternatives, but actively research and pursue them.

Prioritise job hunting like a job The networking, searching, preparation and application processes is a full-time commitment. By channelling the same discipline to job hunting as you would a job, you are investing in your recruitment prospects. Up-skill yourself, engage in your network, research what names in the industry are achieving and how innovators are emerging. The more you apply yourself to being a available, knowledgeable and keen candidate, the more you will stand out to recruiters and hiring managers.

Ensure you are well engaged with your industry peers, at the very least on LinkedIn. Engage former employers and colleagues, reach out to companies and industry peers for advice. Some businesses will run career fairs or networking events for redundant employees — take advantage of all networking opportunities ahead of you.

At best, you may secure a new position and even at the worst, your name will be further embedded within the industry as a viable candidate and you may get some good leads on where to focus your applications. Contact a specialist recruiter The importance of a network is core when it comes to job hunting and a recruiter effectively introduces you a breadth of hiring managers and companies specifically looking for professionals like you.

Be sure to look for a specialist recruiter, particularly within niche aspects of the life sciences market. Generalist recruiters will likely not have the relevant connections or credibility in the industry to connect you with relevant opportunities. For roles in cell and gene therapy, specialised biologics or various pharmaceutical regulatory practices, it is important that your recruiter understands and respects the demand and the market and the skill sets you have on offer to best represent you.

There is no place for pride when working your recruiter, be clear on your situation, your expectations and your career aspirations and they will be able to effectively represent you to the hiring personnel that matter.

Update your CV and professional profileIt may have been some time since your CV or LinkedIn profile have had a refresh, so it is paramount that you review how you are selling yourself to the industry. CV — Prioritise tangible evidence of success over generic soft skills. Highlight your results, including figures if you have them. As the first introduction many hiring managers will have of you, it is key your CV best reflects your unique value and proven experience.

Update your profile to show your progression and successes. You can attach papers, achievements and references to your profile to add to your credibility. Also, be sure to set your account to actively looking for opportunities to attract recruiters and hiring managers. How to optimise your LinkedIn profile for job offers Cover letters — Whilst it is key to cater your covering letter to the position and company you are applying to, having a default template you can adapt will help save you time during the application process.

Portfolio — If you have won awards and accreditation, published papers, featured on podcasts or have any other engagements within the industry, you can include these in a portfolio or appendix to your CV to further promote what you have achieved throughout your career. Be realistic, accountable and empathetic with yourselfRedundancy is a mental and physical drain and you will likely see ups and downs in your career recovery. Whilst it may seem you been thrown into an inconvenient situation and need to hit the ground running to secure a new, better job as soon as possible, it is important to effectively process the situation.

Everyone will respond differently to redundancy, but patience and self-awareness will help anyone in this situation: Be realistic in your goals, self-imposed timelines and shortcomings. Job hunting is unpredictable, requires persistence and you will likely face some knock backs, but these are not career-defining or a reflection of your potential.

Hold yourself accountable for engaging the market, lessons you may learn along the way and for completing applications and responding to recruiters and application processes. And be empathetic to yourself and the mental toll redundancy can have, taking time to rest, recover and enjoy a balanced routine outside of your job hunt.

Redundancy is usually looked at in hindsight as a blessing or a challenge that helped you get to where you need to be, but that does not diminish the frustration and challenges redundancy poses. The changes to IR35 are due be introduced in April and are set to have a large impact on the UK contracting market.

The changes were initially scheduled to take place in March but due to the global pandemic they were put on hold. Companies were already preparing for the initial April deadline and through working with numerous life sciences companies, we have been able to see a range of approaches.

As quickly approaches and companies need to revisit their IR35 preparations, we want to share some of the key lessons we learnt from What are the changes? Under the current legislation: Where a contractor is operating via their own personal Service Company, they are responsible for making the Status Determination and confirming if they are in or outside of scope of the current IR35 rules.

The liability sits with the contractor. Under the revised legislation: The client will be responsible for assessing and providing the Status Determination on whether the contractor falls within scope of IR Once a status determination has been received by the Fee Payer, they are responsible for applying this decision. These are some of the core lessons learnt from A Team Approach Many companies had delegated one core lead for their IR35 preparations, but the ones that saw a more successful preparation process where those that had multiple internal stakeholders involved.

Knowing how many contractors will be impacted, contacting each section of the supply chain and ensuring all parties were aware of their responsibilities and decisions being made should not be underestimated. It was the companies that were willing to invest time and resources to these processes and engage their contractors, consultants and their peers in the market. As is the nature of contracting, there is a level of separation with the end client they are providing services for and contractors, which led to contractors questioning their recruitment agencies, different stakeholders within the business as well as their peers to try and find answers.

This was particularly frustrating as more companies revealed their plans and contractors engaged within the market were receiving mixed messages from their industry peers. Blanket statements cost more than they saved The biggest area of contention we saw in the IR35 preparations in , was how companies dealt with determining the status of their contractors. In order to save time, some companies decided to use a blanket approach of defining all their contractors as in scope, however, as we witnessed first-hand, this often caused more problems than it resolved.

Whilst this was a helpful test for the day review process, the time and resources required to deal with the influx of unexpected appeals from contractors challenged the initial reasoning behind taking a blanket statement approach. As well as an increase in disputes, there were other impacts to this method of determining all contractors as in scope of IR Reputational impact Another unexpected backlash from companies that took a blanket approach for determining contractor status under IR35 was the impact this had on their reputation across the UK life sciences contracting market.

Opportunity to impress Conversely to the above, Hobson Prior found that the companies that engaged their contractors throughout the process and ensured clear and timely information raised their profile within the industry. People that were in the industry recognised those organisations as ones that did treat IR35 with the seriousness that it deserves and then they wanted to work for these companies. This tool allows organisations to determine status and utilise IR35 experts to ensure all factors are considered when determining whether a contractor falls in or out of scope of IR You managed to secure a job at an established and well-regarded academic research institution.

You get rejection after rejection, informed or more often not so that you need more commercial experience to secure a job in the commercial sector. But how can you get that experience if no one will give you a chance? Sound familiar? Where could you apply your knowledge base? What was your degree in, your MSc, your PhD?

Really take time to consider this. Pay attention to the finer detailsJob roles in an academic setting are often broad and varied, comparable to a biotech setting. It all counts, and it could be the difference between an interview or a rejection.

Some top tips:Be specific about your project experience phase of research, therapeutic area, whether you were in a support or lead role. A clear summary of this can be useful, as well as details in each role entry. A sentence or two summarising your key achievements in each position can be really helpful — where did you go above and beyond? What interactions have you had with sponsors? Think about whether now really is the right time to be making a move, what else could you do to expand your skill-set?

Could you push for that promotion? How could you build your knowledge base? So, to recap Play to your strengths2. Pay attention to the finer details3. Keep realistic expectations4. Persevere and stay curiousRemember, everyone has to start somewhere in their industry career.

There will be an opportunity when the time is right, for yourself and for your future employer. I have helped numerous candidates with this move, and it is worth the wait! If you have any other questions or would like to discuss this further and the opportunities that I have on at the moment then please contact me on Rachel.

The second interview can sometimes be the final stage in the interview process. They are often conducted by line managers and decision makers, so it is important that the right questions are asked. The first interview should have clarified enough soft skills and experience to warrant shortlisting the candidate to progress to this stage. Second interviews usually involve more targeted and specific questions, relating to hard skills and how the candidate would fit not only in the vacancy, but also the dynamics of the team and company they are joining.

Questions will vary based on the role, the candidate and whoever is conducting the interview, but there is a general pattern that follows second interviews. This is a good way to break the ice and ensure they are still confident your company is a good match for them.

Questions specific to the role With the general soft skills being the focal point of the first interview, a second interview focuses more on the specific benefits a candidate will bring and how they will add value to the business through the roles. This is particularly important in the niche skills and understanding required within different aspects of the life sciences industry. This highlights what the candidate knows about your market, the competitors and what industry trends are transforming the market to keep businesses competitive.

Are they aware of trends like AI, recently released research or new regulations that would impact the role they are interviewing for? Also, you might get some good insight to evolve your business too. While it may be a sign of leadership for them to confidently highlight issues, some may need encouraging if they are afraid of bad mouthing the processes of their potential new employer. Keep an eye out for if they respond with stats and numbers for their results, talk about new efficient processes or if they focus on managing teams and working with their colleagues.

This will give you insight into what they value and how they measure their success. Have you worked on something similar before? More importantly, how much experience do they have in the area of the industry that your company will be focusing on?

These live examples are good ways to simulate conversations you will be having with them as a future employee. Pick a stress point that may occur in their role to evaluate their response to unexpected or stressful situations.

Personality and culture compatibility The second interview is usually conducted by someone who will be working in close relation to the new employee so this is a great opportunity to get a feel for how they would be to work with. Successful hires rely on the candidate being compatible with the team and company culture they will be joining. How would your friends describe you? Asking how others would describe them may lead to some interesting insights about their personality.

If you have similar interests, this can relieve a lot of tension in the interview process. Asking about their previous experiences will give a better indication of their preferred way of working and how they talk about their previous teams. Expectations and logistics Depending on how many stages are left in the interview process, the second interview will give you a good gauge on your final hiring decision.

These questions are key to ensure that the ideal candidate is not only able to accept a potential offer, but also what expectations they may have from working with you as an employer. Some interviewers will ask upfront, others may prefer to briefly cover the topic and discuss in detail at offer stage.

This question highlights both how seriously the candidate has researched the required move and encourages conversation around any concerns.

Questions that encourage their input It is very easy forget that it is not just the interviewer assessing the candidate, the candidate is also determining if they want to join your company too. Ensuring they have a chance to ask questions and showing awareness of their decision will give them a good opportunity to ensure they are excited to potentially join your team and give you the chance to alleviate any concerns they may have.

Give the candidate a chance to sell themselves. Not only will this highlight more evidence of how the candidate operated in their previous employment, it may also give you some ideas that can improve your business operations. This gives you the opportunity to clarify any determining factors or highlight any points that may need to be negotiated before a potential offer.

It is important that you sell the opportunity, benefits and culture. Remember, great candidates will be in high demand with other job offers, so it is important to highlight the benefits of your company, particularly in the competitive recruitment field of life sciences. Looking to hire life sciences professionals?

For more information on our recruitment solutions for interim and permanent vacancies, you can contact our dedicated client services team here, or upload your job description directly. Finding the right candidate to join your company is key. By their nature, interim placements are time-sensitive.

Hobson Prior offers cost-effective recruitment plans that boast rapid delivery to minimise the distractions and delays to your wider business aims.

Our MSP solution ensures that the most appropriate individuals from the Life Science sector are presented to you in an efficient and timely manner. Register a new account with Hobson Prior. This website uses cookies. By continuing to use this site, you are giving your consent to cookies being used. See our Privacy policy for more info. Experts in life sciences recruitment Focused on finding and placing exceptional candidates across the global life sciences industry.

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