When it comes to daily operations, lab managers rightly priorities assuring the high quality of the products and services their lab provides. But none of this is feasible without a qualified and knowledgeable team to do the work.
After all, your lab, like any other organization, is only as successful as its personnel, thus knowing how to hire exceptional employees is vital to your lab’s success. Furthermore, considering the cost of training an employee in terms of time, resources, and output, bad hires can be quite costly.
Here are four best practices to follow while looking for your next superstar team member.
1. DEVELOP A VERY VAST NETWORK
It is no longer sufficient to merely post an open position on your company’s website and expect qualified individuals to apply. The best way to locate qualified and devoted staff is to look for them in every part of the water testing industry, from networking events like industry conferences to local training activities and beyond.
Simultaneously, you should take use of advertising opportunities and job board sites such as Indeed, Monster, and LinkedIn. Recruit from local colleges and universities for entry-level roles. Don’t count out alternative possibilities, like as recommendations from current employees, local professional societies, and professional recruiters: these relationships may help you identify ideal individuals who aren’t actively looking for work.
2. RIGHT BALANCE BETWEEN FRESH RECRUITS AND VETARANS
Creating a strong feeling of community among your employees begins with finding and employing people who add value to the team. As you hunt for prospective applicants through a variety of venues, keep an eye out for a variety of candidate traits.
Experience and technical ability should be prioritized, but keep in mind that a candidate’s resume is merely the starting point for recruiting considerations, not the determining factor.
Within the composition of your team, the ideal candidate will provide a balance of talent and point of view. As a result, it is critical to provide chances to candidates from diverse backgrounds and to foster diversity.
3. ASK SITUATION BASED QUESTIONS
Consider asking behavior-based questions during interviews. These scenario questions will help you understand how the applicant would handle comparable scenarios in your lab, and their responses will demonstrate their ability to solve problems and communicate.
4. PROVIDE AND ASK FOR FEEDBACK
Of course, recruiting a new team member is just the start. You won’t know they’re the right fit until they’re formally on the team. Ensure that your new hire is at ease with their new duties and colleagues during the training process.
Assignment:
- Does your company have social profile in professional Network sites such as LinkedIn? How many followers your company have? Is it wide enough for recruitment?
- Do you have social profile in professional Network sites such as LinkedIn? How many followers you have? Is it wide enough for recruitment?
- What is the composition of fresher’s and experienced professionals in your lab? Note down pros and cons?
- Does your interview include both (a) Technical questions and (b) Situation based questions?
- Does your lab/company have employee on-boarding policy?
