Gen Z represents the newest wave of talent entering the workforce. Understanding and effectively engaging with candidates of this age has become imperative for businesses aiming to thrive in the modern workplace. As a generation who grew up in an era of rapid technological advancements and socio-economic shifts, they can bring a unique set of skills and values to a company – however with this comes specific preferences and expectations. To effectively recruit and retain this generation, organisations must adapt their recruitment strategies to resonate with Gen Z’s characteristics and aspirations.

Embrace digital platforms:

Gen Z is the first generation to have grown up entirely in the digital age. They are accustomed to constant connectivity and prefer communicating through digital channels. Social media platforms – like LinkedIn, Instagram and TikTok – where Gen Z spend a significant amount of time, offer great opportunities to engage and connect. Additionally, a mobile-friendly company website will streamline the application process and enhance the candidate experience.

Cultivate authentic employer branding:

Gen Z values authenticity and transparency in their interactions with potential employers. Having grown up in an online world full of scams, frauds and untrustworthy websites, trust and reliability is vital to Gen Z. Being open and honest with a potential employee will help them gain trust in the company. They are more likely to be attracted to a company that has a strong and authentic employer brand, that aligns with their own values and aspirations, such as promoting sustainability. Companies should focus on creating a brand that reflects the company’s culture, values, and employee experiences – sharing employee testimonials, behind-the-scenes articles, and real-life success stories can help build credibility and trust.

Promote diversity, equality and inclusion:

Diversity and inclusivity are fundamental values for Gen Z. They expect workplaces to be diverse, offer equal opportunities, and inclusive. They actively seek out employers that demonstrate a commitment to these values.

Highlight opportunities for growth:

Younger generations prioritise purpose-driven work over traditional incentives. They seek employers whose aims align with their own and are passionate about making a meaningful impact. With this comes the ambition to learn and grow within their roles, eagerly acquiring new experiences to advance their careers quickly.

Offer flexible working and promote a work-life balance:

Unlike previous generations, Gen Z prioritises a good work-life balance and the benefits package offered to them as a whole. They value a supportive work environment, flexibility in working hours, and remote work options. Offering online work options will allow employees to maintain a balance between work and personal life much more easily. Working online means less commutes to the workplace, and instead allows time for personal interests and hobbies whilst still working the same hours. This makes it easier, more convenient, and perhaps more familiar to Gen Z.

Offering this can significantly enhance the attractiveness of a job opportunity. Employers should communicate their willingness to accommodate employee needs and their commitment to supporting employees’ overall well-being. There has recently been big movements to help raise awareness of mental health in the workplace, and by allowing this time for employees you are showing a level of care, and further building trust.

Prioritise a tech-savvy recruitment process:

Traditional recruitment processes may feel outdated to Gen Z, who are accustomed to seamless digital experiences. They expect companies to embrace technology in all aspects of their operations, including recruitment. By leveraging technology-driven recruitment tools and platforms, such as applicant tracking systems and virtual interviews, it can provide a much more streamlined candidate experience.

Recruiting Gen Z talent requires a strategic approach that acknowledges their unique characteristics and preferences. By embracing digital platforms and technology, offering flexibility, highlighting opportunities for growth, and aligning with the values and expectations placed on this particular generation, companies can effectively attract and retain top-tier employees from the Gen Z talent pool.

You may also like to read:

Using your company culture to attract and retain staff

5 reasons why your company should be promoting sustainability

Diversity, equality and inclusion

In today’s dynamic business environment, life sciences organisations must remain agile to stay competitive. Employing contractors is an effective way to achieve this flexibility, offering companies the skills and adaptability needed to meet evolving needs.

Here are key benefits of hiring contractors:

Specialised Skills and Expertise:

Contractors often bring specialised skills and expertise not readily available within your existing team. They are frequently hired for their proficiency in niche areas, enabling access to high-level talent for specific projects. This expertise can lead to higher quality outcomes and innovative solutions, driving success in pharmaceuticals, biotechnology and medical research.

Flexibility and Scalability:

Contractors offer significant flexibility, allowing businesses to quickly adapt to changing demands by scaling their workforce up or down. This is particularly valuable for fluctuating workloads or short-term projects like clinical trials or regulatory submissions. Contractors can handle peak periods, ensuring deadlines are met without overburdening permanent staff.

Reduced Hiring Time:

Hiring contractors can be faster than recruiting full-time employees. Contractors are often ready to start immediately, helping businesses address urgent needs promptly. This quick turnaround is especially beneficial for time-sensitive projects where delays could impact overall productivity and profitability, such as product launches or research initiatives.

Focus on Core Business Activities:

Employing contractors for specific tasks frees up permanent staff to focus on core activities and strategic initiatives. This delegation allows for better resource allocation and ensures internal teams are not stretched too thin, leading to increased efficiency and productivity in areas like R&D, quality assurance and compliance.

Cost Efficiency:

Employing contractors can be more cost-effective than hiring full-time employees. Contractors help avoid expenses related to benefits like health insurance, retirement plans and paid leave. They are typically hired for specific projects or periods, allowing businesses to scale their workforce up or down as needed without the long-term financial commitment of permanent staff.

Employing contractors offers numerous benefits, from cost savings and specialised expertise to increased flexibility and reduced hiring time. By incorporating contractors into the workforce, life sciences businesses can enhance agility, drive innovation and maintain a competitive edge in an ever-changing market. Contractors provide a valuable resource that helps organisations thrive, whether for short-term projects or to fill skill gaps.

CK Group is a specialist life sciences recruitment company dedicated to helping you overcome hiring challenges. Contact the team to discover how we can assist you in hiring a contractor.

Thank you to our Associate Director, Graeme Pallas, for these insights.

In today’s competitive job market, finding employment for can be a daunting task. Whether you’re a graduate looking for your first role in industry or a professional ready to take the next step in your career, knowing where to look and how to get the most out of your job search is key.

Identifying the right places to look

Online job portals: Websites like LinkedIn, Indeed, CV Library, and Reed are valuable resources for job seekers. These platforms put everything in one place, allowing users to filter based on location, experience, and job type.

Company websites: Many companies prefer to advertise job vacancies on their own websites before external job boards; regularly check the career pages of companies in which you’re interested.

Recruitment agencies: Recruitment agencies, like CK Group, specialise in matching candidates with suitable job roles. Registering with a specialist agency in your field can increase your chances of finding employment. As well as having access to exclusive vacancies, they can provide guidance throughout the application process.

Job fairs: Job fairs are a great way for those entering the job market to meet recruiters face-to-face and learn more about potential employers. Make sure to always take copies of your CV!

Mastering the application process

Tailor your CV: Customise your CV to highlight your skills and experiences most relevant to each position you apply for. By using keywords from the job description you feel reflect your skills in your CV, it ensures your application will pass through any applicant tracking systems (ATS). Read more CV advice here.

Write a compelling cover letter: A well-written cover letter can help you stand out from other applicants. Use it to explain why you’re interested in the position and how your skills align with the job requirements.

Prepare for your interview: Research the company and practise your answers to common interview questions. Make sure you have answers prepared to highlight how your skills fit with the role and company. Read more in our “Top 5 Interview Mistakes to Avoid” article.

By identifying the right places to look for vacancies and preparing effectively for interviews, you can increase your chances of landing your dream job in today’s competitive job market. Remember to stay positive, stay motivated, and that every application and interview is an opportunity to learn and grow. Happy job hunting!

You may also like to read:

7 hints and tips for using LinkedIn

Staying motivated during your job search

What career path is right for you?

In an era driven by technological advancement and innovation, the importance of STEM skills cannot be overstated. However, a concerning issue has emerged – the STEM skills gap. This gap, if left unaddressed, is estimated to cost the UK economy a staggering £120 billion by 2030.

Understanding the STEM skills gap

The STEM skills gap refers to the mismatch between the skills in demand from employers and the skills possessed by the current workforce. Despite the increasing demand for STEM skills across various sectors, there is a shortage of individuals qualified to fill these roles. This imbalance poses a threat to economic growth and the overall progress within the sector.

What is contributing to the skills gap?

Education system: The UK’s traditional education system often fails to adequately prepare students with the necessary STEM skills. There is a lack of emphasis on practical, hands-on learning experiences and insufficient exposure to STEM subjects at an early age.

Gender disparity: Women remain underrepresented in STEM fields, leading to a significant talent pool being underutilised. Addressing gender inequalities in STEM is crucial for bridging the skills gap and creating a diverse and inclusive workforce.

Technological advancement: Technological advancements are outpacing the rate at which individuals are acquiring new skills. This rapid pace of change requires continuous upskilling and career development to remain relevant in the workforce.

Building on soft skills: Those who have recently entered the workforce have been ushered into a predominately digital existence, having completed degrees online and worked from home. A potential consequence is having been inadvertently deprived of invaluable soft skills which are usually nurtured through face-to-face interactions.

The social and economic impact

The impact of the STEM skills gap extends beyond the direct costs of unfilled job vacancies. For industries that rely on technological innovation, such as healthcare, finance, and manufacturing, it will reduce productivity and significantly slow down scientific advancements.

Moving forward and addressing the issues

Education reform: Changes in the education system should focus on promoting STEM education from an early age, integrating practical learning experiences, and adapting the curriculum to align with industry needs.

Encouraging diversity: Initiatives aimed at encouraging diversity and inclusion in STEM fields should be prioritised, in order to tap into a broader talent pool that offers diverse skills and perspectives.

Upskilling and development: Emphasising lifelong learning and providing opportunities for upskilling is essential to ensure that the workforce remains adaptable and equipped to meet evolving technological demands.

Industry collaboration: Collaboration between educational institutions, government bodies, and industry stakeholders is crucial for identifying skill gaps, developing the necessary training programs, and facilitating smooth transitions into STEM careers.

The projected £120 billion cost of the STEM skills gap presents a stark warning about the urgent need for action. This not only threatens economic growth, but also the UK’s position as a leader in innovation and technology. It is imperative that strategies are implemented now, including prioritising STEM education, collaboration between academia and industry, and investing in upskilling initiatives. By addressing the skills gap head-on, the UK can not only safeguard its economic future but also ensure its continued status as a hub of innovation and excellence in the years to come.

You may also like to read:

Market insights from our Life Science recruiter

Diversity, equality and inclusion

Empowering women in STEM: A celebration of International Women’s Day

Clinical trials are the foundation for medical progress; they drive innovation and accelerate the development of life-saving treatments worldwide. These trials serve as a bridge between scientific discovery and real-world application. As we celebrate International Clinical Trials Day, it’s important to recognise the global impact of these advancements and highlight the importance of diversity and inclusion in shaping the future of medical research.

Advancing healthcare across borders

International collaboration plays a key role in the advancement of medical research and patient outcomes across the globe. By researchers, healthcare professionals, and clinical trial participants joining forces, they can bridge geographical gaps to advance scientific discovery and develop new treatments through innovation and teamwork.

Capturing the full spectrum of human diversity

One of the key strengths of clinical trials lies in their ability to involve participants from different locations, ethnicities, and socioeconomic backgrounds. This ensures that the benefits of medical advancements are accessible to all. However, promoting diversity in clinical trials is not only a matter of equality, but it is also essential for ensuring the validity and generalisability of research findings. Ethnic and genetic differences can greatly influence treatment responses and disease outcomes, making it essential to include diverse populations in clinical studies.

The role of technology in progress

Today, technology plays an increasingly crucial role in clinical trials. It is revolutionising the way research is conducted, how data is collected, and the pace of new discoveries. Electronic data systems can greatly streamline the data collection process, making results quicker and improving accuracy. Further to this, technology can now also facilitate remote trials with virtual consultations, wearable devices, and mobile health applications all being available in real-time.

The global impact of clinical trials extends far beyond the laboratories. These trials have a profound impact on public health and can drive scientific advancements. Clinical trials bring together researchers, doctors, and communities to create better treatments. Recognising and supporting their vital role is essential as we face global health challenges.

Want to work in clinical trials? See our latest vacancies here.

Read our Client Case Studies for further information on how we have worked with clients to help with their recruitment within clinical trials.

In recent years, the concept of working from home has gained immense popularity, led by advancements in technology and shifting attitudes towards remote work. The COVID-19 pandemic further accelerated this trend, forcing many companies to adopt remote work policies, something which has continued long after offices were reopened. While working from home offers numerous benefits, it also presents its fair share of challenges for both employees and businesses.

Pros:

Flexibility and improved work-life balance: Perhaps the most significant advantages of working from home is the flexibility it offers. It allows employees to have more control over their professional and personal lives, leading to a much-improved work-life balance. This enhanced work-life balance can improve overall happiness, job satisfaction and productivity of workers.

Increased productivity: Contrary to what many people assume, most remote workers are reported to have much higher levels of productivity compared to those working on site. Without the distractions of an office environment, employees can focus better and therefore work more efficiently.

Cost savings: Working from home eliminates the need to commute, which will save employees both time and money. For companies, this reduction of staff on site can lower outgoings such as electric or indeed the size of the office they need to provide.

Access to a global talent pool: For employers, embracing remote work opens access to a much broader pool of talent. With location barriers removed, companies can recruit top talent globally, bringing in diverse skills, and leading to enhanced innovation and decision making.

Cons:

Lack of supervision and accountability: Without direct supervision, some employees may struggle to stay focused and be held accountable for their workload. Managers may then find it more challenging to monitor progress and provide feedback. Alternatively, for others, without a clear separation between work and personal time, they may find themselves working outside of their regular hours, which is likely to lead to burnout.

Challenges with technology: Remote work relies heavily on technology, and technical issues can significantly disrupt efficiency and communication. A poor internet connection or software glitches will negatively affect productivity.

Difficulty with collaboration and communication: While advancements in video tools such as Zoom and Teams have made remote collaboration and communication easier, it is still not a direct replacement for face-to-face interactions. Remote teams may encounter challenges in teamwork and building relationships, leading to decreased cooperation.

Feelings of isolation: By far one of the most significant drawbacks of working fully remote, is the potential for feeling isolated from your team. Employees may miss out on the social interactions and teamwork that comes with working in an office environment. In the long term, this can negatively impact mental health.

Working from home offers countless benefits, most notably improved work-life balance. However, while it also comes with its share of challenges, many companies are opting to offer hybrid working to bridge the gap between the two. This allows a much needed work-life balance, while also facilitating that face-to-face interaction between colleagues.

You may also like to read:

Why work life balance is important for both employers and employees

Embracing flexible working

The rise of video CVs and interviews

Innovation within the Life Science and Clinical sectors has been a driving force behind significant advancements in healthcare and the wider scientific community. From groundbreaking treatments to more efficient diagnostic tools, technology plays a crucial role in the development of everything from manufacturing processes to medicines and more. Embracing new technologies can drive efficiency, reduce costs and aid new discoveries.

The evolution of technology within these fields

Decades ago, laboratory work relied heavily on manual processes and limited instrumentation. However, the advancements within automation and robotics have streamlined processes, enabling researchers to conduct experiments with greater precision.

In recent years, the merging of disciplines such as biology, computer science and engineering has led to the development of interdisciplinary fields like bioinformatics and computational biology. These fields have led to many new discoveries and predictive models in areas ranging from drug discovery to disease management.

The rapid pace of technological advancement has transformed many aspects of the Life Science and Clinical landscape. One key advancement is that of artificial intelligence (AI) and machine learning, which today is revolutionising how data is analysed and interpreted. Similarly, in clinical settings, AI-driven diagnostics are improving the accuracy and speed of disease detection, enabling earlier intervention and better patient outcomes.

Overcoming challenges and embracing new opportunities

Despite the immense potential of new technologies, their integration into the Life Science and Clinical sectors is not without challenges. With digitalisation, comes concern regarding data privacy, security, and regulatory compliance, making it paramount that companies develop ways to safeguard patient information.

Amongst these challenges, however, lie opportunities for growth and innovation. There are growing opportunities for collaborations across different fields, driving innovation forward and ensuring that new technologies are harnessed responsibly and ethically.

Despite any challenges, the benefits of embracing new technology within the Life Science and Clinical sectors far outweigh the risks. The integration of cutting-edge technologies promises to revolutionise the way we understand the world, and we are entering an era of unparalleled advancement and innovation.

You may also like to read:

The rise of video CVs and interviews

5 reasons why your company should be promoting sustainability

Is your recruiting process costing you candidates?

Here at CK Group we have a unique insight into the life science job market. We are in a privileged position to offer advice to both our clients and candidates, so that you know the best way to navigate within the sector.

We asked our Life Science Recruitment Manager, Jade Stirk, to answer a few questions and to share her expertise with you all.

Could you briefly introduce yourself and your background in scientific recruitment?

I joined CK Group in 2013, where I focused on recruiting for contract roles within our science contracts team. Recently, I’ve been promoted to Recruitment Manager, and now my main focus is on recruitment within GMP Manufacturing in the Life Science industry across the UK. My specialist areas include Laboratory, Process, Production, and Quality related roles.

Industry Trends and Demands

What are the current trends you’re observing in the Life Science sector?

I have noticed that a lot of our contract manufacturing clients are the ones who are actively recruiting now and there seems to be a big increase in contract positions.

Are there specific scientific fields or disciplines that are in high demand at the moment? Why?

Experienced QC Analysts are in demand within GMP-regulated industries. I believe this is down to production levels increasing, meaning more testing required in the laboratory.

How do you think global events (e.g. pandemics, technological advancements) have influenced the demand for scientific talent?

The manufacturing industry is always impacted by global events. You see a pattern in the demands of clients making more products, but then the lows of when it is on hold – there always seems to be a global reason as to why. Overall, these events can lead to shifts in priorities, funding, and career opportunities within the scientific community.

Skill Sets and Qualifications

What are some of the key skills and qualifications employers are seeking in candidates today?

For most of our roles we ask for experience in a GMP-regulated environment as a base skill. The trends we are seeing with increasing demand are for candidates with experience working with HPLC, GC and LCMS.

Are there any emerging skills or areas of expertise that are becoming increasingly important?

In our industry we are seeing a demand for hands-on experience in industry, and not many opportunities for fresh graduates. This could be because companies are looking for people to come in and hit the ground running, having already gained the skills required in an industry setting.

Challenges and Opportunities

What are some common challenges that organisations face when recruiting?

A slow recruitment process is a big challenge we face currently, as when someone good is looking for a new role you need to act fast to get them offered.

In your experience, what strategies have been effective in overcoming these challenges?

Raising awareness to clients that good candidates are in demand, and they need to act fast.

Diversity and Inclusion

What initiatives or practices have you observed that promote diversity and inclusion in scientific workplaces?

I’ve observed several initiatives and practices aimed at promoting diversity and inclusion in scientific workplaces, including:

1. Diversity hiring programs – many organisations implement targeted recruitment efforts to attract diverse talent, ensuring a more inclusive workforce.
2. Training and workshops – workshops and training sessions on unconscious bias, cultural competence, and inclusive leadership can raise awareness and create a more inclusive environment.
3. Flexible work policies – flexible work arrangements accommodate diverse needs, such as caregiving responsibilities or disabilities, promoting a good work-life balance.
4. Transparent promotion processes – clear criteria and evaluation metrics for promotions help mitigate bias and ensure equal opportunities for advancement.

Looking to the Future

Are there any emerging trends or developments that you anticipate will shape the landscape of scientific talent acquisition in the coming years?

Technological advancements like AI will start to shape talent acquisition more in the future, but you will always need a good recruiter who can screen your candidates and give a more personal response.

Thank you, Jade, for sharing your valuable insights with us today. Is there any additional advice or final thoughts you’d like to leave our audience with regarding scientific recruitment?

At CK Group, teamwork is at our core, and delivering exceptional service is our mission. While we may not shout about it often, our team boasts an impressive 70% fill rate, a testament to our commitment to excellence in recruiting. This ratio is well above industry average!

If you have a role to fill and need help, please get in touch today.

If there are any further questions you have or if you require further clarification on any points discussed, contact Jade at jstirk@ckgroup.co.uk.

Read more advice on getting the most out of your recruitment strategy on our Client Advice Centre.

In recent years, sustainability has emerged as a critical consideration for businesses worldwide. More than just being a buzzword, it has become a fundamental aspect in corporate strategy. From reducing environmental impact to promotion of social responsibility, endorsing sustainability offers a range of benefits for companies.

1. Moral and ethical standpoints

Today, society is increasingly environmentally conscious and socially aware, seeking products and services from companies that demonstrate a commitment to sustainability. Not only will this influence customers, but you may also find that employees that share these values are more likely to advocate for the business, leading to a greater retention of staff as well as attracting more top talent.

2. Cost savings and operational efficiency

Implementing energy-efficient technologies, optimising use of resources, and reducing waste not only benefit the environment but also lead to lower operating costs in the long run. These sustainable practices can streamline processes, improve resource management, and enhance overall profitability.

3. Enhancing brand reputation and trust

Companies that demonstrate a genuine commitment to sustainability are perceived as responsible businesses, earning the trust and loyalty of customers, investors, and other stakeholders. A positive brand image can differentiate your company from competitors, attract socially conscious investors, and strengthen relationships with customers and clients.

4. Future-proofing your business

Investing in sustainability today, helps future-proof your business against emerging risks and uncertainties.

5. Contributing to a better future

Businesses have a significant role to play in addressing global environmental and social challenges. By reducing carbon emissions, conserving natural resources, and promoting social equity, companies can contribute to building a more sustainable and resilient world for future generations.

Promoting sustainability is no longer just an option, but a necessity for corporate organisations. By aligning with social expectations, driving cost savings, enhancing brand reputation, future-proofing, and contributing to a better future, sustainability initiatives offer numerous benefits. Embracing sustainability isn’t just good for business, it’s essential for creating a more sustainable and positive future for all.

You may also like to read:

Why work life balance is important for both employers and employees

Embrace contract and temporary recruitment

Is your recruiting process costing you candidates?

In the world of job hunting, there’s often one crucial piece of information that job seekers focus on – the salary. However, in today’s job market, it’s not uncommon to come across job adverts displaying salaries as “competitive”, meaning a salary that is equal to, or greater than, the average salary for similar roles in that industry.

From our own 2023 Life Science & Chemical Job Market Survey, we found that 66% of respondents stated that salary was an important driving force to them in their decision to start looking for a new role.

We wanted to delve further, so we created a poll on our LinkedIn to see if potential job seekers would still be willing to apply for a position if the salary is wasn’t displayed? An overwhelming majority of 64% of respondents answered that they would be less likely to apply for a job without a salary, with 22% stating they would not be put off at all, and 14% selecting that they would not apply for the position at all. This clearly shows that by not displaying a salary bracket, you are significantly reducing your pool of candidates.

Why do employers not advertise salary?

Some argue that excluding the salary can deter potential candidates from applying, as we know many job seekers prioritise the salary and financial stability when considering job opportunities. On the other hand, some employers suggest that by not disclosing the salary upfront, they can attract candidates who are genuinely interested in the role and the company, rather than those solely motivated by potential earnings.

However, it is also important to recognise strategic reasons for not publishing salary. Some companies may have a flexible budget for the right candidate, or they may prefer to discuss salary expectations during the interview stage, allowing them to tailor the offer based on the candidate’s skills and experience.

How does this influence job seekers?

For job seekers, the decision to apply for a job without a displayed salary can be influenced by various factors. Some may be willing to take the chance if the job description aligns with their career goals or is with a reputable company. However, others may not want to invest the time and effort into applying for a role without knowing whether the salary on offer meets their expectations of a potential income.

Ultimately, the decision to apply for a job that does not display salary depends on an individual’s priorities or circumstances. While some job seekers may be open to the opportunity, others may prefer to prioritise roles where salary information is transparent from the start.

So why should employers advertise salaries?

Transparency with salary information has become increasingly valued in today’s job market, with many job seekers advocating for its inclusion in job adverts. Not only does being transparent around salary make the recruitment process more efficient, it also supports fair and equal pay across companies, something which many strive to achieve.

As experienced recruiters, we recognise the importance of posting salary ranges, particularly when working in conjunction with job boards such as Indeed who actively prefer job postings with a published salary.

Studies have shown that candidates are more likely to apply for roles with advertised salary ranges, in fact not advertising the salary can discourage the candidate market to nearly half or as our LinkedIn poll shows, therefore it is within the interest of the employers to do so.

Finding a balance between transparency and strategic recruitment approaches is key for both job seekers and employers. In the hunt for the perfect match between candidates and roles, it is important to understand the influence disclosing salary can play in your recruitment strategy.

If you are an employer who would like advice regarding advertising salaries, please feel free to contact us here.

You may also like to read:

Is your recruiting process costing you candidates?

Using your company culture to attract and retain staff

Why work with a specialist recruitment agency?

Why work life balance is important for both employers and employees

Well done, you’ve got an interview! But how do you avoid making the most common mistakes when interviewing?

1. Being Unprepared

Before attending any interview, you should take the time to research the employer. It is likely they will ask you why you want to work at the company and what your know, and you should be able to give them valid answers.

What to find out before your interview:

• Type of Interview: Find out what type of interview you will be having (e.g. competency based, practical, panel, etc.), and prepare answers tailored to the types of questions expected. A good tip to anticipate the questions that might be asked is to reread the job description and pick out the key skills and competencies they are looking for. By having answers prepared that you can customise to specific questions, you are more likely to convince the interviewer of your suitability for the role.
• Timekeeping: Being prepared for your interview also means figuring out how you are going to get there. Not arriving on time is a sure way to make a bad impression – if for any reason you are running late, you should always inform them of this. Being late gives the impression that you are uninterested in the job and can put you at an instant disadvantage.
• Technology: Today many employers are opting to conduct interviews over video – in this case it is vital to ensure all of your equipment and links are working beforehand, and that you are located in a suitable setting to conduct the interview. Pay particular attention to your background, and what may be just out of shot – some video clients actually transmit a slightly larger view than what you can see, so make sure that dirty washing is in a different room!

Find more detailed advice on how to prepare for your interview

2. Speaking Negatively about Previous Employers or Colleagues

Although you could be leaving your current company due to unfortunate circumstances, it is important that you don’t overly criticise them. While it is fine to say, for example, that you wish to leave due to a lack of progression opportunities, it is not ok to bring up conflicts or issues you have had personally.

If you do speak negatively about a former employer, your interviewer may get the impression that you will also speak negatively about them. This is particularly important if you are interviewing at a company in the same sector as your current employer, as you don’t want to accidently divulge any sensitive information.

3. Being Unable to Explain your Motivations

Not being able to explain your motivation for applying to a new job can significantly hinder your chances of landing the position. It is essential to prepare for interviews by reflecting on your career goals, the reasons you find the job appealing, and how it fits into your overall career path.

So why would a prospective employer be influenced by your motivations?

• Lack of Clarity: When you can’t articulate your motivation for applying, it indicates a lack of clarity about your career goals and aspirations. Employers want to see that you have a clear direction and purpose in your professional life – without a well-defined motivation, you may come across as uncertain or unfocused, which could raise doubts about your commitment to the role.
• Cultural Fit: Companies often prioritise cultural fit during the hiring process. When you can’t explain why you want to join their specific organisation, it suggests that you haven’t done enough research about the company. Employers want candidates who align with their values and can seamlessly integrate into the team.
• Performance and Engagement: Motivated employees tend to perform better and be more engaged in their roles. If you can’t articulate why you want the job, the employer might assume that you are solely interested in finding any job and are not genuinely interested in this particular position.
• Career Growth: Generally speaking, employers want to hire candidates who view the job as an opportunity for professional growth. Being able to explain your motivation allows you to highlight how the role aligns with your long-term career plans and how it can help you develop as a professional.

4. Letting Nerves Take Over / Having the Wrong Attitude

Although it is common to be nervous when it comes to interviews, it is important that you still portray your ability to fulfil the role. A tip for when you are struggling to answer a question, is to pause and repeat the question while you gather your thoughts. This will give you time to recall the answers you have previously prepared.

On the other side, appearing too self-assured can also impact you negatively. While it is great to be confident in your abilities, be careful to still seem grateful for the opportunity to interview and describe what you can bring to the role without coming across as arrogant.

5. Not Asking Any Questions

Once the interview is drawing to a close, it is likely that your interviewer(s) will ask you if you have any questions for them. It is just as important to ask questions, as it is to answer them. Asking the interviewer questions shows that you are seriously interested in the role and will help to build rapport with them.

Think about questions you wish to ask before your interview, and be careful to avoid asking any questions that you could research the answer to yourself. For example, if you were to ask what the company does, this will give the impression that you haven’t done much research and therefore aren’t really interested in the role and/ or company.

Instead, ask questions about what you personally find valuable in a role, whether that be opportunities for job progression, training programmes or work culture.

Click here for some great questions to ask at your job interview

The rise of video CVs and interviews has become a prominent trend over the past few years, offering both employers and job seekers a more flexible and efficient way to connect.

Video CVs

Using video gives candidates the opportunity to showcase their skills as well as personality and creativity. Instead of relying solely on text to convey their qualifications, applicants can use video to demonstrate their communication skills, enthusiasm, and fit for the role.

Employers, on the other hand, benefit from video CVs by gaining deeper insights into candidates early in the recruitment process. They can assess not only a candidate’s qualifications but also their presentation style, professionalism, and cultural fit within the company. Allowing recruiters to make more informed decisions about who to invite for further interviews, saving time and resources.

Virtual Interviews

Alongside video CVs, video interviews have also become increasingly popular, particularly in line with the rise of remote and hybrid working. With the advancements in video conference technology, conducting interviews virtually has become convenient and cost-effective for both employers and candidates.

Video interviews eliminate geographical barriers, allowing companies to interview candidates for positions regardless of their location. It also allows for better collaboration among the hiring teams, as multiple interviewers can participate from different locations simultaneously. Additionally, the flexibility of virtual interviews makes it much easier to accommodate busy schedules and reduces the need for time-consuming logistics associated with organising face-to-face interviews.

Overcoming Challenges

The rise of video CVs and interviews also comes with its challenges. Technical glitches or poor internet connectivity can disrupt the flow of the interview, impacting the candidate’s performance and the overall impression they leave on the hiring team.

However, to address these challenges, both candidates and employers can take proactive steps. Candidates can practice their video presentation skills, ensure a stable internet connection and familiarise themselves with the technology or software beforehand. Employers, on the other hand, must provide clear instructions and support to candidates, offer flexibility in scheduling and ensure they are using a reliable video conference platform to minimize the likelihood of technical issues.

Overall, the rise of video CVs and interviews represents a significant shift in the way recruitment is conducted. By embracing video technology, both employers and candidates can streamline the hiring process, improve candidate experience and ultimately find the best fit for each role.

You may also like to read:

Why work life balance is important for both employers and employees

Embracing flexible working

What career path is right for you?

In today’s candidate driven job market, attracting and retaining top talent is crucial for the success of any business. While competitive salaries and benefits packages are important, they are no longer sufficient on their own. More and more, job seekers are prioritising company culture.

A company’s culture shapes everything from how employees interact with each other, to how they approach their work. When company culture aligns with an employee’s values and goals, it creates a sense of belonging that goes beyond the job itself. This alignment is becoming increasingly important to employees, particularly millennials and gen Z, who seek meaningful work, a sense of community in the workplace and a good work-life balance.

So, how can you use your company culture to attract and retain staff effectively?

Define your company values

Employees want to work for a company that has a vision they can get behind. It is important to communicate what this is to both current staff and prospective ones. Use company meetings and internal communications to relay your values to the workforce, and social media to help potential employees understand what your company stands for and whether it aligns with their own beliefs.

Create a positive and inclusive work environment

It is important to ensure that employees feel valued, respected and supported – which, in turn, will make staff feel empowered to contribute their unique perspectives and talents. When employees feel appreciated and included, they are more likely to be engaged and committed to their work, leading to higher levels of retention.

Prioritise employee development and growth

Offering opportunities for learning and career advancement shows you are investing in them as an individual. Employees are more likely to stay with a company that invests in their professional growth and offers pathways for development.

Promote work-life balance and flexibility

In today’s fast-paced world, employees value flexibility in how, when and where they work. By providing options such as remote work or flexible hours, this demonstrates that you value your employees’ time and well-being.

Recognise achievements and milestones

Whether it’s a job well done, a work anniversary, or a team success, taking the time to acknowledge and celebrate employee contributions creates a culture of appreciation and high morale.

Leveraging your company culture is a powerful strategy for attracting and retaining the best staff. By defining and communicating your values, creating a positive and inclusive work environment, prioritising employee development, promoting work-life balance, and celebrating achievements, you can create a workplace where employees feel valued, engaged, and committed for the long term. Ultimately, investing in your company’s culture is not just good for your employees – it’s good for your business.

You may also like to read:

Is your recruiting process costing you candidates?

Organise your hiring strategy

Why work life balance is important for both employers and employees

Why work with a specialist recruitment agency?

In a world driven by technological innovation and scientific advancements, the decision to work in the scientific and clinical fields offers a diverse and impactful career.

1. Opportunities for Innovation

Working in these industries can be exciting and intellectually stimulating. It’s a chance to learn and contribute to our understanding of the world around us, and gives the opportunity to make ground-breaking discoveries and develop new technologies, overcoming significant scientific challenges through innovation.

2. A Career with a Purpose

The desire to work in the scientific or clinical research fields is often fuelled by the desire for both a thought-provoking and rewarding career. These industries can provide the chance to advance scientific knowledge and positively influence the lives of numerous individuals, something which can be a powerful motivator when choosing a career path.

3. Solving Real-World Problems

Whether it’s addressing scientific challenges, improving healthcare, or advancing technology, working in these field provides a platform to tackle global issues. The satisfaction of knowing that your contributions have a direct and positive impact on society is a powerful motivator for many.

4. Global Collaboration

Working in these industries provides opportunities for collaboration on an international scale. The variety of sectors available and the chance to work with professionals from different backgrounds can offer a diverse working environment, that can enhance your professional development and progression.

5. Continuous Learning and Development

Scientific and clinical research fields are characterised by their ever-evolving nature. By choosing a career in these industries you are embracing a lifelong journey of learning, constantly growing and developing to overcome real-world problems.

6. Diverse Career Opportunities

There are a wide array of disciplines to explore; the diverse nature of these roles allows individuals the flexibility to experience various specialisms to find your place within the broader landscape.

7. Job Security

The demand for skilled professionals in these fields is consistently high. Many industries continue to rely on technological advancements, therefore these diverse skills remain in demand, leading to competitive salaries and job security.

Working in the scientific and clinical research fields offers a professional journey of exploration, innovation, and impact. These sectors give the opportunity to be at the forefront of change, to contribute to solutions for global challenges, and to enjoy a career marked by continuous learning and growth.

You may also like to read:

Choosing a career that makes a difference

What career path is right for you?

Choosing between a global or start-up company

Job hunting can be challenging, filled with many ups and downs. One of the most discouraging aspects is facing rejection. However, this is a natural part of the job search process, and if you can learn how to deal with rejection and use it as an opportunity for growth, it will ultimately help you in securing the right job.

Understand it’s not Personal:

A rejection does not directly reflect your capabilities. Employers often have precise criteria and specific preferences, that may not always align perfectly with your qualifications or experience.

Seek Constructive Feedback:

After a rejection, you should consider reaching out to the employer or having your recruitment consultant ask for feedback. Constructive criticism can provide a valuable insight into any skills gaps, which you can use to help identify any areas of improvement. Use this feedback as a tool for refining your skills and enhancing your applications.

Learn and Adapt:

Remember that job hunting is a learning process. Taking onboard and acting on feedback from your interviews will only help you improve your technique and allow you to adapt for future opportunities.

Diversify your Approach:

If you’re receiving multiple rejections, consider diversifying your job search strategy. If you’re not getting to interview stage, consider reviewing your CV or what you are stating on application forms. If your interviews are not progressing, then seek feedback to see how you can improve how you are displaying your skills. Being open to a variety of opportunities can increase your chances of finding the right fit.

Maintain a Positive Mindset:

Staying positive during your job search is easier said than done, but it is essential to celebrate the small victories. Focus on your strengths, achievements and the progress you’ve made so far.

Dealing with rejection during your job hunt is undoubtedly disheartening, but it is an unavoidable part of the process. By approaching rejections with resilience, seeking constructive criticism, acting on any feedback you receive, you can turn these setbacks into opportunities for both professional and personal growth. Remember that the right opportunity is out there and each rejection brings you one step closer to finding it.

You may also like to read:

Staying motivated during your job search

How to overcome job hunting anxiety

Taking the positives from criticism at work

International Women’s Day, serves as a global celebration of the achievements and contributions of women across various fields. One field where women have made significant progress in is STEM. Despite historical underrepresentation, women continue to break barriers – inspiring future generations and reshaping the landscape of these industries.

In the not-so-distant past, women faced societal barriers that limited their access to an education and career opportunities. However, time has evolved and it is with persistent advocacy that women have increasingly found their place in these traditionally male-dominated fields. Today, their influence is undeniable, with many women making a vast impact on the industry, from developing ground-breaking research to generating technological innovation.

Highlighting Achievements:

International Women’s Day offers a moment to reflect on the remarkable achievements of women working in STEM. Women scientists, engineers, technologists and mathematicians have excelled in diverse fields, contributing to advancements that benefit society as a whole; with work ranging from developing life-saving medical technologies to driving innovation in artificial intelligence.

Promoting Diversity, Equality and Inclusion:

While progress has been made, challenges persist. Gender inequalities in these fields continue to exist, with women underrepresented in many roles. International Women’s Day serves as a reminder of the importance of embracing diversity, equality and inclusion within the scientific communities.

Inspiring Future Generations:

Celebrating women in STEM on International Women’s Day is not only about recognising current achievements and contributions, but also about inspiring the next generation. By showcasing the accomplishments of women in these fields, we encourage young girls to pursue their owns interests without judgement or barriers, aiming for a future where gender equality is the norm rather than the exception.

As we acknowledge and celebrate the achievements of today, let us also commit to creating a future where women in STEM thrive. Women are breaking down barriers and shaping a world where talent knows no gender – paving the way for continued innovation and progress in the ever-evolving landscape of STEM.

You may also like to read:

Choosing a career that makes a difference

Diversity, equality and inclusion

You may also like to read our Unbiased Hiring with CK Group document.

Our specialist recruitment consultants have a profound understanding of the Life Science, Chemicals, Clinical, Engineering and Technical industries, with the expertise to consistently meet your needs. Whether your requirements arise unexpectedly or are part of a planned project, our remarkable speed and flexibility ensure that you receive the necessary support, delivered promptly and within budget.

Our specialist teams cover many sectors within the Chemicals, Clinical, Engineering and Technical industries

Industry sectors we recruit for:

Chemicals, Materials, FMCG, Biotechnology, Pharmaceuticals, Antibody Discovery, Medical Devices, Clinical, Biometrics, Waste & Environmental Management, and Oil & Gas.

Examples of the types of roles we cover:

Process, Computational Chemistry, CMC, Quality Control, Quality Assurance, Production/Manufacturing, Research & Development, Laboratory, Microbiology, Molecular  Biology, Cell & Gene, Regulatory Affairs, Medical Affairs, Medical Writing, Healthcare Governance, Clinical Development, Clinical Operations, Data Management, Organic Synthesis, Scale-up, Formulation, Stability Analysis, and many more!

Flexible staffing solutions to respond to your fluctuating workload

Many of our clients use contract recruitment as a way to fill gaps in the workplace, from covering long periods of leave to adding extra staff for short term projects. However, not many take full advantage of the additional benefits of recruiting on a temporary  basis.

Did you know that CK Group are statistically much more likely to find the right candidate for your job and in a shorter period of time than other recruitment companies? *

This is specifically in relation to our job to placement ratios:  77% of CVs we submit to a job progress to interview stage!

Why recruit on a contract basis, and how can it be beneficial for your company?

Access to Expertise and Filling Skills Gaps – Contingent workers are often highly talented, with a specific skill set. Contracting those kinds of professionals is the ideal way to fill a skills gap within an organisation, especially when the skill set is only needed for a short amount of time.

Flexibility – The temporary nature of contract work allows companies to respond to changing circumstances.

Faster Turn Around – Experienced contractors are often available at short notice, so the hiring process is quicker than hiring a permanent employee.

Cost Efficient – Pricing transparency allows you to budget and control the costs for your workers.

In-House Payroll – We can handle payroll for you through our own Payroll team, with the cost of this included in the recruitment fee.

Fully Compliant – Our dedicated Operations Support team ensures workers are fully screened and legally compliant before starting work.

Simplifying the Process – We will be there to support you every step of the way. We include full HR support during the length of the contract and we will draw up all contract documentation – meaning less paperwork for you to complete.

Save a copy of this article here.

Get in touch to see how CK Group can help with your hiring strategy this year!

You may also like to read:

Why work with a specialist recruitment agency?

5 insights into the current STEM job market in the UK

Our client case studies

*Data from CK database and Hirehive