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What are the best practices for recruiting laboratory staff?

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Recruiting laboratory staff can be a challenging and rewarding process, especially in a competitive and dynamic field like laboratory management. You want to find qualified, motivated, and reliable candidates who can perform various tasks, follow protocols, and collaborate with others. But how do you attract, assess, and retain the best talent for your laboratory? Here are some best practices to help you with your laboratory staff recruitment and training.

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Irene N.

?? Recruiter | Talent Acquisition Manager?? Web3 | Crypto | Blockchain

1 Define your needs

Before you start looking for candidates, you need to have a clear idea of what you need in terms of skills, qualifications, experience, and personality. You can use your existing job descriptions, performance reviews, and feedback from current staff to identify the essential and desirable criteria for each position. You should also consider your laboratory's culture, vision, and goals, and how they align with the expectations and values of potential candidates.

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Irene N.

?? Recruiter | Talent Acquisition Manager?? Web3 | Crypto | Blockchain
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Setting up the clear goal on the needs is the most important part of the hiring process. Quite often this step is underestimated, however it could save a lot of money and time to the company.

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David E.

Transportation Consultant, Author, Recruiting and retention, Operations, leadership, change management and consults. #recruiting #leadership #driverrecruiting #retention #truckdriver #operations
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Recruiting in any industry will follow 3 things. Based on first contact is the applicant qualified is the applicant a good fit for the culture is the applicants salary demands with in the budget

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Motloduwa Ruston Moretsele

GCC Factories Engineer | ADBM
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Also give a process framework for a specific function, for an example, laboratory water technician, perform substance analysis, add ingredients, test for further impurities, check the Ph level, records water quality in the log book and report every steps caused constraints

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Amanda R.

Research Technician II ASU. Leadership and organizational psychology expert with a concentration in training, development and retention.
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Clear and concise roles and compensation. One of the issues in lab recruitment is the lack of clarity for potential applicants. That coupled with the long hiring process and misleading growth potential causes the frequency in turnover.

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2 Write effective job ads

Once you have defined your needs, you need to communicate them effectively to your target audience. You can use various channels, such as online platforms, social media, professional networks, or referrals, to reach out to potential candidates. Your job ads should be concise, clear, and compelling, highlighting the benefits and opportunities of working in your laboratory, as well as the main responsibilities and requirements of the role. You should also include relevant keywords, contact details, and application instructions.

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3 Screen and interview candidates

After you have received applications, you need to screen and interview candidates to evaluate their suitability for the role. You can use various methods, such as phone calls, video calls, online tests, or in-person interviews, depending on your resources and preferences. You should prepare a set of questions that cover the technical, behavioral, and situational aspects of the job, as well as the candidates' motivation and fit for the laboratory. You should also use objective and consistent criteria to compare and rank candidates.

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Irene N.

?? Recruiter | Talent Acquisition Manager?? Web3 | Crypto | Blockchain
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Personal contact with candidates is important, especially now within online hiring processes. Within that contact both parts should understand each others needs and elaborate on the next steps. Depending on the company’s size and vacancies the first contact could vary from personal conversations to impersonal ones, like tests. However, the company and hiring team must identify the ranking criteria together and be flexible if the candidate has all must have criteria and is missing some of the “could learn” criteria.

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4 Train and onboard new hires

Once you have selected the best candidates, you need to train and onboard them effectively to ensure their success and retention in your laboratory. You should provide them with a comprehensive and customized induction program that covers the laboratory's policies, procedures, standards, and expectations, as well as the specific skills and knowledge they need for their role. You should also assign them a mentor or a buddy who can guide them, support them, and monitor their progress.

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5 Evaluate and improve your process

Finally, you should evaluate and improve your recruitment and training process regularly to ensure its efficiency and effectiveness. You can use various metrics, such as time to hire, cost per hire, quality of hire, turnover rate, or employee satisfaction, to measure the outcomes and impacts of your process. You should also solicit feedback from candidates, new hires, and existing staff to identify the strengths and weaknesses of your process, and implement changes accordingly.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Motloduwa Ruston Moretsele

GCC Factories Engineer | ADBM
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Check the management attitude, conflict management and managing discipline aptitude, for example, may ask a candidate to share on how he/she had to react on recommendations that once was made by HOD, which he/she couldn't agreed with, what was the scenario? How did it find him/her, what was the response or action he/she made upon been aggravated? Was her/his action helped the management to realize the error or to mark a prospects of growth thereof? If was further aggravated what contributed into him/her to calm down?

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What are the best practices for recruiting laboratory staff?

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1 Define your needs

2 Write effective job ads

3 Screen and interview candidates

4 Train and onboard new hires

5 Evaluate and improve your process

6 Here’s what else to consider

Laboratory Management

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