Have you worked with other recruiting agencies before you found Compass Consulting? Compass takes great pride in leading and nurturing each candidate through the recruiting process. Although much of the recruiting process is the same, we wanted to detail the process from the perspective of some of our top recruiters. We posed several questions to Shannon Chamberlin, Jay Hite and Mel Politron, and we hope this gives you more transparency into Compass’ recruiting practices and strategies.
General Requirements & Initial Screening
Like all staffing practices, job screenings begin when our client connects Compass with a new position they need to fill. Job positions within life sciences are not always cookie-cutter and may come with additional requirements. Mel, who often recruits for scientific and clinical positions, shares her screening strategy on screening. “General requirements vary from role to role,” she says. “However, when we screen, we normally screen for hard skill sets, specific laboratory skills, experiences with certain methodologies, software, etc. Unlike other positions such as those in finance or administration, where skills can be broader, research and clinical skills are extremely specific for each role.”
If jobs require a candidate with specific experiences that isn’t available in Compass’ current pipeline, our recruiters will default to LinkedIn, ZipRecruiter, or referrals from current candidates and begin the search. Calling candidates gets the conversation started and recruiters use this initial outreach to discuss their resumes and experiences. If what they’re looking for matches with a current position, they begin the interview process and client coordination. They explain the job description and next steps if the candidate agrees to move forward.
Advice for Candidates Working with Compass
We enjoy working with candidates, but we understand that there are other opportunities that are competing for their interests. Mel and Jay give candidates suggestions for when being presented with an opportunity.
“Some positions have specific requirements that can take longer to source and find the right candidates.” Jay said. “Be open-minded to work a contract role. Our clients are large biotech companies, and a contract position is a great way to get your foot in the door. Most contract roles get extended and about 25-30% get converted to permanent roles with salaries after one year.”
Shannon adds background on candidates that are interviewing with multiple companies. “Because we’re currently working in a candidate’s market, hiring managers might not move fast enough for prospective employees to continue. It’s challenging, but we truly appreciate candidates that communicate well, follow up and appreciate our help.”
Mel also encourages candidates to be open-minded and reciprocate. “Have an open and honest conversation. ‘I want to get into the biopharma industry and have a certain salary range in mind.’ Let us know specifically what you want. We will always have your wants and needs at the forefront when representing you, but it helps to represent you with all the details at our fingertips.” She goes on to elaborate. “Candidates nowadays are so focused on just the pay. Although those things are important and justified, there are many other circumstances and situations that may be significant to a career or individual goal. Working with or under CEO’s, opportunity for career advancements, longevity, etc. Looking at the bigger picture is what we are here for.”
Debunking a Myth
There is a myth that when candidates begin working with a staffing agency and are placed on an assignment, the recruiter takes a cut from the candidate salary. “This is a common misconception,” Jay says. The candidate does not have their salary or hourly pay reduced. At Compass, we bill the client for this instead, based on a contingency agreement that’s already in place.
“Our relationships with the companies we work with are separate from the pay rates and salary requirements,” Mel adds. “Our candidates will never need to worry about Compass recruiters taking a portion of their pay.”
We hope this gives you a better understanding of our company and recruiting strategies, and we look forward to working with you for your next life science opportunity. Connect with Shannon, Jay, Mel or any of our other recruiters for more information today.