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Issue 5, 2025
Workplace Awards, Recruiting Trends & LinkedIn Love/Hate! Welcome to the 5th Issue of The BioHire Journal!...
Issue 5 BioHire RoundUp
Stay updated with the latest news and trends shaping the biotech recruiting world.
LinkedIn Overload: Recruiters Live on It, But When Is It Too Much?
Are you a LinkedIn evangelist or do you dread logging in and avoiding the “Linkedin Lunatics?” The platform has changed significantly in recent years, but it’s still vital to successfully finding top talent. Using the right tools and strategies can refocus your recruiting efforts and sharpen them to better fit the new LinkedIn landscape.
Third-Party Recruitment or In-House Teams: When to Choose One Over the Other
When looking for that bespoke candidate, a partnership between in-house HR and a third-party search firm yields the best results.
Optimizing Your Desk Space
Whether you work from home or go into an office, optimize your desk space to maximize comfort and productivity with these tips.
Workplace Awards: How Valuable Are They In Attracting Candidates, Really?
Winning workplace awards certainly won’t hurt, but there’s much more to the story.
Issue 4, 2024
AI In Hiring, Backdoor References, & Biotech's Talent Challenges Welcome to the Fourth Issue of The BioHire...
Overwhelmed by AI: The Unqualified Application Flood
How Do Employers Qualitatively Keep Pace in a Sea of Embellished Resumes? A recent Financial Times article estimates...
Good Scientist, Bad Interviewer?
Structured interviews and setting aside first impressions can help biotech hiring managers uncover talented but reserved candidates, ensuring strong scientists aren’t overlooked due to interview style or first impressions. Shifting focus to “screening in” candidates promotes a more accurate assessment of both technical and soft skills.
Backdoor References in Recruitment: Insight or Invasion?
Backdoor references can offer valuable insights into a candidate’s skills and work ethic beyond their formal references, but hiring managers must handle them with care to ensure credibility and confidentiality. These informal checks should complement structured interviews rather than serve as the primary assessment tool.