Understanding Internal Recruitment Costs When considering internal recruitment, assessing the various expenses involved is important. These costs go beyond the direct expenses associated with hiring and onboarding. Let's delve into the key factors that contribute to the actual costs of internal recruitment:
1. Hiring Expenses
Internal recruitment entails expenditures related to the recruitment process itself. This includes advertising job vacancies, utilising job boards, conducting background checks, and screening candidates. These costs can quickly increase, especially if the organisation has multiple positions. Additionally, internal recruitment requires dedicated HR personnel or teams whose salaries and benefits must be accounted for.
According to the<a href="https://elmosoftware.com.au/resources/research-reports/2023-hr-industry-benchmark-report/"> 2023 HR Industry Benchmark Report</a> from ELMO Software, the average cost to hire a new employee has risen to $8,000, with 45% of businesses surveyed stating that the recruitment budget has increased as a result.&nbsp;
2. Time and Productivity Loss
One of the hidden costs of internal recruitment is the significant time it takes to fill a position. In Australia, in 2023, the average time to fill a vacant position is <a href="https://elmosoftware.com.au/resources/research-reports/2023-hr-industry-benchmark-report/">around 20 days</a>. The recruitment process involves various stages, such as posting job ads, reviewing resumes, conducting interviews, and negotiating job offers. Each step takes time; during this period, the position remains vacant, resulting in a loss of productivity. Furthermore, internal recruitment often involves existing employees, such as managers and team members, in the screening and interviewing process. This diverts their attention from their primary responsibilities, impacting their productivity and potentially leading to additional costs for temporary staff or overtime payments.
3. Skill and Resource Limitations
Internal recruitment may face limitations in reaching a diverse pool of candidates. Organisations may lack the extensive networks and industry contacts that recruitment agencies possess. This can hinder finding the best talent, particularly for niche or hard-to-fill roles. Internal recruitment also requires investing in resources such as recruitment software, job boards, and applicant tracking systems, which can be costly. In 2022, businesses reported that their biggest challenges were a skills shortage in the market. This year, the focus has shifted to attracting suitable candidates, with <a href="https://elmosoftware.com.au/resources/research-reports/2023-hr-industry-benchmark-report/">30% of companies</a> stating that demand versus supply was their biggest recruitment challenge.
4. Risk of Hiring Mistakes
One of the most significant risks of internal recruitment is the potential for hiring mistakes. Making the wrong hire can have severe consequences for a business, including decreased productivity, increased turnover, and damage to the employer's brand. The costs associated with a bad hire extend beyond the initial recruitment expenses, encompassing training, onboarding, and potential severance packages.
5. Mounting Costs due to Delays 
Errors and delays can result in the hiring process restarting repeatedly as new candidates must be identified. The recruitment costs are compounded, running into thousands of dollars before a final offer has been made. The candidate search and interview process can tie up internal resources for weeks, running into months, causing productivity costs elsewhere. This can also affect team morale as understaffed or overworked departments waiting for support face difficult working circumstances for extended periods.
The Advantages of Using a Recruitment Agency Now, let's explore the benefits of using a recruitment agency and how they can mitigate the costs and challenges associated with internal recruitment.&nbsp;
1. Broad Reach and Access to Talent Pools Recruitment agencies have access to extensive networks and talent pools, allowing them to reach a wider range of candidates. They utilise various channels, including job boards, social media platforms, and industry connections, to attract top talent. This broad reach increases the likelihood of finding the best-fit candidates for your organisation, especially for specialised roles or positions requiring specific skills. Agencies like Evolve have developed databases of high-quality candidates and contractors with the right skills for the industry and, in most cases, can identify candidates based on their skills and experience, as well as an internal hiring team.
2. Expertise and Efficiency Recruitment agencies specialise in finding and selecting candidates, employing experienced recruiters who are well-versed in hiring. Specialised recruitment agencies like Evolve have a deep understanding of their industries, the requirements of the roles within that industry, and previous experience in filling similar roles with high-quality candidates or contractors. This expertise streamlines the recruitment process, reducing the time and effort required from internal teams. By leveraging their experience and resources, recruitment agencies can expedite hiring and minimise productivity loss.
3. Candidate Screening and Skill Assessment Recruitment agencies excel in candidate screening and skill assessment. They have robust processes to thoroughly evaluate candidates, including conducting interviews, checking references, and administering assessments. This rigorous screening ensures that only the most qualified candidates are presented to the hiring organisation, reducing the risk of poor hiring decisions.
4. Cost-Effectiveness Contrary to popular belief, using a recruitment agency can be a cost-effective solution. While there are fees associated with agency recruitment, businesses must consider the overall value and return on investment. The time saved by utilising a recruitment agency and the higher likelihood of finding the right candidate can result in significant cost savings in the long run. Additionally, recruitment agencies often offer guarantees or replacement policies if a hired candidate does not work out, providing added financial security. The cost of hire is also much easier to measure and audit with an agency, as a business is not using as many internal HR and support resources to manage the hiring process.
5. Ongoing candidate and contractor support Where an organisation is looking to staff for a specific project, contract staffing recruitment comes into its own. An agency can manage sourcing and presenting candidates, as well as ongoing management of contractors, including payroll, HR and support. This releases a company's internal HR team to focus on permanent staff, continual process improvement and other duties elsewhere, which can be a significant cost saving in hours.&nbsp;
Making the Right Choice When deciding between internal recruitment and using a recruitment agency, it's crucial to consider your organisation's specific needs and resources. While internal recruitment allows for greater control and familiarity with the company culture, it may come with higher costs and limitations. On the other hand, recruitment agencies offer expertise, efficiency, and access to a broader talent pool, which can result in more successful hires and cost savings. In conclusion, the actual costs of internal recruitment versus using a recruitment agency extend beyond direct expenses. Internal recruitment incurs costs related to hiring, time loss, skill limitations, and the risk of making hiring mistakes. Recruitment agencies offer advantages such as broad reach, expertise, efficiency, and cost-effectiveness.&nbsp; Businesses must carefully weigh these factors to make an informed decision and adopt a recruitment strategy that aligns with their objectives and resources.
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Recruiting new employees is a crucial aspect of building a successful team. However, the recruitment process can be complex, time-consuming, and costly. Many businesses struggle to determine the most cost-effective approach to recruitment - should they handle it in-house or use a recruitment agency? This article will explore the costs associated with internal recruitment versus using a recruitment agency, providing valuable insights to help businesses make informed decisions.

The True Costs of Internal Recruitment vs. Using a Recruitment Agency

Every year, we are excited and a bit nervous to see the results of our internal staff satisfaction survey. While always do our very best to keep our staff happy, it's not always easy to know if the steps being taken as an organisation are working.&nbsp;
We couldn't have been happier with the results of a recent survey. The survey showed that 100% of staff agreed and, in most cases, strongly agreed with the following statements: &nbsp; "I feel completely involved in my work; I am inspired to meet my goals at work; &nbsp;I am often so involved in my work that the day goes by very quickly; and When at work, I am completely focused on my job duties."
"Communication between senior leaders and employees is good in my organisation; my co-workers and I have a good working relationship; my supervisor and I have a good working relationship; employees treat each other with respect; and Senior management and employees trust each other."
"I can make decisions affecting my work, and I understand how my work impacts the organisation's business goals."
"I am satisfied with the workplace flexibility offered by my organisation."
"I am satisfied with my overall job security, and My organisation's fiscal well-being is stable."
"My organisation's work positively impacts people's lives, and My organisation operates in a socially responsible manner."
"I am satisfied with the culture of my workplace."
"I like working at Evolve."
In a process of continual improvement, there are always opportunities to go further and increase team satisfaction, and we're constantly analysing these areas to push our survey scores higher.&nbsp;
We spoke to Anne Sabine, Managing Director for Evolve, about successfully developing such a phenomenal team, especially in an industry renowned for low staff engagement and high turnover (often approaching 100% in some companies). According to Anne, creating a productive, supportive and satisfying environment for your employees is not complex but does take continued focus and dedication. &nbsp;We've compiled Anne's insights into this article.
Why is a Happy Team Important?
A happy team is not just a nice-to-have; it is crucial for achieving sustained success in any organisation. Here are some reasons why prioritising team happiness is essential:
1.Increased Productivity and Performance
A happy and satisfied team is more likely to be motivated and committed to achieving their goals. Research has consistently shown that happy employees are more productive and perform better. When team members feel valued and supported, they are more likely to go the extra mile and deliver exceptional results.
2.Enhanced Creativity and Innovation
A positive team atmosphere fosters creativity and innovation. When team members feel comfortable and supported, they are more likely to share their ideas, collaborate, and think outside the box. A happy team encourages open and honest communication, leading to new and innovative solutions.
3.Improved Employee Retention
Employee turnover is a significant cost for organisations. Creating a happy team helps to reduce turnover rates by increasing employee satisfaction and engagement. When team members feel valued and fulfilled in their roles, they are more likely to stay with the company long-term, reducing the need for costly recruitment and training processes.\
4.Positive Company Culture
A happy team contributes to a positive company culture. When employees are happy in their work, it creates a ripple effect throughout the organisation. A positive culture attracts top talent, boosts employee morale, and strengthens the company's overall reputation.
Characteristics of a Happy Team
Now that we understand the importance of a happy team, let's explore the key characteristics that contribute to a positive team atmosphere:
1. Trust and Support
Trust is the foundation of a happy team. Team members should feel confident that they have their colleagues' support and are working towards a common goal. A supportive team environment promotes collaboration, open communication, and a sense of psychological safety.
2. Authenticity and Individuality
A happy team embraces the uniqueness of each team member. Encouraging individuality allows team members to be their authentic selves, fostering a sense of belonging and acceptance. When employees feel comfortable being themselves, it boosts their confidence and enhances overall job satisfaction.
3. Open and Honest Communication
Open and honest communication is crucial for maintaining a happy team. Team members should feel comfortable expressing their thoughts, ideas, and concerns without fear of judgment or reprisal. Effective communication channels promote transparency, clarity, and understanding among team members.
4. Shared Values and Vision
A happy team is aligned around shared values and a common vision. When a common purpose unites team members, it creates a sense of meaning and fulfilment in their work. Clearly defining the team's values and vision helps guide decision-making and reinforces a sense of purpose.
5. Recognition and Appreciation
Recognising and appreciating team members' contributions is vital for creating a happy team. Acknowledging and celebrating achievements, both big and small, boosts morale and reinforces a culture of appreciation. Regular feedback and recognition foster a sense of accomplishment.
 Tips for Cultivating a Happy Team
We spoke with Managing Director Anne Sabine about how she created such a phenomenal team, especially in an industry renowned for low staff engagement and astronomically high turnover (often approaching 100% in some companies). &nbsp;According to Anne, creating a productive, supportive and satisfying environment for your employees is not complex but does take continued focus and dedication. &nbsp;You need to define your values and then live by them. We've compiled some of Anne's key insights below.&nbsp;
1. Foster a Supportive Work Environment
Create a supportive work environment where team members feel comfortable sharing their ideas, concerns, and feedback. Encourage collaboration, active listening, and empathy among team members. Foster a culture of mutual respect and appreciation for diverse perspectives.
Anne says that the number one thing you need to get right is hiring the right people, followed closely by firing people should they be a poor fit. "You need to protect your culture, or what you would like your culture to be fiercely", says Anne. It only takes one person with the wrong attitude to start affecting everyone else. &nbsp;"The waves ripple out, and the whole business is contaminated".
2. Prioritise Work-Life Balance
Recognise the importance of work-life balance and encourage team members to maintain a healthy equilibrium. Offer flexible work arrangements when possible, allowing employees to meet personal obligations without sacrificing their professional responsibilities. Encourage breaks and time off to promote well-being and prevent burnout.
Evolve strives to provide a flexible as possible working environment for all staff. &nbsp;This means many teams work part-time. &nbsp;We also extend this flexibility to staff who are not yet parents so that they can pursue lifestyle options. &nbsp;This flexibility isn't just great for the team. &nbsp;Some of our best performers are part-time staff. &nbsp;It's a win-win for everyone.
3. Foster a Culture of Learning and Growth
Invest in the professional development of your team members. Provide opportunities for learning, growth, and skill development. Support their career aspirations and encourage them to pursue their passions. A team that feels supported in their personal and professional growth is more likely to be satisfied and engaged in their work.
Our one-to-ones with our team members involve regularly assessing training and development needs and looking at areas where we can provide further professional development across the organisation. We understand that learning and development is a continual process and apply that to our development programmes for each employee.&nbsp;
In addition, to support our teams, we have introduced our version of an EAP programme, with all staff having access to confidential counselling sessions, whether that be for personal or professional reasons. &nbsp;Manager approval is not required to access this service.
4. Implement Recognition and Rewards Programs
Establish formal and informal recognition and rewards programs to celebrate team members' achievements and contributions. Recognise both individual and team accomplishments and make recognition a regular part of your team's culture. Celebrate milestones, successes, and progress towards goals.
This isn't just about big bonuses and flashy functions. &nbsp;We take the time to recognise all achievements so that each staff member knows their work is valued. &nbsp;An email from the MD, a phone call, a card or fish and chips on the beach are all small, easily achievable things that mean a lot.
5. Encourage Team Bonding Activities
Promote team bonding by organising team-building activities and events. Encourage social interactions and create opportunities for team members to get to know each other on a personal level. These activities can range from team lunches or outings to virtual team-building exercises. Building strong relationships within the team fosters a sense of camaraderie and trust.
There are no "closed doors" at Evolve. &nbsp;All staff, including the newest starters and our temps, are given Anne and the other manager's mobile phone numbers. &nbsp;The funny thing is they rarely get used, as the staff have excellent working relationships with their direct supervisors. &nbsp;Having this safety net there, however, gives everyone a feeling of security and inclusion.
6. Provide Regular Feedback and Communication
Establish a culture of regular feedback and open communication. Provide constructive feedback to help team members grow and develop in their roles. Encourage two-way communication channels where team members can voice their opinions, concerns, and suggestions. Regular team meetings, one-on-one check-ins, and virtual collaboration tools can facilitate effective communication.
Our transparency policy results in staff having much more information than other agencies would consider the norm. &nbsp;We share all details of the company's financial performance, for example, with all staff and talk openly about expense control, budgeting, and other matters usually discussed behind closed doors.
7. Lead by Example
As a leader, embodying the characteristics you want to see within your team is essential. Lead by example, demonstrating the values and behaviours you expect from your team members. Show empathy, actively listen, and be open to feedback. Your actions and attitude will set the tone for the team. All managers at Evolve, including Anne, are hands-on and are expected to pitch in when times get busy.
Anne recently flew to visit clients in Adelaide when our consultant was on holiday, and no one else was available. &nbsp;"I had just recovered from a battle with breast cancer and wasn't feeling the best, but I knew I had to do it. &nbsp;The team can see that I'm 100% invested, and therefore they give me 100% in return".
Conclusion: How to build, maintain, and develop great teams
As a manager in a company, you will get the best from your teams if you look to implement and develop as many of the above points as possible. In a busy environment or with large, global teams, implementing all these ideas simultaneously may not be possible. Anne suggests that you look at how well you embody your organisation's values and choose one or two to work on proactively. &nbsp;Most importantly, ask your staff how you perform and listen to the feedback. &nbsp;A great culture is built over time and with small, incremental improvements, but it is worth the effort in the long run.
Employees are the key to any company's success. Take action to show them how important they are to your business and how much you value them. To achieve that goal, you must create a workplace culture that promotes team-building and teamwork. You can do many things to make your workplace a better place to work. At Evolve, we believe that a cycle of improvement, development and feedback helps us to grow and adapt, to make us one of the best companies in our industry to work for.&nbsp;

Creating a happy and productive team is more important than ever in today's fast-paced and competitive business world. A team that is satisfied and engaged not only contributes to a positive work environment but also drives overall company success. Research has shown that happy employees are more motivated, creative, and committed, increasing productivity and customer satisfaction. This article will explore the key factors contributing to a happy team and provide practical tips for cultivating a positive team atmosphere.

How to Cultivate a Happy and Productive Team in the Workplace

Exploring the Immunization Research Industry
The immunisation research industry encompasses various organisations, including universities, government laboratories and agencies, not-for-profit organisations, and private biotech and pharmaceutical companies. These entities collaborate to develop vaccines against various infectious diseases and work towards improving existing vaccines.&nbsp;
While researchers in other countries may have developed some groundbreaking vaccines, the Australian immunisation research community remains dedicated to understanding viruses, creating new vaccines, and addressing the challenges of mutant strains and specific demographics.
For instance, Australian scientists have played a significant role in vaccine development, with notable achievements such as developing the world's first cervical cancer vaccine at the University of Queensland in 2006. Researchers in Australia are currently focused on developing vaccines for diseases like cancer, HIV, malaria, and the seasonal flu. They also explore innovative delivery methods, including edible vaccines, needle-free skin patches, and microneedle technologies, to improve vaccine administration and accessibility.
Some of the largest companies that are leading immunisation research include Pfizer, BioNTech, Sinovac and Moderna, typically investing more than a quarter of their annual revenue into research and development as the core of their business with many companies spending around $50bn a year on research.&nbsp;
Companies need to maintain this spending in order to remain competitive, which means immunisation research positions are often in high demand and very well compensated, but the entry requirements are also very high.
Educational Pathways for Immunization Research
The specific academic requirements may vary depending on the role and level of responsibility within the research field. Here are three significant areas of focus in immunisation research and the corresponding educational qualifications:
 1. Vaccine Research and Development
Vaccine research and development involves working at the forefront of virus research, conducting experiments, and studying the behaviour of viruses. Research assistants in this field may be involved in tasks such as growing cell cultures, cloning DNA, and performing lab tests. A bachelor's degree in biology, chemistry, biochemistry, or microbiology is typically required to qualify for a research assistant role in vaccine research and development. However, as you progress in your career, pursuing postgraduate research study at the honours, master's, or PhD level may be necessary.
 2. Clinical Trials
Clinical trials are essential in vaccine development, where potential vaccines are tested on humans to ensure their safety and efficacy. Medical doctors and vaccine scientists oversee these trials. At the same time, research officers with undergraduate qualifications play a crucial role in managing trial processes, recruiting and interviewing patients, handling biological samples, and writing research reports. A public health degree is recommended to work in this immunisation research area. Public health programs provide knowledge in data management and analysis and practical work placements to prepare students for careers in clinical trials.
 3. Vaccine Surveillance
Once a vaccine is approved and rolled out to the public, vaccine surveillance becomes crucial to monitor its effectiveness and identify any adverse side effects. Research officers must collaborate with organisations such as the National Centre for Immunisation Research and Surveillance (NCIRS) to track the vaccine's performance and develop immunisation guidelines. A minimum requirement for working in vaccine surveillance is a bachelor's degree in public health or science. A master's degree in public health, focusing on epidemiology, can further enhance job prospects in this field.
Job Prospects and Opportunities
The field of immunisation research offers a wide range of job prospects and opportunities for career growth. Professionals in this field can work in various settings, including universities, government laboratories, private biotech and pharmaceutical companies, and not-for-profit organisations. Here are some potential career paths in immunisation research:
Vaccine Research Scientists are responsible for conducting research, developing new vaccines, and improving existing vaccines. This role requires a strong background in biology, chemistry, or related fields and advanced research skills.
Clinical Research Associates are vital in managing and monitoring clinical trials. They ensure trials adhere to regulations, recruit and interview patients, and collect and analyse data. A degree in public health or a related field is typically required for this role.
Epidemiologist: Epidemiologists study patterns and causes of diseases in populations. In the context of immunisation research, epidemiologists analyse vaccine effectiveness, monitor vaccine safety, and contribute to public health policies. A master's degree in public health, with a specialisation in epidemiology, is commonly required for this role.
Vaccine manufacturing specialists work on scaling up vaccine production processes and ensuring the quality and consistency of vaccines. They collaborate with researchers and engineers to optimise manufacturing methods and address challenges related to large-scale production. A background in engineering or pharmaceutical sciences may be beneficial for this role.
Vaccine Policy and Public Health Specialists focus on developing and implementing vaccine policies, coordinating immunisation programs, and promoting public awareness of vaccines. They work closely with government agencies, healthcare organisations, and community stakeholders to ensure widespread vaccine coverage and public health safety.
The Future of Immunization Research
The COVID-19 pandemic has highlighted the importance of vaccine development and the need for continuous research in immunisation. The advancements made during the development of COVID-19 vaccines, particularly in RNA-based technology, have paved the way for future breakthroughs against other infectious diseases. The use of RNA vaccines has the potential to accelerate research against challenging targets like HIV, tuberculosis, and malaria.
Additionally, the field of immunisation research is focusing on improving vaccine stability and accessibility. Scientists are developing thermally stable vaccines that can withstand storage and transportation challenges, particularly in low- and middle-income countries. Freeze-dried vaccines stored at room temperature for extended periods are also being explored. Furthermore, the role of vaccines in combating antibiotic resistance is gaining increasing attention and will likely be a significant area of research in the future.
Conclusion
A career in immunisation research offers exciting opportunities to contribute to public health and make a lasting impact on global well-being. Whether you are interested in basic vaccine research, clinical trials, vaccine manufacturing, or vaccine policy and public health, there are various paths to explore within the field. By pursuing the appropriate educational qualifications and gaining practical experience, you can play a vital role in developing and improving vaccines that protect individuals and communities from infectious diseases. Stay updated with the latest advancements in the field, embrace innovative technologies, and join the global community of immunisation researchers working towards a healthier future for all.
Spotlight On: Research Scientist, Immunisation (Biotech Sector)
Because of the "brain drain" of scientists to Institutes overseas, attracting top research talent in Australian can be difficult. Our client requires applicants to be superbly qualified (usually PhD) and have hands-on experience with highly specialized research techniques.
We have worked closely with this client in filling more than 15 scientist roles, and building a unique and deliberate culture from the ground up. Our most recent placement was a Research Scientist, with specialisation in Immunisation. The account manager and head recruiter for this client is Susan Macleod.
Susan holds an Honours Degree in Microbiology/Biochemistry and has experience working at a renowned UK based research institute. She also has almost 20 years experience recruiting in the Biotechnology sector in Sydney and incomparable personal and professional networks and search expertise. As a qualified and experienced Scientist she is able to talk to candidates on their level, explaining the company, the opportunity and the Science in way that both informs and attracts.
After conducting an extensive search of the market Susan considered 64 potential applicants before settling on a shortlist of 5, one of whom secured the role after a thorough interview and verification process.
Other Senior Roles Filled in March 2023
We work with our clients on roles at all levels, from entry level through to management and beyond. We typically place dozens of permanent roles each month, and more than one hundred temporary and contract positions.
Here are some of the more interesting senior and challenging-to-fill roles we have filled in the last month.
Business Development Manager - Consulting Laboratory Services QC Lab Manager - Pharmaceutical Industry Technical Services Manager - Chemical Manufacturing Industry QA Manager - Food Industry Validation Associate - Pharmaceutical Industry Continuous Improvement Manager &ndash; Food Industry QA Co-Ordinator &ndash; Food Industry (Regional)
For a list of our current advertised vacancies please go visit our website. If you would like to discuss your recruitment needs with us at any time, please don&rsquo;t hesitate to reach out to your local office.
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The field of immunisation research offers a range of exciting career opportunities for individuals passionate about making a difference in public health. From basic vaccine research and development to clinical trials and vaccine distribution, professionals can contribute to developing and improving vaccines. The industry is continuing to grow, and research projects continue to be well-funded in the wake of COVID-19. In this blog, we will provide a comprehensive overview of the career paths, educational requirements, and job prospects in the immunisation research field.

Everything You Need to Know About a Career as an Immunization Research Scientist

In this blog we explore various methods and strategies to measure success in the workplace. By implementing these approaches, you can gain valuable insights into your company's performance and make informed decisions to drive further growth and progress.
Key Metrics for Measuring Workplace Success&nbsp;
KPIs are quantifiable metrics that track and assess the performance of different aspects of an organisation. They are crucial tools in the management of company goals and objectives. Often linked to an organisation's strategic objectives, these measurements provide a clear view of the company's overall health and performance.
KPIs are not just any random metrics. They are specially chosen measurements that reflect the most critical aspects of a business. Generally, a KPI should be:
<ul>
<li>Aligned with Business Objectives</li>
<li>Actionable</li>
<li>Realistic</li>
<li>Measurable&nbsp;</li>
</ul>
One tool that may be beneficial is to set your desired outcomes and work backwards from there. Once you have clear measurable outcomes, use your team or your experience to map the inputs into the measures.
The inputs will come from a range of sectors, depending on the scope of your business, but will most likely include your available resources, and other knowns, and then your client expectations. This process should be worked through regularly and checked for ongoing applicability.
However, while it&rsquo;s important to change with the needs of the business, if KPIs are frequently changed it can be demoralising to your team who can see it as constantly shifting goalposts.
When used appropriately, the mapping of inputs to outcomes is an invaluable tool to identify the functionality of all aspects of your business and is a great continual improvement process.
KPIs are not only beneficial to your business, but they offer certainty to staff, and stakeholders, and create a common goal to work towards.
Evaluating Business Performance&nbsp; One common way to measure success in the workplace is by examining financial achievements. Financial success can be measured through various metrics such as revenue growth, profit margins, or return on investment (ROI). Regularly tracking these financial indicators allows you to assess the effectiveness of your business strategies and make necessary adjustments to drive profitability. Another crucial aspect of measuring success in the workplace is evaluating client satisfaction. Satisfied clients are more likely to become repeat customers and refer your business to others, contributing to long-term success. This could involve customer surveys or testimonials.&nbsp;
Setting Clear Goals and Objectives&nbsp; KPIs play a crucial role in enhancing employee engagement. They provide a clear direction and unify employees towards a common goal. A strong correlation exists between high levels of employee engagement and improved business performance. Therefore, using KPIs to boost employee engagement can have a positive impact on a company's bottom line.
KPIs should align with an organisation's mission and purpose. This alignment ensures that everyone in the organisation is working towards the same objectives. When KPIs reflect the company's mission, it fosters a culture where employees feel their work is meaningful and contributes to the company's success.
They establish a culture of accountability within the organisation. They provide a measurable way for employees to see how their individual efforts contribute to the achievement of company goals.&nbsp;
Tracking Employee Engagement and Satisfaction Employee productivity plays a crucial role in the overall success of a business. By measuring and improving employee productivity, you can increase efficiency, drive innovation, and achieve better results. However, measuring success in the workplace goes beyond financial and operational metrics. Creating a positive work environment is essential for employee satisfaction, engagement, and overall success.
While KPIs provide measurable targets that employees can work towards, be sure to regularly review and discuss KPIs with employees to track progress and provide necessary support.
It can also be invaluable to conduct regular performance reviews to provide constructive feedback and identify areas for improvement to your team. These reviews also offer an opportunity to recognise and reward high-performing employees, fostering a culture of continuous growth and development. Equally they provide a safe space for employees to raise any issues or problems they are having, allowing managers to spot any red flags.&nbsp;
You should consider these key factors when evaluating your workplace success:
<ul>
<li>Employee Feedback: Actively seek feedback from employees through surveys, suggestion boxes, or regular discussions. This feedback can provide valuable insights into areas where improvement is needed, fostering a culture of open communication and continuous improvement.</li>
<li>Work-Life Balance: Promote work-life balance by offering flexible work arrangements, promoting wellness initiatives, and encouraging employees to take breaks. A healthy work-life balance contributes to employee well-being and productivity. You will not get the best out of unhappy employees.</li>
<li>Employee Recognition: Recognise and celebrate employee achievements and milestones. Employee recognition programs, such as "Employee of the Month" or quarterly awards, boost morale and create a positive work environment.</li>
</ul>
Cultivating Success
By defining success, tracking financial achievements, assessing client satisfaction, evaluating employee productivity, and monitoring project success, you can gain valuable insights into your company's performance. Additionally, cultivating a positive work environment, promoting learning and development, and embracing continuous improvement contribute to long-term success.
Measuring success in the workplace is an ongoing process that requires continuous improvement and adaptation. Regularly review your measurement strategies and adjust them based on changing business goals and industry trends. Embracing growth and encouraging innovation and creativity within your organisation will go a long way to ensuring success.&nbsp;
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 Measuring success in the workplace is essential for any business. However, it can be a challenging task as success means different things to different people. Some may define success based on financial achievements, while others may focus on client acquisition or employee growth.

A Comprehensive Approach to Measuring Workplace Success

Focus on Skills over Candidate Profiles 
Simply adding desired skills to an existing job description is not enough to attract the right talent. &nbsp;<a href="https://www.gartner.com/smarterwithgartner/redesign-recruiting-strategies-to-hire-quality-talent">Gartner research</a> shows that only 16% of new hires possess the skills necessary to perform in both their current and future roles, primarily due to hiring managers sourcing talent based on candidate profiles, rather than the skills required to get the job done.
Checking the credentials and background of a candidate will not always secure the best person for the job. 43% of today&rsquo;s workforce are self-taught in one or more of their role&rsquo;s functions, meaning that hiring managers who do not delve into this might be missing valuable talent. Further to this, recruiters often fail to pay enough attention to another &ldquo;golden&rdquo; source - people who operate their own business. These candidates are notoriously multi-skilled in a plethora of self-taught areas and should not be overlooked when searching for talent. &nbsp;
Skills-based talent strategies are currently gaining traction in Australia, promising research from <a href="https://www.mercer.com/en-gb/insights/workforce-and-careers/war-for-talent/global-talent-trends/#download">Mercer</a> showed that in 2023 building for employability was a top priority for HR leaders around the globe. Meeting future workforce needs through a skills-based organisation is something companies are striving for more than ever.&nbsp;
Nurture Talent
Companies can often fail to sufficiently assess their current workforce when looking to fill a position. It is not enough for hiring managers to simply post a job advertisement internally and hope that the right candidate applies, they need to dig deeper into their potential, having honest one-on-one conversations with employees to learn about their career goals, and potentially unearth other skill sets.&nbsp;
Nurturing existing talent and creating a career plan will not only prepare them for their next role within the company, but also create a new talent pool to utilise next time a recruitment need arises. This enables a fast fill without costly onboarding expenses.
Biopharmaceutical company Bristol-Myers Squibb is a great example of an internal sourcing strategy has worked in practice. It advertised most vacancies within the business and made significant investments into the ongoing development of its people. As a result, the company was named a three-time 'Best Employer' by Aon Hewitt.
Hiring based on talent location is also an option, the Australian government started an initiative in 2020 aimed at attracting international businesses and talent to boost economic recovery.&nbsp;
Revamp your Employee Value Proposition (EVP)&nbsp;
There has been a significant shift in what matters to job seekers in today&rsquo;s market. A better salary is no longer the main reason employees look for new job opportunities. <a href="https://www.hcamag.com/au/specialisation/financial-wellness/how-to-attract-talent-without-spending-money/174117">62%</a> of Australian employees say non-salary benefits have become more important than a healthy base salary when considering a job offer.
To have a realistic picture of what job seekers really want, hiring managers should be constantly seeking direct feedback from candidates and employees. They should also be looking at what benefits their competitors are offering to attract the best talent. &nbsp;
Companies that have shown empathy for the personal circumstances of their employees have become a real magnet for post-pandemic job seekers. According to <a href="https://www.seek.com.au/employer/hiring-advice/what-matters-to-candidates-now-how-to-secure-top-talent-in-a-cautious-market">Quila Cervelli</a>, the Global Employer Branding Manager at RMIT University, a successful strategy is to look at how prospective hires can work at home with children, or even make the role part-time to accommodate their personal circumstances.&nbsp; 
Make Mental Health a Priority
Remote work often results in blurring lines between work and personal life. HR leaders in Australia face the issue of employee exhaustion from inability to &lsquo;unplug&rsquo; from work, given the increase in people working from home. This is why HR must focus on designing workplaces that help foster mental and emotional wellbeing and encourage those working remotely to develop healthy habits to restore balance. These could be simple habits such as the workspace to be separate to downtime areas and breaks to be taken away from workspace.
<a href="https://hrexecutive.com/11-trends-that-will-shape-hr-in-2021/">Gartner claims</a> employer support for mental health, financial health and sleep will become table stakes of the benefits offered to employees. Remote work is here to stay and according to Glassdoor, there is a 276% increase in the number of jobs for remote workers, and around 38,000 open positions for remote work. 
Design a User-Friendly Job Application
HR managers should avoid asking jobseekers to complete complicated forms while also requesting their resume. Unnecessary duplications and complicated user interfaces may deter good candidates. Job descriptions are often an employee's first impression of a company, they should be written from the job seeker&rsquo;s perspective, delivering the key information and avoid over-explaining.
It is important to clearly explain what makes the company a great place to work, as culture and staff treatment are huge considerations for the 2023 candidate.
Being transparent and including salary range in the job description is highly recommended to help gain a candidate's trust and avoid feeling as if they have wasted their time. <a href="https://www.linkedin.com/business/talent/blog/talent-acquisition/why-you-should-include-salary-ranges-in-job-posts">LinkedIn</a> has said in certain regions, seeing a salary range in the job description will affect an astounding 91% of candidate&rsquo;s decision to apply.
Acknowledging receipt of an application will also go a long way in letting a candidate know that their time is valued.<a href="https://www.forbes.com/sites/forbescoachescouncil/2019/05/14/13-unique-recruitment-strategies-you-should-use-to-attract-top-talent/?sh=2420227f3985"> Forbes experts</a> have said: &ldquo;these actions tell candidates more about your culture than any fancy video, website or brochure.&rdquo;&nbsp; 
Invest in Your Online Reputation
Often the first thing a prospective employee will do is to check the company&rsquo;s website and social media channels. As a result, it is imperative for businesses to keep their online platforms updated, ensuring content clearly reflects their professionalism and commitment to employees, and demonstrates industry value.
Top ways to manage your online reputation include:&nbsp;
<ul>
<li>Make sure your channels show your current imagery, messaging, and values.</li>
<li>Check all information about your business is up to date.&nbsp;</li>
<li>Cultivate a positive user experience.</li>
</ul>
Finding the Right Candidates
Here at Evolve Scientific Recruitment, we pride ourselves on helping employers choose the right staff. We are the market leader in Scientific and Technical Recruitment, offering a high calibre of our service to clients and candidates alike.
We look forward to helping more businesses source elite candidates in 2023 and beyond.&nbsp; <a href="https://evolve-scientific.co.uk/contact-us/">Contact us </a>today to learn how we do it or read our client testimonials.
&nbsp;

Finding top talent has never been more challenging. Hiring managers are facing budget cuts, an influx of job applications, and virtual interviews are often still a preferred screening method. However, with a smart recruitment strategy in place, these challenges can be turned into a competitive advantage to help companies source the right candidates. In this blog we look at the top ways to attract talent to your business and the benefits of getting the right candidates to apply. 

Strategies to Attract the Right Talent

In Australia, the life science sector continues to grow, being one of the largest industries in the southern hemisphere. The region leads the <a href="https://www.evolvescientific.com.au/expertise/pharmaceutical-biotechnology/">biotechnology sector</a>, ranking within the global <a href="https://www.ausbiotech.org/biotechnology-industry/fast-facts">top 5 of biotechnology innovation</a> for three consecutive years, with career opportunities expanding beyond traditional lab roles. From technical sales to regulatory affairs, students can explore a range of exciting paths to gain industry experience and support their life science careers. Approximately 264,000 people are employed in Australia&rsquo;s life science sector, with nearly <a href="https://international.austrade.gov.au/en/do-business-with-australia/sectors/health-and-life-sciences">70% holding an advanced diploma or higher qualification</a>. If you&rsquo;re working towards your qualification, here&rsquo;s a list of strategies to help you gain valuable work experience to increase your chances of landing a job in the industry after graduation.
<h2>The Importance of Industry Experience</h2>
Gaining practical experience while studying is essential for several reasons:
<ol>
<li class="MsoNormal">Hands-on skills development</li>
<li class="MsoNormal">Networking opportunities</li>
<li class="MsoNormal">Industry insights</li>
<li class="MsoNormal">&nbsp;Competitive advantage in the job market</li>
</ol>
<a href="https://www.tandfonline.com/doi/pdf/10.1080/0309877X.2023.2253426">Research shows</a> that students participating in work-integrated learning programs are more likely to secure full-time employment after graduation, but where do you start?
<h2 style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l3 level1 lfo2;">1.&nbsp;&nbsp;&nbsp; Don&rsquo;t limit yourself to one career path</h2>
Many science students assume that laboratory work is their only career option, and while lab work is essential, there are a range of other roles that don&rsquo;t require you to wear a lab coat. Positions in technical sales, document control, regulatory affairs, and <a href="https://www.evolvescientific.com.au/expertise/food-fmcg/">FMCG</a> operations are excellent entry points you might not have considered.
The more research you put into finding different industries and job types, the wider your options will be when it&rsquo;s time to apply for jobs. At Evolve, we&rsquo;ve seen first-hand how students with a science background can thrive in non-lab roles. Many of our recruiters hold science degrees but have chosen alternative career paths outside of the lab, proving that the skills you gain in science can be applied in all kinds of settings.
<h2 style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l3 level1 lfo2;">2.&nbsp;&nbsp;&nbsp; Use your networks</h2>
Landing your first role in the life sciences industry often comes down to who you know as much as what you know, so it&rsquo;s important to use every available resource. Some great places to start include:
<ul>
<li class="MsoNormal">SEEK and LinkedIn: Australia&rsquo;s largest job boards are essential for tracking job postings and networking with industry professionals.</li>
<li class="MsoNormal">University job boards: Often overlooked, these can be an excellent resource for internships and part-time roles.</li>
<li class="MsoNormal">Industry networking events: Conferences, workshops, and webinars are good for meeting professionals and gaining insights into various sectors.</li>
</ul>
If you haven&rsquo;t already, create a LinkedIn profile and connect with professionals in your field. Don&rsquo;t be afraid to reach out to people working in companies where you&rsquo;d like to work in the future; many professionals are happy to offer advice or even keep you in mind for future job openings.
Also, don&rsquo;t overlook the professors and university staff you&rsquo;ve built relationships with. They often have valuable industry connections that can help you secure internships or job interviews.
Here&rsquo;s a tip: work with a recruitment agency. An agency like Evolve, which specialises in life sciences, can give you access to job openings that aren&rsquo;t always visible on job boards. We work closely with leading companies in the sector, providing students access to internships, temporary positions, and full-time roles.
<h2 style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l3 level1 lfo2;">3.&nbsp;&nbsp;&nbsp; Find a balance between study and work</h2>
One of the biggest challenges students face is balancing full-time study with part-time work or internships. The most important takeaway is to find opportunities that fit within your schedule. When accepting an internship or placement, ensure you can manage the workload and complete shifts you&rsquo;ve committed to without sacrificing your academic performance or causing burnout.
Prioritising your commitments will help you gain valuable work experience without overwhelming yourself. Plus, by successfully managing both study and work, you&rsquo;ll show potential employers that you can handle multiple responsibilities, such as time management and organisational skills &ndash; which companies highly value.
<h2 style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l3 level1 lfo2;">4.&nbsp;&nbsp;&nbsp; Close skill gaps with hands-on experience</h2>
Even with a solid academic foundation, many students find that their education doesn&rsquo;t fully prepare them for the practical demands of a job in the life sciences industry. Completing an internship or placement is the best way to bridge this gap.
While higher education teaches essential theories and techniques, industry experience gives you practical skills like:
<ul>
<li class="MsoNormal">Prioritising workload</li>
<li class="MsoNormal">Meeting deadlines</li>
<li class="MsoNormal">Managing client and team relationships</li>
<li class="MsoNormal">Understanding lab costs and operational targets</li>
</ul>
Internships allow you to develop a working knowledge of industry practices and help you build confidence in a professional setting. For example, a food science student who completes a HACCP course or an internship in a food testing lab will have a competitive edge when applying for industry roles.
<h2 style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l3 level1 lfo2;">5.&nbsp;&nbsp;&nbsp; Use your university&rsquo;s resources</h2>
Many universities offer internship and industry placement programs, so be sure to take advantage of these opportunities. Additionally, attending job fairs, workshops related to your field, and events hosted by career services can improve your understanding of the industry. These events allow you to meet potential employers and offer insights into industry trends and expectations. Not only will you gain practical experience, but you&rsquo;ll also get your foot in the door at leading companies in the field.
<h2 style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l3 level1 lfo2;">6.&nbsp;&nbsp;&nbsp; Be open to non-technical roles</h2>
Flexibility is vital when starting out; your first job doesn&rsquo;t have to be your dream job. Don&rsquo;t hesitate to apply for non-technical roles if they provide you with the relevant industry exposure. For example, working in production or operations could give you experience with GMP (Good Manufacturing Practices), which is highly sought after in many sectors.
Even if the role isn&rsquo;t directly related to your field of study, any form of work experience is beneficial. Working in a professional environment &ndash; whether in a lab or an office &ndash; teaches you soft skills like communication, teamwork, and problem-solving, all of which will make you a more attractive candidate. You can diversify your skillset if you&rsquo;re willing to step out of your comfort zone.
<h2 style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l3 level1 lfo2;">7.&nbsp;&nbsp;&nbsp; Apply, Apply, Apply</h2>
When it&rsquo;s time to apply for jobs, cast a wide net. Don&rsquo;t hold back or wait for the &ldquo;perfect&rdquo; job. The more applications you submit, the more likely you are to get interviews and, ultimately, job offers. You can always choose from your options later; the worst outcome is not having many opportunities to choose from. To increase your chances of landing the right opportunity, be sure to apply to as many jobs as you can find.
Additionally, graduates can gain work experience right after university by pursuing industry placements for hands-on experience, participating in research projects, and taking on volunteering opportunities. Actively seeking out these experiences can greatly enhance your chances of securing a job in your desired field.
<h2>Join the Evolve Program!</h2>
At Evolve, we&rsquo;ve developed the <a href="https://www.evolvescientific.com.au/evolution-enquiry/">Evolution Program</a>, a unique opportunity for undergraduate students in their 2nd and 3rd year of university studying food science, microbiology, or chemistry. Through this program, you can gain practical experience working in industrial labs while still learning, giving you a significant advantage when&nbsp;applying for jobs post-graduation.
<a href="https://www.evolvescientific.com.au/contact-us/">Contact us today</a> to learn how our recruiters can help you launch your career in the life science industry.

Breaking into the life sciences industry while you’re still studying can feel daunting, but it's very much doable with the right strategies and mindset. Whether aiming for a lab-based role or something entirely different, there are plenty of opportunities to set yourself up for success before you even graduate. 

How to Get Work Experience as a Life Science Student

The life science industry is a growing field that requires a blend of technical expertise and soft skills. Due to sector expansion, there&rsquo;s an increasing demand for talented professionals who can adapt to new technologies and market changes. Especially in <a href="https://www.evolvescientific.com.au/expertise/pharmaceutical-biotechnology/">biotech and pharmaceuticals</a>, specific skills and experiences remain in short supply, with 80% of pharma-manufacturing companies reporting a skills gap in a global report by <a href="https://www.mckinsey.com/industries/life-sciences/our-insights/pharma-operations-creating-the-workforce-of-the-future">McKinsey</a> (2022). While these gaps create a wealth of opportunities for ambitious professionals seeking to advance their careers in the industry, to be successful in this competitive landscape isn&rsquo;t just about possessing the right skills&mdash;it&rsquo;s about knowing how to leverage them effectively.
In this article, we will explore the top transferable skills in high demand within the biotech and pharmaceutical sectors. We will provide insights into what makes candidates stand out, covering a range of competencies from technical proficiencies like automation and systems management to essential soft skills such as effective communication, collaboration, and project management.
<h2>What Does the Current Biotechnology and Pharmaceuticals Job Market Look Like?</h2>
Last year, the biotech and pharmaceuticals job market was affected by industry-wide layoffs, resulting in workforce reductions across the board. According to data from Fierce Biotech, <a href="https://www.fiercebiotech.com/biotech/every-bad-signal-theres-good-sign-not-far-behind-biopharma-layoffs-rise-57-yoy-hope-2024">biopharma layoffs increased by 57% compared to 2022</a>, including prominent names such as Pfizer, Johnson &amp; Johnson, and Novartis. This trend was triggered by several factors, including a downturn in the IPO (initial public offerings) market, lower investments into the industry, and general economic uncertainty. These conditions forced businesses to cut back on costs and, eventually, people. So, how does the biopharma job market look today?
Fortunately, following the setback, the biotech industry is regaining momentum. Many businesses are approaching their workforce strategically and responding to economic changes accordingly. <a href="https://www.labiotech.eu/expert-advice/biotech-skills/">One popular strategy that companies are adopting is contract hiring</a>. Instead of employing permanent staff, which may cause financial issues in the long run, contract hiring allows businesses to adapt to sudden market shifts, creating new job opportunities in the sector. While this development is positive, it also means that competition for these limited roles will be high. Consequently, candidates must identify and develop the transferable skills required to increase their potential when transitioning into the life science industry.
<h2>Skills &amp; Experience That Are Transferable to Biotech/Pharma:</h2>
<h3>Hard Skills in Short Supply</h3>
The biopharmaceutical and Fast-Moving Consumer Goods (FMCG) sectors are experiencing a widening skills gap, particularly in engineering roles. This year, the biopharmaceutical industry has made substantial progress in recipe-based production and implementing more sophisticated automated tools. However, this advancement has created a gap between engineers' skill sets and the evolving technological landscape. As a result, engineers with experience in automation and systems management are in high demand across the industry. Here is a list of the most in-demand hard skills:
<ul>
<li>Process Control Systems Knowledge: Familiarity with or training in advanced Process Control Systems, such as Siemens Step-7/PCS-7, can significantly increase a candidate's attractiveness in the job market.</li>
<li>CQV Expertise: Australia is experiencing a notable shortage of engineering professionals capable of conducting Commissioning, Qualification, and Validation (CQV) activities on highly regulated equipment. This scarcity is particularly acute given the stringent regulatory environment in the biopharmaceutical industry. Australia's <a href="https://www.tga.gov.au/">Therapeutic Goods Administration</a> (TGA) requires rigorous validation of manufacturing processes and equipment, making CQV expertise invaluable.</li>
<li>Laboratory Techniques: Understanding laboratory techniques is another key asset. It's not just about knowing how to perform techniques but also grasping their purpose and applications. This deeper understanding demonstrates your ability to contribute meaningfully to research and development projects.</li>
<li>Good Manufacturing Practices (GMP): Experience with Good Manufacturing Practices (GMP) and clean room environments can set you apart from other candidates. These are significant aspects of pharmaceutical production that ensure product quality and safety. Even if you don't have direct experience, familiarity with these concepts can be beneficial.</li>
<li>Documentation Skills: The ability to update and review Standard Operating Procedures (SOPs), specifications, and other important documents is always in demand.</li>
</ul>
If you are a prospective biotech engineer or currently on the biotech/pharma industry job hunt, prioritising these hard skills can help you become an ideal candidate.
<h3>Soft Skills in Demand</h3>
While hard skills provide you with the technical expertise to successfully complete a project, possessing the necessary soft skills is equally important. These essential soft skills are not just constrained to engineers; they can be applied to various roles within the sector. Here is a non-exhaustive list that can serve as a starting point for your professional development:
<ul>
<li>Communication: Effective communication is essential for all roles across the life science industry. Engineers are generally proficient communicators, but simplifying complex information for diverse teams is one area for improvement. Excellent written and verbal communication skills are essential for presenting findings and collaborating with colleagues, writing reports, and explaining concepts to non-specialists or researchers outside one's speciality. These skills demonstrate aptitude and versatility.</li>
<li>Initiative and Willingness to Learn: Due to the dynamic nature of the biotech and pharmaceuticals market, having initiative and a willingness to learn will set you apart from others. This proactive approach and prioritising L&amp;D (Learning and Development) will help you stay relevant and differentiate yourself during the hiring process.</li>
<li>Project Management Skills: Project management skills are essential for juggling multiple deadlines and budgets. Demonstrating your ability to manage projects effectively shows that you&rsquo;re a multitasker and can handle the demands of the industry.</li>
<li>Problem-Solving Skills: Troubleshooting various instruments, conducting risk and root cause analysis, and finding solutions to complex problems are industry-wide problem-solving skills. According to a report by <a href="https://www.abpi.org.uk/publications/how-skill-requirements-are-changing/">ABPI</a>, 33.3% of companies find problem-solving/critical thinking skills a concern when addressing their talent gap.</li>
<li>Collaboration Skills: Many industry jobs rely on teamwork. Effective collaboration across different teams and building strong working relationships are essential for success. Strong interpersonal skills will help you navigate collaborative research and contribute to a positive team dynamic.</li>
</ul>
<h3>Other soft skills include:</h3>
<ul>
<li>Ability to work unsupervised</li>
<li>Ability to pick things up quickly in a fast-paced environment</li>
<li>To be flexible</li>
</ul>
<h2>How Can You Develop These Skills?</h2>
A tertiary education in science, specifically in fields such as chemistry, biomedical/microbiology, and biochemistry, is standard in the biotech and pharmaceutical industries. Undoubtedly, a strong educational background in these disciplines provides a solid foundation for a career in the industry.
Here at Evolve Scientific, we partner with leading Australian universities to help create career paths for young scientists through our <a href="https://www.evolvescientific.com.au/evolution-enquiry/">Evolution Student Program</a>. The Evolution program offers eligible students in their second year and above the chance to engage in paid scientific work. This can be full-time, part-time, or ad-hoc, accommodating various academic schedules. While students from all courses are welcome to apply, our clients typically prefer candidates from the following fields:
<ul>
<li>Chemists</li>
<li>Clinical Research Professionals (Clinical Research Assistants, Clinical Research Coordinators, and Clinical Trial Managers)</li>
<li>Immunologists</li>
<li>Laboratory Roles</li>
<li>Microbiologists</li>
<li>Quality Assurance Professionals</li>
<li>Scientists (Research &amp; Development, Quality Control, Vaccination)</li>
</ul>
For graduates who have moved on from education, enrolling in a paid or unpaid internship in a company suited to your degree or industry of interest is a great way to gain technical experience and develop your skills. Internships and fellowships provide valuable industrial experience that complements your academic knowledge and helps you stand out in the job market. Fellowships are merit-based scholarships that are very research-orientated, allowing you to deepen your knowledge in a specific field.
Companies are also likely to have an L&amp;D strategy to help guide successful candidates through their job transition and probation period. This might include online courses, workshops, and mentoring sessions to support career development. However, you can also search for relevant learning materials and ways to develop your skills in your own time. One way to do this is to expand your network and stay updated with industry developments, as professional connections can be a goldmine of opportunities. Consider attending industry conferences, joining relevant organisations, and engaging in online biopharma communities. By being proactive, you'll broaden your industry knowledge and position yourself to discover exciting job prospects that might be less widely advertised.
<h2>Next-Generation Jobs in Biotech and Pharma</h2>
As the biotechnology and pharmaceutical industries rebound from last year&rsquo;s surge of layoffs, numerous job opportunities are emerging, with one of the most prominent disciplines being cell and gene therapy. This field has been at the forefront of innovation and is expected to continue its expansion in the coming years. Experts anticipate substantial growth in this area, particularly the demand for manufacturing roles. A report by <a href="https://ct.catapult.org.uk/sites/default/files/publication/2021%20Skills%20Demand%20Survey%20Report%20-FINAL_TO%20PUBLISH.pdf">Cell and Gene Therapy Catapult</a> estimates that the number of related manufacturing roles will have increased by almost 200% between 2019 and 2024, highlighting the need for qualified individuals to fill these specialised roles.
<a href="https://www.abpi.org.uk/publications/how-skill-requirements-are-changing/">ABPI's biennial report on 'Evolution of an Innovation-Based Biopharmaceutical Industry' (2023)</a> also delves into the persistent skills gaps within the sector. The report identifies several disciplines facing challenges in bridging their skills gap. Notably, there is a consistent demand for data, digital technologies, and engineering expertise across these areas. These shortages indicate potential career paths for those with the right skill sets, specifically within the following disciplines:
<ul>
<li>Biomedical imaging (including AI)</li>
<li>Physiological modelling</li>
<li>Digital pathology</li>
<li>Bioinformatics computational/systems</li>
<li>Chemical engineering</li>
<li>Data science</li>
<li>Computational chemistry</li>
<li>Robotics</li>
<li>Computational science</li>
<li>Process engineering</li>
</ul>
Companies are focusing on creating a robust and sustainable pipeline of qualified candidates to capitalise on the industry&rsquo;s investment and address these skills gaps. They are not just looking for specific technical knowledge but also for individuals with transferable core skills that can be applied across various roles.
Developing and refining these transferable skills can significantly widen your career prospects as a job seeker or professional in this field. By cultivating a diverse skill set, you&rsquo;ll be well-positioned to take on challenges and opportunities that arise in the biotech and pharmaceutical industry. Whether you're just starting out or looking to advance, these skills will serve as a solid foundation for your professional growth.
<h2>Evolve &ndash; Australia&rsquo;s Leading Life Science Recruitment Agency</h2>
At Evolve Scientific, we understand the importance of these skills and are here to help you <a href="https://www.evolvescientific.com.au/news/how-to-get-a-job-in-the-science-industry-2024/">navigate your career in the life sciences industry</a>. We have successfully placed professionals across the life science sector, spanning entry-level to management and director roles. If you want to take the next step in your career, <a href="https://www.evolvescientific.com.au/jobs/">explore our latest biotech and pharma job opportunities </a>today.

Want to develop a career in the biotech and pharmaceuticals industry? Discover the top-most transferable skills that are in demand within the industry. We will provide insights into what makes candidates stand out, covering a range of competencies from technical proficiencies like automation and systems management to essential soft skills such as effective communication, collaboration, and project management.

Top Transferable Skills Needed for Biotech and Pharmaceuticals

The science industry in Australia is immense&mdash;from pharmaceutical and medical technology to research to engineering, and production to directorship&mdash;and attracts a wide range of people with a passion for researching and discovering new technologies, a drive to help others through innovation, and a lifelong interest in a diverse career with many different options and paths.&nbsp;
 Understanding how to get a job in science involves researching various career opportunities, from bioinformatics to medical technology, and the increasing importance of core skills such as communication and laboratory testing.&nbsp; Understanding the industry and the requirements of these roles is critical, as advancements in these fields directly impact global health, technology, and the environment. Pursuing such careers is a personal achievement and a contribution to societal progress. The exciting part for those looking to enter the industry is that it constantly evolves, with new opportunities arising regularly as technology and innovation drive the research and production cycle. This blog looks at these opportunities, the skills and experience involved, and some essential advice to get started in the exciting and rewarding field of science and technology.&nbsp;
&nbsp;
<h2>Understanding the Landscape of the Scientific Industry</h2>
&nbsp;
There is a huge demand for qualified science professionals in Australia, which is only set to grow further. This demand provides exciting opportunities for new entrants or experienced professionals looking to enter the country's various scientific industries.&nbsp; According to the 2023 Skills Priority List report from the Australian Government, 82% of the health industry was experiencing a shortage in skills, while 54% of the Design, Engineering, Science and Transport industry also saw a lack of crucial skills and experience.&nbsp; Specific demand for these roles varies from region to region, with more opportunities around larger cities like Perth, Canberra, Sydney, and Melbourne. And salaries are impressive, too, with the average research scientist earning between $85,000 and $111,000 per year in 2024.&nbsp;
&nbsp;
<h3>Types of Science Roles</h3>
 Science careers span a broad spectrum, from traditional medical and laboratory research roles to emerging fields influenced by technology and global needs. Integrating disciplines such as biology with computer science or chemistry with engineering reflects a trend where multifaceted skill sets are increasingly valuable. This blending of expertise allows professionals to tackle complex problems from multiple perspectives, enhancing innovation and efficiency in solutions. As mentioned, the science industry, and even &lsquo;science&rsquo; as a term, is broad and encompasses many different roles and opportunities. A typical career path is through research and development, but there are supporting roles in management, quality assurance, technical and electrical, maintenance, transport, sales, marketing and training, and finance. This article focuses on scientist-related fields, but employers like Johnson and Johnson, IQVIA, and GSK employ thousands of Australians across a wide range of roles; there are opportunities across a diverse range of skill sets and experiences.&nbsp;
&nbsp;
<h2>Educational Requirements and Certifications</h2>
<h3>Necessary Degrees and Certifications</h3>
Aspired professionals must meet specific educational benchmarks to embark on a career in science, particularly in specialised fields such as medical technology or bioinformatics. For example, a postgraduate degree, typically a Ph.D. or an MScR is essential for certain roles. These positions often require deep expertise in the field, evidenced by attaining the highest educational qualifications.&nbsp; Importance of Higher Education and Specialization Higher education and specialisation through certifications greatly enhance the trajectory of a scientific career. In rapidly evolving fields, such as scientific research and STEM-related industries, certifications are a testament to a professional's dedication and expertise. They validate the individual's specialised skills and knowledge, making them more competitive in the job market. For instance, STEM certifications are crucial for staying aware of technological advancements and methodologies. They enhance a candidate's resume and increase employability, providing a significant edge in securing positions at top research institutions and leading-edge companies. Certifications can also lead to better job security, higher earnings, and greater professional mobility, both geographically and across various scientific domains. Obtaining these certifications also often includes engagement with professional societies and continuous learning, vital for personal growth and career advancement in the science sector.
&nbsp;
<h3>Hard Skills vs Soft Skills</h3>
Science professionals must have a wide range of abilities and experience, and the ideal candidates will have a mix of knowledge and experience coupled with personal skills and abilities to thrive in the industry.&nbsp; Hard skills are the abovementioned qualifications, including the degree, additional qualifications and certifications, and further training and development. These define what an individual knows. Degrees and qualifications will vary depending on the specific roles. From there, a career is shaped based on a cycle of training, development, and moving to new roles as an individual develops their career. With such a broad scope of options, hard skills and experience are invaluable in developing a career path.&nbsp; Soft skills are more broad abilities that define how an individual works. Soft skills include teamwork, management ability, interpersonal skills, the ability to learn and adapt quickly, accuracy, and time management. These skills are more difficult to demonstrate with a qualification &ndash; instead, they are displayed through examples of work done. The advantage of soft skills is they can be learned and shown from anywhere rather than specific to the role. Demonstrating these abilities shows an employer that, coupled with the knowledge to do the role, an individual can thrive and do the role well.&nbsp;
<h2>How to Overcome Challenges in Entering the Science Industry</h2>
When it comes to developing an exciting career, there are some specific challenges that someone working in science should look to overcome. Facing these challenges is universal for the industry, and it is exciting and rewarding to meet them and develop a career.&nbsp;
<h3>Starting Strong</h3>
Individuals in the early stages of choosing their career, such as those at the undergraduate level or those leaving school or college, must commit to doing well in an accredited higher education course. At this career stage, without prior experience, performing well in a degree course is the first indicator for an employer that you can commit to the work, learn and develop, and demonstrate the key skills they are looking for in new hires.&nbsp;
<h3>Securing the First Role: Internships and Placements</h3>
Even with the wealth of opportunities in the science industry, getting a foot in the door can still be challenging due to the high expectations in skills, qualifications and experience. A great way to begin a career in science is to look to secure a placement or internship in a Good Manufacturing Practices (GMP) environment. The skills and experience gained from an internship can be invaluable when applying for the next step in a career, as well as developing an essential understanding of the role of GMP in the science industry.&nbsp;
<h3>Balancing Work and Continuing Education</h3>
Balancing the demands of a full-time job with the need for ongoing education is a significant challenge for many in technical fields.&nbsp; Setting realistic goals and creating a dedicated schedule for learning activities are crucial steps. For instance, blocking out specific times each week for study can prevent burnout and ensure steady progress. Employers can support this balance by offering resources like tuition reimbursement and access to training programs. Additionally, leveraging technology such as mobile apps for learning during downtime can make education more accessible and integrated into daily routines.
<h3>Helpful Tips</h3>
<ul>
<li>Seek continuous development. Technology and processes advance quickly in all areas of scientific research and development. Your employer may support you, but be proactive in keeping your skills and industry knowledge current.&nbsp;</li>
<li>Network. Join accredited networks and social media groups and attend events where possible. This opens opportunities to learn directly from peers and share your experiences and can even lead to opportunities for new roles or the next step in a career.&nbsp;</li>
<li>Be flexible with choices. The most common career path in the science industry is obtaining a degree and qualification before entering an entry-level role. These roles are the foot in the door you will need to progress. A basic role provides the platform to learn and develop your career into more specialised roles and may offer opportunities not necessarily visible before starting your career.&nbsp;</li>
<li>Take care of yourself. Many roles in the science industry, mainly research and development, can require long hours and challenging work. There will be pressure to achieve the best results, as in many cases, your work will ultimately affect people&rsquo;s lives. Ensure you incorporate self-care into your career&mdash;take holidays, rest regularly, and give yourself time to reflect.&nbsp;</li>
</ul>
<h3> Examples of opportunities in the Science industry</h3>
The scientific and technical industry encompasses many sectors that rely on scientific research, technological innovation, and technical expertise. Here are some examples that Evolve Scientific actively recruits on behalf of our clients.&nbsp;
<ul>
<li>Pharmaceuticals and Biotechnology: This field focuses on developing, producing, and marketing drugs and biological products to treat diseases and medical conditions.</li>
<li>Healthcare and Medical Devices: This field involves the design, manufacture, and distribution of medical devices and equipment used in the diagnosis, treatment, and monitoring of health conditions.</li>
<li>Environmental Science and Conservation: Works on protecting natural resources, managing environmental sustainability, and addressing issues like climate change, pollution, and biodiversity conservation.</li>
<li>Agriculture and Food Science: This includes developing agricultural products, testing food safety, and introducing innovations in food production and processing to improve yield, quality, and sustainability.</li>
<li>Chemical Industry: Produces chemicals and products for various applications, including pharmaceuticals, agriculture, manufacturing, and consumer goods.</li>
<li>Materials Science and Nanotechnology: Studies and develops new materials with specific properties for use in various applications, including electronics, medicine, and manufacturing.</li>
<li>Robotics and Automation: Involves the design, manufacturing, and application of robots and automated systems for various industries, including manufacturing, healthcare, and service.</li>
</ul>
&nbsp;
<h2>Conclusion</h2>
There is a wealth of opportunity in Australia's science industry and its sectors for candidates willing to develop the skills and knowledge needed to enter a challenging but rewarding career.&nbsp; Throughout this article, we've discussed the key points to consider for a career within the scientific realm, focusing on the challenges and solutions that aspiring scientists in the technical and medical fields may encounter. The importance of gaining specific educational benchmarks and certifications and navigating the complex landscape of job markets fuelled by the rapid pace of technological advancements and global needs highlights the balance between perseverance, continuous learning, and adaptability. These elements are steps towards crafting a successful career and are critical in contributing to the advancements that shape our world and improve global health, technology, and environmental sustainability. At Evolve, we are industry experts in identifying, sourcing, placing and supporting suitable candidates into roles with our clients across the broad spectrum of scientific sectors. We help our candidates identify their strengths, guide them through recruitment processes, and support them in getting into their first or next great opportunity. Contact us today to begin your journey into a rewarding career in the sciences.&nbsp;
&nbsp;

Looking to enter the science industry but not sure where to start? Are you a recent graduate or someone with existing skills looking for a new challenge? This guide is for you.

How to get a job in the Science Industry: Overcoming challenges 

As we celebrate International Women&rsquo;s Day, we are reminded of the global accomplishments of women in social, economic, cultural, and political spheres. This worldwide celebration serves as a powerful reminder of our ongoing journey towards achieving gender equality and the importance of recognizing women's achievements in various fields.&nbsp;
 Although there have been advancements in providing opportunities for women in the engineering industry, there is still a significant amount of work to be done regarding job prospects, career advancement, representation in senior leadership roles, and equal pay on a global scale.&nbsp;
 Fortunately, more and more companies are taking steps to bridge these gaps, resulting in increasing opportunities for women to be included. Moreover, women who are already working in the industry are leading the way and serving as role models for others to follow.
 Recently, we had the privilege of speaking to Haylee Nguyen, Process Engineer, about her personal experience in the field and how she entered the industry. Additionally, she shared some noteworthy highlights from her journey so far and offered valuable advice for aspiring women engineers on how to kickstart their careers in this field.
&nbsp;
Q: Let's start with your career journey first. What did that look like? What brought you into the industry? Despite graduating with First Class Honours, I faced challenges securing a job during the COVID period and visa restrictions. With the support from Evolve, I have kicked starting my career as a Lab Technician at Adbri. This opportunity provided valuable exposure to the workforce and insights into the production process. I then transitioned to a role as a data analyst at a project management consultancy, enhancing my skills in project management frameworks and data handling. Despite the enriching nature of the work, my passion for process engineering persisted. I then saw a job ad from Adbri for a graduate process engineer position, without hesitation, I applied. Beside my experience and academic knowledge, the familiarity with the company and positive internal played a pivotal role in helping me secure the position. I've been thoroughly enjoying my current role, where I find joy in learning something new every day and contributing to the dynamic work environment.
&nbsp;
Q: What was your motivation for pursuing a Bachelor of Chemical Engineering?&nbsp; l always had a keen interest in understanding how things work and as a kid, I enjoyed taking apart gadgets to learn their mechanisms. During high school, I also excelled in science subjects, particularly Maths and Chemistry, which drove me to pursue a Bachelor of Chemical Engineering.
&nbsp;
Q: What has been your perception of the engineering industry so far, from your experience?&nbsp; Engineering is a journey of continuous learning and skill development. Each day presents new challenges to solve, making it an exciting field for those who love problem solving and science. Working on-site is also something I enjoy, it allows me to witness machine designs from inside out, offering a profound understanding of their workings.
&nbsp;
Q: What advice would you give women who want to become engineers in the future, or are looking at making that step now?&nbsp; My advice to aspiring women engineers is to believe in themselves, willing to take challenges, and remain persistent, focused, and proud of their work. Learning from others and seeking a career mentor, especially in the early stages, can be transformative. The guidance of a mentor surpasses the benefits of a high-paying job, providing invaluable support and insights.
&nbsp;
Q: And finally, what has been your experience of working with Evolve? Have there been any particular highlights? My experience with Evolve, particularly with Serena, has been very positive. She has supported me with my job search journey, connecting with employers. She continued to assist me with subsequent interviews, displaying responsiveness and helpfulness whenever I had inquiries. Serena's support was pivotal in securing my first job, which aided my settlement in Australia and helped me get my current job, finally become an process engineer.
&nbsp;
&nbsp;
Many thanks to Haylee for sharing her insights and advice on the engineering industry. If you'd like to learn more about how International Women's Day is inspiring inclusion, you can visit the IWD2024 website here. You can also find out more about the roles we have available from the <a href="https://www.evolvescientific.com.au/jobs/" target="_blank" rel="noopener">Evolve website</a>.&nbsp;
&nbsp;

As we celebrate International Women’s Day, we are reminded of the global accomplishments of women in social, economic, cultural, and political spheres. This worldwide celebration serves as a powerful reminder of our ongoing journey towards achieving gender equality and the importance of recognizing women's achievements in various fields. 

IWD2024 - Women in Engineering: Haylee's Story

Recognising Different Personality Types in the Workplace&nbsp;
Workplace personalities essentially describe the behavioural patterns of people at work. Recognizing the diversity in workplace personalities can aid in maximizing the productivity of your team. It can also enhance job satisfaction levels, thereby bolstering employee mental well-being.
No strong team will feature only one type of person. Balance is a key factor in having a well-rounded team that works well together collaboratively, but it can be hard to know what kind of people make up your teams. From the complex Myers-Briggs test to the 28 question DiSC test, there are an abundance of ways to assess someone&rsquo;s personality type. However, who somebody is at home can greatly differ from how they behave, communicate, face challenges, and resolve conflict in the workplace.
Workplace personalities can cover a wide range, from analytical thinkers who work best on their own to natural leaders who take control in difficult situation. Each personality type brings unique strengths to the table, and blending these strengths can empower your team to tackle daunting projects resourcefully.
People can also fall into several categories, some stronger than others. Recognising who you have on your team and how to get the best from them can be the ticket to success.
The Leader 
A team leader is more than a title holder. They are the catalyst who can spark motivation within the team and drive everyone towards a common goal. They may not always be the most loud or vocal in the room, but their quiet confidence often inspires and motivates others to strive for their best. Leadership extends beyond managerial duties, with the best leaders often inspiring their peers through their actions more than their words. Leaders can often be identified by their effective communication skills, long-term thinking, responsibility, confidence, self-motivation, rationality, and people-orientation.
The Innovator 
Innovators are the creative powerhouses of a team. They are highly engaged and motivated with their tasks at hand. bringing fresh ideas to the table and transforming group efforts with new insights. Innovators can craft bold visions, conceive new value propositions, and manage extreme uncertainty. They play a crucial role in contributing to team success and organizational growth.
The Analyst 
The Analyst is a person driven by analytical thinking, they often work well by themselves because of this. They are strategic thinkers in a team who embrace rationality and tend not to rush to conclusions. Their value lies in their ability to think critically, analyse situations objectively, and make informed decisions. Problem-solving is an analyst&rsquo;s strong point. Striving to understand all they can about the task at hand and being strategic with their solutions makes them an asset to their team.
The Charismatic 
Charismatics are the social butterflies of a team. They are confident, excellent communicators, and empathetic listeners. They can understand and connect with people easily, making them particularly valuable in customer-oriented teams. They make a point of listening to others, being assertive, confident, inspiring, and warm. Having members of the team that are particularly good at reading, engaging and understanding people is vital to success.
The Planner 
Planners shine when it comes to executing ideas. They are reliable, punctual, and responsible by nature. These are the employees who meet deadlines with ease and are always ready with a list of to-dos. They are capable of foreseeing potential challenges and strategizing to improve a team's performance and overall efficiency. They can act as the voice of reason and a competent guide when forging future plans.
The Task Manager 
Not to be confused with the leader, task managers are the backbone of a team. They ensure that all tasks are executed efficiently and within deadlines, often taking on a more traditional, hard-working, and obedient role. While their role may be challenging, their contribution is critical to the success of any project. They keep the team focused and their unique skill set enables them to drive others towards efficient work patterns.
The Abstract Thinker 
Abstract thinkers bring a unique perspective to the team. They present an opposing view, providing a different perspective that can be invaluable when launching a product or idea. While their approach may seem counterproductive, having an abstract thinker on board can prevent you from overlooking other options or missing critical information.
The Champion 
Champions are the cheerleaders of a team. They provide encouragement and support, helping to remove roadblocks in your team's path. They also often act as mentors, offering advice and wisdom to other team members. Having a champion on your team can significantly boost motivation and focus. Champions excel in environments where the team are encouraged to collaborate rather than compete, prioritising loyalty and hard work above all else. Using their skills and creativity to help others, these are an unsung hero of any team.
The Debater 
Debaters love intellectual stimulation and aren't afraid to challenge ideas. They provide a unique perspective that can help in decision-making and problem-solving. While their approach might seem confrontational, their inquisitive nature can lead to innovative solutions and ideas. They challenge their colleagues head on, bringing new perspectives and raising points that may otherwise go under the radar. Their enthusiasm for brainstorming makes them a strong asset.&nbsp;
The Mediator 
Mediator personality types are creative but introverted. They're excellent at jobs that require creative thinking and can excel in a variety of roles. Often thoughtful in their approach, they can develop strong and deep connections with the work they are doing. Mediators can bring a considered and thoughtful perspective to the table, making them a valuable addition to any team.
Navigating Team Dynamics
With an abundance of personality types in one place, there will undoubtedly be conflict and opposing views when tackling problems and tasks head on. Everyone has their own strengths and weaknesses, and differing personalities will always clash to a certain degree. One way to tackle conflict between personalities are to deal with it quickly. Letting issues simmer over a long period can lead to increased animosity between colleagues which leads to an unhappy working environment. Addressing issues quickly when they arise can help ease tensions and resolve misunderstandings.&nbsp;
As a manager, acknowledging both sides in a conflict can also help with team dynamics. Understanding each personality on your team and how they react and respond to different issues can go a long way in helping clear up miscommunication. Equally if you&rsquo;re directly in a conflict, understanding how the other person works can be key to understanding why they may have behaved in a certain way or made a certain decision.&nbsp; There is no rule book to working with all kinds of people and personalities, but understanding how to get the best from people and what drives them is the key to working together well.&nbsp;
Harnessing the Power of Diverse Personalities 
The unique blend of personalities within your team is crucial in today's corporate landscape. Understanding how these personalities interact and complement each other can help you create a thriving team. It's not about finding a one-size-fits-all approach but rather about understanding and appreciating the diversity within your team.
The key is to assign roles that align with the strengths of each personality type. This not only boosts productivity but also enhances job satisfaction and employee well-being.
Harnessing the power of diverse personalities can transform your team into a powerhouse of co-operation, driving your organization towards unprecedented success.
&nbsp;
&nbsp;

Teamwork is the cornerstone of a successful organisation. In today’s fast-paced and complex work environments, the ability to work effectively as a team is crucial for achieving goals and driving innovation. When individuals come together, leveraging their unique skills and perspectives, the collective power of teamwork can create extraordinary results.  In this blog we will explore the essential personality types that contribute to a balanced team, the impact of team dynamics on productivity, and strategies for fostering effective collaboration. 

The Power of Teamwork: The 10 Essential Personality Types You Need in the Workplace

Why a good work-life balance is important
Poor work-life balance can have a detrimental impact on both individuals and organizations. When employees cannot effectively manage their time and energy between work and personal life, it can increase stress, burnout, and reduced productivity. Work demands often spill over into personal time, leaving individuals with little opportunity to relax, recharge, and engage in activities promoting well-being. This continuous imbalance can result in decreased job satisfaction, higher turnover rates, and a decline in overall mental and physical health.&nbsp;
From an organizational standpoint, poor work-life balance can negatively affect employee morale and engagement. When employees feel overwhelmed by the demands of their job and have little time for personal pursuits, they may become disengaged and less committed to their work. This disconnect can lead to decreased productivity, lower quality of work, and a lack of innovation within the organization. Additionally, poor work-life balance can contribute to a higher rate of absenteeism and an increased risk of employee burnout, ultimately impacting the bottom line.&nbsp;
Poor work-life balance can also ripple effect on personal relationships and overall well-being. When individuals are constantly consumed by work and have little time for family, friends, and hobbies, it can strain relationships and lead to feelings of isolation and dissatisfaction. This lack of balance can also affect physical health, as individuals may neglect exercise, healthy eating habits, and adequate sleep to meet work demands. Over time, these adverse effects can compound and lead to serious health issues such as anxiety, depression, and chronic stress.
1.Make Your Well-being a Priority
The first step to achieving a healthy work-life balance is prioritizing your well-being. It's essential to make a promise to yourself to find the time for self-care. This includes taking care of your physical health through regular exercise, eating nutritious meals, and getting enough sleep. Additionally, prioritize your mental and emotional well-being by engaging in activities that bring you joy and help you relax, such as hobbies, meditation, or spending time with loved ones.
2. Plan and Prioritize
Effective planning is key to managing your time and achieving a healthy work-life balance. Create a daily to-do list, separating tasks for work and personal time. Studies have shown that writing down tasks helps reduce anxiety and provides a sense of structure and achievement. Prioritize your tasks based on importance and urgency, and focus on completing the most critical ones first. This approach will help you stay organized and ensure that you dedicate time to work and personal commitments.
3. Learn to Say "No"
One of the biggest challenges in achieving a healthy work-life balance is setting boundaries and saying "no" when necessary. It's important to recognize your limits and prioritize your time and energy. Saying "no" allows you to choose where to allocate your resources and focus on tasks that align with your priorities. Remember, it's okay to decline additional responsibilities or commitments if they will hinder your ability to maintain a healthy work-life balance.
4. Disconnect During Lunch Break
Make it a habit to have a tech-free lunch break, dedicating at least 20 minutes to disconnect from work-related tasks and technology. Use this time to relax, enjoy your meal, or engage in activities that bring you joy. Disconnecting from technology during your lunch break can help reduce stress, increase productivity, and allow you to recharge for the rest of the day.
5. Communicate with Your Line Manager
If you are struggling to achieve a healthy work-life balance, don't hesitate to communicate with your line manager. It's important to have open and honest conversations about your workload, deadlines, and any challenges you may be facing. A supportive work environment should encourage a culture of openness, where you can speak up if you feel overwhelmed. Your line manager may be able to provide solutions, such as delegating tasks, adjusting deadlines, or offering flexible work arrangements.
6. Embrace Daily Stillness
Incorporate a daily practice of stillness into your routine. Take a few moments each day to be still, allowing yourself to focus on your thoughts and emotions. This practice can help calm the mind, soothe the nervous system, and reduce stress. Whether meditation, deep breathing exercises, or simply taking a quiet walk, embracing daily stillness can profoundly impact your overall well-being and contribute to a healthy work-life balance.
7. Prioritize Physical Activity
Regular physical activity is essential for maintaining a healthy work-life balance. Aim to walk at least 10,000 steps per day or engage in any form of exercise that you enjoy. Physical activity improves your physical health and releases endorphins, which boost your mood and reduce stress. Incorporate movement into your daily routine, whether taking the stairs instead of the elevator, going for a walk during your lunch break, or participating in a fitness class.
8. Establish Boundaries for Email Communication
The always-on culture and constant connectivity can make it challenging to disconnect from work. Establish boundaries for email communication, especially during non-work hours. Consider implementing a "no-email evening and weekend" rule if you work office hours. This means refraining from checking and responding to work emails outside designated work hours. Communicate your availability and set expectations with colleagues, and consider using alternative communication channels, such as a designated messaging system for critical or emergencies.
9. Foster Positive Workplace Relationships
Cultivate positive relationships with your colleagues and create a supportive work environment. Schedule short conversations with your colleagues throughout the day to foster a positive workplace culture. Building positive relationships at work can reduce stress, boost morale, and increase productivity. Take the time to connect with your coworkers, offer support, and celebrate successes together.
10. Schedule Quality Time with Friends and Family
Make it a priority to schedule regular quality time with your friends and family. Spending time with loved ones increases your sense of belonging, purpose, and happiness. Plan activities or outings you can look forward to, whether it's a dinner with friends, a family movie night, or a weekend getaway. Quality time with loved ones strengthens your relationships and provides a much-needed break from work-related responsibilities.
11. Don't Be Afraid to Ask for Help
Asking for help is a sign of strength, not weakness. Reach out to others when you need support or assistance. Surround yourself with people who can guide, encourage, and assist in various aspects of your life. Asking for help allows you to share responsibilities, reduce stress, and create space for personal growth and development.
12. Engage in Activities You Love Make time for activities that bring you joy and fulfillment. Find something you love and do it at least twice a week. Whether pursuing a hobby, engaging in a creative outlet, or participating in a recreational activity, engaging in activities you love can significantly contribute to your overall well-being and work-life balance. These activities provide an opportunity to relax, recharge, and connect with yourself on a deeper level. Achieving a healthy work-life balance is not about splitting your time evenly between work and personal life. It's about finding fulfillment and contentment in both areas of your life. You can create a healthier and more balanced life by prioritizing your well-being, planning and prioritizing, managing stress, setting boundaries, and nurturing positive relationships. Remember, small steps and consistent efforts lead to long-term transformations. Embrace the journey and enjoy the benefits of a healthier work-life balance.
Achieving a healthy work-life balance is not about splitting your time evenly between work and personal life. It's about finding fulfillment and contentment in both areas of your life. You can create a healthier and more balanced life by prioritizing your well-being, planning and prioritizing, managing stress, setting boundaries, and nurturing positive relationships. Remember, small steps and consistent efforts lead to long-term transformations. Embrace the journey and enjoy the benefits of a healthier work-life balance.
Support from NES Fircroft
NES Fircroft covers recruitment across many sectors meaning we have supported clients and candidates across several industries for the last 50 years in good and challenging times. If you're looking for your next role, <a href="https://www.nesfircroft.com/job-search/">browse our job vacancies today</a>.
If you're looking for more career advice,<a href="https://www.nesfircroft.com/resources/"> check out our podcast.</a>

In today's fast-paced world, achieving a healthy work-life balance can often be elusive. The demands of work, personal responsibilities, and the constant connectivity of technology can leave us feeling overwhelmed and stressed. However, maintaining a healthy work-life balance is crucial for our overall well-being, productivity, and happiness. 

Mastering the art of work-life balance: A guide to living a healthy, fulfilling life

What is the Candidate Experience? 
Candidate experience shapes a job seeker's perception of a company throughout the entire recruitment process. This spans from the initial job advertisement, right through to the interview process, and even the follow-up communications. Each stage in this process presents an opportunity to cultivate stronger candidate relationships and demonstrate to job seekers why they would want to be a part of your company. This experience is very important as it shapes a candidate&rsquo;s impression of how your business treats its employees. A well-managed candidate experience can aid in converting your preferred candidates into employees. In contrast, a poor candidate experience can result in them withdrawing from your hiring process completely.
The Importance of Candidate Experience 
The candidate experience, in essence, forms an individual's impression of how your business treats its employees. Therefore, it's vital that a candidate leaves an interview with a positive view of your company, regardless of whether they're the chosen candidate.
A negative candidate experience can deter quality candidates from applying, damaging your employer brand. Equally, a positive experience can enhance your reputation, attracting a diverse talent pool.
It only takes one non-favourable review from a disgruntled candidate to put your company&rsquo;s reputation on the line. Almost 60% of employers have read at least one negative online review about their hiring process, and this can naturally deter quality candidates from applying. Something else recruiters often overlook is the reality that job candidates are also your potential customers. They may never buy your product/service if they had a bad hiring experience at your company. &nbsp;
Strategies to Improve Candidate Experience&nbsp;
Optimising Your Website and Career Page
Use your website and careers page to show why your company is a great place to work. Most job seekers do their own research about the hiring company and the first port of call is generally your website and more specifically, your careers page if you have one.
Use this to show prospective employees what matters to you as a company. Research shows that one in three candidates is looking for answers about why people want to work at your company. &nbsp;
Posting video content of your employees detailing what makes your company a great place to work could also be a good idea, showing what values and experiences your company has to offer can be the difference between a candidate accepting the job, or passing up the opportunity.
It should also be crystal clear to candidates how to apply for a job at your company, and for applications to be easily submitted via mobile phone. This is even more important if your recruiting strategy is aimed at attracting GEN Z and millennials who admire technology and would prefer to work for an employer who shares this mindset.
Research shows that 46% of Gen Z and 38% of employed millennials have applied for a job via a mobile device, illustrating the importance of optimising the mobile application process. These generations also prefer communicating via text messages rather than emails, so will not be averse to a recruiter sending them a text.
Above all, don&rsquo;t complicate the application process. One thing that candidates find frustrating is a website asking them to upload their CV as well as complete another online form by re-entering their work experience and education, one by one. Try to automate this process by re-populating the data from the CV into the form.
Crafting Engaging Job Descriptions&nbsp;
<ul>
<li>Write titles that are simple, search friendly, and best describe the role.&nbsp;</li>
<li>Avoid generic job descriptions as they can work against you. Make the tone conversational, relatable, and engaging.&nbsp;</li>
<li>Try to avoid industry jargon or terminology used by the more senior staff in your company.</li>
<li>This can be off-putting for a candidate who has never worked at your organisation and may just be entering the industry.</li>
<li>A lengthy job description is not effective at attracting candidates either. <a href="https://au.indeed.com/lead">Research</a> shows that job descriptions between 700 and 2,000 characters receive up to 30% more applications, so try to stay within this range. </li>
</ul>
Maintaining Clear Communication 
Clear communication is the key for improving the candidate experience. &nbsp;Almost 60% of candidates state that better communication during and after the application process is where companies need to improve.
The interviewing process is the stage where communication matters the most. Share interview details with candidates such as the time and the place of the interview well in advance. Also, make it clear how many rounds will be involved in the interviewing process, and how long each round is likely to take.
Arranging for somebody to greet the candidate upon arrival is a nice touch as it can help diminish nervousness and demonstrates that you appreciate their time and effort.&nbsp;
Don&rsquo;t conduct too many interviews. Experts say that two interviews are standard and for more senior roles, perhaps a third meeting with a senior stakeholder would be relevant.
Prompt Follow-Up 
Once the interviewing process is complete, don&rsquo;t wait too long to make a hiring decision. A long hiring process is often the reason quality talent slips through your fingers. Automate notifications to let candidates know if they are shortlisted to the next round. If you really want to leave a positive lasting impression on the candidates, send a personal message via email or social media.
Be sure to let shortlisted candidates know as soon as possible if they have been unsuccessful. An experienced recruiter knows that such decisions are best received by candidates if delivered by phone. &nbsp;
Keep in mind that one of the top complaints noted by job seekers is that employers don't bother to respond to their emails, or even let them know the role has been filled. Make sure you always reply to their correspondence and keep them abreast of any advancements or changes in the hiring process.
Be appreciative of candidates&rsquo; time. The typical candidate spends three to four hours preparing for and submitting a single job application. Finally, make sure that you stay in touch with any candidates that impressed you, but were not selected for the position. You never know, they might be the perfect fit for another role and make a great addition to your team down the line.
Positive Onboarding Experience
Signing the employment offer is not where the recruiter&rsquo;s job ends. Research shows that 22% of staff turnover occurs within the first 45 days of employment, so don&rsquo;t overlook the importance of a positive onboarding experience.
Prior to their start date, send orientation material or any other information they may benefit from to help them settle into the new role.
Small gestures also count. Most of us recall how nervous we were on our first day at work, and how much we appreciated that person who offered us a cup of coffee or went out of their way to make us feel welcome.
The Future of Candidate Experience
A positive candidate experience is crucial in today's competitive job market. It not only aids in attracting and retaining top talent but also contributes to maintaining a positive employer brand. By implementing the strategies mentioned above, you can significantly enhance the candidate experience and stand out as an employer of choice.
It is vital to make each candidate feel special, including those who may not appear to be a good fit for the role. Remember, a candidate leaving an interview with a positive view of your company is as valuable as the one you hire. These people will speak favourably about your company and you never know who might be listening.

Reading a negative online review from an unhappy job candidate is one of a recruiter or hiring manager’s worst nightmares. Although such reviews cannot be avoided altogether, the negative impact can be significantly lowered by ensuring a positive candidate experience.    The candidate experience, or how an individual perceives a company's brand throughout the recruitment process, can significantly sway a top-choice candidate towards accepting your job offer. In this comprehensive guide, we'll delve into the concept of candidate experience, its importance, and ways to improve it.

Enhancing the Candidate Experience in the Recruitment Process: A Comprehensive Guide 

But diversity isn&rsquo;t just about race and ethnicity. It also refers to differences in gender, religion, cultures, personality, lifestyle, skill sets and socioeconomic status. As summed up by The Australian Department of Human Services: Diversity is about our individual differences and acknowledging the unique blend of knowledge, skills and perspectives people bring to the workplace.
In this blog we&rsquo;ll look at the importance of diversifying your talent pool and how to foster the right environment to allow diversity to thrive.
The Importance of Diversity&nbsp;
As a business owner, manager, or HR professional, finding the right talent to fill open positions is important, however, it's not just about finding any talent, it's about finding the right talent that can help your company grow and thrive. The best way to achieve this is by diversifying your talent pool.
Having a variety of employees who have different beliefs, backgrounds, and approaches can contribute to greater creativity, innovation, and problem-solving skills. It can also better employee morale and job satisfaction since each individual is respected and appreciated for their own unique abilities.
Having a diverse workforce gives your organisation the potential to reach out to a larger clientele and enhance its status. 
Greater Acceptance of Differences&nbsp;
It is a sad reality but unfortunately, there are still some who resist diversity and inclusion and consider them a threat. Corporate management needs to recognise the significant value of an open workplace, and implement measures to nurture a culture of acceptance, inclusion and appreciation of a diverse workforce.&nbsp; Research has revealed that we are moving in the right direction when it comes to embracing diversity in our workplace. Survey Sampling International (SSI) conducted a survey of 4,800 Australian employees, and the findings indicated:
<ul>
<li>58% of Australians have a more diverse experience.</li>
<li>51% of Australians see an increase in creative thinking and problem-solving.</li>
<li>48% of Australians build better teams in a diverse environment.</li>
</ul>
While this is encouraging, the study also revealed that only 23% of Australians believe ethnicity and gender are critical to diversity in the Australian workplace. This shows that there is still considerable room for improvement.
The Society for Human Resource Management (SHRM) states that efforts to promote diversity and inclusion result in better morale and higher company profits. Promoting and welcoming difference is therefore in the best interests of the Australian economy, and a corporate goal very much worth pursuing.
Building Blocks for Greater Diversity and Inclusion&nbsp;&nbsp; 
Building diverse and inclusive workplaces needs to be more than a good intention. There must be a systematic approach to reconstructing a corporate culture to foster this mindset throughout the workforce.&nbsp;
Educate Your Leaders&nbsp;
The executive team needs to support the concept of a more welcoming workplace. It means the decision-makers must be better educated about the importance of diversity and inclusion.
Introducing diversity training to executives will provide them with the necessary guidance to ensure that the recruitment process is conducted in a manner that is inclusive of different backgrounds and perspectives.
To decrease the likelihood of bias during the recruitment process, giving diversity training to the hiring managers is also important. This can help them identify any personal prejudices they may have, allowing them to make more impartial decisions when examining potential employees. Additionally, it can help them generate a more embracing and accepting atmosphere for all job applicants. 
Broaden your Hiring Outlets
Broadening your recruitment sources is an excellent way to diversify your candidate pool. This could involve publishing job postings on job boards that focus on minority groups, visiting job fairs at universities with a variety of student bodies, or collaborating with community organisations that cater to various populations.
Embrace and Celebrate the Differences&nbsp;
Employees often feel accepted and a sense of comradery if their diversity is respected and encouraged. Ways of doing this can include introducing Global Diversity &amp; Inclusion Experience Month or prayer rooms set aside for devotions.
These plans and accommodations can help workers feel respected and backed, which can result in higher participation and retention. 
Use Inclusive Terminology&nbsp;
To draw in a wide range of potential candidates, it is important to use language that is inclusive in job postings. This includes avoiding terms that may be gender-biased or limit certain demographic groups. For example, rather than using "salesman," it would be better to use "sales representative" or "sales associate."
It&rsquo;s also important to keep this in mind during day-to-day life in the workplace. Making sure everyone feels accepted and included in conversations is imperative.&nbsp; 
Listen to Employees&nbsp;
Surveys and focus groups can glean ideas and opinions of how inclusion is working in the office. Providing diversity and inclusion initiatives. These can involve mentorship initiatives, employee resource groups, or diversity education for everyone in the company. These plans can help workers feel respected and backed, which can result in higher participation and retention.
Consider Communication Style&nbsp;
Communication styles can be seen as intimidating or condescending (e.g., &lsquo;mansplaining&rsquo;) to different cultures or groups. Participants need to be aware of how they express themselves and make changes when necessary.
Written meeting materials will also be helpful for those who struggle to digest information verbally and those whom English is a second language. 
Communicate Goals and Measure Progress&nbsp;
As with just about everything, benchmarks and metrics are essential to evaluate progress towards achieving set diversity and inclusion goals. &nbsp;
Setting the Standard for Diversity in Australia 
There are companies in Australia whose dedicated commitment to inclusion is well documented, and worth investigating for diversity and inclusion ideas inspiration: 
<ul>
<li>Cheetah Digital bases its diversity program on three principles: Context, Communication, and Choice. Cheetah Digital recognizes that the workplace is in a state of constant change, and the traditional diversity strategies might require updating.&nbsp;</li>
<li>Ernst &amp; Young believes that diversity creates quality, and that individuals from different education levels, gender, ethnicity, nationality, generation, age, working and thinking styles, religion, sexual orientation, ability, and technical skill sets, all bring considerable value to the table.</li>
<li>Bench are a programmatic media and performance marketing platform from Sydney, Bench has global employees and remote workers. Bench will recruit talent from people of different cultures, ages, and social backgrounds and respect how all different groups look for jobs.</li>
<li>Madecomfy, a much smaller and less established outfit, employs a workforce from 22 countries. Their corporate leadership team is also 40% female.&nbsp;</li>
<li>Telstra has a commitment to diversity and inclusion, focussing on greater workplace gender diversity, accessibility and inclusion, economic opportunity for Indigenous Australians and support for victims of family violence.</li>
<li>Accenture has a corporate commitment to diversity based on gender equality, pride (LGBTI), focus on enablement, and cross-culture and indigenous people.</li>
</ul>
Evolve Scientific Recruitment Can Help Foster A Diverse Culture&nbsp;
Creating an inclusive workforce must include proactive recruiting of diverse talent. This is not easy, and managers may not understand how - or have the time - to do this properly. Rather than take managers away from their core responsibilities, it makes sense to enlist a third party of professional recruiters.
Evolve Scientific Recruitment specialises in sourcing the best science and technical talent. We recruit all over the world and we respect the significance of diversity. We can help an organisation meet its goals for both qualified talent and the right mix of candidates.
We have offices in several major Australian cities and pride ourselves on getting &lsquo;under the hood&rsquo; of your business, to really understand your specific staffing needs. Our flexible approach means we are happy to meet in person or remotely, and we&rsquo;re well versed in recruiting face-to-face and in a virtual setting.
Our recruiters have worked in science or technology companies in the past, so they understand the language and requirements in these spaces. We take pride in delivering candidates who meet all the &lsquo;hard&rsquo; skills criteria and possess the personal skills necessary to thrive in your workplace culture.
&nbsp;

The face of Australia’s workforce has changed dramatically over the last few decades. Diversity is abundant, with people from all over the world relocating to our shores in the hope of better opportunities. Numerous ethnicities are now ingrained in the fabric of our society, bringing new cultures and ideas.

How to Create Diversity and Inclusion in your Workplace 

The Benefits of Higher Education 
Higher Earning Potential 
One of the most compelling arguments for attending college is the potential for higher earning power. On average, individuals with a bachelor's degree earn more than those with only a high school diploma. According to data from the <a href="https://www.census.gov/library/publications/2021/acs/acsbr-009.html">Bureau of Labor Statistics</a>, the median salary for workers with high school diplomas is $38,792, while those with bachelor's degrees earn a median salary of $64,896. Over the course of their careers, college graduates can earn hundreds of thousands more than their non-college-educated counterparts.
Increased Job Opportunities&nbsp;
Another significant benefit of obtaining a higher education degree is the increased access to job opportunities. In today's competitive job market, many employers require a bachelor's degree as a minimum qualification for various positions. Without a degree, it can be more challenging to find high-paying job opportunities, and competition for available positions may be fierce. Even when jobs don't require a university degree, some employers prefer hiring candidates who have one.
A degree can also be a starting point for some high-status professions such as an engineer, physicist, doctor, therapist, finance manager or other related occupation. These professions require candidates to have a unique and wide set of skills and expertise which you can&rsquo;t always learn on the job. Having a degree will.
Skill Development and Specialisation&nbsp;
Higher education provides a structured and comprehensive learning experience. In addition to gaining in-depth knowledge in a specific field, students develop critical thinking, problem-solving, and communication skills. These transferable skills are highly valued by employers across various industries.
Furthermore, degrees often offer opportunities for specialisation. Whether through choosing a specific major or pursuing additional certifications and internships, students can tailor their education to align with their career goals. This specialised knowledge and expertise can give graduates a competitive edge in the job market.
There is also the opportunity for industry work experience which is often offered to students studying relevant subjects. While this shouldn&rsquo;t be your sole motivation for choosing a degree, it can be a great way to get your foot in the door before you&rsquo;ve even left education.&nbsp; 
Personal Growth and Networking&nbsp;
Getting a degree is not just about academic learning; it is also a transformative period of personal growth and self-discovery. It provides a unique environment for students to explore their interests, passions, and values. Through extracurricular activities, clubs, and organisations, students can develop leadership and interpersonal skills while forging lifelong connections with peers, mentors, and professors.
Additionally, colleges and universities offer networking opportunities that can be invaluable for future career prospects. Building relationships with professionals in your field of interest and participating in internships and cooperative education programs can open doors to job opportunities and mentorship. 
The Drawbacks of Higher Education&nbsp;
Cost and Student Loan Debt&nbsp;
One of the primary concerns when considering college is the significant cost associated with obtaining a degree. Over the past decade, university and college fees have increased dramatically. placing a financial burden on students and their families.<a href="https://www.topuniversities.com/student-info/student-finance/how-much-does-it-cost-study-australia"> In Australia</a> it can cost anywhere from AU$20,000 to $45,000 for an undergraduate degree, an additional AU$22,000 to $50,000 for a postgraduate degree and AU$20,000 to $42,000 for a doctoral degree.
Financial aid, including scholarships and grants, can help alleviate some of the financial burden, but the price tag can still be overwhelming, particularly if the field you want a career in requires more than the standard undergraduate degree. It's crucial to assess your financial situation and evaluate whether the potential benefits of a college degree justify the investment. 
Job Market Uncertainty&nbsp;
The job market is constantly evolving, and there are no guarantees that a college degree will automatically translate into a high-paying job. Economic downturns, technological advancements, and changing industry demands can affect job prospects for both college graduates and non-graduates. The recent COVID-19 pandemic is a prime example of how unforeseen circumstances can disrupt the job market and make it more challenging for recent graduates to find employment.
Moreover, some industries prioritise practical skills and experience over formal education. It's essential to research your desired career path thoroughly and assess whether a degree is a prerequisite or if alternative routes, such as vocational training or entrepreneurship, may be more suitable. 
Time
Earning a higher education degree typically requires a significant time commitment, with the standard duration being three to four years for full-time students. However, it's important to note that not all students graduate within this timeframe, and if you wish to study a postgraduate or doctoral degree this will add even more time, which will mean there is a longer delay before you reach the career you want.&nbsp;
Alternative Paths to Success in the Job Market&nbsp;
Associate Degrees&nbsp;
Attending a vocational college is a more affordable option compared to a four-year university. <a href="https://www.tafensw.edu.au/degrees/higher-education-short-courses">TAFEs offer associate degrees</a> and certificate programs that can lead to stable careers. For example, degrees such as business management, data engineering, renewable energy engineering, finance and investment and network security can all be obtained for a lower cost and in a shorter time.&nbsp;
Vocational Courses
Trade schools, also known as vocational schools or technical colleges also provide hands-on training for various skilled careers. These programs are typically shorter in duration, ranging from six months to two years. Attending a trade school is often more affordable compared to traditional college education and trades such as electricians, plumbers, carpenters, and mechanics offer median incomes that can provide comfortable living.
Entrepreneurship&nbsp;
If you have a business idea and a strong entrepreneurial drive, starting your own business may be a viable alternative to a college degree. While entrepreneurship comes with its own set of risks, it offers the opportunity to be your own boss and set your own salary. With careful planning, dedication and an abundance of free courses and resources available on the internet, entrepreneurship can lead to financial success and personal fulfilment.
Is a Degree Still Worth the Investment?&nbsp;
The decision to pursue a higher education degree is a personal one that depends on various factors, including your career goals, financial situation, and alternative options. While there are potential drawbacks, such as student loan debt and the challenges of the job market, if you&rsquo;re looking for a career in a specialised subject with high earning potential, a degree could be the perfect thing to kick start you on the road to your dream career.

When considering your future career path, you may have heard conflicting opinions about the value of a higher education degree. In an increasingly competitive job market and with rising tuition costs, it's essential to weigh the pros and cons before deciding if a degree is for you.  In this blog, we'll look at the pros and cons of a degree and explore whether it’s necessary for success, allowing you to make an informed choice that aligns with your goals and aspirations.

Is a Degree Still Worth the Investment?

News

Clients

Candidates

<h3>We offer you a truly flexible recruitment service that we tailor to your needs, including:</h3>
<ul>
<li>Temporary / labour hire of scientific and technical staff (entry level to management)</li>
<li>Recruitment of permanent scientific and technical staff (entry level to management)</li>
<li>Executive search (science and related fields)</li>
<li>Payroll service</li>
<li>Recruitment technologies, such as candidate video CVs and interviews</li>
</ul>

Evolve recruitment staff maintain memberships and relationships with many professional scientific associations including (but not limited to): The Australian Society for Microbiology, Royal Australian Chemical Institute, Australian Institute of Food Science and Technology and AusBiotech. We are active in both attending and presenting at events. We also maintain close relationships with a number of Australian Universities, place students into internships and participate in career planning workshops and events.

<ul>
<li>All Evolve recruiters are degree-qualified scientists who have experience working in the Scientific industry, meaning they have deep and genuine professional networks to draw upon when filling roles.</li>
<li>Our staff tenure is exceptional, with the average currently standing at over 7 years. Over this time our recruiters have spoken with, interviewed and placed thousands of candidates.</li>
<li>Our connections, skill and experience means we fill more than a third of roles without advertising, and reach candidates that in-house HR teams and generalist recruiters simply cannot.</li>
</ul>

<h3>EXCEPTIONAL CANDIDATE SOURCING ABILITY</h3>
As part of the NES Fircroft Group we have access to the largest engineering and technical database in the industry. Our trained scientific consultants will apply their knowledge and leverage the latest AI search tools to quickly identify a talent pool of skilled candidates for your business.

<h3>Character check and assessment during the scientific recruitment process</h3>
We don&rsquo;t just recruit for technical skills, we recruit for cultural fit and fundamental &ldquo;good character&rdquo;. Good character is perhaps the most important element (and the most difficult) to screen for when recruiting candidates. We have developed our own character assessment which screens for strong morals, an ethical nature and commitment to acting responsibly and doing the right thing. Results of our character check are also verified with referees.

With a network of offices spanning Australia, Evolve provides workforce solutions to a range of scientific and technical markets. Founded in 2010 and now part of the NES Fircroft Group of companies, Evolve can also offer clients access to a global talent pool, which is updated daily by discipline-specific consultants.
Whilst our local Australian scientific candidate networks are vast, we can leverage NES Fircroft&rsquo;s international footprint and award-winning support services, including compliance, OH&amp;S management, global mobility and visa support to deliver unrivalled expertise in meeting your staffing needs.

Evolve Scientific was founded in 2010 and has since grown to become Australia&rsquo;s leading specialist scientific and technical recruitment agency. We are the preferred supplier for a range of small to medium businesses, large corporations, and government agencies.
Evolve has rapidly grown, doubling staff numbers and developing an impressive client portfolio. We pride ourselves on our very high client, candidate and temporary employee satisfaction rates. We have also been officially recognised as Australia's leading small recruitment agency and have won and been nominated for a host of other awards.
Our difference is in our people. All our recruiters are degree qualified scientists with real first-hand industry experience of working within the sector, in a non-recruitment capacity. This has enabled them to immerse themselves in varying scientific environment and means they offer a truly comprehensive insight into what to look for in candidates when matching them to their role. Our time spent working in Australia&rsquo;s laboratories, field offices, research institutes, and manufacturing facilities means that we understand your business and speak your language. We will find the right people to fill your very specialised vacancies much faster than other recruitment agencies.
Our extremely low staff turnover and high internal satisfaction rates ensure your business accesses a fully committed and motivated team. The average tenure of our consultants is around 7 years. - this stability, coupled with our industry insight enables us to provide an unmatched level of service to our clients.

<h3>Our developed scientific talent networks and stable team means that we can recruit people no one else can</h3>

<h1>About Evolve Scientific</h1>
Evolve is a specialist scientific and technical recruitment agency

<h1>News &amp; Insights</h1>
We are always looking to demonstrate our expertise to help you fine tune not only your recruitment plans but also your business strategy.

<h3>Submission Form</h3>
Submit your message along with your CV attached, and one of our specialists will be in touch.

<h1>Evolution</h1>
Evolution is a scientific undergraduate program which gives selected students the opportunity to undertake paid full-time or part-time scientific work. To be eligible, you MUST BE in your 2nd, 3rd or 4th year of study. Applications from first year students and graduates will not be accepted.

<h1>Case Studies</h1>
Take a look at our case studies below to find out how we have helped find the right solution to match our clients' unique business requirements

VIEW MORE

<h3>Contact Form</h3>
Looking for a new job or have queries about our services? Submit an enquiry, and one of our specialists will be in touch.

<h1>Partner With Us Today</h1>
We will provide you with expert resources and custom solutions. Let us know your project requirements to get started.

<h1>Expertise</h1>
Helping You Achieve Ground-Breaking Results

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<h1>Evolve is Australia's leading scientific and technical recruitment agency</h1>
All Evolve recruiters are degree-qualified scientists who have experience working in the Scientific industry, meaning they have deep and genuine professional networks to draw upon when filling roles. Our staff tenure is exceptional, with the average currently standing at over 7 years. You will not find a better scientific or technical recruitment partner in Australia.

We work exclusively with professionals who specialise in scientific and technical industries, and our consultants have a wealth of first-hand expertise, meaning clients can rest assured that with our support, they will secure the candidates they need.

We have worked with Australia's leading scientific and technical companies, and what makes us stand out is our commitment to integrity, relationships, and results you can count on. Our approachable, dependable service guarantees to change the way you feel about recruitment!

<h3>A reputation of integrity &amp; commitment</h3>

Tailored Recruitment Solutions from Subject Matter Experts

Over a decade of local resourcing experience

As there are a limited number of places, only successful applicants will be contacted. We will, however, keep your details on file and contact you immediately if something suitable becomes available.
Apply for the <a href="/evolution-enquiry/">Evolution Program</a>.

The number of Evolution program spots is determined by the demand from our clients.
To be eligible to apply, you MUST BE in your 2nd, 3rd or 4th year of study. Applications from first year students and graduates will not be accepted. Although students from all courses of study are welcome to apply, our clients have expressed a preference for people studying the following courses:
<ul>
<li>Chemists</li>
<li>Clinical Research Professionals (Clinical Research Assistants, Clinical Research Coordinators, and Clinical Trial Managers)</li>
<li>Immunologists</li>
<li>Laboratory Roles</li>
<li>Microbiologists</li>
<li>Quality Assurance Professionals</li>
<li>Scientists (Research &amp; Development, Quality Control, Vaccination)</li>
</ul>

<h3>EVOLUTION</h3>
Evolution is a scientific undergraduate program managed by Evolve Scientific, in conjunction with some of Australia&rsquo;s leading universities. Evolution gives selected students the opportunity to undertake paid full-time or part-time scientific work during the semester, during the summer/end of year break, or on an ad-hoc basis.

<h1>Careers through Evolve</h1>
Evolve Scientific is Australia&rsquo;s leading specialist scientific and technical recruitment agency. From entry level temporary positions to permanent executive roles, we partner with job-seekers and aim to support them throughout their career development.
Evolve has an impressive list of clients who rely on us for their recruitment and our in-depth knowledge of industry trends, including growth sectors and who is hiring. We also partner with leading Australian universities to help create career paths for young scientists through our<a href="#evolutionSection"> Evolution Student Program</a>.