“I just need someone who can do this assay over and over again, right now.” Said the startup CSO, about an entry level role that sat open for 4 months waiting for someone with exactly the right technical lab skills ever showing up. What would happen if they hired someone who was consistent, reliable, detail oriented and a fast learner, but only had an associate’s degree with limited exposure to the actual lab technique? Could they be trained in 2 months or less to do that assay?
This session will unpack the challenges of this (not so) hypothetical scenario of hiring and talent development and explore the cost, opportunities, and challenges of recruitment versus training.
How do we broaden our talent pool for entry level roles by thinking about job description and on-the-job training differently? We will dig into the nuts-and-bolts of how job descriptions can become barriers to inclusion and reflect on truly mandatory experience, organizational investment in on-the-job training, and learn-as-you-earn models.
In this session we will encourage thinking about the real 'must haves' in your job descriptions versus 'nice to haves.' Which technical skills can you train in <2 months? How can we increase the pool of applicants for entry-level roles and fill positions faster if we are willing to invest time in on-the-job training?
Who? A great session for hiring managers, recruitment professionals, as well as organizations preparing talent from under-estimated educational sources and under-served communities for roles in the biotech industry.
