Solvus’ Post

We are excited to announce the next phase of The QP. Candidate placement. What is the difference between applying for a role and being placed into a role? The removal of risk. Are you a faculty member , researcher, research administratior, financial analyst, or an entry level professional? Let us vet prospective roles for you and work on finding your happy place. Are you a recruiter casting a net coming up empty? Count on us to do the heavy lifting. Candidate placement is more than just recruiting to fill a seat. It’s adding the humanity, quality, and diversity, back into corporate. #freelancerecruiting #researchadministration #researchadministrators #peoplefirst #womanownedbusiness

It is important to recognize that having a formal qualification does not automatically make someone more suitable for a role. Years of hands-on experience cannot be disregarded, and it is unfair to prioritize those with paper qualifications over those with practical experience.

Well, luckily, I have a highly developed sense of humour and self-respect to carry me through these times. As a person caught in the job search process, I receive all kinds of reasons as to why I’m not the perfect fit for a position. Having become quite desensitized over the past few months, I’m still surprised by this week’s outcomes. Exhibit A: I applied for an R&D scientist position at a company attempting to produce catalysts from biomass. This is the kind of position I usually have high hopes for: my education fits, my work experience kind of fits, and the role seems interesting. The company is relatively small and operates within a single EU country, so the number of applicants is reasonable—well below 50—which means the hiring team should be able to at least review all applications. I was rejected within five minutes of submitting my application. Essentially, I spent more time applying for the position than the hiring team spent reviewing my application. And of course, there was no explanation other than the usual "We have chosen to move forward with a different candidate." Exhibit B: I applied for an administrative position at a government agency. It wasn’t a perfect fit, but with more than 10 years of education in various fields of chemical engineering and over 5 years of work experience in academic research, it would take more than a lack of perfect alignment with the job requirements to stop me from trying. Two months after the hiring process closed, I finally received a rejection. The hiring team was perfectly polite and even sent me a breakdown of my résumé, highlighting what they liked and what exactly was missing from my CV, ultimately preventing me from moving forward. It was a fantastic experience, and I have zero complaints about the hiring process. I’m deeply grateful for the feedback, and I still hope to work for them someday. Exhibit C: I applied for an administrative position at a university. Similar story: I didn’t have the exact experience, but I was absolutely willing to try, and I met over 80% of the major requirements. I was rejected with the rather astounding explanation: "We are looking for a more ambitious person who is not only proactive but also a good fit for our community." Which is... odd. Aren’t those qualities personality traits? How would they know if I possess them, considering we didn’t even have a call? Am I now supposed to compete not only with other real candidates but also with imaginary people living in the minds of the hiring managers? Not every week is like this, of course. Some weeks there’s radio silence; some weeks there are a dozen rejections; other weeks, there’s the classic “We are stopping the hiring process due to budget cuts.” Some weeks bring requests to record video answers to questions (hence the stickers near my front camera), while others bring logic and personality tests. I’m just looking forward to the week when I once again become part of a community and can make my brain useful.

Chemistry. It’s a word we kept hearing over and over when speaking to stakeholders about why their new hires weren’t staying. Not “skills,” not “performance,” but chemistry. It turns out, this intangible thing—chemistry—was the reason why new team members felt disconnected and eventually walked away. While they had the right qualifications, they lacked that deeper connection with their team. In a business setting, "chemistry" is more than just getting along. It’s the alignment of personalities, values, and communication styles. It’s how people naturally collaborate and trust each other to get the job done. A lack of chemistry leads to friction, misunderstandings, and ultimately disengagement. Even the most talented individual will struggle to succeed if they feel out of place in their team. And as we learned, that’s exactly what had been happening. To hire the right person, we can’t just focus on the job description or skills. We need to consider how this person will integrate into the team’s unique dynamic. How do their behaviours, working style, and values fit with the rest of the group? ✅Take time to assess team dynamics. ✅Understand what makes the team click beyond just KPIs. ✅Look at new hires through the lens of chemistry, not just competencies. How to assess team fit? Recruitment #RecruitmentStrategy #Retention #WeAreHiring #Three60

Want to map out a career in #chemicalengineering but need tools and info? Tips here on getting the data and advice that can help you find a fulfilling career path. https://bit.ly/3XeXGYy #careerplanning #joboutlook #mentors #STEMcareers

🤔💡 Ever wondered 𝐰𝐡𝐚𝐭 𝐬𝐞𝐭𝐬 𝐪𝐮𝐚𝐥𝐢𝐭𝐲 𝐢𝐧 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐚𝐩𝐚𝐫𝐭, especially in the fast-evolving world of life sciences? As scientists at heart, we delve into this question with a precision-driven approach, and we found 3 essential points: ▶️ 𝐃𝐚𝐭𝐚-𝐝𝐫𝐢𝐯𝐞𝐧 𝐛𝐫𝐢𝐥𝐥𝐢𝐚𝐧𝐜𝐞 - Navigate the landscape with the compass of insightful analysis. ▶️ 𝐓𝐡𝐞 𝐜𝐲𝐜𝐥𝐞 𝐨𝐟 𝐞𝐱𝐜𝐞𝐥𝐥𝐞𝐧𝐜𝐞 - Embrace the perpetual motion of action, assessment, and improvement. ▶️ 𝐉𝐨𝐮𝐫𝐧𝐞𝐲 𝐛𝐞𝐲𝐨𝐧𝐝 𝐣𝐨𝐛 𝐟𝐢𝐥𝐥𝐢𝐧𝐠 - Celebrate the milestones and learn from the challenges in the quest for the perfect match. 👉 Swipe left to discover what makes exceptional recruitment in our approach! #recruitment #headcountag #lifesciences #ta #hiringmanagers

Being overqualified for a job isn't about having too much talent; it's about finding a role that values your skills and ambitions.

In the dynamic field of life sciences, what do professionals prioritise in their careers? According to our recent poll, 58% of respondents identified flexibility as their top priority, which leads many to pursue contracting roles. If you’re seeking greater flexibility or aiming to increase your earning potential, a contract position might be just what you need. Are you ready to take your career to the next level? Explore the contract opportunities we currently have available: https://lnkd.in/eB7DTJJf #LifeSciences #Contracting #CareerFlexibility #PollResults #Opportunities

Facing challenges in scientific manufacturing? One of the biggest hurdles in my career involved helping a scientific manufacturing company fill a key engineering role quickly. They had a tight deadline and needed the right person fast. Here's what we did: ✅ Kept clear and open communication with the client to understand their needs. ✅ Used our network to find candidates with the right skills and fit. ✅ Set up a streamlined interview process to make quick decisions. By staying organised and focused, we filled the role on time and helped the company reach their project goals. Have a similar story? Share it in the comments or visit hsquaredtalent.co.uk to connect! #Recruitment #Manufacturing #Engineering

The best candidate for a role depends on various factors including the specific requirements of the job, the industry, and the company's priorities. Here are some key considerations for evaluating candidates with experience, with a degree, or without a degree: 1. Experience vs. Degree: - Experience: - Practical knowledge and skills relevant to the job. - Proven track record of accomplishments. - Ability to adapt quickly to job-specific tasks. - Degree: - Theoretical knowledge and foundational understanding of the field. - Evidence of commitment and ability to complete a structured program. - Networking opportunities and access to resources. 2. Industry Standards: - Some industries highly value formal education (e.g., healthcare, engineering, law) and often require specific degrees or certifications. - Other industries, particularly in tech and creative fields, may prioritize hands-on experience and demonstrable skills over formal education. 3. Job Requirements: - Technical Roles: Often benefit from a mix of formal education and practical experience. For example, an engineer might need a degree for foundational knowledge but also hands-on project experience. - **Creative Roles:** Might place more emphasis on a portfolio of work and real-world experience rather than formal qualifications. 4. Company Culture and Values: - Some companies prioritize formal education as part of their culture or values, while others are more open to non-traditional backgrounds. - Startups and innovative companies might value diverse experiences and unconventional career paths. 5. Long-term Potential: - Candidates with degrees may have an advantage in roles that require continuous learning and advancement in complex theoretical concepts. - Experienced candidates might bring immediate value with their practical insights and problem-solving skills. 6. Specific Skills and Competencies: - Certain roles require specific hard skills or certifications that can only be obtained through formal education. - Soft skills such as communication, teamwork, and leadership can be developed through both experience and education. Evaluating Candidates: - Skills Assessment: Use practical tests or assignments to evaluate real-world skills. - Interviews: Focus on behavioral questions to understand how candidates apply their knowledge and experience. -References and Recommendations: Gather insights from previous employers or educators. Ultimately, the best candidate will be the one who meets the job's specific needs and aligns with the company’s goals and culture, whether they come with a degree, extensive experience, or a combination of both.