Scientific Professional Search - May 2011 Monthly Report

We'd like to welcome those that might be new to our Monthly Report, and thank those that read us regularly. 

In this issue, we'll discuss how an open position can become overexposed, and we'll also feature top candidates and recently completed searches.

JOB OVEREXPOSURE
Have you ever thought why won't anyone take this position? Why does this role remain open? It's a great job, at a leading company, why can't we find a well qualified MD/PhD to fill it? This is a problem that can be baffling and frustrating to an organization's CMO, CSO, Medical Director, or VP HR.

Let's start with these questions:

• Has the search had a reasonable amount of "qualified candidate" traffic?
• What realistic ways have you tried, to fill a job of this stature?

If a brief generic job description has been posted on the Internet repeatedly, and it's also been listed with several search firms, then frankly, the job has been done a disservice. When an important opening is perceived as overexposed, candidates may incorrectly assume that there is something wrong with the position. Even though it might actually be a significant career advancement.
To attract top candidates, consider these points:

• Do you have a thorough and realistic job description?
• Are you offering a fair salary?
• Is there a main point of contact for the recruitment effort, who is truly available to dedicate adequate time to the process?

Then create a plan of action. Blasting the job all over the Internet and to several Search Firms, does not constitute a plan of action. It simply robs the position of the prestige and dignity that it deserves. Once the job has become overexposed, prominent MD and PhD Level Candidates, will be hesitant to engage in the recruitment process. When you plan and execute your Search in a thoughtful manner, you will greatly enhance the image of your company.  

SCIENTIFIC PROFESSIONAL SEARCH
Now, a little bit about us. At Scientific Professional Search, we're all about Diagnostics, from Assays to Outcomes. Our Executive Recruiters assist Clinical Laboratories, Pathology Practices, Developers of Novel Molecular Diagnostic and Genetic Solutions to Disease, Medical Device Manufacturers focused on Advanced Technologies, and Pharmaceutical Companies that Develop Drug Candidates, across a broad array of Therapeutic Areas.
Our clients trust us with their leadership needs. We focus upon recruiting the following types of candidates.

• Chief Medical Officer
• Medical Director
• Chief Scientific Officer
• Senior Executives Within Business Development, Operations, and Laboratory Administration
• MD & PhD Candidates At All Levels

Diagnostics is our space, our niche, our passion.

Recently Completed Successful Searches:

Director Laboratory

Operations

GI Pathologist

Director

Cytogenetics

Director Molecular Pathology

Open Positions:

Technical Director 

Laboratory Operations

Senior GI Pathologist  

  

Associate Director

Cytogenetics

Director 

Hematopathology

Candidates Available For Immediate Placement:

Professor and Director

GI Pathology

Laboratory Manager

PhD

Sr Global Clinical Project Manager

Pharma & CRO

Scientific Professional Search - March 2011 Monthly Report

We'd like to welcome those that might be new to our Monthly Report, and thank those that read us regularly. This month we thought we'd spend a few moments comparing Social Media with Executive Search. In this issue, we'll also feature Top Candidates, and recently Completed Searches. 
The topic of Social Media and Executive Search, could easily be treated in a book. But let's try to boil it down to a few bullet points.

• Job Boards, Facebook, Twitter, LinkedIn, and Blogs are ideal for a simple, easily filled, low priority Search. Why pay an Executive Recruiter, when it's not absolutely necessary?
• But in our space, which is Diagnostics, Big Name Doctors aren't surfing the Net. In fact, most aren't actively looking for a new position.
• The value of an Executive Recruiter in a targeted Niche, is that they have already identified the Top Performers, have an on-going relationship with them, and are in a position to persuade them to leave your top competitor. 
• When the Search is for a Senior Decision Maker, or a highly credentialized CV, there really is no choice but to utilize an Executive Recruiter who will actively recruit, rather than simply rely upon Social Media.

SCIENTIFIC PROFESSIONAL SEARCH
Now, a little bit about us. At Scientific Professional Search, we're all about Diagnostics, from Assays to Outcomes. Our Executive Recruiters assist Clinical Laboratories, Pathology Practices, Developers of Novel Molecular Diagnostic and Genetic Solutions to Disease, Medical Device Manufacturers focused on Advanced Technologies, and Pharmaceutical Companies that Develop Drug Candidates, across a broad array of Therapeutic Areas.
Our clients trust us with their leadership needs. We focus upon recruiting the following types of candidates.

• Chief Medical Officer
• Medical Director
• Chief Scientific Officer
• Senior Executives Within Business Development, Operations, and Laboratory Administration
• MD & PhD Candidates At All Levels

Diagnostics is our space, our niche, our passion.

Candidates Available For Immediate Placement:

Chief Medical Officer

Medical, Clinical, & Regulatory Affairs

Research Scientist 

Assay Set-Up, Development & Implementation

Board Certified Dermatopathologist

High Volume Practice, Licensed in Several States

Open Positions:

Senior Dermatopathogist

  

Oncologic Pathologist 

Senior Director Personalized/ Predictive Medicine

Director 

Hematopathology

Recently Completed Successful Searches:

Director Laboratory

Operations

GI Pathologist

Director

Cytogenetics

Oncology Clinical Affairs