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Dallas/Fort Worth Pharma and Life Science Hiring Trends: February – April 2016

Dallas/Fort Worth Pharma and Life Science Hiring Trends: February – April 2016

Welcome to the Dallas/Fort Worth, TX Hiring Trends overview. In this edition we examine the state of the local pharmaceutical and life science talent market for February – April 2016.

Business Activity Snapshot

  • The unemployment rate in the Dallas-Fort Worth-Arlington, TX area is at 3.8% as of March 2016 (national average = 4.7%).
  • Dallas and Fort Worth (along with San Antonio, Houston and Austin) saw some of the greatest population growth last year. Texas had five of the eight cities that saw the biggest increase in number of residents.
 
 
 

Austin-Round Rock Pharma and Life Science Hiring Trends: February – April 2016

Austin-Round Rock Pharma and Life Science Hiring Trends: February – April 2016

Welcome to the Austin-Round Rock, TX Hiring Trends overview. In this edition we examine the local pharmaceutical and life science talent market for February – April 2016.

Business Activity Snapshot

  • The unemployment rate is Austin-Round Rock is at 3.1%. Austin is ranked as the third best city to start a career in 2016.
  • While Austin consistently ranks high as a booming city, some of that growth is possible because the tech scene is so new and young.
  • Austin is striving to become the next biotech hub. Within a 25-mile radius of the state capitol, almost 200 life science companies have sprung up, many of them small startups.
 
 
 

What's Your Story? The Rise of the Personal Brand

What's Your Story? The Rise of the Personal Brand

Everyone Has a Unique Personal Story to Tell

It’s the wise adage that has stood the test of time: “You never get a second chance to make a first impression.”

But it is not your shiny shoes or suit that will leave a lasting impression during your next job interview. As anyone in recruitment will tell you, it’s your story, how you tell it and the insights it offers into how you operate, that will linger long after your interview is over.

Every person has a unique story. Call it what you will—an elevator pitch, personal brand, what makes you stand out—it offers insights into your core skills, values and workplace behaviors. Your story is your brand, and it needs to be the hook that people remember long after you’ve left a room.

 
 
 

3 Questions Every Employer Should Ask in a Job Interview

3 Questions Every Employer Should Ask in a Job Interview

Identify Candidates With Cultural and Motivational Fit

Candidates today are increasingly prepared for classic interview questions. To find out what you really need to know you may need to ask a few unusual questions.

Most employers today are not trained interviewers yet they need to make decisions about talent that will define either the success or the failure of their teams.

In today’s market roles are becoming increasingly specialized and organizations are arming themselves by ensuring that their candidates, whether they’ve come through a recruitment agency or their own interview process, have the right skills and competencies for the role.

 
 
 

What Recruiters Look For When Meeting New Job Candidates

What Recruiters Look For When Meeting New Job Candidates

How To Make Yourself Stand Out As a Job Candidate To Recruiters

A great suit? A strong handshake? What are recruiters really looking for when they meet you? What they’re looking for is you. Not the “you” in your resume but the other one. The one with motivations, successes, strengths and weaknesses. The real, authentic you.

Of course they’re looking for the basic essentials: your skills, experience and whether these are a good match for the current opportunities they have available. But much of this can be gauged from reading your resume or LinkedIn profile. What recruiters really want is the information that lies beyond that, the elements that have a much greater bearing on recommending you for a role.

 
 
 

Predictive Talent Pooling – Setting the Groundwork through Candidate Relationship Management

Predictive Talent Pooling – Setting the Groundwork through Candidate Relationship Management

Reaching out to the best professionals in your industry is a great opportunity to build your brand as an employer. But the reality is that in-demand candidates are often in multiple talent pools.

Regular, strategic, high-quality content will warm talent to your company.

Hudson takes a structured approach to candidate relationship management that varies depending on the role type. A senior executive earning a high salary will have different expectations, for example, than a young but high-potential sales representative.

 
 
 

Use Predictive Talent Pooling to Strengthen Your Employer Brand

Use Predictive Talent Pooling to Strengthen Your Employer Brand

Create A Value Proposition To Attract High Quality Candidates To Work With You, Not For You

Most businesses are in the midst of a workforce redesign to empower newer, more nimble business models. The HR team must anticipate and keep pace with ongoing business innovations while driving leading-edge talent solutions to meet changing workforce needs and challenges.

Predictive talent pooling provides a hiring approach that blends strategic sourcing, talent pooling and predictive data tools to hire better people in less time and at less expense while meeting many of the newly designed workforce demands.

 
 
 

Silicon Slopes, Utah: A Booming Place for Tech and Entry-Level Jobs

Silicon Slopes, Utah: A Booming Place for Tech and Entry-Level Jobs

U.S. venture capital firms wrote $12.1 billion worth of checks for U.S. startups in the first quarter of 2016, according to a PwC and NVCA MoneyTree report based on data from Thomson Reuters. About 40 percent of that sum went to young companies in the Bay Area, but some of the biggest deals in the first quarter of 2016 went to companies in other growing technology communities. One of those deals was with Domo, a business software startup based in American Fork, Utah, which added $131 million to its assets so far this year laying the groundwork for an initial public offering.

Domo’s Founder and CEO, Josh James, is also the brainchild behind the term “Silicon Slopes,” referring to the cluster of information technology, software development, and hardware manufacturing and research firms along the Wasatch Front, which includes Salt Lake City, Utah Valley, and the Ogden-Clearfield region.

 
 
 

Using Analytics and Strategic Sourcing to IdentifyThe Most Qualified Job Applicants

Using Analytics and Strategic Sourcing to IdentifyThe Most Qualified Job Applicants

Finding The Right Candidate Is Easier And Faster With Predictive Talent Pooling

More than ¾ of executives state that people analytics are a priority, and more executives are recognizing the influence HR initiatives have on the organization. In fact in 2016, 51 percent of companies correlate business impact to HR programs, a 13 percentage point increase over 2015.

Predictive Talent Pooling incorporates strategic sourcing methods to identify desired talent for specific pools. Candidates within the pools are then tracked to monitor more than 6,000 different data points from publicly available data sources (including social media, public job boards and licensed data sources) that indicate job seeking behavior activity. Candidates’ job seeking activity levels are measured, thereby indicating who is more likely to respond to your outreach.

 
 
 

The Value of Pre-Hire Assessments for Filling Sales Roles

The Value of Pre-Hire Assessments for Filling Sales Roles

Sales Roles Are Among The Hardest Jobs For Companies To Fill

Drawing top-quality talent to fill sales positions from entry-level to C-level is, for many companies, a pressing and ongoing challenge. According to a 2014 report from Harvard Business School’s U.S. Competitiveness Project, technical sales and sales management positions are among the hardest jobs to fill. Because of the tight talent pool, decision makers can feel rushed to make hires and sometimes depend upon their “gut instinct” when deciding which candidates to bring on board.

However, with competition for sales positions so intense, it is especially critical to assess talent before hiring in order to avoid mis-hires, which can throw off growth capabilities and be exceedingly expensive to businesses.

 
 
 
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Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Operating around the globe, we deliver a range of recruitment, talent management and recruitment outsourcing solutions to get you and your business where you want to be.