Dr. Morrison cited networking as a top recruiting method. Former colleagues of his own, and those of his current colleagues, and friends, and friends of friends are all part of the potential candidate pool when it's time to add staff. In addition, Dr. Morrison targets near-graduates in certain academic labs that are doing work related to upcoming initiatives at Genencor. Although Science is a worldwide publication, Neil Boylan, Senior Regional Sales Manager for Science estimates the journal's greater Bay Area distribution at more than 9,000 copies per week - enough to make an impact on local hiring practices. According to Dr. Morrison, the key to making good use of Science 's Positions Available advertisements is to write them accurately, but not too specifically.
Companies use local newspaper classified advertising too.
Due to the tight labor market and the emphasis on local hiring, companies list higher-level positions in the newspaper classifieds than what some candidates might expect. Dr. Hanzel from Molecular Dynamics appreciates his company's reliance on an in-house organization of professional recruiters. He notes, though, that forming relationships between himself as the hiring manager and members of the recruiting staff is critical, so technical and other candidate requirements can be set accurately, and issues related to how well a new hire will fit with the existing corporate culture can be made known. Then, he says, the recruiting staff can become extremely effective at finding and presenting candidates, leading to faster hiring and higher scientific management productivity. Dr. Hanzel and Dr. Morrison both say their companies use scientific staffing services mainly for acquiring project support at the research associate level.