Managing a Scientific Laboratory Recruitment & Staffing Silvia da Costa, Ph.D. Director of Faculty Research Relations Office of Research

The hiring process… Department Administrator/Coordinator Open a job order – create a job requisition (justification for position) Identify job description from list Address questions regarding payment, visa status, funding to cover position, funding source Assign an account number, etc. Order is routed, signed & position posted -- takes about 10 day to 2 weeks. Triage – done by PI or HR (may screen for the essentials) PI – phone & in person interviews Choice made – Form signed by Department Administrator and Department Chair then sent to HR and offer letter sent.

Determine you staffing needs Take the time to consider your research needs…  What lab tasks are involved? Make a list!!  What previous experience is required? Make a list!! less experienced (lower salary) vs. more experienced lab technician

What do you have to offer?  Promote your vision!  Communicate your lab culture, your lab environment.  Convey your commitment to mentoring.  Offer flexibility where you can.

What they are looking for Lab technicians.  Attracted to a beginning laboratory – creating their space…independent worker  Career technician… salary & salary security is important  Being included on papers Going to Graduate or Medical School? Graduate students.  Stable funding & mentoring is particularly important. Time-consuming, wait until lab is running Important to develop good reputation for you lab!

What they are looking for Postdocs.  It may take two to three years for you to recruit a postdoc with the desired qualifications Postdocs are typically attracted to more established labs  Having a policy that allows postdocs to take their projects, or some aspect of their projects, when they leave your lab is also a potent recruitment tool.

And remember… Be the boss and mentor that you would like to work for!