Philosophy
Nobody likes surprises.
At least not in business.
So, in our effort to avoid surprises, we ask a lot of questions:
We want to know more than what is on a CV or resume. You know, get to know the person, why they chose and what influenced their career decisions. Maybe talk about something interesting on their resume or cv, perhaps stuff in the news or the latest development in their category.
With our clients, we of course discuss details on their job descriptions, where there is some elastic in the requirements. We ask about their culture and what types of individuals fit in best; do they like candidates from certain competitors.
Our interview style, begins when your application and your background look appropriate for the position you’re interested in, we’ll email the job description and ask when you’re available to talk.
Our first conversation, we’ll discuss your background, what you think of the job description, and whether you’ve heard of the client or applied there. Assuming you haven’t applied to the client, we’ll discuss the client and probably some points on your resume or CV.
At the end of that conversation, we’ll send you your “homework” — the link to the client’s website and the link to their LinkedIn profile for you to review. Review the LinkedIn profile to see who works there which might give you an idea how you might fit in.
Our second conversation, we’ll talk about why you think the client will be interested in your background, and why you’re interested in their category of work. We’ll discuss your salary interest and, if the client is interested, your availability to interview. Assuming you’re interested, I’ll do a writeup to explain why the client would be interested in you and, if you’re a medical writer, I’ll ask for a few writing samples and then submit everything including your resume or CV.
About Recruiters.
Years ago, a friend once said that everyone hates lawyers and cab drivers until they need one. Some would put recruiters in that category, too.
Types of Recruiters and Search Firms
At one end of the spectrum are the corporate style organizations that focus on “production” or metrics. At the other end are smaller, boutique style search firms that focus on building relationships with candidates and clients.
Recruiters at corporate style search firms have to meet specific goals – x number of calls, x number of placements, x number of new business. Or else. So these recruiters rarely have enough time to spend with candidates beyond just checking on certain qualifications. The successful corporate search firms that do a high volume of placements are very successful financially.
Those search firms that focus building relationships have a different style as mentioned:
Boutique-based recruiters take the time to really get to know their candidates and their clients.
For two reasons:
Culture Matters!!!
And repeat business
As you’ve probably guessed, Sheridan Pharma Talent Search is a boutique:
The principal brings more than 10 years of experience in pharma talent search, along with an additional 5 years in the financial/investment and legal staffing world (he has a year of law school which makes him dangerous).