Recruitment
Creating a positive candidate experience during the recruitment process helps attract top talent. The process should begin with a transparent and detailed job description that clearly outlines the role’s responsibilities, required qualifications, and potential research opportunities. Clarity helps postdoctoral candidates understand what is expected and allows them to assess their fit for the position, reducing the likelihood of mismatched expectations.
Updating a lab’s website (or the equivalent) is one strategic way to attract postdoc talent by showcasing a research focus and team achievements. Ensure that the site includes clear, attractively displayed content on current projects, lab culture/values, and the hiring supervisor’s mentoring philosophy. Updating the site with recent successes, including the clear recognition of early-career researchers, can bolster the lab’s appeal to prospective candidates.
Throughout the recruitment process, it’s important to maintain open and timely communication with candidates. Provide regular updates to top candidates on the status of their application, explain the interview process, and set clear expectations to demonstrate respect for the candidate’s time and commitment. During interviews, it’s helpful to give candidates time to ask questions about the role, the team, and the research goals.
For those who are hired, a smooth onboarding process that includes a warm welcome, clear communication of expectations, and support in acclimating to Penn State sets the tone for a successful appointment.
New Ideas for Recruitment of Postdocs:
- set up a research group profile and match with prospective postdocs for free
- originated with Caltech
- contact: Meagan Heirwegh, Research University Alliance Program Coordinator: heirwegm@caltech.edu
- post your postdoc jobs for free
- hosted by University of Wisconsin
- exclusive to the Big10+
- features advice for prospective postdocs
- contact: OPA Director, jun149@psu.edu (PSU representative)