Hiring Technical Experts for Chemical Manufacturing Facilities&nbsp;
With our unrivalled understanding of complex chemical processes, we place exceptionally skilled candidates into organizations engaged in the manufacture of chemicals and their derivatives.
As a key enabler of almost every value chain in Australia, Chemical Manufacturing is one of the country&rsquo;s largest sectors, demanding highly skilled jobs in a candidate-short market. Whether you operate in raw materials, finished products, fine chemicals, pharmaceuticals, or other chemical manufacturing operations &ndash; our international talent pools have got you covered.

Our specialist consultants work across a vast number of industries with knowledge of core product ranges in the chemical manufacturing space including surfactants, petrochemicals, specialty polymers, adhesives and sealants or intermediates. We have built skilled chemicals talent pools against our in-depth mapping exercises and know exactly how to access the skills your organisation needs to remain competitive.
Evolve&rsquo;s tried and tested recruitment methodology and first-hand chemical manufacturing experience enables us to mitigate complex recruitment processes for faster hiring, without compromising on the quality of the candidate.
From small family-owned Australian businesses to multinational enterprises, we find scientific personnel committed to sustainable chemical manufacturing processes: 
Chemistry knowledge and expertise:&nbsp;Our broad chemical talent networks encompass individuals with advanced education, from bachelor's degrees up to Ph.D. level across chemical engineering, industrial chemistry, materials science, and more. Our consultants are skilled in engaging candidates and maintain ongoing professional development to stay up to date with the latest advancements in the chemical field.
Broad candidate reach:&nbsp;Through years of operation and a partnership with NES Fircroft, we will connect you to deep talent pools on an international level so you can access the right mix of technical knowledge, forward thinking mind sets and behavioural excellence in the recruitment process and for your business.
Safety and background checks:&nbsp;Where appropriate, our service goes beyond basic recruitment to incorporate organising relevant certification and security clearance for individuals undertaking sensitive job roles with high risk product ranges.&nbsp; Speed: When your margins and product output must stay as competitive as possible, we&rsquo;re here to solve your hiring needs rapidly, ensuring your facility stays on track with top quality chemical hires.

COMPLIANCE: Our talent networks keep track of ever-changing legislation, and will advise on requirements for local schemes, government authorities, and relevant standards, to ensure that your business remains compliant without jeopardising output. The QC/QA specialists we supply will implement comprehensive testing protocols, monitor your production processes, and manage all quality documentation to the best possible standard, whilst our Regulatory Affairs specialists will navigate governing regulations for chemical manufacturing and product distribution to keep your operation commercially viable.
SAFETY:&nbsp;Your Scientific and Technical staff play a crucial role in research, development, production, quality control, and safety assurance of chemicals and chemical products. Whether we&rsquo;re sourcing Process Safety Engineers to identify potential hazards or develop emergency response plans, or EHS specialists to ensure that chemical manufacturing and disposal processes adhere to environmental regulations and safety standards, the talent we supply will manage your safety protocols, handle waste management, and mitigate potential hazards for a safer manufacturing facility and product.
ANALYTICAL SKILLS: We will secure professionals with exceptional analytical and troubleshooting skills to evaluate chemical samples and apply critical thinking when processing scientific data to make informed decisions about your business. Whether you seek to scale up your lab process to industrial levels or seek Chemists to conduct research and development for new chemical compounds, your critical data will be in safe hands and under stringent quality control.
INNOVATION:&nbsp;The future of the chemical industry relies on the utilisation of all available global resources, reducing waste products and protecting the planet. This global need is supported by national and international legislation in the form of The Industrial Chemicals Act, ISO9001 and EPA regulations &ndash; our candidates know this. The new ways of looking at polymers, composites, coatings, and other materials need experienced Materials and Research Scientists to both advance the understanding of chemical reactions, materials, and processes and to enhance your fundamental knowledge. Our talent pools will deliver these skills.
COLLABORATION:&nbsp;Our candidates know that true success in the chemical manufacturing field goes hand in hand with effective cross-team communication. The professionals we place know how to present ideas and liaise with different departments, sharing knowledge and meeting milestones whether translating laboratory-scale processes into viable industrial operations, offering technical support and troubleshooting, communicating the benefits of products or managing the movement of raw materials and finished products within the supply chain.&nbsp;

We&rsquo;re experts at enhancing your Chemical Manufacturing operation through placing professionals into the following roles:
<ul>
<li>Chemical Engineers</li>
<li>Industrial Chemists</li>
<li>Process Development Scientist</li>
<li>Quality Control / Quality Assurance Specialists</li>
<li>Environmental, Health, and Safety (EHS) Specialists</li>
<li>Analytical Chemists</li>
<li>Materials Scientists</li>
<li>Production Managers / Supervisors</li>
<li>Research Scientists</li>
<li>Instrumentation and Control Engineers</li>
<li>Regulatory Affairs Specialists</li>
<li>Supply Chain and Logistics Specialists</li>
<li>Process Safety Engineers</li>
<li>Technical Sales and Support</li>
</ul>

Chemical Manufacturing

Recruiting Scientific &amp; Technical Expertise for the Food Manufacturing and FMCG Industries&nbsp;
Our recruitment service delivers value to your fast paced manufacturing operation by connecting you with exceptional talent for an optimised process that dramatically improves your quality processes and procedures.&nbsp;

In such a competitive space, we understand that your manufacturing process must be incredibly efficient in all areas, including expenditure. The drivers disrupting the manufacturing space have manifested a number of tangible changes in the production landscape, including an increased number of automation / technology-controlled manufacturing processes, and a huge increase in the number of new sites being commissioned. It&rsquo;s imperative that businesses align their hiring strategies with industry evolution and secure the right team.
Our recruitment team have access to global talent networks to maximise your facility&rsquo;s productivity 
The professionals we source will nurture GMP and HACCP environments to ensure your food quality, safety and&nbsp;compliance levels are kept to the highest possible standards across diversifying product portfolios.
We will keep your processes competitive and market-leading: The standard for quality, distribution, and compliance within the manufacturing process is now higher than ever; Evolve helps your business meet that challenge by equipping your company with the best global talent available.
We deliver cost efficiencies through speed:&nbsp;With a right first-time approach and an established recruitment methodology, you can rely on speed of service and effective talent delivery from Evolve, with no time wasted.We will secure volume hires: Our large, international and established talent pools will deliver the quantities of staff you require to enhance optimal business output.
We enable flexibility: Our tailored workforce solutions facilitate an agile staffing programme which can be adapted to market trends on a rapid basis.
We recruit blended skillsets:&nbsp;We find the balance between scientific and engineering backgrounds, coupled with personality and fit for your team to secure individuals that thrive in fast paced manufacturing environments.

TECHNICAL COMPETENCY: We have access to highly professional staff with accomplished skillsets in&nbsp;Operations, Quality and Innovation. In a very competitive market for the best personnel, we organise our talent pools&nbsp;to reflect niche areas and the general competencies each candidate represents, which enables us to reach them&nbsp;much more quickly.
FOOD SAFETY &amp; PRODUCT DEVELOPMENT: Evolve have vast knowledge in reaching out to candidates with the right Food R&amp;D background with a focus on developing new products based on understanding consumer preferences and market trends. Our networks ensure you have access to the best talent in recipe development, sensory evaluation and cost analysis right through to scaling up production, transitioning from a small-scale recipe to large-scale production all whilst ensuring food safety and compliance is at the core of the process.
COMPLIANCE: Our talent networks keep track of the ever-changing legislation in all the regions in which a&nbsp;company wishes to distribute its products, and will advise on legal / scientific restraints and requirements to ensure&nbsp;that your operations remain compliant and safe.
DATA ANALYSIS:&nbsp;We will secure professionals with experience in collecting, collating and evaluating scientific&nbsp;data to make informed decisions about your business.
ADVISORY SERVICES: We have access to highly professional staff with experience in providing strategic and&nbsp;technical advice at the highest level in their companies, to make an important contribution to the efficiency of your&nbsp;manufacturing and production programmes.
CORPORATE &amp; PROJECT SKILLS: The professionals we place are well versed in communicating processes&nbsp;to all stakeholders and will document and present all required details to obtain or maintain production authorisation&nbsp;for the products concerned, in addition to practising good document housekeeping to avoid any problems associated&nbsp;with badly kept records or poor presentation of data.
&nbsp;

<h4>Our international FMCG and Food talent pools span junior positions through to strategic decision makers. Key areas we recruit into include:</h4>
<ul>
<li>Continuous Improvement</li>
<li>Food Safety</li>
<li>QC Laboratory Roles</li>
<li>Microbiology</li>
<li>Operating Specialists, Operational Qualification</li>
<li>Packaging Development</li>
<li>Product Development &amp; Innovation</li>
<li>Process Engineering &amp; Qualification</li>
<li>Procurement &amp; Supply Chain</li>
<li>Manufacturing Supervisors &amp; Shift Team Leaders</li>
<li>Project Management</li>
<li>Quality Assurance &amp; Site Quality Leaders</li>
</ul>
&nbsp;

Food & FMCG

Hiring Highly Skilled Scientific and Technical Professionals for Government and Local Authorities&nbsp;
Through leveraging our international talent pools we identity world-class scientists and engineers for governments, councils and local authorities to support key decision making.

Our consultants work across a number of industries, meaning that we have cultivated exceptionally niche candidate talent pools with comprehensive mapping to truly understand how to access the skills your organisation needs.&nbsp;Evolve&rsquo;s comprehensive recruitment methodology and experience in the space enables us to mitigate complex recruitment processes for a more timely hiring solution, without compromising on the quality of the candidate.
From local and state organisations, through to federal government, we find scientific personnel committed to improving the quality of our world and environment around us&nbsp;
Scientific expertise: Environmental and sustainability staffing is one of our specialties. Our broad talent&nbsp;networks encompass individuals with laboratory positions, scientists of all types, from chemicals and food&nbsp;scientists to agriculture and environment, and more.
Broad candidate reach:&nbsp;Through years of operation and a partnership with NES Fircroft, we will connect&nbsp;you to deep talent pools on an international level.
Logistics: Where appropriate, our service goes beyond basic recruitment to incorporate organising security&nbsp;clearance and medical assessments for individuals undertaking sensitive job roles.
Speed:&nbsp;We understand that serving the public leaves little room for an internal talent acquisition team and&nbsp;are here to remove this challenge for you and solve your hiring need quicky and efficiently, enabling projects&nbsp;and initiatives to stay on track.

COMPLIANCE: Our talent networks keep track of the ever-changing legislation in all the regions in which a&nbsp;governing body operates, and will advise on legal / scientific restraints and requirements to ensure that your&nbsp;operations remain compliant and safe without jeopardising the project&rsquo;s output.
ANALYTICAL SKILLS: We will secure professionals with experience in collecting, collating and evaluating scientific&nbsp;data to make informed decisions about your business.
LEADERSHIP: We have access to highly professional staff with experience in providing strategic and technical&nbsp;advice at the highest level in their companies, to make an important contribution both commercially and scientifically&nbsp;to the success of your development programme.
EFFECTIVE COMMUNICATION:&nbsp;Our candidates know that true success in the scientific field goes hand in hand&nbsp;with effective cross-team communication. The professionals we place know how to present ideas, demonstrate&nbsp;procedures, supervise and liaise with different departments to share knowledge and meet milestones.
PERSEVERANCE: Our scientific networks understand what it takes to achieve real breakthroughs and exude&nbsp;patience, determination and flexibility in equal measure to drive your research forward.

<h4>We&rsquo;re experts at embedding Science and Engineering into government roles through placing professionals into the following areas:</h4>
<ul>
<li>Agricultural Science</li>
<li>Chemical Compliance</li>
<li>Environmental Consulting and Planning</li>
<li>Laboratory Roles &ndash; Environmental Testing (Air, Soil, Water Testing)</li>
<li>Health &amp; Safety</li>
<li>Research (Science &amp; Engineering)</li>
<li>Risk Analysis</li>
<li>Project Coordination / Management &ndash; Policy &amp; Strategy</li>
<li>Technical Management</li>
<li>Waste Treatment &amp; Management</li>
</ul>

Government

Hiring Scientific &amp; Technical Professionals for Mining projects&nbsp;
In the competitive mining market, it&rsquo;s your scientific, technical and engineering staff who&rsquo;ll give you the edge: from exploration to production and export, maximising efficiencies in extraction, refining and processing, meeting environmental standards, and protecting your people and equipment by ensuring attention to detail at every step.

You need a recruitment company who can provide technical staff at all levels, and who are committed to identifying suitably qualified staff for your business priorities. Our consultants have curated exceptionally specialised talent pools to truly understand how to assess the skills your organisation needs, and in particular, candidates who will add value and understand the mining environment. Evolve have got you covered.
Our comprehensive recruitment methodology and experience in the Australian resources industry makes your hiring much faster, easier and economical.&nbsp;From exploration, metallurgical testing, to environmental quality testing and soil and water remediation, we find scientific personnel to enhance the safety and&nbsp;productivity of your project site:
Scientific expertise and candidate reach: Every member of our recruitment team has a scientific background meaning they have an unrivalled understanding of the job roles they recruit for, and a meticulously qualified talent pool. Through years of operation and a partnership with NES Fircroft, we will connect you to deep talent pools on an international level. Our vast talent networks encompass individuals with exceptional environmental experience, metallurgists, chemists, geologists, and scientists of all levels.
Logistics: We care about the people we place; our service goes beyond basic recruitment to incorporate organising candidate assessments, their medical assessments and all practical logistics to ensure smooth onboarding and a safe working environment.&nbsp;
Speed of service: We understand that the resources sector is highly competitive are here to remove hiring challenges for you and solve your talent needs quicky and efficiently, enabling projects and initiatives to stay on track. Our proven recruitment methodologies and large candidate networks combine for hiring success.
The lifestyle choice: We recognise that remote working locations are not for everyone, and that to pursue a scientific career in mining is a lifestyle choice. We consider the realities of life and this means we are open about the environment and place great importance on qualifying candidates&rsquo; soft skills, alongside their technical proficiencies, aiming for longevity in the hire and ultimately, retention, for site stability and workforce harmony.
Consistency in your workforce: The nature of mining work means there&rsquo;s peaks and troughs which will impact site productivity. Whether we&rsquo;re dealing with a multinational corporation or a smaller scale mining company, our flexible workforce solutions are equipped to accommodate your needs and maintain your operation.

TEAMWORK: We qualify candidates&rsquo; soft skills and personal motivations to ensure they&rsquo;re a good team fit with&nbsp;positive can-do attitudes. They must be willing to share insights and provide strategic and technical advice to co-workers, to make important contributions to the success of your resources programme. Work sites can be isolated,&nbsp;meaning that colleagues are often the people that candidates spend time with outside of their working hours, again&nbsp;making it imperative that our hires know what to expect on a social level and the lifestyle their career will embrace.
EFFECTIVE COMMUNICATION:&nbsp;Our mining professionals know that true success in the resources field goes hand&nbsp;in hand with effective cross-team communication. The experts we place know how to present ideas, demonstrate&nbsp;procedures, supervise and liaise with different departments and funding agencies to share knowledge and keep&nbsp;deadlines on track.
HEALTH AND SAFETY:&nbsp;Our talent networks keep up to date with rigorous safety standards, and will pro-actively&nbsp;plan out and action all requirements &ndash; from effective use of PPE to maintaining equipment and high level&nbsp;instrumentation - to ensure that your operations remain compliant and safe without jeopardising the project&rsquo;s output.
PROBLEM-SOLVING:&nbsp;We will secure professionals with experience in collecting, collating and evaluating scientific&nbsp;data to make informed decisions about your operation, and to overcome any technical challenges. Our scientific&nbsp;mining and resources networks understand what it takes to achieve real breakthroughs and exude patience, determination and flexibility in equal measure to drive your project forward.

<h3>Key positions placed, from supervisor to managerial level:</h3>
<ul>
<li>Chemists (Analytical / Geochemistry / Process)</li>
<li>Calibration / Instrument Operators</li>
<li>Chemical Process Operators</li>
<li>Environmental Consultants (Soil and Water Remediation, Planning and Approvals)</li>
<li>Geologists (Exploration / Resource / Mining)</li>
<li>GIS Analysts</li>
<li>Health and Safety Managers / Advisors</li>
<li>Manufacturing &amp; Operations Management</li>
<li>Materials / Mining Engineers</li>
<li>Metallurgists</li>
<li>Pilot Plant Operators</li>
<li>Quality Assurance / Systems Compliance Co-ordinators / Managers</li>
<li>Research and Development Scientists</li>
<li>Technical Sales &ndash; Instrument / Equipment</li>
<li>General Laboratory Roles</li>
</ul>

Mining

Evolve has decades of experience in sourcing pharmaceutical and biotechnology expertise to drive research projects forward and meet critical manufacturing deadlines

Project growth in the Australian Pharmaceuticals and Biotechnology markets is prolific, particularly in the wake of the Covid-19 pandemic. Many manufacturers have significantly ramped-up their workforce size to meet growing consumer vaccination demand; and demand for highly specialised staff has grown accordingly.
The highly niche nature of the Biotech and Pharmaceuticals industries, coupled with the need for technologically-adept candidate backgrounds means that accurate sourcing needs to be timely, and with a clear understanding of the company&rsquo;s strategy.
With such a rapid growth rate, the local Australian candidate market alone cannot sustain the demand for talent in the pharmaceuticals and biotechnology space. As part of NES Fircroft, Evolve has access to international scientific personnel which ensures businesses are able to bridge their talent gap.

International scientific candidate reach: Exceptionally specialised staff are not always readily available in the open candidate market. Our specialist team will leverage our combined Group reach to source niche candidates on a global level and tap into the passive market.
Large talent pools: Large organisations need volume numbers of highly qualified professionals and a dependable talent pipeline - there are few staffing agencies who can match the breadth and scope of Evolve&rsquo;s candidates; we have supported several of our clients for many years and have contractor numbers in triple digits.
Industry understanding: Our talent networks keep track of the ever-changing legislation in all the regions in which a company wishes to develop and distribute its products, and will advise on legal / scientific restraints and requirements to ensure that your operations remain compliant and safe.
Comprehensive staffing support: We&rsquo;ll source candidates for early-stage development phases, through to clinical research, into manufacturing and commercial phases. Our staffing solution moves with you to ensure you have the candidates you need through every project phase.
Unrivalled contractor care: Whilst talent attraction is crucial, talent retention is imperative in achieving a sustainable operation and meeting project deadlines. Our dedicated contractor care ensures that professionals are supported at all stages of their assignment so they can concentrate on the job at hand and complete their agreed contract.

<h6>KEY POSITIONS WE REGULARLY PLACE</h6>
<h3>Our talent networks span entry level personnel through to senior management and Director level.</h3>
<ul>
<li>Chemists</li>
<li>Clinical Research Professionals (Clinical Research Assistants, Clinical Research Coordinators, and Clinical Trial Managers)</li>
<li>Immunologists</li>
<li>Laboratory Roles</li>
<li>Microbiologists</li>
<li>Quality Assurance Professionals</li>
<li>Scientists (Research &amp; Development, Quality Control, Vaccination)</li>
</ul>

Pharmaceutical & Biotechnology

Exploring the Immunization Research Industry
The immunisation research industry encompasses various organisations, including universities, government laboratories and agencies, not-for-profit organisations, and private biotech and pharmaceutical companies. These entities collaborate to develop vaccines against various infectious diseases and work towards improving existing vaccines.&nbsp;
While researchers in other countries may have developed some groundbreaking vaccines, the Australian immunisation research community remains dedicated to understanding viruses, creating new vaccines, and addressing the challenges of mutant strains and specific demographics.
For instance, Australian scientists have played a significant role in vaccine development, with notable achievements such as developing the world's first cervical cancer vaccine at the University of Queensland in 2006. Researchers in Australia are currently focused on developing vaccines for diseases like cancer, HIV, malaria, and the seasonal flu. They also explore innovative delivery methods, including edible vaccines, needle-free skin patches, and microneedle technologies, to improve vaccine administration and accessibility.
Some of the largest companies that are leading immunisation research include Pfizer, BioNTech, Sinovac and Moderna, typically investing more than a quarter of their annual revenue into research and development as the core of their business with many companies spending around $50bn a year on research.&nbsp;
Companies need to maintain this spending in order to remain competitive, which means immunisation research positions are often in high demand and very well compensated, but the entry requirements are also very high.
Educational Pathways for Immunization Research
The specific academic requirements may vary depending on the role and level of responsibility within the research field. Here are three significant areas of focus in immunisation research and the corresponding educational qualifications:
 1. Vaccine Research and Development
Vaccine research and development involves working at the forefront of virus research, conducting experiments, and studying the behaviour of viruses. Research assistants in this field may be involved in tasks such as growing cell cultures, cloning DNA, and performing lab tests. A bachelor's degree in biology, chemistry, biochemistry, or microbiology is typically required to qualify for a research assistant role in vaccine research and development. However, as you progress in your career, pursuing postgraduate research study at the honours, master's, or PhD level may be necessary.
 2. Clinical Trials
Clinical trials are essential in vaccine development, where potential vaccines are tested on humans to ensure their safety and efficacy. Medical doctors and vaccine scientists oversee these trials. At the same time, research officers with undergraduate qualifications play a crucial role in managing trial processes, recruiting and interviewing patients, handling biological samples, and writing research reports. A public health degree is recommended to work in this immunisation research area. Public health programs provide knowledge in data management and analysis and practical work placements to prepare students for careers in clinical trials.
 3. Vaccine Surveillance
Once a vaccine is approved and rolled out to the public, vaccine surveillance becomes crucial to monitor its effectiveness and identify any adverse side effects. Research officers must collaborate with organisations such as the National Centre for Immunisation Research and Surveillance (NCIRS) to track the vaccine's performance and develop immunisation guidelines. A minimum requirement for working in vaccine surveillance is a bachelor's degree in public health or science. A master's degree in public health, focusing on epidemiology, can further enhance job prospects in this field.
Job Prospects and Opportunities
The field of immunisation research offers a wide range of job prospects and opportunities for career growth. Professionals in this field can work in various settings, including universities, government laboratories, private biotech and pharmaceutical companies, and not-for-profit organisations. Here are some potential career paths in immunisation research:
Vaccine Research Scientists are responsible for conducting research, developing new vaccines, and improving existing vaccines. This role requires a strong background in biology, chemistry, or related fields and advanced research skills.
Clinical Research Associates are vital in managing and monitoring clinical trials. They ensure trials adhere to regulations, recruit and interview patients, and collect and analyse data. A degree in public health or a related field is typically required for this role.
Epidemiologist: Epidemiologists study patterns and causes of diseases in populations. In the context of immunisation research, epidemiologists analyse vaccine effectiveness, monitor vaccine safety, and contribute to public health policies. A master's degree in public health, with a specialisation in epidemiology, is commonly required for this role.
Vaccine manufacturing specialists work on scaling up vaccine production processes and ensuring the quality and consistency of vaccines. They collaborate with researchers and engineers to optimise manufacturing methods and address challenges related to large-scale production. A background in engineering or pharmaceutical sciences may be beneficial for this role.
Vaccine Policy and Public Health Specialists focus on developing and implementing vaccine policies, coordinating immunisation programs, and promoting public awareness of vaccines. They work closely with government agencies, healthcare organisations, and community stakeholders to ensure widespread vaccine coverage and public health safety.
The Future of Immunization Research
The COVID-19 pandemic has highlighted the importance of vaccine development and the need for continuous research in immunisation. The advancements made during the development of COVID-19 vaccines, particularly in RNA-based technology, have paved the way for future breakthroughs against other infectious diseases. The use of RNA vaccines has the potential to accelerate research against challenging targets like HIV, tuberculosis, and malaria.
Additionally, the field of immunisation research is focusing on improving vaccine stability and accessibility. Scientists are developing thermally stable vaccines that can withstand storage and transportation challenges, particularly in low- and middle-income countries. Freeze-dried vaccines stored at room temperature for extended periods are also being explored. Furthermore, the role of vaccines in combating antibiotic resistance is gaining increasing attention and will likely be a significant area of research in the future.
Conclusion
A career in immunisation research offers exciting opportunities to contribute to public health and make a lasting impact on global well-being. Whether you are interested in basic vaccine research, clinical trials, vaccine manufacturing, or vaccine policy and public health, there are various paths to explore within the field. By pursuing the appropriate educational qualifications and gaining practical experience, you can play a vital role in developing and improving vaccines that protect individuals and communities from infectious diseases. Stay updated with the latest advancements in the field, embrace innovative technologies, and join the global community of immunisation researchers working towards a healthier future for all.
Spotlight On: Research Scientist, Immunisation (Biotech Sector)
Because of the "brain drain" of scientists to Institutes overseas, attracting top research talent in Australian can be difficult. Our client requires applicants to be superbly qualified (usually PhD) and have hands-on experience with highly specialized research techniques.
We have worked closely with this client in filling more than 15 scientist roles, and building a unique and deliberate culture from the ground up. Our most recent placement was a Research Scientist, with specialisation in Immunisation. The account manager and head recruiter for this client is Susan Macleod.
Susan holds an Honours Degree in Microbiology/Biochemistry and has experience working at a renowned UK based research institute. She also has almost 20 years experience recruiting in the Biotechnology sector in Sydney and incomparable personal and professional networks and search expertise. As a qualified and experienced Scientist she is able to talk to candidates on their level, explaining the company, the opportunity and the Science in way that both informs and attracts.
After conducting an extensive search of the market Susan considered 64 potential applicants before settling on a shortlist of 5, one of whom secured the role after a thorough interview and verification process.
Other Senior Roles Filled in March 2023
We work with our clients on roles at all levels, from entry level through to management and beyond. We typically place dozens of permanent roles each month, and more than one hundred temporary and contract positions.
Here are some of the more interesting senior and challenging-to-fill roles we have filled in the last month.
Business Development Manager - Consulting Laboratory Services QC Lab Manager - Pharmaceutical Industry Technical Services Manager - Chemical Manufacturing Industry QA Manager - Food Industry Validation Associate - Pharmaceutical Industry Continuous Improvement Manager &ndash; Food Industry QA Co-Ordinator &ndash; Food Industry (Regional)
For a list of our current advertised vacancies please go visit our website. If you would like to discuss your recruitment needs with us at any time, please don&rsquo;t hesitate to reach out to your local office.
&nbsp;
&nbsp;
&nbsp;

The field of immunisation research offers a range of exciting career opportunities for individuals passionate about making a difference in public health. From basic vaccine research and development to clinical trials and vaccine distribution, professionals can contribute to developing and improving vaccines. The industry is continuing to grow, and research projects continue to be well-funded in the wake of COVID-19. In this blog, we will provide a comprehensive overview of the career paths, educational requirements, and job prospects in the immunisation research field.

Everything You Need to Know About a Career as an Immunization Research Scientist

In this blog we explore various methods and strategies to measure success in the workplace. By implementing these approaches, you can gain valuable insights into your company's performance and make informed decisions to drive further growth and progress.
Key Metrics for Measuring Workplace Success&nbsp;
KPIs are quantifiable metrics that track and assess the performance of different aspects of an organisation. They are crucial tools in the management of company goals and objectives. Often linked to an organisation's strategic objectives, these measurements provide a clear view of the company's overall health and performance.
KPIs are not just any random metrics. They are specially chosen measurements that reflect the most critical aspects of a business. Generally, a KPI should be:
<ul>
<li>Aligned with Business Objectives</li>
<li>Actionable</li>
<li>Realistic</li>
<li>Measurable&nbsp;</li>
</ul>
One tool that may be beneficial is to set your desired outcomes and work backwards from there. Once you have clear measurable outcomes, use your team or your experience to map the inputs into the measures.
The inputs will come from a range of sectors, depending on the scope of your business, but will most likely include your available resources, and other knowns, and then your client expectations. This process should be worked through regularly and checked for ongoing applicability.
However, while it&rsquo;s important to change with the needs of the business, if KPIs are frequently changed it can be demoralising to your team who can see it as constantly shifting goalposts.
When used appropriately, the mapping of inputs to outcomes is an invaluable tool to identify the functionality of all aspects of your business and is a great continual improvement process.
KPIs are not only beneficial to your business, but they offer certainty to staff, and stakeholders, and create a common goal to work towards.
Evaluating Business Performance&nbsp; One common way to measure success in the workplace is by examining financial achievements. Financial success can be measured through various metrics such as revenue growth, profit margins, or return on investment (ROI). Regularly tracking these financial indicators allows you to assess the effectiveness of your business strategies and make necessary adjustments to drive profitability. Another crucial aspect of measuring success in the workplace is evaluating client satisfaction. Satisfied clients are more likely to become repeat customers and refer your business to others, contributing to long-term success. This could involve customer surveys or testimonials.&nbsp;
Setting Clear Goals and Objectives&nbsp; KPIs play a crucial role in enhancing employee engagement. They provide a clear direction and unify employees towards a common goal. A strong correlation exists between high levels of employee engagement and improved business performance. Therefore, using KPIs to boost employee engagement can have a positive impact on a company's bottom line.
KPIs should align with an organisation's mission and purpose. This alignment ensures that everyone in the organisation is working towards the same objectives. When KPIs reflect the company's mission, it fosters a culture where employees feel their work is meaningful and contributes to the company's success.
They establish a culture of accountability within the organisation. They provide a measurable way for employees to see how their individual efforts contribute to the achievement of company goals.&nbsp;
Tracking Employee Engagement and Satisfaction Employee productivity plays a crucial role in the overall success of a business. By measuring and improving employee productivity, you can increase efficiency, drive innovation, and achieve better results. However, measuring success in the workplace goes beyond financial and operational metrics. Creating a positive work environment is essential for employee satisfaction, engagement, and overall success.
While KPIs provide measurable targets that employees can work towards, be sure to regularly review and discuss KPIs with employees to track progress and provide necessary support.
It can also be invaluable to conduct regular performance reviews to provide constructive feedback and identify areas for improvement to your team. These reviews also offer an opportunity to recognise and reward high-performing employees, fostering a culture of continuous growth and development. Equally they provide a safe space for employees to raise any issues or problems they are having, allowing managers to spot any red flags.&nbsp;
You should consider these key factors when evaluating your workplace success:
<ul>
<li>Employee Feedback: Actively seek feedback from employees through surveys, suggestion boxes, or regular discussions. This feedback can provide valuable insights into areas where improvement is needed, fostering a culture of open communication and continuous improvement.</li>
<li>Work-Life Balance: Promote work-life balance by offering flexible work arrangements, promoting wellness initiatives, and encouraging employees to take breaks. A healthy work-life balance contributes to employee well-being and productivity. You will not get the best out of unhappy employees.</li>
<li>Employee Recognition: Recognise and celebrate employee achievements and milestones. Employee recognition programs, such as "Employee of the Month" or quarterly awards, boost morale and create a positive work environment.</li>
</ul>
Cultivating Success
By defining success, tracking financial achievements, assessing client satisfaction, evaluating employee productivity, and monitoring project success, you can gain valuable insights into your company's performance. Additionally, cultivating a positive work environment, promoting learning and development, and embracing continuous improvement contribute to long-term success.
Measuring success in the workplace is an ongoing process that requires continuous improvement and adaptation. Regularly review your measurement strategies and adjust them based on changing business goals and industry trends. Embracing growth and encouraging innovation and creativity within your organisation will go a long way to ensuring success.&nbsp;
&nbsp;
&nbsp;

 Measuring success in the workplace is essential for any business. However, it can be a challenging task as success means different things to different people. Some may define success based on financial achievements, while others may focus on client acquisition or employee growth.

A Comprehensive Approach to Measuring Workplace Success

What is the Candidate Experience? 
Candidate experience shapes a job seeker's perception of a company throughout the entire recruitment process. This spans from the initial job advertisement, right through to the interview process, and even the follow-up communications. Each stage in this process presents an opportunity to cultivate stronger candidate relationships and demonstrate to job seekers why they would want to be a part of your company. This experience is very important as it shapes a candidate&rsquo;s impression of how your business treats its employees. A well-managed candidate experience can aid in converting your preferred candidates into employees. In contrast, a poor candidate experience can result in them withdrawing from your hiring process completely.
The Importance of Candidate Experience 
The candidate experience, in essence, forms an individual's impression of how your business treats its employees. Therefore, it's vital that a candidate leaves an interview with a positive view of your company, regardless of whether they're the chosen candidate.
A negative candidate experience can deter quality candidates from applying, damaging your employer brand. Equally, a positive experience can enhance your reputation, attracting a diverse talent pool.
It only takes one non-favourable review from a disgruntled candidate to put your company&rsquo;s reputation on the line. Almost 60% of employers have read at least one negative online review about their hiring process, and this can naturally deter quality candidates from applying. Something else recruiters often overlook is the reality that job candidates are also your potential customers. They may never buy your product/service if they had a bad hiring experience at your company. &nbsp;
Strategies to Improve Candidate Experience&nbsp;
Optimising Your Website and Career Page
Use your website and careers page to show why your company is a great place to work. Most job seekers do their own research about the hiring company and the first port of call is generally your website and more specifically, your careers page if you have one.
Use this to show prospective employees what matters to you as a company. Research shows that one in three candidates is looking for answers about why people want to work at your company. &nbsp;
Posting video content of your employees detailing what makes your company a great place to work could also be a good idea, showing what values and experiences your company has to offer can be the difference between a candidate accepting the job, or passing up the opportunity.
It should also be crystal clear to candidates how to apply for a job at your company, and for applications to be easily submitted via mobile phone. This is even more important if your recruiting strategy is aimed at attracting GEN Z and millennials who admire technology and would prefer to work for an employer who shares this mindset.
Research shows that 46% of Gen Z and 38% of employed millennials have applied for a job via a mobile device, illustrating the importance of optimising the mobile application process. These generations also prefer communicating via text messages rather than emails, so will not be averse to a recruiter sending them a text.
Above all, don&rsquo;t complicate the application process. One thing that candidates find frustrating is a website asking them to upload their CV as well as complete another online form by re-entering their work experience and education, one by one. Try to automate this process by re-populating the data from the CV into the form.
Crafting Engaging Job Descriptions&nbsp;
<ul>
<li>Write titles that are simple, search friendly, and best describe the role.&nbsp;</li>
<li>Avoid generic job descriptions as they can work against you. Make the tone conversational, relatable, and engaging.&nbsp;</li>
<li>Try to avoid industry jargon or terminology used by the more senior staff in your company.</li>
<li>This can be off-putting for a candidate who has never worked at your organisation and may just be entering the industry.</li>
<li>A lengthy job description is not effective at attracting candidates either. <a href="https://au.indeed.com/lead">Research</a> shows that job descriptions between 700 and 2,000 characters receive up to 30% more applications, so try to stay within this range. </li>
</ul>
Maintaining Clear Communication 
Clear communication is the key for improving the candidate experience. &nbsp;Almost 60% of candidates state that better communication during and after the application process is where companies need to improve.
The interviewing process is the stage where communication matters the most. Share interview details with candidates such as the time and the place of the interview well in advance. Also, make it clear how many rounds will be involved in the interviewing process, and how long each round is likely to take.
Arranging for somebody to greet the candidate upon arrival is a nice touch as it can help diminish nervousness and demonstrates that you appreciate their time and effort.&nbsp;
Don&rsquo;t conduct too many interviews. Experts say that two interviews are standard and for more senior roles, perhaps a third meeting with a senior stakeholder would be relevant.
Prompt Follow-Up 
Once the interviewing process is complete, don&rsquo;t wait too long to make a hiring decision. A long hiring process is often the reason quality talent slips through your fingers. Automate notifications to let candidates know if they are shortlisted to the next round. If you really want to leave a positive lasting impression on the candidates, send a personal message via email or social media.
Be sure to let shortlisted candidates know as soon as possible if they have been unsuccessful. An experienced recruiter knows that such decisions are best received by candidates if delivered by phone. &nbsp;
Keep in mind that one of the top complaints noted by job seekers is that employers don't bother to respond to their emails, or even let them know the role has been filled. Make sure you always reply to their correspondence and keep them abreast of any advancements or changes in the hiring process.
Be appreciative of candidates&rsquo; time. The typical candidate spends three to four hours preparing for and submitting a single job application. Finally, make sure that you stay in touch with any candidates that impressed you, but were not selected for the position. You never know, they might be the perfect fit for another role and make a great addition to your team down the line.
Positive Onboarding Experience
Signing the employment offer is not where the recruiter&rsquo;s job ends. Research shows that 22% of staff turnover occurs within the first 45 days of employment, so don&rsquo;t overlook the importance of a positive onboarding experience.
Prior to their start date, send orientation material or any other information they may benefit from to help them settle into the new role.
Small gestures also count. Most of us recall how nervous we were on our first day at work, and how much we appreciated that person who offered us a cup of coffee or went out of their way to make us feel welcome.
The Future of Candidate Experience
A positive candidate experience is crucial in today's competitive job market. It not only aids in attracting and retaining top talent but also contributes to maintaining a positive employer brand. By implementing the strategies mentioned above, you can significantly enhance the candidate experience and stand out as an employer of choice.
It is vital to make each candidate feel special, including those who may not appear to be a good fit for the role. Remember, a candidate leaving an interview with a positive view of your company is as valuable as the one you hire. These people will speak favourably about your company and you never know who might be listening.

Reading a negative online review from an unhappy job candidate is one of a recruiter or hiring manager’s worst nightmares. Although such reviews cannot be avoided altogether, the negative impact can be significantly lowered by ensuring a positive candidate experience.    The candidate experience, or how an individual perceives a company's brand throughout the recruitment process, can significantly sway a top-choice candidate towards accepting your job offer. In this comprehensive guide, we'll delve into the concept of candidate experience, its importance, and ways to improve it.

Enhancing the Candidate Experience in the Recruitment Process: A Comprehensive Guide 

<h3>We offer you a truly flexible recruitment service that we tailor to your needs, including:</h3><ul><li>Temporary / labour hire of scientific and technical staff (entry level to management)</li><li>Recruitment of permanent scientific and technical staff (entry level to management)</li><li>Executive search (science and related fields)</li><li>Payroll service</li><li>Recruitment technologies, such as candidate video CVs and interviews</li></ul>

VIEW MORE

<h1>Evolve is Australia's leading scientific and technical recruitment agency</h1>All Evolve recruiters are degree-qualified scientists who have experience working in the Scientific industry, meaning they have deep and genuine professional networks to draw upon when filling roles. Our staff tenure is exceptional, with the average currently standing at over 7 years. You will not find a better scientific or technical recruitment partner in Australia.

We work exclusively with professionals who specialise in scientific and technical industries, and our consultants have a wealth of first-hand expertise, meaning clients can rest assured that with our support, they will secure the candidates they need.

We have worked with Australia's leading scientific and technical companies, and what makes us stand out is our commitment to integrity, relationships, and results you can count on. Our approachable, dependable service guarantees to change the way you feel about recruitment!

<h3>A reputation of integrity &amp; commitment</h3>

Tailored Recruitment Solutions from Subject Matter Experts

Over a decade of local resourcing experience