Creating the right talent environment
Every company reaches a point where they want to hire people to help them on their journey of growth, but this can be a critical inflexion point between success and failure. Hire the wrong people, and you are in trouble. Hire the right people, but have no strategy and structure in place for them to succeed, and you are not much better off.
At LUKA BIO, we specialise in helping life science start ups understand the initial conditions that must be in place for new people to have the best chance of success.
At LUKA BIO, we specialise in helping life science start ups understand the initial conditions that must be in place for new people to have the best chance of success.
Consulting services we provide
Recruitment is our core skill. That said, we can help before, during and after a recruitment project to ensure that your talent investment pays off. Whether you use us, another agency or do it yourself, we can help you in the following ways:
Employment Brand: Why should anyone work for you? How you present to the market as an employer is critical for attracting great people. Companies with strong employment brands are magnets for top talent (think Google and Apple). No matter your size, you can start working proactively to build the perception that you are a great place to work.
What we do: We will analyse your Employment Brand, then recommend some quick, easy fixes, so that you can present yourself as an employer of choice. For a more comprehensive approach, we can build and implement a complete Employment Brand strategy on your behalf.
Recruitment Workflow: You can manage recruitment in-house, but many startups are not adequately equipped to conduct recruitment efficiently or effectively. Mishandled, this can waste time and lead to a poor hiring decision.
What we do: Recruitment can be streamlined and automated in a way that dramatically improves reach in the market, reduces time to fill and increases your chances of success. We will analyse your current process and recommend improvements or software solutions that fit your budget. If you want, we can configure any new system for your needs and train your in-house administrator.
Role Definition: Startups often hire roles that have not existed before at the company. It is easy to hire the wrong person and task them with the wrong tasks. Even worse, a poor cultural fit for the team can upset the dynamic of a small company.
What we do: We will sit with you to ask the right diagnostic questions to determine what skills you need to hire for right now. We will compile a comprehensive job description that determines everything that follows - the job ad, the interview and reference questions, the KPIs and the metrics you use to track performance.
On-boarding: On day one of their job, how many days will it take for a new employee to make a positive impact on your business? The shorter, the better. It is often simple things (no computer or log in details) that unnecessarily slow down this process.
What we do: We will put together an effective induction programme to ensure that your new starter is fully equipped to work in the shortest possible time. We will allocate and diarise basic training to the appropriate team members and schedule a wrap-up feedback session to identify any gaps or issues.
Performance Management: Everyone gets a job description when they start, but it is not enough to get the best out of them. Employees need a plan of action, goals and priorities to know what you expect of them.
What we do: We will create a performance plan to help you articulate what outcomes you expect, and how they are going to be measured. We use the 'less is more' principle to identify no more than five critical metrics to keep everyone focused on what matters most. Achievement of these goals can be linked to an incentive.
Employment Brand: Why should anyone work for you? How you present to the market as an employer is critical for attracting great people. Companies with strong employment brands are magnets for top talent (think Google and Apple). No matter your size, you can start working proactively to build the perception that you are a great place to work.
What we do: We will analyse your Employment Brand, then recommend some quick, easy fixes, so that you can present yourself as an employer of choice. For a more comprehensive approach, we can build and implement a complete Employment Brand strategy on your behalf.
Recruitment Workflow: You can manage recruitment in-house, but many startups are not adequately equipped to conduct recruitment efficiently or effectively. Mishandled, this can waste time and lead to a poor hiring decision.
What we do: Recruitment can be streamlined and automated in a way that dramatically improves reach in the market, reduces time to fill and increases your chances of success. We will analyse your current process and recommend improvements or software solutions that fit your budget. If you want, we can configure any new system for your needs and train your in-house administrator.
Role Definition: Startups often hire roles that have not existed before at the company. It is easy to hire the wrong person and task them with the wrong tasks. Even worse, a poor cultural fit for the team can upset the dynamic of a small company.
What we do: We will sit with you to ask the right diagnostic questions to determine what skills you need to hire for right now. We will compile a comprehensive job description that determines everything that follows - the job ad, the interview and reference questions, the KPIs and the metrics you use to track performance.
On-boarding: On day one of their job, how many days will it take for a new employee to make a positive impact on your business? The shorter, the better. It is often simple things (no computer or log in details) that unnecessarily slow down this process.
What we do: We will put together an effective induction programme to ensure that your new starter is fully equipped to work in the shortest possible time. We will allocate and diarise basic training to the appropriate team members and schedule a wrap-up feedback session to identify any gaps or issues.
Performance Management: Everyone gets a job description when they start, but it is not enough to get the best out of them. Employees need a plan of action, goals and priorities to know what you expect of them.
What we do: We will create a performance plan to help you articulate what outcomes you expect, and how they are going to be measured. We use the 'less is more' principle to identify no more than five critical metrics to keep everyone focused on what matters most. Achievement of these goals can be linked to an incentive.