Remember that you may have to work for several years or more with the people you hire, so it’s worth taking time to find people with whom you can work well. Look closely at the letter of interest and CV of each prospective employee. Does the person have good communication skills? Are the application materials free of errors? Does anything stand out as needing more explanation? This is your time to investigate details in work history so problems won’t surface later. For lab personnel at the postdoctoral level, Staffing the Lab: Perspectives from Both Sides of the Bench suggests following a three-publication rule—job candidates should have at least three publications in print—and if candidates list papers as being submitted or in publication, feel free to ask them for copies of those papers.
Here are some other practical considerations.
- To be eligible for employment at Pitt, all job-seekers must post an application online through PittSource and have three references checked by the hiring manager.
- In checking references, be prepared to ask specific questions about the candidates’ work history, writing and presentation skills, work attendance record, personality, and any previous basic research experience.
- Be mindful that, depending on your department, you may be hiring students, postdocs, and staff through either Pitt or UPMC, and you'll have to follow the hiring guidelines for each institution.
- Prepare interview questions that will elicit detailed responses, not “yes” or “no” answers. In At the Helm: A Laboratory Navigator, author Kathy Barker suggests administering a few basic proficiency tests, such as mathematical problems or mixing certain chemical solutions, instead of assuming that candidates know how to do everything you expect them to do.
- On interview days, arrange to have current lab members present and introduce them while giving the candidates a tour of the lab to get staff members’ impressions and to see how well the candidates would fit into the group. Consider introducing a colleague to the candidates as well for feedback from an outsider’s perspective.
- Inform job candidates about your funding situation and how long you expect to be able to employ them based on your level of funding and/or future funding prospects. Your ability to hire and maintain employees will be contingent on your funding; likewise, your employees’ livelihood (and, in some cases, tuition reimbursement) depends on how much money you’re bringing into the lab.
In the process of finding the right lab personnel, be sure to become familiar with the University of Pittsburgh’s procedures for interviewing and hiring through the Office of Human Resources.
