How to run a better interview process in biotech

When was the last time you really looked at your interview process? In biotech, where finding the right person can be the difference between hitting a milestone or missing it, interviews are a critical part of success. Yet many companies still treat them as a box-ticking exercise.

Are you asking the right questions? Are you creating an environment where candidates can show you their best? After more than 20 years in life sciences recruitment, I’ve seen interview processes that run smoothly and others that leave everyone frustrated. Here’s what effective interviewing looks like and why it matters.

1. Start with a clear, accurate job description

It sounds obvious, but it’s one of the most common mistakes. If your interview questions don’t align with the job description, candidates will leave confused. In biotech, where roles are highly specialised, clarity is essential.

Define what’s non-negotiable and what’s nice to have. A vague or overly broad description wastes time for both you and the candidate.

Ask yourself: are you giving people a realistic understanding of what success looks like from day one?

2. Balance technical and soft skills

Technical excellence is vital in biotech, but collaboration, communication, and adaptability are just as important. A technically brilliant hire who can’t work effectively within a team will create challenges.

Design interviews that test both hard and soft skills. Use practical examples or scenario-based questions to see how a candidate approaches problem-solving and teamwork. The best people aren’t just capable scientists, they’re colleagues who help others succeed too.

3. Involve the right people

Who sits in on your interviews? In many cases, it’s just the hiring manager and HR. But in biotech, roles often span departments, from research and regulatory affairs to operations. Including a cross-functional panel helps assess fit more accurately and gives candidates a broader sense of the culture and collaboration they can expect.

It’s also an opportunity for your team to see how a candidate interacts with potential future colleagues.

4. Structure with flexibility

Structured interviews create consistency and fairness. Everyone gets asked the same core questions, which helps when comparing candidates objectively. But don’t let structure become rigidity. Allow space for natural conversation, especially if a candidate has taken an unconventional career path or brings diverse experience.

The best interviews feel like discussions, not interrogations.

5. Bring your company culture to life

Candidates are evaluating you just as much as you’re evaluating them. Beyond the science, they want to know what it’s like to work for you. Share your values, the purpose behind your work, and what your team culture looks like in practice.

Be honest about the challenges as well as the opportunities. Authenticity builds trust and attracts people who genuinely connect with your mission.

6. Communicate clearly and promptly

One of the biggest frustrations candidates share is silence after an interview. In a competitive market, delayed communication can mean losing strong candidates to faster-moving companies.

Even if there’s no update, let people know where things stand. A quick message can make a big difference to how your company is perceived.

7. Offer constructive feedback

Whether a candidate is successful or not, feedback matters. In biotech, where roles are specialised and competition is high, a few lines of thoughtful feedback can help candidates grow and strengthen your reputation as an employer that values people.

A positive experience, even for those not hired, builds goodwill and word-of-mouth credibility in a small, connected sector.

Wrapping up

Your interview process shouldn’t be a formality, it should be a core part of your hiring strategy. In biotech, where every hire has real impact, thoughtful, well-run interviews are an investment in your team’s future.

The goal isn’t just to find someone who meets the job criteria, but someone who can grow with your organisation, collaborate effectively, and help move your science forward.

When was the last time you reviewed how your interviews really work in practice?