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    The Science of Attraction: Thermo Fisher’s Data-Powered Employer Branding

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    In the ever-evolving world of talent acquisition, employer branding reigns supreme. It’s the alchemy of company culture, employee experience, and reputation distilled into a potent elixir that attracts and retains the best minds. But how do we know if this potent brew is actually working? For many, measuring the impact of employer branding remains an elusive quest.
    Enter Thermo Fisher Scientific, a global behemoth straddling the realms of pharma, life sciences, and chemical research. With a million products, from electron microscopes to cancer treatments and specialized roles spanning the globe, filling their talent pool is no small feat. Yet, amidst this scientific labyrinth, Thermo Fisher has cracked the code of employer branding measurement, not through guesswork, but through cold, complex data.
    Their secret weapon? A multi-pronged approach that delves beyond superficial metrics like website visits and applications. Here, we dissect Thermo Fisher’s strategies, revealing the science behind their employer branding success:
    The Triple Helix of Engagement:
    Thermo Fisher’s framework is built on three key pillars:

    Website: Beyond the Clickbait: They don’t get fooled by vanity metrics. Instead, they dissect their careers site with laser precision. Kenty Brumant, their Senior Manager of Talent Attraction and Employer Brand, advocates for splitting visitors into new and returning. This exposes how effectively they attract fresh talent, while also gauging their site’s ability to retain and engage existing candidates. But Brumant doesn’t stop there. He tracks time spent on non-application pages, understanding that the longer candidates explore, the higher the chance of them signing up for job alerts, applying, or simply absorbing the company’s essence.

    Social Media: The Conversation Amplifier: Thermo Fisher leverages the Employer Brand Index (EBI) to gauge public perception. However, they’re not passive listeners. They actively seek out conversations happening across platforms, not just on job boards or the usual social media suspects. A prime example? When recruiting data scientists, they discovered the relevant buzz happening not on LinkedIn, but on Stack Overflow, a programmer’s haven. This led to the creation of a dedicated Thermo Fisher page on the platform, attracting the niche talent they craved.

    Internal Advocacy: The Employee Pulse: Thermo Fisher knows their greatest brand ambassadors aren’t external influencers but their own employees. They conduct regular internal surveys not to gather dust but to generate actionable insights and quick wins for each business group. These range from encouraging employee storytelling to soliciting reviews and boosting engagement. But it doesn’t stop there. They partner with HR to track crucial metrics like internal mobility, diversity and inclusion, and corporate social responsibility. This data adds context to survey results and helps tailor their employer branding efforts for maximum impact.

    The External Seal of Approval:
    Their data-driven approach isn’t just self-congratulatory. Thermo Fisher’s #7 ranking on the prestigious Fortune 500 Candidate Experience Report speaks volumes. It’s external validation that their meticulous measurement translates to tangible results, attracting top talent and creating a desirable employer brand.
    Unveiling the Blueprint:
    So, what can we learn from Thermo Fisher’s scientific approach to employer branding?

    Go Beyond the Superficial: Don’t get caught up in vanity metrics. Dig deeper into engagement, conversion, and internal feedback to paint a holistic picture.

    Embrace the Conversation: Listen actively to what people are saying about you on social media and beyond. Adapt your strategy to meet them where they are, not just on the usual platforms.

    Empower Your Employees: They are your biggest advocates. Leverage their insights and enthusiasm to build an authentic brand from within.

    Quantify and Validate: Track key metrics and use HR data to add context. External recognition like industry awards serves as valuable validation for your efforts.

    Remember, measuring employer branding isn’t about finding a single magic number. It’s about understanding what matters to your audience and using that knowledge to build a strong, authentic brand that resonates with the talent you seek. Thermo Fisher Scientific has shown us that through a data-driven approach, we can not only measure the impact of employer branding, but also harness its power to attract and retain the best minds in the game. Now, it’s your turn to write your own scientific success story.

    To follow Kenty Brumant’s work in employer brand, connect with him on LinkedIn. For help gathering data and insights you can act on to improve your own company, get in touch.
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      Learn How This Company is Helping Students at Historically Black Colleges and Universities Return Safely to Campus

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      Thermo Fisher Scientific, the world leader in serving science, helps their customers accelerate life sciences research, solve complex analytical challenges, improve patient diagnostics and therapies and increase productivity in laboratories. Today, they are also playing a critical role in addressing the COVID-19 pandemic. As COVID-19 continues its global spread, certain populations, including people of African heritage, are being impacted more than others, both through increased risk of COVID-19-related illness, hospitalization and death and as a result of the economic fallout of the pandemic. 
      In the U.S., historically Black colleges and universities (HBCUs) are experiencing major disruptions in their enrollment, fundraising and other revenue streams (i.e., tuition, housing, food services and bookstores) and many HBCU students, who may rely on student loans and other financial assistance, may have difficulty accessing online classes on laptops and through Wi-Fi at home. It’s therefore critical that these colleges and universities have a way to get students, faculty and staff back to campus safely as soon as possible.* 
      Thermo Fisher Scientific is uniquely positioned to help, not only because of the breadth and depth of their capabilities, but because of their commitment to advancing STEM education and giving back to the communities in which they live, work and serve. 
      Here’s a look inside this ambitious new effort by a company committed to enabling their customers to make the world healthier, cleaner and safer.
      Honoring The Legacy Of Dr. Ernest Everett Just—By Providing Cutting-Edge Science Equipment And Testing To HBCU Students
      The Just Project honors biology pioneer and educator Dr. Ernest Everett Just, who uncovered the role of the cell surface in the development of organisms (and a former professor at Howard University, one of the oldest HBCUs in the nation). This initiative will bring no-cost Covid-19 testing to member schools, through a $25 million donation of cutting-edge lab equipment and reagents in an effort to bring students, faculty and staff safely back to campus during the 2020-21 school year
      Here’s a look at how that works: First, Thermo Fisher will provide the instruments, reagents, kits and technical support  to bring COVID-19 testing to up to 10 HBCUs that will serve as testing centers on their campus and for other HBCUs in their region.
      To date, Thermo Fisher has signed up several universities that will serve as testing centers, including Howard University College of Medicine, Morehouse School of Medicine, Meharry Medical College, Xavier University of Louisiana, Hampton University, Tuskegee University and others. These will serve as hubs for processing the tests conducted at all of the HBCUs around the country.
      Not only will these efforts support the continued access of educational programs for HBCU students this semester, but they’ll leave a lasting legacy in the health care of scholars, faculty and staff on these campuses for many years to come.
      Building An Even More Diverse Team At Thermo Fisher: Hiring 500 Additional Interns And Full-Time Employees From HBCUs
      Thermo Fisher is already a leader in diversity and inclusion, especially in the science industry, with their unique approach to diversity and leadership development programs designed to advance the careers of all professionals. The Just Project is taking those efforts to the next level.
      As part of The Just Project, Thermo Fisher plans to hire an additional 500 students from HBCUs into internship, entry-level and professional roles over the next three years. And it’s not just candidates with a science background who can benefit from this, either. Thermo Fisher has development programs and internships in finance, marketing, sales, technology, and more.
      Plus, with innovation at the heart of Thermo Fisher’s culture it requires an ever-more-inclusive and welcoming environment in order to thrive and continue to lead in science and technology. Professionals of all backgrounds contributing and collaborating to solve the world’s biggest challenges make it a great place for anyone to succeed personally and professionally.
      Ready to start your career at a company that goes above and beyond for its communities? Check out open opportunities at Thermo Fisher Scientific on WayUp!
      *Source: U.S. Centers for Disease Control and Prevention, USA Today, The Conversation More

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      How To Nail The Virtual Interview At This Fortune 500 Company—According To A Recruiting Leader

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      The COVID-19 crisis forced companies around the world to immediately adopt fully virtual interviewing processes. Whether you’re a fan or afraid of the on-screen interview, one thing’s for sure: virtual interviewing is here to stay.
      So, we’ve put together a guide to help you master interviewing in a virtual world. And we spoke with Adrienne Sullivan, a recruiting and global employer brand leader at Thermo Fisher Scientific—a Fortune 500 biotechnology company dedicated to making the world healthier, cleaner and safer—to get an insider’s view on how to put your best foot forward, digitally.
      Here’s what we learned.
      No Matter What Your Specialty Is, They’re Looking For These Three Traits
      Thermo Fisher’s mission is to enable their customers to make the world healthier, cleaner and safer. Their products consist of everything from genetic forensics machines to climate change research tools all the way to classroom lab equipment.
      Even with all of the company’s different products, services and business functions, their 75,000+ employees are committed to fulfilling the company mission and pushing science a step beyond, regardless of their role. Adrienne says when interviewing candidates, “Thermo Fisher is really looking for three main competencies: putting the customer first, owning your results, and finding a better way every day.”
      1. Putting the customer first.
      This goes for everyone, from software engineers to sales to R&D researchers. You’ll need to demonstrate that you understand and value that there is an end-customer (and at times, patients) relying on us. “No matter our role, our customers depend on us. You may not have experience working directly with customers, but all our work contributes to supporting our customers” Adrienne explains.
      Understanding how your role contributes to the success of the company’s mission is key.  This is tied closely to the second principle:
      2. Owning your results.
      Results—good or bad—are the direct consequence of your work—and taking ownership of them is an essential part of being successful at Thermo Fisher. So, how can you show this trait in an interview?
      “This is about personal accountability,” Adrienne says. “We want to hear you take personal responsibility for something in your examples. It’s okay to highlight mistakes, as long as you’re able to show how you pivoted to fix it.”
      Taking stock of your work, adaptability and agility are the core of Thermo Fisher’s third principle, too.
      3. Finding a better way every day.
      “We want relentless curiosity and innovation,” Adrienne explains.
      That means when you take stock of your results, you’re looking at what worked and what didn’t to improve the way you do it next time around. It shouldn’t be too hard to think of an example of how you improved your work practices. And if you really want to go deep on your interview prep, you can study the specific improvement strategy leveraged at Thermo Fisher.
      “We follow lean practices for process improvement,” she says. “That’s how we work. We’re looking for people who strive to make themselves better every day.”
      Virtual Interviewing Has Its Disadvantages—Here’s How To Combat Them
      The good news: Virtual interviewing isn’t too different from its in-person counterpart. The tough thing is that the few challenges it does pose can be hard to overcome without practice.
      “Not everyone is used to seeing themselves on camera or working with video conferencing technology,” Adrienne says. “Don’t let it distract you. Set up some time to practice with a friend to make sure you’re comfortable with communicating virtually.”
      If you’re focusing too much on fixing your camera, figuring out how to unmute yourself, or changing your background, then you won’t have time to listen actively, which is another important part of any interview.
      When an interview is virtual, Adrienne warns, it can easily feel like a video that you’re just watching, but really, it’s a two-way conversation. Try to imagine how you would be seen in an office setting and give that same impression virtually.
      How To Take Advantage Of The Virtual Setting And Its Benefits
      There are also distinct benefits to interviewing virtually. Here’s how to take advantage of them.
      “It gives you an opportunity to be comfortable in your own environment,” Adrienne says. “You can feel secure and use that to your advantage. Speak confidently and focus on active listening.”
      Plus, with new technology comes new capabilities. A good way of showcasing your strengths and your savvy with technology is to use screen-sharing features to show off some work or skills. If you’re going to do this, though, make sure you’re well practiced.
      “Technology allows you to be more agile. You can quickly pull up a work sample or a document you’ve worked on that you’re particularly proud of. You’ll have everything at your fingertips,” she explains. “But if you’re going to do something like that, have it all prepared and ready. Don’t make your interviewer sit and wait.”
      No Matter What, Follow The Timeless Interview Rules: Do Your Homework And Be Yourself
      “Definitely do your research. Research the company, have a clear understanding of the role, and have questions prepared to clarify what you can’t find out on your own,” Adrienne says. “Read through the company’s career site to learn as much as you can in advance about what the company does and their culture. Learn about your interviewer by taking a look at their LinkedIn profile. You will feel more comfortable the more prepared you are!”
      But you must balance research and preparedness with authenticity, too. Be yourself and show them that you’re comfortable bringing your personality to a professional space.
      “It’s a conversation, so be your authentic self and don’t just read from notes,” Adrienne advises. “It’s hard. It takes practice. Interviewing really is a skill like any other—and our early-career recruiters understand that.”
      Turn this insider knowledge into a real job offer—check out open opportunities at Thermo Fisher Scientific at WayUp! More

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      Change, Community, And Career Acceleration: Thermo Fisher Scientific’s Approach To Fostering Diversity

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      If you’re like most people coming out of school right now—aka 77 percent of Gen Z students and recent grads—then you’re looking for a company that values diversity and inclusion (D&I). But what does that really mean? Is it as simple as joining a diverse team? What else should you be looking for in a company?
      These are big questions for anyone to be asking, but the team at Thermo Fisher Scientific—a Fortune 200 science company dedicated to making the world healthier, cleaner, and safer—have come up with a few answers. One of the most important is their multiple diverse, global Employee Resource Groups (ERGs).
      So, What Are Employee Resource Groups? How Are They Different At Thermo Fisher?
      If you’ve done a corporate internship or been on the job hunt lately, then maybe you’ve heard about ERGs. They exist to provide additional community and support to specific groups and identities at large companies. For example, a company might have a group based around African Heritage identity or one for employees who served in the military.
      Almost all of these groups put together events like volunteering in the local community and networking sessions, but at Thermo Fisher they take it a step beyond to fully support and foster inclusion amongst all of their colleagues. Their ERGs draw colleagues together around common characteristics and provide a voice of diverse thinking. ERGs positively impact the company’s growth and development, and assist in providing thought leadership for:
      Recruitment and retention
      Education and training
      Professional development
      Community involvement
      Support and recognition
      Business development
      Activities that support a diverse and inclusive work culture
      One way they are supported is through active involvement at the C-level. “At Thermo Fisher we have senior-level leaders at our organization who sponsor and help promote the ERGs,” says Cheryl, a Talent Acquisition D&I leader at Thermo Fisher. “They’re a direct line to executives on how to build more diverse teams and more welcoming communities for everyone.”
      This means when someone has an idea that can help Thermo Fisher be a more inclusive community or build a more diverse team, they can assist and offer their support to make it happen.
      Perhaps someone in the Women’s ERG knows about Women in STEM groups at colleges that could help bring in more female tech talent. Or maybe someone noticed that a cultural event or holiday was going unrecognized by the company. These ERGs give people a platform to not only share their perspectives, but also to have them be heard and acted on.
      Finding Your Community, Bringing Your Whole Self To Work
      The truth about inclusion is that it’s not just a set of policies or practices. It’s about making sure everyone can find community at work so that they feel comfortable enough to be themselves. Besides the obvious benefits for morale and mental health, when people with diverse perspectives feel comfortable bringing their unique ideas to their work, it has a proven, positive impact on the quality of business decision-making.
      “If someone doesn’t feel a sense of inclusion or belonging they may not bring as much of themselves to work,” Cheryl explains. “And we work hard to build a diverse team because we want their unique perspectives.”
      These groups, by creating a community for everyone at Thermo Fisher, can bring out all of those positive benefits, both for the employees and the business. That’s also why the groups aren’t limited to just the traditional understanding of diversity, like ethnicity and gender.
      “Our groups cover a broad spectrum of interests and identities from ethnicity and gender to early talent, sustainability, working parents, and community action,” Cheryl explains. “Our colleagues have formed 10 different ERG groups, with more opportunities to come.”
      All That, Plus They Can Help Accelerate Your Career
      At Thermo Fisher, D&I is a team effort. And that effort can mean opportunities for people at all stages of their career to take on new types of challenges. Plus, thanks to the buy-in from leaders at the company, you’ll be supported in balancing the work of your primary role and your assistance in groups like this.
      That’s why getting involved with ERGs at Thermo Fisher is a win-win. The company benefits from your perspective and action, and you benefit from a more developed network and unique career opportunities.
      One member of the university recruiting team, Emily, noted that, “interns who have been heavily involved in ERGs during their internship are much more likely to receive full-time offers because of all the connections they made during the summer”
      One such success story is Sophia, an emerging leader in the company’s IT Development Program. Her involvement with the Asian and Women’s ERGs as an intern led to leadership opportunities in those groups when she joined back with the company full time.
      “I joined these ERGs as a way to be more engaged and involved in the community,” Sophia says. But when she took on leadership roles in the ERGs, she got way more than just that.
      “This is different from my day job and it exposes me to other functions, too,” Sophia says. ‘It has also been a great way to get my voice heard and network with executive leaders.”
      This type of company-wide idea sharing and collaboration isn’t just what makes D&I initiatives work at Thermo Fisher—it’s what drives the whole business.
      Want to learn more about this uniquely diverse team? Check out open opportunities at Thermo Fisher on WayUp!
      You can also learn about Thermo Fisher Scientific’s ERGs on their website. More

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      How This Finance Development Program Helped Me Start a Successful STEM Career With A Social Impact

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      For Saarem, choosing a career wasn’t going to be easy. As a high-performing finance major, he heard a lot about the different options for ​his career. However, coming from a family of medical professionals, helping people save lives and advance science were basic family values. And as a part of his Muslim upbringing, Saarem says, […] More