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How to Hire an Epidemiologist or Medical Scientist
By Susan Doktor MONEY RESEARCH COLLECTIVE
*Content includes branded mentions of our sponsor ZipRecruiter.
As we finally recover from the worst of the COVID-19 pandemic, one question we all might consider is, “Where would we be without epidemiologists?” Colloquially called “disease detectives”, epidemiologists are engaged in the search for the causes of disease, figuring out how diseases spread, and preventing diseases from spreading further. The research they perform is instrumental in the development of vaccines, too. Doubtless, were there not thousands of epidemiologists charged with bringing an end to the global pandemic, the results of the viral outbreak would have been even more devastating than they turned out to be.
So it’s established. Epidemiologists are important. But what’s important to you is finding the best epidemiologists to work for your company or institution. That’s why we’ve put our heads together with ZipRecruiter, one of the best job posting sites for employers, to create this guide on how to hire the best candidates for any open epidemiologist or medical scientist position you have in your company.
What is an epidemiologist?
An epidemiologist is a scientist who studies the causes, spread and control of diseases. They work in laboratories located in a variety of settings, including government agencies, hospitals, universities and private research firms.
What do epidemiologists do?
Within the context of studying diseases, epidemiologists perform many tasks. They are involved in data collection, analysis and interpretation. They conduct research on the causes of diseases. They come up with interventions to stop the spread of disease and communicate them to the public. For example, during the COVID-19 pandemic, they recommended social distancing, wearing masks and frequent hand washing. All of those hand-sanitizing stations you saw in grocery stores and other public places were the brainchildren of epidemiologists.
In addition, epidemiologists monitor the spread of diseases. They analyze data to see how well public health programs are performing. And they’re charged with educating the public and guiding people toward proper treatment and disease prevention methods.
How to hire epidemiologists
Choose the type of epidemiologist your organization needs
There are many kinds of epidemiologists. Depending on the role you want an epidemiologist to play in your organization, you may want to hire epidemiologists that specialize in various parts of disease control:
Infection control epidemiologist: Infection control epidemiologists specialize in controlling infectious diseases in healthcare settings. They investigate disease outbreaks. They develop protocols to prevent the spread of infectious diseases and educate healthcare workers and patients on how to follow them. They study the efficacy of those protocols and recommend improvements as necessary.
Pharmaceutical epidemiologist: Pharmaceutical epidemiologists study the safety and effectiveness of drugs and other medical products used to prevent diseases and stop their spread. They apply their knowledge of epidemiology, statistics and public health to solve problems associated with drugs, such as side effects. They identify risks and develop ways of mitigating them.
Infectious disease epidemiologist: Infectious disease epidemiologists work outside of healthcare facilities and address the same issues as infection control epidemiologists, such as researching the cause, transmission and prevention of infectious diseases.
Medical epidemiologist: Medical epidemiologists specialize in studying non-infectious diseases like hypertension, heart disease, cancer and more. Like other epidemiologists, they collect and analyze data, including demographic information that helps identify populations at high risk for a specific disease. They also may conduct research and study disease survivors, pointing the way toward the most effective treatments.
Molecular epidemiologist: Molecular epidemiologists conduct research into the molecular factors that affect the spread of infectious diseases. They investigate the genetic makeup of infectious viruses and bacteria and identify mutations that can make infectious agents more transmissible. They may also identify biomarkers that predict the development of non-infectious diseases.
Veterinary epidemiologist: Veterinary epidemiologists are a subgroup of veterinarians who study infectious diseases that occur in animals. They perform many of the same tasks that other epidemiologists take on, such as collecting incidence data and tracking the spread of diseases. Insofar as diseases that occur in animals can spread to humans, they also play a role in protecting human health.
Field epidemiologist: While many epidemiologists work in hospitals, public agencies and private research firms, field epidemiologists bring their skills directly to the field, investigating and responding to disease outbreaks where they happen.
Build an ideal candidate profile
As you can see, there are many different types of epidemiologists whose experience qualifies them to take on a variety of positions. The first step in hiring an epidemiologist is to create a detailed profile of the person who checks all the boxes for your organization. Here are some of the criteria against which you’ll want to measure each candidate:
Educational background and credentials
Epidemiologists may pursue different kinds of education. At the very least, epidemiologists complete a bachelor’s degree in biology, social science, social services public policy or another related field. Depending on what you need an epidemiologist to do for your organization, you may prefer a candidate who holds a degree in one or another of these disciplines. After completing a bachelor’s degree, many epidemiologists pursue graduate and postgraduate degrees. The most educated epidemiologists hold PhDs.
Level of experience
The more years of experience an epidemiologist has, the more likely he or she is to take on greater and more complex responsibilities. A highly experienced candidate may be better capable of managing a staff or medical scientists and taking on administrative roles. They may also have higher-level strategic skills that equip them to design studies from the ground up.
Job-related skills
Epidemiologists may develop different skills during the course of their careers. That’s because some may specialize in laboratory research, fieldwork, public education and other aspects of epidemiology. So consider the specific strengths candidates have and match them to the responsibilities you expect your employee to take on.
In addition, consider candidates’ non-technical skills, which are required to perform many jobs successfully. Some non-technical skills that are important in epidemiology include attention to detail, problem-solving skills, leadership and the ability to collaborate with others.
Write an epidemiologist job description
Once you’ve created your ideal candidate profile, it’s time to translate all of the information it contains into a clear, concise job description. A great job description benefits employers and job candidates alike. It helps all of the people involved in the recruitment process focus on what’s most important in a candidate. It also helps candidates know whether a job is well-suited to their skills. Candidates may self-select based on the information you provide in your job description. That will narrow the field of candidates you consider and save you the time — and frustration — of pursuing candidates who aren’t qualified to do the job.
If you’d like some tips on getting started on your job description, you can check out ZipRecruiter’s template for medical scientist job descriptions.
Screen applicant resumes
According to the Bureau of Labor Statistics, the field of epidemiology is projected to grow at a faster rate than many other occupations. The BLS predicts that the number of epidemiology jobs will increase by 26% between the years 2021 and 2026. With more candidates pursuing jobs in the field, the task of sorting and prioritizing applications will become more time-consuming. So you should have a solid plan for screening the resumes you receive.
If you post your open position on ZipRecruiter, you’ll have access to sophisticated resume-scanning software to help you identify the most qualified candidates for your role. ZipRecruiter’s services also include automated invitations to apply for your job, which are sent to candidates who may not have applied for your job, but still meet the qualifications you set out.
Prepare a list of epidemiologist interview questions
After you’ve sorted through the many applications you’ve received and narrowed your search to a handful of candidates, you’ll want to start interviewing as soon as possible. Epidemiology services are in high demand. That’s why so many people are studying to prepare for work in the field. But the most qualified candidates will find work quickly. Wouldn’t you like to be able to reach them first?
Effective interviewing is a skill you develop over time. You learn that you have limited time with each candidate and need to come prepared with a short list of well-considered questions to maximize your chances of learning what you really need to know about a candidate. Here are a few questions to get you started, though you may want to tweak them to better fit the position you’re seeking to fill.
Tell me about your career progression in the field of epidemiology. How did you get this far? This general question will allow candidates to fill in some of the details of their work history that they didn’t include in their resumes for the sake of brevity. Along the way, they’ll discuss the skills they accumulated as they moved forward with their careers.
What statistical analysis software are you conversant with? Have you used SPSS? How advanced are your programming skills? A breadth of experience working with different statistical software packages will demonstrate a candidate’s flexibility and ability to adapt to a new work environment and its tools. Programming skills demonstrate a higher level of expertise and demonstrate that a candidate is able to solve complex data problems.
What are the key skills you need to succeed as an epidemiologist? Where do you think you need to shore up your skills? This question has multiple purposes. Candidates typically mention skills that they have in response. If a skill that’s critical to success in your open position is absent from a candidate’s answer, that may be a clue that the candidate may not be up to the job. Asking candidates to assess their own skill gaps will demonstrate their self-awareness and their willingness to address their needs for improvement. Candidates who can’t acknowledge their own shortcomings are less likely to challenge themselves and take advantage of growth opportunities.
What excites you most about epidemiology? This answer to this question will point to a candidate’s professional passion and likely his or her greatest strength. Does your company need someone with passion and strength in that area of epidemiology? If so, take note.
What’s the difference between a case control study and a cohort study? Epidemiologists may use both types of studies to solve public health problems. With a control case study, you begin with an outcome and look back over time to determine a risk factor. With a cohort study, you begin with the risk factor and see who developed the disease and who did not. An experienced epidemiologist will be skilled in both types of studies and know how each one functions in an overall plan to understand diseases.
Be sure to take notes during each interview you conduct or summarize your impressions when you conclude an interview. Don’t rely on your memory — after interviewing many candidates in sequence, it’s easy to forget which candidate provided which answer.
Hire and onboard the best candidate for the job
Once you complete the interview process, you’ll have a lot of data to sort through. How can you organize the information you’ve gathered to help you make the best hiring decision? Your best course of action is to create an objective system for measuring each candidate against the skills and experience you value most. Create a spreadsheet with a column for each candidate and a column for each qualification. The qualifications that are most important to you may vary depending on the specifics of the role you’re seeking to fill, but they might include educational credentials, years of experience, technical ability, versatility and leadership skills.
Using the information contained in your notes, give each candidate a grade for how well they perform against your key criteria. Use a scale of 1 through 5, for example. Then use these figures to create an average score for each candidate. The candidate with the highest scor is likely to be your best choice. Make a competitive offer. Your search may be over. If the candidate you choose declines your offer, move on to the next highest-scoring candidate on your list. You may want to consider upgrading your compensation package to be more competitive.
Once you and a candidate have reached an agreement, your next job is to map out an effective onboarding process. It may take a week or even more to complete. But candidates who are well-oriented in their positions from the beginning will take less time to get up to speed in the long run. An effective onboarding process includes:
- A meeting with a company benefits specialist
- Setting clear expectations
- Providing instruction in core administrative tasks and technical systems
- Pointing out helpful resources
- Scheduling formal time for employees to meet their teammates
- An office tour
- Answering employee questions at each juncture in the process
Design your onboarding process so that it’s efficient, positive and personalized for your new hire.
Where to find epidemiologists for hire
Getting the broadest and best exposure for your job listing ensures you’ll have a wide range of candidates to choose from. Many employers choose to post their jobs on a job-posting mega site like ZipRecruiter. Such sites give you a lot of bang for the buck and are often the first place candidates begin to search for a new job.
You might also consider posting your job in one or more epidemiology professional journals. If you’re looking for an entry-level candidate, you may also want to post your job on some top universities’ career pages.
How to hire epidemiologists FAQ
Are epidemiologists doctors?
How much do epidemiologists make?
That depends on quite a few factors, such as the level of education and experience an employee brings to the job, the location of your facility, whether your organization is public or private and whether an epidemiologist supervises staff.
According to ZipRecruiter, the average salary nationally of an epidemiologist is about $87,000 per year. In California, the average is about $100,000.
Where do epidemiologists work?
How much does it cost to hire an epidemiologist?
Summary of Miami Herald’s how to hire epidemiologist/medical scientists
Here’s an outline of the steps you can take to hire an epidemiologist who suits your organization’s needs efficiently and cost-effectively:
- Decide which kind of epidemiologist will best suit your open position and choose the most appropriate job title for your job listing.
- Create a clear, thoughtful job description upon which to base your listing.
- Screen applicants using resume scanning software. Major job posting sites can provide that technology.
- Develop about 5 thoughtful interview questions.
- Create an objective system for evaluating candidates fairly. Use the skills and experience that are essential for success in the position you’re seeking to fill as the criteria.
- Set your new employee up for success with a great onboarding experience.