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While Pfizer has rapidly elevated its standing in life sciences social media circles, the announcement today that it is creating a “social media channel” on SlideShare suggests that the company may be over thinking its social media strategy. I have nothing against SlideShare (I even have some of my own presentations on the site) but SlideShare isn’t exactly a “household name” in social media circles. And, IMHO it isn’t exactly the most flexible or interactive social media platform available today. 

Ray Kerins Pfizer’s Vice President for External Affairs and Worldwide Communication proclaimed in as statement prepared for the channel’s launch: 

"This channel offers an integrated social media experience, delivering a variety of content -- presentations, video, blog posts -- via the largest online resource for sharing presentations.”We’re pleased to be the first company in a regulated industry to create a custom channel on SlideShare." 

Its launch was announced today at the 6th Annual PR & Communications ExL Pharma Summit being held this week at Pfizer’s New York world headquarters. After learning about the launch I visited the “channel” to have a peek.

Expecting a treasure drove of Pfizer blog posts, videos and other content I was sadly disappointed to find only a handful of PowerPoint presentations about Pfizer’s finances and quarterly results at the site (there were no blog posts, no videos, no followers and no tweets as promised). Also, it appears that the comments and wall section are currently disabled (I logged into my SlideShare account and was still unable to comment on the Pfizer site although @skypen managed to post a comment there). Although Pfizer may think it is leading the pharmaceutical social media vanguard, the launch of its SlideShare channel has already violated one of the basic tenets of social media— no over promising. And, for now, it appears that the Pfizer channel has been set up as a broadcast medium rather than an interactive one—another big no-no in social media circles. 

Maybe I expected too much of Pfizer (after hearing Ray talk at several social media conferences) and I am being too critical. But, launching a social media channel devoid of content and interactive feature is no longer de rigueur on the social web.  If this is what the world’s largest, and possibly one of the most social-media savvy, pharmaceutical companies has to offer, then we may be in for a long and bumpy social media ride in the life sciences industry!!!! 

Until next time... 

Good Luck and Good Viewing!!!!!!!

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Mark Senak, author of the outstanding EyeonFDA blog, who is attending the 6th Annual PR & Communications ExL Pharma Summit this week at Pfizer’s New York headquarters, posted an article this morning about new social media developments at the agency.

First, FDA has finally hired a Director of Online Communications and hopefully will participate in divining regulatory guidance for the use of social media by the life sciences agency.

Second, FDA’s Center for Drug Development and Evaluation (CDER) is considering developing a blog that focuses on issues surrounding drug safety and risk management.

Third, the agency is looking at establishing a presence on Facebook (oh my).

Finally, when queried about the implications of the agency’s planned social media campaign for the use of social media by life sciences companies, the FDA representative suggested that “industry is regulated in ways that the agency is not.” In other words, as Mark aptly quipped: “for now - until there is a guidance or set of regulatory guidelines for social media, the rule of thumb is "do as I say, not as I do... "

Hat tip to the EyeonFDA blog!

Until next time...

Good Luck and Good Job Hunting!!!!!

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Unemployment in the US is still hovering around 10% and in some parts of Europe like Spain it is closer to 20%. In marked contrast, the unemployment rates in Australia (5.1%) Hong Kong (4.5%) and Singapore (2.2%) are much lower. With the exception of Japan, Asian economies have rebounded more quickly from the global recession than those in the West.

According to an article in today’s New York Times there is a growing trend among Westerners to consider relocating to Asia and other eastern destinations to seek gainful employment. This is because many companies in places like South Korea, China, India and places in Asia are enjoying rapid expansion and hiring again. 

Asian recruiting firms estimate that the numbers of job applications and resumes arriving from the US and Europe has risen 20 to 30 percent since 2008. The two destinations experiencing the greatest increases in job applications include Hong Kong and Singapore. This is not surprising because both places are more westernized than other parts of Asia. Indeed, the percentage of Hong Kong companies in June that planned on hiring new workers was at the highest level since 1988. Similarly, two-thirds of Chinese companies in Hong Kong and the mainland queried last May said that they planned on adding new employees in the third quarter this year. In Singapore, 57 percent of companies plan on hiring; the highest rate since 2001.

 Most of the hiring is taking place in the legal and financial services sectors but there are indications that hiring is beginning in sales and marketing, luxury goods, hospitality and other businesses. Also, it is becoming increasingly apparent that many opportunities exist in the life sciences industry including scientists as well as marketing and sales representatives.

While hiring Westerners in Asia is on the rise, the actual number of new hires is relatively small. This is because would-be Asian employers mainly hire Westerners who have previous track records in the region and who bring languages skills and local contacts to the job. However, if unemployment rates among pharmaceutical employees remain high in the West; don’t be surprised if many of your lab mates and colleagues begin to look to the East for gainful employment.

In the past, I have jokingly ended posts about unemployment in the US life sciences industry with quips about looking for jobs in China, India and elsewhere. Unfortunately, this has now become a viable option for scientists and other bioprofessional seeking employment in the life sciences industry.

Until next time...

Good Luck and Good Job Hunting!!!!!!! (Now really check out Asia!)

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Merck & Co today announced that is reached an agreement with Sinopharm Group Co Ltd one of China’s largest biopharmaceutical companies to market its cervical cancer vaccine Gardasil and other protein-based products in China. While the terms of the deal were not disclosed, it is Merck’s first attempt to expand its vaccine and biotechnology business in the rapidly emerging Chinese biopharmaceutical market. Merck, like many other American pharmaceutical companies, now recognize that a Chinese marketing and distribution partner is required to successfully penetrate and compete in China.

Like other big pharma companies, Merck recognizes that its future growth lies in making inroads into emerging markets like Asia, Africa and South America.  Merck executives project that more than 25 percent of the companies pharmaceutical and vaccine sales will come from emerging markets by 2013 (currently 17 percent of revenues are derived from emerging markets). Last May, Merck indicated that it already had 3,000 sales representatives in China which represents a 90 percent increase since 2007.

Cancer is a major problem in China and it is putting a lot of financial pressure on the Chinese government. Moreover, the cervical cancer rate is inordinately high in China mainly because there is no formal screening program similar to those found in the US and Europe. 

Interestingly, the Human Papilloma Virus (HPV) types that cause cervical and other cancers in China are somewhat different than those that cause disease in Western countries. For example in addition to HPV 16 and HPV 18, HPV 58, 52 and 33 have also been associated with a high incidence of cervical cancer in China. This suggests that Merck will have to reformulate Gardasil (which contains HPV 6, 11, 16 and 18) to be effective for the Chinese market.

Until next time...

Good Luck and Good Job Hunting!!!!!! (try China)

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Although the economy is in the toilet and unemployment remains high, highly skilled and ambitious employees are usually not at risk of losing their jobs. In fact, these employees are highly sought after and frequently contacted by recruiters trying to get them to “jump ship.” In other words, there will always be jobs for these employees even though the rest of us may be unemployed. Companies clearly recognize the value of these employees and will use all available strategies to retain them. 

During good economic times, this usually means a promotion and a concomitant salary increase. However, during recessionary times companies tend to promote these “good” employees into position with greater authority without a pay raise: the assumption being that tacking on a fancy new job title with some added responsibilities will be sufficient to stroke an employee’s ego and ignore the lack of additional compensation for a larger workload. 

To that end, the folks over at the online masters degree website recently posted an article entitled Job Title Stuffing 101: 12 Buzzwords to Inflate a Job’s Importance. It is a veritable tutorial on inflated job titles and the one that you ought to avoid (see below) if possible.

1. Manager: This title may be given to anyone and everyone who ever heads up a project or department, no matter how large or small. It’s used to give slight leverage to the person in charge of the task at hand, but can mean little to the project manager’s supervisors. Because many companies push team creativity, the manager is primarily responsible for turning things in and will be the one to hear about if the boss isn’t satisfied

2. Strategist: A strategist of any type simply means you plan tasks and have some idea of how these tasks are most efficiently executed. For example, in the case of a content strategist, it means you create and organize the content of a newsletter, website, or blog. Is the job important? Sure. But for some reason content strategist sounds a lot more impressive than web editor. You take your pick, but if the former is going on your resume, you better deliver.

3. Deputy: In the age of the Internet, there’s a deputy for many jobs. What does this mean? Well, it means you aren’t quite a junior or an assistant, but the company doesn’t have the funds to pay you like they would someone with the actual title. An example is an editor-in-chief versus a deputy editor. One issuse that you may run into being a deputy of any sort is more on your plate than you bargained for. But you’re the deputy, so you can handle it, right?

4. Senior: Companies love to tack this one onto a title. Senior web writer or senior designers are common for firms. What does this senior title translate to? Anyone with 5+ years of experience in a field and still utilizing those skills can serve as a senior, usually without the pay or responsibilities of management. Simply put – you do your job well, but the buck stops here.

5. Producer: This one has become popular for the web. Web producer pops up on many mainstream blogs and sites. A producer can wear many hats, and for a company that means more bang for their buck. Sure, you will be producing content, but expect handling anything the project throws your way even if it isn’t in the job description (and there’s a solid chance it won’t be)..

6. Supervisor: Like managers, this title can be hit or miss. For large corporations that have had to cut back and eliminate lower level management, pawning the title of supervisor off on an entry level employee who’s been in their cubicle for six months means having someone in the office to make sure things run well without having to douse them in a raise. There are some supervisors who are able to oversee a small department, but ultimately are not the first in command for their subordinates.

7. Ambassador: This job title buzzword is almost an insult to the actual word! In the age of promoting, you know, everything, the job title of brand ambassador is given to celebrities in a niche group that endorse the product sometimes without appearing in ads. This person is contracted by the company or simply receives perks and free services from the brand. They often do little more than show up at launch parties and events and plugs the company as needed. For Channel, The Misshapes Leigh Lazar serves as a brand ambassador and for AT&T, there’s Internet has-been Justine. The problem with brand ambassadors is often large corporations are the last to discover the new face of a niche audience.

8. Professional: A friend says that anytime you have to tack the word professional onto your job title, you must not have a real job. This is up for debate, but let’s take a look at a couple of titles that utilize the word. How about professional organizer? Or records distribution professional? By the way, the latter is the new uppity name for mail room clerk. Yes, even those fresh out of college need an inflated job title. Professional used to mean you had proper training for whatever you do, now it means you are paid some type of wage for what you do, no matter how little that is or the responsibility it entails.

9. Consultant: Who knows what you do with this title. It can mean you directly fix problems, as in the case of IT consultants or it can mean you merely offer your advice, in the case of interior design consultants. Many consultants bring in the big bucks and are contracted by major corporations, but many others work for themselves and struggle to get by. While this title isn’t necessarily inflated, it doesn’t really give the total picture of what you’re hired to do either (which you may prefer).

10. Vice President: Somewhere in the past decade, a lot more vice presidents have shown up to the company picnic. Instead of having a manager of ____, that job became VP of Public Relations or VP of Human Resources. It means second-in-command, in that department and not much more. There used to be only one

VP per company, but we’re guessing the more, the merrier, even if it is job title inflation in its boldest form.

11. Global: Even a mom-and-pop shop can have a Global Director of Communications. It can be mom, working from the family’s dry cleaning business to update the company’s Twitter and Facebook pages. Many companies are employing social media personnel and since a lot of these companies indeed do business around the world, why not stick the word global onto the job title of someone who represents your business to the world? It makes the job sound more exciting and may get you onto someone’s Follow Friday!

12. Lead: The word lead in a job title can mean a lot or a little. In some cases, it means you are heading up an operation, but in most cases it means the company is utilizing you for your skills and maximum potential without proper pay. Some companies use this title as a stepping stone between entry level and a lower management position to see if someone is ready for the next tier of responsibilities.

While promotion without compensation is not novel, it is rampant in today’s uncertain economic times. A word of advice: if you are being considered for a promotion, the first thing that I would ask is whether or not the promotion comes with a pay increase. If not, you ought to think twice about accepting the promotion and call the recruiters back who are trying to lure you away to a competitor’s company. Accepting a position with increased responsibility without a pay raise sends a signal to management that you can be exploited and taken advantage of. And, management will likely continue to exploit you until you call that recruiter back who tells you that a person with your title and level of responsibility can earn much more at a competitor company! That begs the question: Is job title inflation without compensation really a good way to promote employee retention? I think not!

Hat tip to onlinemastersdegree.org

Until next time...

Good Luck and Good Job Hunting!!!!!!!!

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There is no question that interviewing is an art and that experienced job candidates may have a leg up on more junior candidates seekers when it comes to face-to-face (F2F) job interviews. That said, there is a commonly held belief among job seekers that hiring managers frequently ask silly, “bonehead” and irrelevant questions during F2F interviews. Examples of these frequently asked questions include “What are your strengths and weaknesses” and “Tell me how you overcame adversity or a difficult situation at work.” 

During a talk that I give on interviewing tips and insights, I usually make light of these and related questions and warn would be job seekers to be prepared for them during F2F job interviews. However, while I poke fun at these seemingly silly questions, responses to them are growing in importance in decision to determine whether or not to extend offers to job candidates. This is because during recessionary times employers have to be more judicious about the qualifications, skills and personalities of the persons that they hire. After all, jobs are few and far between at most companies and hiring managers want to insure that they derive the maximum benefit from all new hires. 

A good example of what goes into hiring decisions these days can be found in an article entitled “Hearing the Right Notes From a Job Candidate" written by Carl Diehl a co-owner of a franchised exercise company. In the article, he describes the interviewing and hiring criteria that he used to hire a person into an entry level position at his company. Much to my surprise the final hiring decision almost exclusively hinged on the response to the question “What do you consider to be the dark side or major weakness of your personality?” As Mr. Diehl aptly stated:

This type [of question] focuses on performance and accomplishing tasks, but can be oblivious to the emotional needs of themselves and others. Obviously, an awareness of this kind of flaw is very significant in business as well as in personal relationships.

Most of the applicants did not have a clue about what I was looking for when I asked about that “dark side.” The two finalists, however, told me that while people with this personality type might be very hard-working and results-oriented, they could also be unaware of the effects of their actions and words on other people. That demonstrated the kind of emotional maturity I was seeking.

Also high on his list were, energy, creativity and problem solving skills. I highly recommend those of you who are actively seeking employment to read the article. It will definitely help in your job search and prepare for your next F2F job interview.

Until next time...

Good Luck and Good Job Hunting!!!!!

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In this week’s New York Times “Corner Office”, Aaron Levie, the 25 year old CEO of Box.net a Silicon Valley online file storage company had provided these valuable insights and tips about interviewing and hiring new employees. 

Q. Let’s talk about hiring.

A. One thing that’s really important is understanding what they’ve done in their career. Just walk me through how you got to where you are today. What are the factors that led to specific decisions — that can give you a level of insight into behavior and how they make decisions.

Energy and persistence are the two most important factors, in addition to just having a clean résumé where there’s nothing crazy going on.

Curiosity is another big thing and a way to identify who’s going to be energetic and have the right attitude.

Q. If you could ask a job candidate just a few questions, what would they be?

A. “What questions do you have for me?” That will help you see how they’re thinking about the challenges. A lot of times I’ll say, “When you’re thinking about Box as an opportunity, how do you compare it to other organizations? What do we have that you want to be a part of?” Getting them to articulate the values back to you about what kind of organization they want to be a part of can actually be very useful.

Although Mr Levie is only 25 years old, the things that he looks for in new hires and the type of questions that he asks during face-to-face (F2F) job interviews have stood the test of time!

For the complete interview, please visit.

Until next time

Good Luck and Good Job Hunting!!!!!!

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The New York Times reported today that French drug maker Sanofi Aventis has made a bid to purchase beleaguered orphan drug manufacturer Genzyme. According to the report, Sanofi approached Genzyme about two weeks ago about a possible sale. Sanofi is currently waiting for a response from Genzyme. If Genzyme rebuffs the takeover bid, persons close to the deal said that Sanofi may possibly try to acquire Genzyme via a hostile takeover bid.

Sanofi is facing revenue losses because many of its blockbuster products including the anti-clotting agents Plavix and Lovenox will or have lost patent protection. Plavix's patent expiry will occur in 2001 whereas Lovenox has already lost patent protection ( yesterday the FDA approved a generic version of the drug). Further, Sanofi, unlike most major pharmaceutical companies, is glaringly deficient in biotechnology products and has long been known to be seeking a quick entry into the biotech market. To that end, the Genzyme bid makes complete strategic sense to bolster sales and secure Sanofi's future.

Genzyme is the fifth largest biotechnology company in the world. Sales of it orphan drugs to treat Gaucher’s, Fabry and Pompe disease annually exceed $3.0 billion in sales even though they are used to treat small numbers of patients (<20,000).

Genzyme’s value has plummeted in the past year because of manufacturing problems and is currently operating under a US Food and Drug Administration consent decree after being fined $175 million by the agency. Many shareholders have called for the dismissal of Henri Termeer, Genzyme’s CEO for the past 25 years. To date, Termeer has refused to step down even though Genzyme’s stock continues to under perform. News of a possible takeover caused Genzyme’s stock price to soar; gaining more than 15 per cent on Friday to $62.50.

I believe that Sanofi is approaching Genzyme at the right time. Recently, Genzyme reached an agreement with Carl Icahn, who owns a substantially amount of stock, to prevent a proxy battle to reshape Genzyme’s board and oust Termeer. Also, another major shareholder, Ralph Whitworth, is unhappy with recent events at the company. Sanofi’s acquisition of Genzyme would provide a quick entry into the biotechnology and orphan drug markets and also appease shareholders like Icahn and Whitworth if the deal is rich enough. Also, Sanofi’s manufacturing experience would help Genzyme overcome its problems in that area.

Stay tuned for updates.

Until next time...

Good Luck and Good Job Hunting!!!!!!!!

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An article in today’s New York Times business section loudly proclaimed that the number of people using Facebook had topped 500 million. Further, according to the article: “The company has grown at a meteoric pace, doubling in size from a year ago and each month, more than 30 billion photographs, links to Web sites and news articles are shared through the site, and its members spend roughly 700 billion minutes there.”  

While these statistics are mind boggling and represent an incredible business opportunity for any company, life sciences companies including most major pharmaceutical and biotechnology companies have largely shunned Facebook. In a post earlier this week on EyeonFDA, its author, Mark Senak rightly noted that:

 “When social media began to ebb from a media pathway for individuals to connect, to one where institutions and industry began to employ social media as a means of communicating with their constituencies Facebook has become an extremely important referral source - a driver of traffic - to Web pages.” Despite this, “the pharmaceutical industry, as a highly regulated industry, has lagged behind other sectors.”

The reasons for pharma’s reluctance to use social media to engage stakeholders are numerous. The most common ones offered include the lack of regulations guiding the use of social media and its possible effects on adverse event reporting for approved medicines. However, the lack of regulatory guidance and consequences for adverse event reporting didn’t prevent life sciences companies from building branded product websites, sponsoring patient communities or investing in social networks for physicians. Therefore, it is unlikely that the lack of regulatory guidance and fears of overwhelming adverse event reporting aren’t responsible for pharma’s reluctance to embrace social media. I suspect that the real reasons may have more to do with increasing transparency surrounding clinical testing, drug approvals and drug pricing and reimbursement. But, I digress....

Interestingly, despite the lack of regulatory guidance and concerns over adverse event reporting, some pharmaceutical companies have chosen to boldly go where no other life sciences companies have gone before on Facebook.  According to Mark, the following companies have created corporate or disease/cause-related fan pages on Facebook:

1. Labs Are Vital sponsored by Abbott Laboratories
2. AstraZeneca US Community Connections
3. AstraZenecaCareers
4. Bayer Karriere
5. Bayer Sustainability
6. Johnson & Johnson Network
7. Nursing Notes by Johnson & Johnson
8. Pfizer

While the number of person who are fans of these pages are minute (as compared with the total number of Facebook users) they likely represent highly committed and focused groups of user—any pharmaceutical marketer’s dream! Although Facebook still subscribes to the notion that “bigger is better, niche networking and social media sites are growing in popularity. This is because these sites may give marketers and advertisers a “bigger bang for their buck” as compared with larger, more unfocused and disparate user communities. In other words, penetration and uptake rates are likely to greater in focused niche populations as compared with the general population at large.

I have long contended that social media tools can be used for other than promotional purposes in the life sciences industry. To that end, the use of social media for clinical trial patient recruitment and retention is rapidly expanding and there are signs that pharmaceutical companies have finally recognized the power of social media for recruiting purposes e.g. AstraZenecaCareers .  

I have no doubt that the life science industry will eventually recognize the utility power of social media. It is no longer a question of “if” but rather ‘when” for social media and the life sciences industry?

Until next time...

Good Luck and Good Job Hunting!!!!!!!! 

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Yesterday, I posted a piece on "hit'  throughput screening (see below).  At the time, I learned about  'hit" throughput screening, I mentioned that  I had never heard of "hit" throughput screening but I did know about high throughput screening.  As it turns out, there was a problem in translation and in fact, there is no such thing as hit throughput screening and it is actually high throughput screening.  Mea Culpa!  I apologize for the error and in the future I will be assiduous in my fact checking before I post (a lesson that the boneheads in the Obama administration learned the hard way in the recent Sherrod brouhaha)

The Growth of High Throughput Screening

No; this isn’t a typo! My colleagues at Meet the Boss sent me a press release today about efforts underway at Pfizer and GlaxoSmithKline to redefine HTS to mean “hit” throughput screening rather than high throughput screening. As many of you may know, high throughput screening which began in the mid 1990s was supposed to revolutionize drug discovery and development—it did not! Nevertheless, after almost 15 years of refinement it appears that the technology may be paying off and can be used as an adjunctive tool to expedite and lower the cost of small molecule and protein-based drug discovery. While I don’t know much about this emerging technology, the press release presented below suggests that a meeting about HTS may be in the works. 

It is understood that huge amounts of money have been invested into drug discovery and the biggest problem faced by the industry is investing in drugs which may not make it onto the market. Europe has always been seen to trail behind the US when discussing drug discovery within the pharmaceutical industry, but with the biotechnology revolution they have begun to catch and becoming a driving force within the global industry.

The NGP EU committee has been celebrating the success of their pioneering roles in genome sequencing and the development of proteomic. Pfizer has recently announced to the NGP Drug Discovery committee that they plan to roll out a hit identification and screening file strategy. The process will offer a new flexible strategy for hit identification while sculpting a more reliable and efficient screening process. 

High throughput screening (HTS) has grown rapidly over the last ten years and Pfizer themselves noted the huge advances in both detection technology and laboratory automation. Pfizer believe that not only big Pharma but also smaller companies can implement HTS as well. By implementing HTS,  it can remove the indecision over which compunds will be profiles, many smaller companies agonize over the costs of conventional profiling sometimes only choosing between 10 and 20 compounds, this already removes other possibilities before true research can really begin. Pfizer among other members of the NGP EU Drug Discovery committee wish to discuss how they wish to implement large scale profiling at a lower cost, while maintaining the incredible biological, technological, and scientific advancements they are already demonstrating globally.

GSK have also joined Pfizer recently in encouraging the implementation of HTS. “We are now at a stage where we can exploit the benefits of cutting edge technology for increased quality, performance and capabilities. We also have the option to supply the same number of compounds, with the same level of quality at an affordable price”. 

Key to discussions will be representatives from AstraZeneca - Goran Wennberg, VP Discovery Information, Bayer Schering Pharma - Andreas Busch, Head of Global Drug Discovery & Member of the Board , Novartis - Olivier Grenet , Group Head of Genome Biology ,GlaxoSmithKline - Tino Rossi, VP of PreClinical Drug Discovery & Enabling Technologies and Pfizer - John Mathias, Head of High Through Put Screening all determined to firmly place Europe as the Drug Discovery capital.

The discovery and implementation of HTS not only offers an opportunity to smaller Pharma companies but also the consumer, if research and quality is increased and cost decreased this in turn will be passed onto the consumer.

Stay tuned for more details.

Until next time...

Good Luck and Good Job Hunting

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Let’s face it; there aren’t many employees in the workforce who have good things to say about their bosses. Bosses are generally reviled and in some cases the criticisms and pejoratives are truly warranted. To that end, while viewing my @BioCareers profile, I noticed that @eBossWatch was following me. The name piqued my interest ( I thought somebody was hawking Hugo Boss watches) and I clicked on @eBossWatch’s website to learn more.

Much to my surprise it turned out that eBossWatch has nothing to do with watches but everything to do with rating bosses! Founded in 2007, the website is designed to alert prospective employees about unsavory and difficult bosses before accepting a job offer. Bosses are rated by answering survey questions and each year eBossWatch assembles a list of America Worst Bosses. Also, you can search the site with your bosses name to see what his/her rating is. The site has been featured on Forbes.com, MSNBC, Business Week, the Los Angeles Times and the New York Post.

I think it is a great idea and one of my favorite parts of the website is its tagline: “nobody should have to work for a jerk.” Amen!

Until next time

Good Luck and Good Job Hunting !!!!!!!

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Some of you may have noticed that a new tab entitled “BioCareers” has been added to the BioJobBlog navigation bar.  If you click on the tab you will be taken to the BioCareers a new  job board and search engine agent created by Career Management Source and BioCrowd. 

BioCareers offers real time job listings, application tracking, and e-mail job alerts. Employers can post jobs, advertise jobs, search resume databases and have jobs listed on other jobs like Job Job-Job Health and Twitter jobs. 

The search engine that powers BioCareers automatically pulls life sciences jobs in real time and updates job searches when positions are filled or new ones become available. Candidates can search for jobs by location or job title. One of the nicer features of BioCareers is candidate e-mail alerts that are automatically generated when new jobs are posted or added in real time by the search engine.

To check out BioCareers click on the BioCareers tab or here.  We are in beta right now; so let me know what you think!

Until next time...

Good Luck and Good Job Hunting!!!!!!!

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It is summer and most companies implement “summer hours” for their employees. For those of you who may not be familiar with summer hours, they usually begin on Memorial Day weekend and end after Labor Day and allow corporate employees to leave early on Friday to maximize summer weekends. Further, at some companies employee can Fridays off as long as they put in their requisite 40 hours before leaving on Fridays. Generally speaking, companies kick back during the summer and the work environment is much less formal than in non-summer months. Consequently, many employees are in “casual mode” and sometimes they forget how to dress at work during the summer! 

Like it or not, most companies have business dress codes that must be followed all year long regardless of whether or not summer hours are in effect. With this in mind, I came across an article from Monster.com that provides guidance on how to dress at the office during the summer to avoid running a foul of workplace fashion police! 

Read and learn!

Until next time...

Good Luck and Good Dressing!!!!

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There are signs that the economy is improving and that unemployment levels have dropped from a high of 10.1 % to current levels which are hovering around 9.5 %. While this is good news, job cuts continue at many pharmaceutical and biotechnology companies as drug candidates fail in clinical trials and technological advances make certain employees dispensable.

Yesterday, Johnson and Johnson announced that it would layoff 300 of 400 employees who work at the Fort Washington, PA plant that was responsible for the recent Tylenol brouhaha and recall. According to a post on the Pharmalot blog:

”The employees are being let go because it is not clear when the plant will operate again. A J&J spokeswoman says the “best estimate” is the middle of 2011. It isn’t clear at this point whether or not any McNeil executives who oversaw operations at the troubled facility will also be shown the door."

In other news, Adolor, a Pennsylvania-based specialty drug maker, announced yesterday that it was laying off 30 workers or 30 per cent of its workforce to preserve capital and advance its opioid bowel dysfunction clinical development program through proof-of-concept studies in 2011. Also on Friday, the company stated in a press release that two new drug candidates it was developing with Pfizer to treat pain caused by osteoarthritis did not work better than a placebo in a Phase II clinical trial involving 400 patients. The company has one drug on the market, Entereg, a treatment that helps restore bowel function in adults who have undergone bowel re-section surgery. Earlier in the week, GlaxoSmithKline, which co-developed Entereg, scaled back its relationship with Adolor.

Finally, Eli Lilly & Co told its employees that it plans to cut 340 information technology jobs in 2010. Most of the cuts will take place in Indiana (Lilly’s corporate headquarters is in Indianapolis). The company has 1,350 information technology employees nationally. Earlier this year, Lilly has said it will eliminate 5,500 jobs by the end of 2011 to save $1 billion.

Until next time...

Good Luck and Good Job Hunting!!!!!!

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As you may know, BioJobBlogger was recently sued for defamation, invasion of privacy and punitive damages by Donna Roberts and Dawn Abrams two so called dog breeder.

To that end, a group of concerned dog advocates and friends have created a website called Stop Puppy Fraud to help to raise awareness about fraudulent dog breeders and to help raise money to defray legal expenses.

P.S. The dog in the pic is Moose-- a two to five year old mixed breed dog (misrepresented as a 9 month old Havanese purebred) rescued from Abrams and Roberts.

Thankfully, he is in much better shape today than in the pic (taken less than a week after we purchased him from Dawn Abrams) with bilateral ear infections, a fulminant urinary tract infection that prevented him from urinating and necrotic gums and rotting front teeth that were ultimately saved by a veterinary dental expert).

Until next time...

Good Luck and Help Save the Puppies!!!!!!

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Whenever I do resume critiquing at scientific meetings, someone always asks about how to negotiate a job offer.  Most of the people that ask the question aren't even close to receiving a job offer and I do my best to deflect the question.  However, at a recent meeting, I spent 30 minutes with a PhD student who had received an offer advising him on how to get a better deal from his prospective new employer.  This got me thinking and I invited Joe Tringali, a veteran recruiter with lots of negotiating experience to write a blog post about strategies and things to consider when negotiating a job offer.

The "Dos" and "Don'ts" of Negotiating a Job Offer

by Joe Tringali

Invariably, the topic of salary negotiations in the interview process makes its way to the surface and, as a seasoned professional recruiter, I have a few thoughts that I would like to share with jobseekers.  During the course of my almost 30 year career, I have work as a traditional “headhunter” and also as on onsite contract recruiter for pharmaceutical and biotechnology companies, shifting gears and mindset as warranted by the particular client and the task at hand. In other words, I have been on both sides of the negotiating table either on behalf of a job candidate or a client company.

Fundamentally, job seekers need to understand the “economics” surrounding their search; who—the candidate or employer—has the most leverage in the relationship? Is there more demand than there is supply for a candidate with a specific set of skills or is there an excess of talent allowing an employer to choose the absolute best candidate for job. That said, consider the following:

A candidate who has received an offer can always try to negotiate to see how far they can push  the employer. As a rule of thumb, the initial offer that is proffered is usually not the best offer and if you aren’t satisfied with it, try and negotiate for a better deal.  If you ask and you don’t get what you want, the initial offer will likely still stand but you won’t have any regrets or say to yourself “I should have asked” if you eventually accept the offer. On the other hand, if the offer IS negotiable, it’s most likely only negotiable within a finite range. To that end, you must “come to the table” knowing your worth and what the compensation and benefits standards are for comparable positions in the industry. Rest assured that the prospective employer is at least as prepared as you are (usually more so) when it comes to negotiating offers. After all, most companies have dedicated compensation departments that spend a good portion of their workweek establishing fair compensation ranges. This doesn’t mean that you shouldn’t ask and attempt to negotiate, but simply that you must temper your expectations and not “expect the world.” Typically, employers are limited with what is negotiable in an offer. Things that are typically not negotiable are base salaries and healthcare and financial benefits. Other things like vacation time, sign on bonuses, relocation costs etc are. The reasons why base salary and benefits are not negotiable are because companies try to maintain internal equity among its employees.

When to negotiate? The obvious answer is to negotiate from a position of strength—when a formal offer has been extended (but never before). The offer signals that a company “wants you” and the candidate ought to consider the offer as it stands. Assuming the offer is fair (and the candidate SHOULD know his/her worth as part of the search process), accept it and move on with your career. Should you feel it isn’t quite up to par based on your understanding of your skills and marketplace demand, you might consider a conversation that sounds something like the following:

“I’m thrilled to receive the offer and am trying to find a way to make this work for both parties. My understanding of the market ( from online research, university career services, friends with similar experience, in similar roles, in similar geography,  is that an offer of 2k more might be more in line. IF there is any way you can bump the offer up by 2K, I will accept it and start on XXX date”

In other words, you are offering something back (acceptance/start date) in exchange for a possibly bump in the offer (most companies want you to start sooner rather than later). The worst case is that the employer comes back and says they cannot do any more with regard to compensation. Depending upon your assessment of the situation, you might then try to negotiate additional vacation days or an increase in relocation costs to offset the $2K that you need to feel comfortable to accept the offer. If the answer is still no, the original offer stands until you either accept or reject it—the decision is yours. Generally speaking, most offers are fair and in the range you might expect given your background and years of experience in the industry. But, only you can determine whether or not an offer is right for you. Ultimately, that decision ought to be based on compensation requirements, job responsibilities, geography, and whether or not an offer will meet your needs at this particular time in your life.

Until next time...

Good Luck and Good Job Hunting!!!!!

Joe Tringali is a Principal with Tringali & Associates, Inc., a recruitment consulting practice based in Manchester, New Hampshire. He has over 30 years of progressive experience in the field of Human Resources and is particularly well-qualified in the design and implementation of creative staffing programs and executive search practices within the Life Sciences. Some his clients include Pfizer, Eisai Pharmaceuticals, Millennium Pharmaceuticals, Biogen Idec, Genzyme , TKT/Shire , Harvard University and Infinity Pharmaceuticals.

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I came across this excellent article written by Carol Martin a professional career coach.  The tips that she provides are useful and have stood the test of time!  So read and learn!!!!

Not getting a follow-up call when promised is a very common occurrence. Candidates are sometimes sure that they aced the interview and are perfect for the position, in fact they are anticipating a call and an offer. But instead they get "nothing." No offer; no call. They never hear from the company. This is not only frustrating, but reflects poorly on the company. In fact it is rude. What can you do about this situation? Here are some tips on how to handle the follow up that may save you from some anxiety.

1. Try to find out about the decision-process before you leave the interview. Ask when you could expect to hear back. Take that date and then add a few days before you start to worry.

2. Always send a follow up addressing any concerns you may have picked up or any thoughts you had about the position since the interview. Think of this as one more chance to put yourself in front of them.

3. After you have waited for a reasonable period beyond the date they stated, call and inquire as to the status of the position and whether you are still in the running.

4. As a general rule, don't call on Mondays - bad day to market anything. 5. If you leave a message inquiring about the status of the job, and no one calls you back after a couple of attempts - move on and forget about it. Don't call back more than a couple of times. There is a fine line between being persistent and being a pest. 6. If you are told you are no longer under consideration, try asking for feedback (most of the time they won't give you any, but still worth a try). Ask if there is any additional information that you can supply that will convince them that you are the right person for the job.

7. Don't rely on one job interview. No matter what was said in the interview – continue your search. There have been too many bad examples of those who thought they were a shoe-in - only to get a reject letter.

8. Don't take it personally! There are about a thousand reasons that could have affected your chances.

9. Accept the fact that not all companies are right for you. Just like blind dates - they are checking you out and you are checking them out. Sometimes it's chemistry – and sometimes it wasn't right for you – for whatever reason.

10.Try not to get discouraged by the rejects. It's a numbers game and your turn will come if you hang in there.

Copyright (c) 2007 Carole Martin, The Interview Coach

Until Next Time….

Good Luck and Good Job Hunting!!!!!!!!!

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Congratulations! The resume that you spent many hours carefully crafting has resulted in a face-to-face interview at a Company that you are extremely interested in. After the adrenalin rush has worn off, you think “OMG, I have to put together a seminar, make travel arrangements and buy new clothes and shoes (well only if you are a woman)”. Although you may think that the hard part of your job search is over; think again….the fun is just beginning.

The fact that you been invited to a face-to-face interview means that you likely possess the knowledge and technical skills required to performed the job that was advertised. The true intent of a face-to-face interview is to determine whether a job candidate has the personality and so called “soft skills” to easily fit in with a company’s corporate culture. Corporate cultures and soft skill expectations vary widely from company to company. That said, it is important to remember that certain types of behavior are expected of ALL job candidates during a face-to-face interview. I discuss a few of these expected behaviors below.

First, regardless of the state of affairs in your personal or professional life, you must always be upbeat and positive. Every person you meet should be greeted with a smile and a comment that goes something like “It is a pleasure to meet you”. Nobody wants to talk with (or possibly work with) a chronically unhappy or negative person. True, there ought to be diversity in the workplace (unhappy people have rights too) but when it comes to a positive attitude it is a requirement in the corporate world. Second, always make eye contact with your interviewers. We are social creatures and not making eye contact may signal to the interviewer that you are either anti-social or lack basic interpersonal communication skills. Further, never interrupt an interviewer when they are asking you a question. Yes, everyone gets excited and wants to show the interviewer how smart they are, but cutting a person off in mid-sentence is not polite nor is it ever appreciated by the person who is talking. Always answer questions directly and honestly. Never exaggerate or stretch the truth (as appealing as it may seem in the moment)….it will likely come back to haunt you in future. Also, do not offer the interviewer more information than is necessary. For example, an interviewer may say “I see that you did your postdoctoral work with Dr. Doolittle at MIT”. An appropriate response to this statement could be something like “Yes, he/she was my supervisor during my 8 years in the lab. An inappropriate response may go something like “Yes I worked with Dr. Doolittle for 8 years and, I have to tell you, it was the worst 8 years of my life because Dr. Doolittle is nuts”. Although Dr Doolittle may actually be nuts, you do not know what the interviewer’s opinion of Dr. Doolittle is and, for all you know, they could be best friends. Which leads me to my next recommendation– never play the name game. What I mean by the name game is illustrated in the following example. An interviewer asks you, “BTW, did you ever work with Dr. Spock while you were working for Dr. Doolittle at MIT?” If you did in fact work with Dr. Spock, an appropriate response may be “Yes, I worked with Dr. Spock on several occasions.” It is never a good idea to share your actual experiences or true feelings (positive or negative) about a person with the interviewer. This is because you do not know what the relationship is between the interviewer and the person whose name was mentioned. In the example with Dr. Spock, it may be that Dr. Spock slept with the interviewer’s spouse (stranger things have happened) a few years ago and saying anything remotely positive about Dr. Spock, in this instance, is highly unlikely to garner you a job offer.

Frequently, candidates either go out to lunch or dinner with company employees who are hosting the interviewing visit. Just because you are no longer talking with these folks onsite, don’t think that you can relax, kick off your shoes and let your hair down. Contrary to popular belief, you are still being carefully scrutinized and evaluated for your social skills and how you might represent the company (if hired) in social situations. That said, follow the lead of your host(s). If he/she orders an alcoholic beverage, then it is perfectly acceptable for you to also order a drink. However, if you tend to “loosen up” after a few drinks (remember; loss lips sink ships) it may be wise to limit or not drink alcohol during the meal. Finally, and surprisingly perhaps most importantly, remember to turn off all electronic devices before you step in the building to begin your interview. In fact, you may want to leave your cell phone in your rental car or briefcase (turned off ) for the entire interview. A ringing cell phone during an interview is a definite “job killer”.

Until next time…..

Good Luck and Good Job Hunting!!!!!!!!

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Under ideal circumstances, job interviews can be very stressful and emotionally draining. After all, how you perform on a job interview will likely determine whether or not you get an offer for a position. Unfortunately, unless you are an experienced jobseeker, who has has participated in many job interviews, you will likely be taken by surprise at your next one.  To that end, the following tips, when adhered to, will likely help to reduce your stress level at your next job interview and possibly increase your chances of getting a job offer.

• Allow yourself an ample amount of time to arrive on time at your interview; if, for some reason, you are running late (never a good thing) call ahead ASAP and let your host know that an "emergency" or "traffic problem" is responsible for your tardiness. In general, it is a good idea to arrive at an interview 10-15 min early or right on time. Arriving early allows you to relax, assess the interview space and collect your thoughts before the interview begins.
• Bring extra copies of your resume with you. In my experience, most of the people who you meet will not have read or misplaced your CV. By bringing extra copies with you, your prospective employer is likely to think that you are organized, thoughtful and reliable.
• Regardless of what is happening in your life, it is always a good idea to be personable, upbeat and “positive” on a job interview.  I recommend that you greet everyone (no matter what their standing is with the organization) with a smile and a comment that goes something like “It’s a pleasure to meet you”.  Nobody wants to talk (or possibly work with) a disgruntled or unhappy person.
• Always make eye contact when talking with anyone. We are, by nature, social creatures and a lack of eye contact (or an inability to look directly at a person during a conversation) may cause the interviewer to think that you may lack the requisite interpersonal communication skills necessary for the job.
• Don’t offer an interviewer more information than is necessary. Direct and concise answers are appropriate. Also, these types of responses show the interviewer that you can think quickly, clearly and decisively.  Don’t waste an interviewer’s time with rambling, unfocused answers or stories that are not relevant to the question that was asked. They are busy people and have other things that must be accomplished in additional to interviewing you.
•  Answer all questions as honestly and forthrightly as possible.  If you don’t know the answer to a question, don’t hmmm and haw simply say so!  However, I recommend that you soften the “I don't know response” with verbiage that resembles: “Pause ….hmmm.....That is a very good question …..Pause....I don't know the answer to that one!  Or you can say: Gee I don't know the answer but perhaps you can give me your ideas on the topic?” Also, by pausing, you may sometimes be able to come up with an answer that originally eluded your when the question was first asked.
• Never interrupt an interviewer when he/she is talking or in the middle of a thought. When appropriate, always allow the interviewer to control the flow and pace of the conversation. This signal to the interviewer that you can act professionally, are a team player and can be easily managed or supervised if you decide to join the organization.
• When eating lunch or dinner with prospective co-workers always act professionally and don't "let it all hang out."  This isn't meant as a time for you to kick back and "level" with the guys and gals. This is a chance for current employees to assess your social skills and offer them  a glimpse of how you may represent the organization if hired. Everything you say or do will ultimately be reported or  find its way to the person who will be your immediate supervisor. Remember; although you are in a social setting, you are still being scrutinized for your professionalism. So, always act responsibly and professionally when dining with prospective co-workers or managers.
•  Never drink alcoholic beverages at lunch (even if your host(s) does) and only at dinner when your host(s) orders a drink first. Also, if you cannot “hold your liquor”, I highly recommend that you don’t drink alcoholic beverages at any during your interview.
•  Ask questions about the company when appropriate. Prospective employers love when job candidates ask questions about the company or their roles in the organization. This shows prospective employers that you have done your homework and are interested in possibly joining the company. Also, it gives you an opportunity to assess a company’s culture and whether or not you will be able to fit in if you decide to join the organization.
• TURN OFF ALL CELL PHONES, PAGERS, BLACKBERRY DEVICES and iPHONES when the interview begins and leave them off.  Nobody likes being interrupted during a conversation by a ringing cell phone, blackberry, or pager. If you are so important that you need to be electronically-connected at all times, then you probably don’t need the job that you are interviewing for!
•  Never say anything derogatory or pejorative about anyone when interviewing. In case you haven’t noticed, the scientific community is a small one and chances are that one or more of people you meet will know some of the same people that you do!  Everyone loves to gossip so be careful about what you say and how you say it!
• Interview to win! Receiving one or more job offers likely indicates that you are qualified for a job and your interviewing skills are good. Multiple interviews without offers signal that something may be wrong with your interviewing skills or technique. If this is the case, I urge you to seek a career coach who specializes in mock interview training.

Like everything else in life, practice makes perfect. That said, the more job interviews that you go on, the more experienced you will become and the more job offers you will likely receive.  

Until next time….

Good Luck and Good Job Hunting!!!!!!!!

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Life sciences employers ranging from academic institution to private sector companies are increasingly turning to telephone interviews as an initial means to screen prospective job candidates. While in many instances these interviews are perfunctory, they are conducted for two main reasons. First, the employer wants to verify that the information presented by the candidate in his/her curriculum vitae is correct and accurate. Second, and perhaps more importantly, to determine whether or not a candidate has sufficient oral communications skills that warrant the cost necessary to bring a candidate in for a face-to-face on site interview. 

The use of telephone interviews has become increasingly popular because of the escalating costs associated with bringing candidates in for onsite interviews and a growing number of foreign born applicants applying for life sciences jobs. Put simply, a prospective employer can easily determine an applicant’s command of the English language and his/her immigration status in a telephone interview. Both immigration status (permanent resident or citizenship) and outstanding command of the English language have become of paramount importance to most life sciences employers over the past five years or so. However, it is important to note, that individual employers place different emphasis on the qualifications and skills of applicants for different job opportunities within an organization.

Like it or not, you may find yourself in the position of having to participate in a telephone interview before a decision is made on whether or not you may be invited to visit for an onsite interview. To that end, Pete Kistler, CEO of Brand-Yourself.com, recently posted a great piece that describes how to best prepare for a phone interview. He offers seven easy-to-follow tips that are likely to increase the probability of a visit for an onsite interview.

1. Use a landline. You don’t want to risk having problems with cell phone service. It is irritating for employers to conduct interviews if the call breaks up frequently or is dropped completely. If you don’t have a land line at home, just make sure you are in an area with as much cell phone service as possible. Do what you can so the process runs as smooth as possible.

2. Keep your materials handy. In fact, lay everything out in front of you. This includes your resume, notes about your career objective (even if it isn’t included in your original cover letter it’s a good idea to have this out depending on the questions he will ask you), a pen and pad of paper for note-taking and anything else you think may be helpful during your interview. Because you won’t have to schlep into an office, you can have anything out in front of you to aid with your success.

3. Steer clear of distractions. Find a quiet place to interview and stay there! There shouldn’t be any noise in the background to distract you or your potential employer. However, it is understandable that this can be tricky if you have young children at home who need your attention. When you set up your interview appointment, try to schedule it for as precise a time or window as possible. That way, you are able to avoid possible distractions (ex.: your phone interview is between 4 and 4:30, so no one can have company over during that time, the kids are fed and occupied or a sitter will watch them, if need be.)

4. Speak slowly and clearly. When you speak to people face-to-face, you are able to understand what they are saying more clearly because you can see their mouth move. So in a way, you are reading their lips! Neither you nor your potential employer will be able to do this over the phone of course, so speak clearly and a little bit more slowly than you would if you were talking to this person in person. If you can’t hear him, drop hints that he isn’t speaking clearly or loud enough by politely asking him to repeat himself. If this makes you uncomfortable at all you can always blame it on your phone: “I’m really sorry, it’s hard to hear you, the volume on my phone just won’t go up!”

5. Remember – you can’t be seen. That means that anything you say cannot be interpreted by your body language. Beware of jokes or sarcastic remarks that would have been harmless had he seen your facial expression. Maintain your professionalism; stay on target with the interview topics and focus on the key information about you that will get you hired.

6. No eating, drinking or chewing gum! This is self-explanatory. But, we humans are creatures of habit and might pop a potato chip in our mouths at just the wrong moment. However, when I say no eating or drinking I mean during the phone interview. You should eat beforehand to get your brain going so you can focus.

7. Prepare questions ahead of time. Just like in a personal interview, prepare a few questions to ask your potential employer at the end of your phone interview. Some examples are:

“What is the start date for the opportunity?”

“What software/equipment would I be using?”

Remember – do not ask about salary or benefits until the employer has brought it up.

Fortunately, it can be less intimidating interviewing over the phone with these telephone interview tips and you may even feel more confident that you’ll do well. Great! As long as you are fully prepared and take the necessary precautions, there is no reason why you shouldn’t have a successful phone interview.

Until next time....

Good Luck and Good Job Hunting!!!!!!!

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What is the real purpose of a business card? Everyone knows that they ought to have one but do they really help to generate business or aid in a job search? According to the “experts”, a business card is an integral part of any corporate or personal marketing plan (that’s right it is okay to market yourself). Of course, you can't expect a business card to tell the whole story about you or your company. That said, the real purpose of a business card is to present a professional image or impression so that people will remember who you are after they meet you.
It goes without saying that a business card can make or break a client's first impression of you or your company. In fact, it is likely that this little card makes as much of an impression as your personal appearance, the clothes you wear or the blackberry model that you carry! With this in mind, I offer the following suggestions regarding creation of business cards for personal or corporate use.

Information On the Card

You MUST include your name, title, company name, address, phone number (or numbers, if you want to include your cell), e-mail and Web site. After all, if someone wants to contact you after receiving your card, you contact information better be on it!

Business Card Style

Choose a card style that's appropriate for your business, industry or personal style.. When crafting a design, start with the style that best supports the business image you wish to project. To help you get started, here are five different card styles for you to consider:

Basic cards. A basic card is usually printed in black ink on plain white or cream stock.This is a good style to choose when utility is all you need. It's a no-nonsense approach that can appeal to clients and prospects who would not be impressed by fancy design features-the people who want "just the facts, ma'am." The design is simple, and the information is clear and concise.

Picture cards. Having your face on your card-whether it's a photograph, a drawing or a caricature-helps a contact remember you the next time he or she sees you. Images representing a product or service, or a benefit your business provides, can help you communicate your business better than dozens of words. A splash of color (rather than just black and white) is often helpful on a picture card, too.

Tactile cards. Some cards are distinguished not so much by how they look as by how they feel. They may use nonstandard materials, such as metal or wood, or have unusual shapes, edges, folds or embossing. Tactile cards tend to be considerably more expensive than regular cards because they use nonstandard production processes such as die cuts. But for some businesses, this more unusual card may be worth the price.

Multipurpose cards. A card can do more than promote your name and business-it can also serve as a discount coupon, an appointment reminder or some other function. It may also provide valuable information that the average person may need. For example, a hotel may include a map on the back of its card for any guests who are walking around the local area. A card of any type can be made multipurpose by adding any of these types of features.

Outside-the-box cards. A wildly original, fanciful or extravagant presentation can draw extra attention. Creativity knows no bounds-except the amount of money you wish to spend. Some examples are cards made of chocolate or that folded out into a miniature box to keep small items in.

Printing the Cards

Once you've settled on a basic idea for your business card, it's time to head to the printer. There are four primary considerations when ordering business cards:

Weight. Most business cards are printed on 80-pound cover stock.

Finish. Of the three available-smooth, linen and laid-the smooth finish is the most popular.

Color. Right now, two-color cards predominate. If you're selecting from a catalog, there are between five and 15 standard colors to choose from. If you have another ink color in mind, your printer can show you a Pantone Matching System book, which includes every shade under the sun.

Quantity. It generally pays to print more cards rather than fewer, because the printer's cost is primarily in the setup.

Using Your Business Cards

After you have made all of the above mentioned decisions and identified a printer who will print the cards as cheaply as possible, your next task is to give your card to as many people as you can! A good way to promote business card usage is to leave the original box that your cards came in, in a highly visible location. Nobody likes spending money for nothing!

Until next time….

Good Luck and Good Job Hunting!!!!!!!!!!!!!

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The advent of social networking sites like Facebook, Twitter  Linked-In and MySpace (does anyone still use it?) have taken the concept of "networking" to new levels. However, is sitting in front of computer thanking people for adding them to their friend's list really what networking is suppose to be about? I think not!

Networking in its most meaningful and seminal form is about interacting with others " in real time" and in "face to face" situations. Yes, I know it takes time and energy to get from in front of that computer screen, but we humans are social creatures and for the most part (with few exceptions) we all crave real-live human contact. So what is the deal about networking and how is it really done?
One of the first things that a person who is interested in networking must do is to design and print about 500 business cards. Yes, it will take time and some cash to accomplish this, but without a business card nobody who you meet will remember you. Business cards ought to contain your name and all of your contact details and provide some basic information about you, i.e. PhD.D. , job title etc. Adding some graphics or design details are a plus if they are done tastefully and do not detract from you as a candidate.

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Like most scientists, the questions that I enjoy the most have simple answers. Black or white is much easier to deal with than shades of gray (although shades of gray can be titillating from a research perspective). With this in mind, the answer to my question about online job searches is a shade of gray rather than black or white. It goes without saying, that applying for jobs online is simple, facile, and extremely gratifying. On a given day, you can apply for thousands of jobs and feel like you have done something positive for your future.

However, after you come out of your computer-induced blissful state,I want you to remember that tens of thousands of people have also done the same thing that you just did! Just think of those billions of bytes of information being transmitted to all of those websites. It is a wonder that the job boards never crash from traffic overload. Do you ever wonder why you rarely hear back from employer regarding the positions that you applied for? Have you ever thought about who reviews all of the resumes and cover letters that you and your colleagues send to job board and corporate websites? Unfortunately, the answer to that question is straightforward and obvious data management/recruiting software.In other words, humans rarely look at any of the stuff that you send to their sites.

Typically, resumes are reviewed by computers and if your resume does not contain the appropriate "key words" your chances for that job are remote. Consequently, I do not recommend that you use the internet exclusively to look for that new job. Nothing beats the tried and true method of networking and hitting the pavement to meet as many people as you can who you think can help you find a job. However, there is a light at the end of the job tunnel...at least for the more mature and experienced job seekers out there.

As I like to remind my younger colleagues, "What we old guys lack in stamina we make up for with expertise"! All kidding aside, many of the jobs posted on the major job boards are placed there by professional recruiters. These recruiters are "trolling" for individuals with prior job experience (and a few gray hairs) because today's employers want job candidates with "previous industrial experience". Also, the longer you have been around, the more skills that you acquire which gives you more flexibility with regard to the different types of jobs that you can apply for.

So, in a nutshell, if you have a few years of "real life" job experience under your belt, I highly recommend that you take advantage of any online job opportunities that are consistent with your skills and areas of expertise. If you do not have any prior job experience, I recommend that you spend more time on Facebook or Twitter rather than wasting your time on Monster!

Until next time...

Good Luck and Good Job Hunting!!!!!!!

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One of the many things that I was not taught in graduate school (or as a postdoctoral fellow for that matter), was how to prepare a resume. Despite opinions to the contrary, a resume is a very important document that must be well organized and carefully crafted. This is because the first thing that every hiring manager sees when looking for new employees is a job applicant's resume. As the old adage goes, first impressions are the most important and the ones that last the longest. That said, it is typically in a job candidate's best interest to have the first impression be a good one. To that end, resume should not be prepared hastily nor should theybe crafted without a substantial amount of thought and consideration. I do not want to get into the nuts and bolts of resume writing in this post. However, every resume should contain the following information:

• Contact information including name, phone number and e-mail address (mailing addresses are optional)
• A summary of qualifications that concisely represents your skill sets and talent that you want a prospective employer to know about
• Chronological listing of your professional experiences to date and an accompanying description of your accomplishments at each position
• Education including undergraduate, graduate or certificate credentials (dates obtained are optional)
• Awards and honors
• Membership in any societies or relevant organizations
• Any special skills or talents you may possess, e.g. website design, underwater basket weaving, etc.
• Publications (abstracts and presentations are optional)
• In general, references should not be included on a resume (if an employer asks for them, send them under separate cover or simply place them on the resume sent to that employer)

As scientists, we are trained to believe that personal achievements will be recognized and that promoting or marketing oneself is a "no-no". However, in the real world, self promotion and aggressive, shameless self marketing is what enables most individuals to get jobs and embark on successful careers. With this in mind, a well organized and carefully crafted resume is one of the most powerful marketing tools at your disposal! As we say in the recruiting biz, a resume will get you in the door......after that, it is up to you to "sell" yourself. 

Until next time...

Good Luck and Good Job Hunting

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The ever-increasing competition for faculty positions is forcing many graduate students and postdocs to consider careers outside of academia with a likely eye on industrial jobs. Unfortunately, many of these would be industrial scientists lack the appropriate training and qualifications for entry-level jobs at pharmaceutical and biotechnology companies. This is because most undergraduate and graduate programs do not offer training to their students in drug development, quality systems and manufacturing. The reasons for this include: 1) lack of well informed and qualified faculty members to initiate and develop specialized curricula on these topics and 2) a belief that job training is the responsibility of prospective employers, not academic researchers. Unless substantive curricular change is made to existing academic programs, the road to employment for many students will continue to be bumpy and fraught with difficulty. 

In contrast with academic research, industrial research is highly regulated and guided by legally-enforceable rules and regulations, e.g., Current Good Laboratory Practices (cGLP), Current Good Clinical Practices (cGCP) and Current Good Manufacturing Practices (cGMP). These rules and guidelines were created by regulatory agencies like the U.S. Food and Drug Administration (FDA) to ensure the development of safe and efficacious products. In recent years, the FDA has begun to enforce these rules and regulations more strictly. As a result, many life sciences companies now require that prospective employees understand cGLP, cGCP and cGMP guidelines and how to apply them in industrial laboratory settings. Because these rules and regulations are specific to industry and relatively unknown in academia, most academically-trained job candidates fail to qualify for these industrial jobs. Finally, over the past five years, there has been a growing emphasize on the importance of so-called "soft skills" e.g., good oral written and communication skills, teamwork, professional behavior, etc. in existing and prospective employees. These skills are increasingly important as life sciences companies grow larger, more diverse, and increasingly multidisciplinary in their approach to drug discovery and development. Unfortunately, few academic programs develop these skills in a systematic way; this failure hinders the ability of students to obtain industrial jobs.

Although the transition from academia to industry can be difficult, students can do several things to improve their odds. First, take advantage of available resources in preparing your resume and learning how to interview for an industrial position. A well written, carefully crafted resume can result in an interview, and a professional interviewing style can increase the likelihood of a job offer. Working with a skilled and well-connected professional recruiter may also increase the probability of securing an industrial job.

Second, many community colleges and several companies now offer specialized training in quality systems, regulatory affairs (cGLP, cGMP and cGCP) and other areas. Finally, there is no better way to get an industrial job than to have previous industrial experience. To get industrial experience, seek out training opportunities that include an industry internship as part of the curriculum. Some biotech and pharmaceutical companies may offer volunteer opportunities,  paid internships and some still have postdoctoral positions available for qualified applicants.

Until next time...

Good Luck and Good Job Hunting!!!!!!

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In this past Sunday’s New York Time Business section there was an interview with Robert W. Selander the CEO of Mastercard who is retiring after 14 years on the job. When queried about the type of questions and information he tries to gather during job interviews, he replied:

 “Beyond the discussion of what you (the candidate) is going to do for us I want to know two or three of your strengths and weaknesses. Then I will ask you about two or three things that you acknowledged as flat sides and how you think we should work on those, how you think we should ensure those don’t become barriers to success.”

While many of you who read BioJobBlog may not be interviewing for senior management or executive-level job, it is instructive to realize that interviewers will almost always ask you to talk about your professional strengths and weaknesses. Therefore, as I have recommended in the past, it is a good idea to think about or even write down answers to the what are your strengths and weaknesses questions. But, it is important to remember that the weaknesses that you offer up must be the type that can also easily be viewed as possible strengths!

Until next time...

Good Luck and Good Interviewing

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