Alternate Careers for PhDs: Taking the Path Less Traveled

I suspect by the growing numbers of people who read BioJobBlog, that some of you may be beginning to wonder who I am. While nobody has taken me to task about my credentials or musings to date, I figured it may be worthwhile to share my “story” with those BioJobBlog readers who may be at a crossroads in their careers. I credit my graduate school experiences and PhD degree for the tenacity, perseverance and the ability to reinvent myself during an eclectic, and oft times, circuitous career path.  

Taking the Path Less Traveled

I had always liked science but by age 10, I had already decided that I wanted to be a veterinarian. However, after seeing the film Ben Hur at age 11—during which two of the main characters who have leprosy are miraculously cured—I fantasized what it might be like to be able to discover cures for infectious diseases. As corny as it may sound, the movie convinced me that my true calling in life wasn’t veterinary medicine but microbiology. Nevertheless, I attended Cornell University as a pre-veterinary medicine undergraduate with a dual major in animal science and microbiology. During my senior year at Cornell, Dr. Brooks Naylor, my food microbiology professor at the time, invited me to do a senior research project in his laboratory. After several weeks in the laboratory I was hooked and knew that graduate school and not veterinary school was in my future.

I entered graduate school in 1974 and did my PhD work in Bob Deibel’s laboratory in the Department of Bacteriology at the University of Wisconsin-Madison studying the pathogenesis of Salmonella gastroenteritis. Because Bob was Chairman of the Department and a food microbiology consultant, he wasn’t around much. This forced me to become self reliant and an independent investigator very early in my scientific career. Interestingly, when I started graduate school, my goal was to earn a PhD degree and teach microbiology at a small liberal arts college. However, after three years at Wisconsin, I decided to eschew a career as a science educator in favor of becoming a tenure track faculty member at a prestigious research institution.

I received my PhD degree in 1981and chose to do a postdoctoral fellowship with Stephen Morse in the Department of Microbiology at Oregon Health Sciences University where I investigated the pathogenesis of Neisseria gonorrhoeae. After two years in Stephen’s lab, I realized that the field of molecular biology had finally taken off and I needed to develop molecular biological skills to compete for my coveted tenure track faculty position. In 1984, I joined Howard Shuman’s laboratory as a postdoctoral fellow in the Department of Microbiology at the College of Physicians and Surgeons at Columbia University in New York City where I studied the molecular pathogenesis of Legionella pneumophila, the causative agent of Legionnaires Disease.

In 1987, after spending three more years as a postdoctoral fellow, my newly acquired molecular biology training coupled with a respectable publication record helped me to land a tenure track faculty position in the Department of Microbiology at the University Of Miami School Of Medicine. I spent the next seven years feverishly doing laboratory research, teaching medical and graduate students, publishing papers and mainly writing grants to establish an independent research program on the role of lipopolysaccharide in the molecular pathogenesis of L. pneumophila. While I was a productive researcher, who regularly published and was recognized on several occasions for teaching excellence, I failed to consistently win grant support to run my laboratory. Consequently, in 1994, I was denied tenure and forced to leave academia—an emotionally devastating event that that ended a life-long dream of becoming a world class research scientist.

Luckily, at that time, the American biotechnology industry had finally hit its stride and I landed a job as a scientist at a New Jersey-based biotechnology company where I managed an antibacterial drug discovery program. My time in industry—which lasted only two years—provided me a firm understanding of the business side of science and perhaps, more importantly, convinced me that industrial research wasn’t for me. This, coupled with a yearning desire to teach again, prompted me to successfully apply for a job as Chairperson of Biology at a local community college. While a good idea at the time, I quickly realized that while I still loved to teach, administration wasn’t my strong suit and I left the community college job after a year.

Unfortunately, by 1998, I had effectively exhausted most traditional career options for scientists with PhD degrees and I desperately needed a job—mainly because I had a wife and three young children to support. Fortunately, while working at the community college, I successfully helped several professional recruiters place new hires into jobs at biotechnology and pharmaceutical companies. This prompted me to seriously consider professional recruiting as a career option and in early 1999 I landed a job as a recruiter at a local recruiting firm. As a new hire I had to attend recruiter school for six weeks. Surprisingly, this training would prove to play a pivotal role in subsequent decisions that helped to shape my career.

After three successful years as professional recruiter, an Australian biotechnology company recruited and hired me as a science and business consultant to help guide their antibacterial drug discovery program. The new job led to an almost four year stint as an independent management consultant advising private and publicly-traded biotechnology companies on business, scientific and financial matters. Also during this time, I decided to indulge my own entrepreneurial fantasies and in 2001 I founded BioInsights (www.bioinsights.com), Inc, a bioscience education and training company. In 2003, Abe Abuchowski and I founded Prolong Pharmaceuticals (www.prolongpharmaceuticals.com) a drug delivery company with two drugs in early stage clinical development. Unfortunately, the rigorous demands of running BioInsights and starting Prolong ultimately led to the demise of my consulting practice and by 2004 I was forced to consider another career move.

Luckily, in 2002, I had begun to write for several biotechnology industry trade publications. Although I wasn’t getting paid to write, it enabled me to hone and polish my writing skills. In late 2004, a medical communications expert who I knew suggested that I take a stab at medical writing. At the time, I didn’t know much about medical writing but I quickly learned that it pays well and medical writers are always in demand. I took her advice and landed my first medical writing job in 2005. Since then, I have worked at a variety of medical communications agencies and pharmaceutical companies preparing manuscripts, posters, slide presentations and other work. Currently, I am freelance science and medical writer, blogger (www.biojobblog.com) and social media enthusiast who, along with Dr. Vincent Racaniello, started an online social networking site for bioscientists called BioCrowd (www.biocrowd.com)

Unlike most scientists, my career path has taken many unexpected twists and turns. I never intended it to be as eclectic or convoluted as it has turned out to be. Nevertheless, I believe that my unusual career trajectory has transformed me into a better rounded scientist than I would have been if I had been able to pursue my intended academic career. In retrospect, I attribute my career successes to solid problem solving skills, an unrelenting desire to continue to learn and an unwavering ability to take risks. Finally, and perhaps most important, I learned that there is no right or wrong career path in the life sciences—only the one that you choose for yourself!

Until next time...

Good Luck and Good Job Hunting!!!!

 

Things to Consider When Negotiating a Job Offer

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.

 

The Job Search: Networking for Success

By now, most of you have heard or read how vital networking is to either advance your career or find a job. Like it or not, learning to network is another skill that everyone must master (including scientists) to insure a successful career trajectory. Not surprisingly, most scientists are notoriously poor at networking—mostly because they haven’t been taught to network or perhaps more egregiously they have been told that it isn’t worthwhile or necessary to find a job. For example, in 1974, during a seminar  series required of all incoming graduate students in the Department of Bacteriology at the University of Wisconsin, a very famous and influential microbiologist sanguinely quipped: “your science should speak for itself and that’s all that matters!” In other words, if we graduate students do “good science” then others will recognize it and we shouldn’t have difficulty finding a job upon completion of our training. How wrong he was—it took me over five years (and two post docs) before landing a faculty position at the University Of Miami Shcool Of Medicine in 1987!

Unfortunately, this “networking isn’t necessary” attitude is still pervasive among life sciences faculty members in many graduate departments throughout the US; despite an acknowledgement that there continue to be dwindling numbers of job opportunities for PhD scientists. Nevertheless, in the real world—especially during  tough economic times—networking is a vital component of all job searches. That said, you never know who you may meet when networking at a conference, a seminar or even at a social event who might be helpful in your job search. However, before you begin networking, it is vitally important to understand networking rules and basics.  To that end, I found an informative article that showcases 13 common networking mistakes and blunders to avoid making. I highly recommend that you read this article before your next (or first) networking event!

Until next time,

Good Luck and Good Networking!!!!!

 

Temporary Jobs Can Help a Career

I have heard from many jobseekers, who—despite many years of work experience— are having difficulty finding full time employment. During economic down turns many companies cannot or are reluctant to hire full time employees. However, this doesn’t mean that there is work to be done. Consequently, many firms look for part-time, temporary or contract workers to handle the work that must get done to maintain operations.

Melanie Wanzek of CTW Features wrote an excellent article on why taking a temporary job might be a great opportunity for those who can’t find full time employment. Temporary jobs provide an opportunity to learn new skills, apply old skills to solve new problems or to gain experience in your profession.

For those of you who think that this may be right for you. Here are several questions you should ask a prospective employer when considering whether or not to accept a temporary or contract job opportunity.

  1. Who will my supervisor be?
  2. What hours will I be expected to work?
  3. Is there a dress code?
  4. What is the work environment like?
  5. Do temporary workers have their own workspace or is it shared?
  6. How are my benefits different or similar to full time employees?
  7. Is there more scheduling flexibility for temporary workers?
  8. Is there a possibility that this temporary opportunity might turn into full time employment?

Scientist who may be interested in contract work please check out a previous post that I wrote on this topic.

Until next time

Good Luck and Good Job Hunting!!!!

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Managing Emotional Fallout After Losing a Job

Losing a job is a BIG deal whether you were layed off, fired or right-sized out of it. Not only do you have to worry about health insurance, bills and paying rent or making a mortgage payment, you must also deal with a myriad of self esteem and emotional issues that frequently arise after losing a job. While there are many articles and books that describe how to functionally conduct a job search after being layed off, there are only a handful that discuss how to cope with the stress and negative emotions that frequently accompany job loss.

Many people who lose their jobs frequently experience emotions like anger, desperation, hopelessness and even depression. These feelings must be acknowledged and then addressed and managed because they not particularly useful when looking for a new job. Further, when left unattended, these feelings can exact both a financial and an emotional toll on the unemployed.

In this Sunday’s New York Times, Phyllis Korkki, who writes “The Search” column describes how to manage the negative emotions and financial problems commonly associated with losing a job. She also provides tips on how to minimize “the pain” and accentuate the positive after experiencing a job loss.

Until next time...

Good Luck and Good Job Hunting!!!!

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How to Prepare for a Face-to-Face Job Interview

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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Salary Tools: Are You Getting Paid What You Deserve?

Do you ever wonder whether or not you are getting paid enough at work or what the person sitting next to you makes? I bet most employees think about this from time to time—especially around bonus time. This isn’t surprising because salaries are one of the best kept secrets at most companies and organizations. Keeping salaries under wraps is good for morale mostly because it minimizes resentment among employees However, because nobody really knows how their salaries match up with their co-workers, determining what constitutes an acceptable salary can become problematic for jobseekers and long time employees. Not to worry—Monster.com has created several salary tools that can help when negotiating a salary for a new job or determining whether or not it is time to ask for that long overdue raise!

Check them out and let me know what you think!

Until next time...

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

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Jobseekers Beware!

We are living in financially uncertain times. While economic indicators suggest that the recession might be drawing to a close, most financial pundits agree that unemployment will continue to rise  long after the economy has improved. Most people who have lost a job will tell you how emotionally and psychologically—not to mention financially—debilitating it can be. People who have been unemployed for more than a couple of months are typically desperate to find work. And, as the old adage goes “Desperate times call for desperate measures.” To that end, many unemployed workers may consider job opportunities that they normally wouldn’t consider during more certain times. Unfortunately, criminals, grifters and con artists are keenly aware of this and frequently prey upon and take advantage of unemployed workers.

Over the past several months, I began receiving e-mails messages about “mystery shopper” and “logistic agents” job opportunities. At first, I thought that these so-called job opportunities looked interesting. However, after digging a little deeper and scrutinizing the ads more carefully, I realized that these were little more than artfully-designed scams. This, according to an article written by Riva Richmond in today’s New York Times, is only the “tip of the iceberg.” I highly recommend that you read the article to learn how to protect yourself and avoid being scammed while looking for new employment opportunities.

Until next time....

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

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Back By Popular Demand: Resume Writing for Scientists

Like it or not, writing a carefully-constructed resume or curriculum vitae (as resumes are known in scientific circles) is a vital part of any successful job search. Inexperienced job seekers tend to hastily craft resumes without paying much attention to format, style or content and then wonder why they can’t land job interviews. The best way to approach resume writing is to think of a resume as a work of art–something that requires a lot of thought, creativity and attention to detail. As one well-known professional recruiter and job search expert put it”Trying to find a job without a smart, well-crafted resume is like showing up for dinner at a fancy restaurant in a T-shirt and cutoffs. They won’t let you in.” 

I think that it is important for job seekers to think of a resume as a personal marketing brochure that will either land a job candidate interviews or turn a job search into a long, arduous and frustrating process.

The primary goal of a resume is to show prospective employers how you are different than other applicants and why you and not they ought to get the job! So, what are the salient features of a winning resume?

Writing tips

Hiring managers, professional recruiters and human resource professionals tend to quickly scan resumes that they receive and make snap judgments. Therefore, your qualifications and personal attributes must “jump off the paper.” This can easily be accomplished by using bold type, headings, underlining, bulleting and varying font sizes–all of which are simple ways to visually call attention to your strengths. Avoid using paragraphs because they are dense and difficult for hiring managers to navigate.

Powerful, action-oriented, emotional words produce a strong, positive impression. Unfortunately, we scientists have been trained to write in the “passive voice.” That said; try to resist using the passive voice as much as possible when crafting your resume–think outside the box!

Job Objective or Summary Statement

I am sure that somebody has told you at one time or another to include an “objective” on your resume. Objectives tend to be boring, vague and passively delivered. Instead, I highly recommend that you craft a vibrant, action-oriented, can-do “Summary of Qualifications” that accurately reflects and highlights why you are a “right fit” candidate for the job. To that end, it may be necessary to craft more than one summary of qualifications if you are applying for several different types of jobs. For example, your summary statement for an R&D job should be markedly different than the one that you would use to land a business development job.

Which of the following examples do you think better positions the job candidate?

Objective: To obtain a research scientist position at a pharmaceutical company

Or

Summary of QualificationsExperienced scientist with expertise in protein purification and microarray technology. Exceptional leadership abilities and outstanding oral and written communication skills. Able to work independently or as part of a multidisciplinary team.

Professional Experience

Resumes can be constructed either chronologically or functionally. Chronological resumes, which are most common, list content in temporal order and should be used for either lateral job moves or when seeking a promotion or looking for a new job to advance your career. When crafting a chronological resume, jobs or work experience must be listed from most recent to past. In contrast, functional resumes offer content based on skills and are most effective for individuals who are seeking career changes. Functional resumes should present your skills in the order of importance for the new career that you are pursuing. 

It is important to stress that only information relevant to the position should be included in a resume. Unrelated job titles or skills can sometimes confuse hiring managers and may cause them to pass on a qualified candidate. As mentioned above, most hiring managers and employers are simply too busy to read all of the resumes that they receive. Resumes that are chosen for further considerations are typically the ones that contain pertinent, job-specific information that is presented in a straightforward and unambiguous manner.

If you switch jobs frequently or have gaps in your experience put the dates of employment in the far right hand column of the resume (we read from left to right so sometimes dates of employment are overlooked) or hide the job-changing by combining or grouping several jobs together to appear as one. Also, employment dates ought to be listed as years; not the exact start and stop dates of employment, e.g., dates should appear as 2001-2002 not July 10, 2001-January 15, 2002.

Tailoring Your Resume

A resume is not just a list of what you have done and where you have been. It is your opportunity to present and highlight the skills that you possess and how those skills translate into making you the right-fit candidate for a particular job. Quantifying or embellishing achievements and using strong, definitive statements elevate and add authenticity to you as a job candidate.

Which of these examples sounds better?

Designed and directed experiments to study Alzheimer’s disease

                                                            Or

Designed and carried out experiments that identified a key protein in amyloid plaque formation

For each position that you apply, it is critically important to list all relevant experience in the order of perceived importance to the hiring manager or employer. Carefully reviewing job descriptions will allow you to quickly and easily identify those things that are most important to the employer. What is seen first means the most! 

When necessary resumes should be tailored so that as many of your skill sets and accomplishments match what was stated in the job description. This means, that it is highly unlikely that you will be able to use the same resume/CV for all of the jobs that you are interested in. To insure success, I highly recommend that you take the time to customize or tailor each resume/CV that you submit to prospective employers.  When I was looking for a new job several years ago, I crafted no fewer than 20 different resumes!

Odds n Ends

Many of you may have heard that resumes should be no longer than one or two pages in length. While this may be the convention for other fields, it is certainly not applicable to CVs or scientific resumes. That said, it is a good idea to limit the length of your CV/resume because, outside of academic circles, nobody has the time nor the inclination to read a CV that is half an inch thick! When I was working as a professional recruiter, it typically took me a minute or less after scanning a resume/CV to determine whether I had identified a “right-fit” candidate. Candidates whose CVs are too long, overly verbose or difficult to decipher rarely make it to the interview stage. I subscribe to the notion that less is more and simple is elegant!

When listing your educational background, I recommend that present your lowest degree first (associate or bachelor) and end with your most advanced degree or educational experience, e.g. postdoctoral fellowships or professional school. The name and location of the institution that awarded the degree and your major or area of expertise should be listed with each. It is perfectly reasonable to list the names of your graduate or postdoctoral advisor in this section (if you think that a mention will help your candidacy). You may also want to include your thesis title if you wrote a masters or PhD thesis. It is not necessary to list the dates that the degree was awarded. By listing the dates that you received your undergraduate and graduate degrees, an employer may be able to deduce your age. While this may not be a bad thing for entry level employees, it may hinder more experienced job seekers from securing new positions.

Membership in professional societies, organizations or clubs should be listed in a section that is separate from your educational background. Any invited lectures or presentations may also be listed under a separate heading. Also, it is important to list any extracurricular activities or specialized skill sets that you think may be relevant to the positions that for which you are applying. For example, letting prospective employers know that you were an Olympic swimmer or president of the debate team may be what differentiates you from other equally-qualified job candidates.

All of your publications should be listed on the last page of your CV in a section entitled Publications.  If you are just starting your career, it is permissible to list along with your peer reviewed publications all of your abstracts, poster presentations, etc. However, if you are mid-career professional, I strongly recommend that you list only peer-reviewed publications, review articles, books and book chapters and eschew the abstracts. Any manuscripts that are “in press” should be listed. That said,  I don’t think that it is appropriate to include “submitted” manuscripts –this signals to prospective employers that you may not think that your publication list is long enough to warrant consideration.

Never send your references to prospective employers unless they specifically ask for them. Simply indicate somewhere on your resume/CV that references are available upon request. For most academic jobs, it is customary to ask for references at the beginning of the application process. For industrial jobs, references are not requested unless an employer is interested in moving forward with specific job candidates.

Finally, it is vital that you understand that your resume is a required first step in the job search process. A carefully crafted resume/CV that indicates to prospective employers that you are the right woman/man for the job will likely get you to the interview stage. After that…it is all up to you.   Look for the next installment of the series on interviewing skills and tips.

Click here to see the wrong way to write a resume and here for an example of one that resulted in a job offer.

Until next time….

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

 

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Keeping Your Resume Fresh

While the economy is showing signs of a possible recovery, the unemployment numbers continue to rise. For this reason, it is a good idea to keep your resume as up-to-date as possible. Yes, I know it is a hassle to update and stay on top of you resume especially if you already have a job. However, in these uncertain financial times, you never know when you might be back on the job market. To that end, I highly recommend a piece on refreshing a resume written by Kim Issacs of Monster.com

In her post, Kim provide some insights and advice on how to keep your resume up-to-date--or fresh as we say in the recruiting business--with minimum pain or effort.

Check it out!

Until next time...

Good Luck and Good Job Hunting!!!!!

 

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Background Checks for Scientists

While many of you may not know this, background checks are routinely run on prospective new employees at most companies and organizatons before job offers are extended. Like it or not background checks are increasingly being run on scientists because of the US anthrax incident that occurred soon after September 11, 2001. I want to emphasize that background checks on being run on ALL employees (not only scientists) before being hired.

Guest blogger, Anne Stephanie Cruz of Crimcheck.com contacted me and offered to enlighten us about how background checks are conducted and the type of information that employers are seeking. Crimcheck.com provides background checks for businesses large and small nationwide. Crimcheck.com background checks include criminal history, education verification, employment verification, driving records and more.

The Expansion of Background Checks for Scientists

A series of events and the development of technology have changed the climate for employers wishing to do a background check on job candidates. With the heightened security requirements resulting from the threat of terrorism, background checks have become essential for many jobs in science. Many companies developed tight security including background checks years ago. For example, anyone entering a large chemical plant understands from the gates and security checks at each entrance that access to the facility has been tightly guarded for years. However, with the escalation of terrorism coupled with the ease of gathering information on a job candidate, even the smallest organizations are taking the opportunity to thoroughly check out their scientists before hiring them.

There has been much debate over this issue as long established procedures give way to tighter security measures. For example, after the contamination of letters with anthrax, some laboratories began to implement new security requirements for employees, including background checks of personal information as well as fingerprinting.

There are firm guidelines in the general population regarding the information that can be collected legally for an employment background check. Also, some information can be collected but not used to make a decision regarding employing a candidate, such as public bankruptcy information. However, federal rules have opened scientists up to closer scrutiny and allowed background checks to include more information.

Generally, the following information may be acquired during a background check:

The following are examples of information that cannot be included in a general employment background check:

  1. Records of Arrest
  2. Civil Court Records (after 7 years)

The use of information like bankruptcy, marital status, number of children, race, age, sex, religion, birth place, sexual orientation, living arrangements, or health is illegal in the hiring process for most professions. However, new rules have allowed scientists to be checked beyond these restrictions. For example, one rule had restricted citizens of countries suspected of supporting terrorism from working with certain dangerous biological agents.

Scientists were also restricted from some jobs based on a history of mental illness, felony convictions, or drug use. The sudden implementation of background checks and heightened security was particularly disturbing for many seasoned scientists who had been trusted employees for years. Privacy rights have been thrown aside in many cases, leading to a disturbance in the scientific community. Many lawsuits have sprung up as scientists scramble to protect their rights in this environment. Examples of organizations with widely known lawsuits over background checks include JPL and NASA.

The legal framework regarding background checks for scientists is constantly shifting. Scientists need to know that they are likely to be checked out thoroughly, not only when applying for a job, but throughout their career. Employers doing background checks should seriously consider hiring a reputable company to perform these checks in order to stay within the boundaries of privacy laws.

Until next time....

Good Luck and Good Job Hunting

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What Not To Say in Your Resume

Back in the day—when the economy was sound and jobs were plentiful—an adequately written resume with a sprinkling of keywords and strategically-placed human resources clichés were sufficient to get your foot in the door at most companies. However, in today’s troubled economy where unemployment is rampant, there are certain buzz words and phrases that no longer resonate with hiring managers. According to Liz Ryan, an experienced  corporate career advisor who writes for Yahoo Hot Jobs, the following phrases must never appear in a resume if you are a job seeker in today’s market. 

  • Results-oriented professional
  • Cross-functional teams
  • More than [x] years of progressively responsible experience
  • Superior (or excellent) communication skills
  • Strong work ethic
  • Met or exceeded expectations
  • Proven track record of success
  • Works well with all levels of staff
  • Team player
  • Bottom-line orientation

She contends (and rightfully so) if old and tired phrases (like the ones mentioned above) appear in you resume you run the risk of being marked as “uncreative and vocabulary challenged.” Further Ms. Ryan suggests that you “can make your resume more compelling and human-sounding by rooting out and replacing the boring corporate-speak phrases that litter it, and replacing them with human language— things that people like you or I would actually say.” 

This language change is being driven by the informal nature of social media and a growing emphasis on truthfulness and transparency in the business. Nevertheless, well written resumes—with or without buzz words or key phrases—have always been and remain the first step in the sometimes long and tedius process of landing a new job!

Until next time...

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

 

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Managing Troublesome Co-Workers During a Recession

Everybody who works for a living has to learn how to deal with annoying co-workers who, either directly or indirectly, may have an effect on your career trajectory.  However, we are living in uncertain financial times, when having a job--no matter the circumstances--is more important than personal happiness on a day-to-day basis.  Nevertheless, office politics are a reality regardless of how good or bad the economy is. To that end, managing difficult co-workers is essential if you want to learn how to adroitly deal with workplace politics sand advance your own career. 

I previously came across a well-crafted post that identifies 6 unique, annoying co-worker personality types and offers advice on how to effectively leverage these troublesome personalities to your benefit.  While we are living in financially challenging times, it  doesn't mean that you are powerless or have no recourse when it comes to annoying and disruptive co-workers who make your daily work day unpleasant or uncomfortable.  I hope your find the following tips useful and use them to make your "time on the job" more pleasant and bearable!

1. The Naysayer. This office dweller delights in shooting down ideas. Even during "blue sky" brainstorming sessions, where all suggestions are to be contemplated with an open mind, the Naysayer immediately pooh-poohs any proposal that challenges the status quo.

The right approach: Because great solutions often rise from diverse opinions, withhold comment -- and judgment -- until the appropriate time. Moreover, be tactful and constructive when delivering criticism or alternative viewpoints.

2. The Spotlight Stealer. There is definitely an "I" in "team" according to this glory seeker, who tries to take full credit for collaborative efforts and impress higher-ups. This overly ambitious corporate climber never heard a good idea he wouldn't pass off as his own.

The right approach: Win over the boss and colleagues by being a team player. When receiving kudos, for instance, publicly thank everyone who helped you. "I couldn't have done it without ..." is a savvy phrase to remember.

3. The Buzzwordsmith. Whether speaking or writing, the Buzzwordsmith sacrifices clarity in favor of showcasing an expansive vocabulary of clichéd business terms. This ineffective communicator loves to "utilize" -- never just "use" -- industry-specific jargon and obscure acronyms that muddle messages. Favorite buzzwords include "synergistic," "actionable," "monetize," and "paradigm shift."

The right approach: Be succinct. Focus on clarity and minimize misunderstandings by favoring direct, concrete statements. If you're unsure whether the person you are communicating with will understand your message, rephrase it, using "plain English."

4. The Inconsiderate Emailer. Addicted to the "reply all" function, this "cc" supporter clogs colleagues' already-overflowing inboxes with unnecessary messages. This person also marks less-than-critical emails as "high priority" and sends enormous attachments that crash unwitting recipients' computers.

The right approach: Break the habit of using email as your default mode of communication, as many conversations are better suited for quick phone calls or in-person discussions. The benefit? The less email you send, the less you're likely to receive.

5. The Interrupter. The Interrupter has little regard for others' peace, quiet or concentration. When this person is not entering your work area to request immediate help, the Interrupter is in meetings loudly tapping on a laptop, fielding calls on a cell phone, or initiating off-topic side conversations.

The right approach: Don't let competing demands and tight deadlines trump basic common courtesy. Simply put, mind your manners to build healthy relationships at work.

6. The Stick in the Mud. This person is all business all of the time. Disapproving of any attempt at levity, the constant killjoy doesn't have fun at work and doesn't think anyone else should either.

The right approach: Have a sense of humor and don't be afraid to laugh at yourself once in awhile. A good laugh can help you build rapport, boost morale, and deflate tension when working under stressful situations.

Do you recognize any of your co-workers who fit the bill? Or, perhaps more worrisome, do you fit into any of these categories. Food for thought……..

Until next time…

Good Luck and Good Job Hunting (remember those workplace politics)!!!!!!!!

 

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Keeping a Job in a Recession: 10 Workplace Habits to Break

I came across an article posted on the MSN career site by Anthony Balderrama that described 10 workplace behaviors that must be kept in check to keep your job—especially during tough financial times. The idea here is to not give your boss an excuse to fire you. I thought it would be informative to pass on the essence of this information to BioJobBlog readers.

1.  Procrastination

Many people claim to work best under pressure or at least they think so. In my experience leaving things to the last minute is usually a recipe for disaster especially when working in team environments.

2.  Sloppy e-mails

Sending e-mails with typos and poor grammar or addressing them to the wrong recipients is a definite no-no. I highly recommend that all e-mails should be proofread before they are sent. It may take some extra time, but in the end, it may be worth not sending your boss the e-mail where you criticize him or her!

3.  Remember who’s the boss

Using your supervisor's first name and going for some drinks after work are common in many industries. Still, you are the employee and the boss is the boss -- the one who can fire you and tell you what to do. Don't cross the line by talking to her as if you're talking to one of your direct reports or even your best friend.

4. “Don’t bite the hand that feeds you”

Some companies are strict about the time you clock in and out. Others have guidelines but no hard rules, so you can arrive at 8:35 a.m. and no one cares. If you continually arrive late and leave early (with plenty of breaks in between), your reputation will suffer and so will your bonus. Remember everyone is keeping track whether or not they let on that they are!

5.  Don’t be stand offish or anti-social

Conventional wisdom suggests that it isn’t wise to mix your personal and professional lives. However, refusing to take part in any workplace social activities -- such as the office potluck or a happy hour – won’t help your career. Interacting with your colleagues helps build camaraderie. You get to know other people better and they get to know you as more than the person they pass in the halls.

6.  Always running late

Everybody is busy and constantly showing up late for meetings or presentations etc is unprofessional. Nobody wants to work with somebody who can’t manage their own time—especially when it impacts theirs. Being late may be fashionable but only in your private life not your professional one.

7.  Inflexibility

I have worked with people who adamantly refuse to go above and beyond what their job description calls for. While annoying there wasn’t much I could do or say to them to convince them otherwise. That said, it is never a wise thing to say to your supervisor or your boss’ boss that "You don't pay me to do that" or “That’s not my job.” You may have a point but you may also lose your job.

8.  Acting as the resident naysayer 

I think many people admire the person in a meeting who is willing voice opposition to an idea or suggestion that is a bad one. Voices of opposition are often missing in many workplaces because too many eager employees want to be "yes" men and women. But too much negativity grates on nerves especially those of management. It is okay to question things, but when you do, make sure that you have a solution to problem at hand that is in the best interest of your company.

9.  Badmouthing the company

 With blogs, Facebook, Twitter and other social media sites, there are plenty of opportunities to vent your frustration with work. However, if you're going to complain about how dumb your boss is and how much you hate your job, try to keep those rants private. The Internet is public domain and comments have a way of finding their way back to all the wrong people.  Also, most companies routinely monitor the web for things that are said about them to get a better idea about their perception in the marketplace. Be careful what you say!

10.  Politicking

Office politics are often unavoidable, but you shouldn't spend more time strategizing and masterminding office warfare than you do working. Getting caught in the throes of a workplace controversy may out of your control, but if you're the one instigating the drama, you're earning a reputation as a person who starts trouble and whom no one trust. In my experience, nobody trusts or respects people who are good at playing the game but deficient in doing their jobs!

While managing and correcting these habits may not ensure continued employment, they certainly won’t hurt your prospects of hanging on to your job when things get shaky!

Until next time...

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

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The Job Market: Dressing For Success

Last month, while I was presenting my seminar “Interviewing Insights and Tips: Winning That Next Job” at the Experimental Biology Meeting in New Orleans, LA, I realized that I hadn’t covered what to wear to a job interview. Until the meeting, I didn’t think I had to  mention— that while interviewing men—must wear suits (and appropriately-colored, professional-looking shoes) and women should wear suits with pants (or a skirt with an appropriate length) and shoes with reasonable heels (usually less than 3 inches). I saw more cleavage, bare thighs and high heels, not to mention men with atrocious footwear choices at the meeting than I care to admit. Not that I am a prude or complaining about the cleavage, thighs or high heels that I observed—what red-blooded American male would?  That said, it is vitally important to remember that there are professional dress codes that everyone is expected to adhere to while on the job or at national, regional or local professional meetings.

Phyllis Korrki, who writes the Career Couch for the New York Times, wrote a great piece on professional attire in this past Sunday’s Times that I think every prospective job candidate or employee ought to read. And, when it comes to cleavage, exposed thighs and high heels in professional settings she had recommendations similar to mine. She wrote “Women think they have to dress sexy to get noticed in the work world. It’s what they see on campus and what they see on TV and in movies. Cleavage is not a corporate look or what you want to be remembered for. The same goes for very short skirts and extremely high heels. Also, make sure the top of your thong, if you wear one, doesn’t show above your pants.” 

For you guys, as a rule of thumb, wear black shoes with gray, blue and black suits and brown shoes with all others. It doesn’t get much easier than that!

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While we scientists are trained to ignore appearance and not pay attention to dress codes—the reality is—the way you look may make the difference between having a job or not!

Until next time...

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

 

How to Act and What to Say to Someone Who Has Been Layed Off

As the recession slogs on, it is likely that many more people will lose their jobs and you might find yourself in the unenviable position of having to commiserate or console a friend or colleague was layed off. Not surprisingly, this is often a difficult and delicate situation that requires some sensitivity and tact. 

Because many of us have never been layed off or fired, it is often difficult to know what to say or more importantly determine what a person who lost their job may want from family and friends. To that end, there was a wonderful article in today’s New York Times that offers some insightful suggestions and guidance on navigating a conversation or meeting with a friend or colleague who recently lost their job.

Read and learn!!!!!

Until next time...

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

 

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Life Scientists Should Learn To Be More Social If They Want to Find Jobs

While I was at the Experimental Biology meeting in New Orleans, LA this past week I presented a seminar entitled “Using Social Media For Career Development in the Life Sciences.” This was the first time that I presented this talk, and was expecting a large turn out given the popularity of Facebook and more recently Twitter, a microblogging platform.  Much to my surprise only 15 students showed up for the talk—many of whom hadn’t heard of Twitter and were only vaguely familiar with Facebook. Luckily, a few attendees had Facebook profiles and one or two were on Twitter so the talk wasn't a complete bust.  Nevertheless, the lack of interest in this talk was extremely puzzling to me—my other seminars, “Interviewing Tips” and “Alternate Careers for PhDs” were very well attended and I was booked solid for one-on-one resume critiquing sessions during the five days I was in New Orleans.

I started to wonder why bioscience graduate students in their mid to late 20s, many of whom will need to find jobs (postdocs otherwise) in the next few years, weren’t interested in learning how to use social media to advance their careers or conduct a job search.  I thought that the lack of interest in this topic might be explained if a majority of graduate students and postdoctoral fellows were already using Facebook, Linked In or Twitter to network or explore career opportunities. This proved not to be the case, after learning that only a small percentage of students (who sought career counseling) had considered using social media to network or look for jobs. While many had Facebook profiles, most students primarily used them to stay in touch with friends and family—not for professional or scientific purposes. 

The lack of interest in social media for career development  by many of these nascent GenY scientists was confounding. After all, I have been lead to believe that “GenY” is leading the Web 2.0 and social media charge and that aging boomers like me simply “don’t get it.” The fact that I get it and many  GenY scientists, don’t forced me to revisit what I learned about the social behavior of scientists over the past 30 years or so.

First, it is no secret that scientists aren’t the most  socially-adept individuals and when socializing it tends to be very “cliquish” and oft time exclusive.  Second, scientists are notoriously poor networkers and mostly engage in serious networking when alcoholic beverages are involved.  In other words, very little networking takes place in professional and scientific settings with the exception of  conferences and meetings. Finally, and perhaps most importantly, many of the academicians who train scientists don’t understand networking and often don’t offer any career guidance to their students and postdocs. Unfortunately, most academics have little or no understanding of the world outside of academia and, not surprisingly, there is little incentive for them to learn about it—mostly because of the anachronistic tenure system. Further, because PhDs are taught to be independent and self reliant, there is almost no emphasis placed developing social skills during their training.   In fact, many academics believe that being too social is the best way to be “scooped” by their competitors. Paradoxically, there are currently over 30 social networking sites for scientists (including BioCrowd, the career development networking site that and I started). I suspect that many of us who started these sites recognized an opportunity to use social media to bring scientists together on the Web in a less threatening way than IRL. Although several of these sites report high subscription rates, it is not clear how effective they are for networking and career development purposes.

The job market for life scientists has been extremely difficult and competitive for the past five years or so. Academic positions are still hard to come by and the recent downsizing that has taken place in the life sciences industry—about 85,000 jobs have been lost in the past three years— suggest that competition for life sciences jobs will remain fierce for the foreseeable future. Like it or not, graduate programs must begin to provide job counseling and offer career development training to their students and postdoctoral fellows—their lives may depend upon it. 

Until next time....

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

 

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Most Livable US Cities in Financially Troubling Times

Forbes Magazine released its annual list of America’s most livable cities. The list is created based on quality of life measures in cities with populations of 500,000 or greater. The cities on the list indicate where unemployment is low, income growth is high and living the good life is affordable. 

Number one on the list was Portland, ME because it is safe and apparently has several outstanding microbreweries. Bethesda, MD (what about traffic), and Des Moines IA (what?) round out the top three, followed by Bridgeport/Stamford, CT ($$$) and Tulsa, OK (no way)! The remaining five on the top list included Oklahoma City OK (where the waving wheat....), Cambridge, MA (Harvard and MIT, what’s not to like), Baltimore, MD (Camden Yards rocks), Worchester, MA (why?) and Pittsburgh, PA (nice family town). My favorite place to live, Madison, Wisconsin was relegated to 13th place on this year’s list (sigh).

Until next time...

Good Job Hunting and Good Living!!!!!!!!!!

 

Who Said Education Doesn't Pay Well?

The compensation packages for CEOs of many publicly held companies have recently, (for obvious reasons), come under intense scrutiny. This has spilled over to the chief executive offices of many not-for-profit organizations including private colleges and universities. While the compensation packages for most university presidents and administrators are substantial in many instances, there are a few university employees who sometimes earn substantially more. 

According to an article in today’s New York Times, there were 88 private-college employees who made $1 million or more in 2007 (only 11 were college Presidents or chief executive officers). These were the results from an analysis conducted by The Chronicles of Higher Education of the compensation packages of more than 4,000 employees at 600 private colleges. The two top earners were Pete Carroll, the head football coach at USC and Dr. David N. Silvers, a Columbia University dermatologist both of whom made almost $4.5 million last years. Coach Carroll’s compensation packages was almost four times that of the university’s president whereas Dr. Silver’s salary of $4,332,759 compared with $1 411,894 earned by Lee C. Bollinger, Columbia’s president. Another Columbia professor, Dr. Jeffrey W. Moses, earned a paltry $2,532,713 last year. Check out the salaries of the top ten earners!

While the pay for college and university presidents has risen sharply in the last decade the same hasn’t been true for many faculty members. Not surprisingly, over the same period, the gap between administrator and professor salaries has substantially widened. This parallels what has been taking place in the private sector where CEOs typically earn hundreds of times more than their employees. The disparity in administrator and faculty salaries led Patrick M. Callan, the president of the National Center for Public Policy and Higher Education to muse: “It may be reasonable for these people to be well paid but if faculty’s getting 2 per cent raises, I don’t see why senior administrators, who are already high-paid, should get much larger increases. It reflects a set of values that is not the way most Americans think about higher education.” The Chronicle survey found that on average, university and college presidents make about $500,000 annually.

This poses an interesting question: Unlike administrators, are most university and college professors overpaid? Based on my own experience as a medical school faculty member—absolutely not! Nevertheless, over the 10 years or more, there has been a growing disparity in the salaries of research faculty members as compared with teaching faculty. Typically, the researchers, who bring in large sums of money from grants and other extramural funding, command much higher salaries than faculty members whose primary function is teaching. While this may seem reasonable from a financial/business perspective, it raises a fundamental question about higher education: What is more important—making money or teaching? 

Until next time…

Good Luck and Good Training!

 

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The Zen of Cover Letter Writing

There is a perception out there that cover letters are old school and that they are no longer necessary when applying for a job. I suspect that this is largely a result of the notion held by many online job applicants that software programs rather than humans evaluate the suitability of prospective job candidates. While this may be true, it never hurts to differentiate yourself from the thousands of others who applied for the same position and didn’t include a cover letter. Further, adding a cover letters allows you to pepper your job application with key words that you may not have been able to squeeze into your resume and may give you a leg up on the competition!

Writing in this Sunday’s New York Times, Phyllis Korkki offers insights and tips on writing cover letters that could mean the difference between employment and not. The take home message—cover letters are not expendable.

Until next time…

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

 

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Dealing with Workplace Mistakes

As the old adage goes, “We are human and we all make mistakes.” Tell that to a person who believes that they have made a terrible workplace mistake and it will do little to assuage their fears and anxiety about what may happen if the error is revealed. In these troubled financial times, nobody wants to give a boss or manager a reason to let them go. That said, you may want to consider your options the next time that you make a mistake at work.

It is natural for a person who has made an error to try and cover it up. The main reason why people don’t want to admit their mistakes is because they erroneously feel that it is a reflection of their native abilities and overall intelligence—nobody wants to be perceived as incompetent or stupid. Unfortunately, attempts to cover up mistake can sometimes lead to more—and bigger mistakes—which may have graver consequences or cause more harm than the original mistake. However, once you have successfully objectified the mistake —and separated the error from you as a person—it is much easier to correct the error and simply move on.  

Contrary to popular belief, managers and bosses tend to have far greater respect for people who have the courage to readily admit their mistakes. This is because they know from experience that little mistakes can sometimes have serious implications or negative consequences for a company or business. Further, it signals to a manager or boss that the employee (who made the mistake) is honest and a team player —someone who is willing to sacrifice his/her own personal standing for the good of the organization or company. Finally, despite assertions to the contrary, managers and bosses are human too. And, as we have repeatedly been told, all humans make mistakes—it is part and parcel of the human condition.

My own experiences with workplace errors are somewhat mixed—at various times I have utilized both the cover up and full disclosure options. Invariably, I have had far better and more personally-satisfying and positive outcomes when I chose the full disclosure route over the cover up option.

To learn more about managing workplace errors and mistakes, please read “Making the Most of Your Mistakes” by Phyllis Korrki—it is a great read!

Until next time…

Good Luck and Fess up!!!!!!!

 

New Beginnings: Going It Alone

The recent spate of corporate layoffs has forced many people to reconsider what their next career move ought to be. While looking for another corporate job (similar to your old one) is the most obvious thing to do, the likelihood of quickly finding a new job in these economic times is remote. That said, now may be a good time to consider leaving confines of the corporate world and striking out on your own! Based on my own personal experiences, this can be a very frightening and overwhelming undertaking fraught with anxiety and uncertainty. But, not to worry! Sharon Jaffe, a self described “passionate digital marketing and media strategist and former corporate executive” has written a great blog post that offer some helpful tips and suggestions  for people who may be thinking about leaving the comforts of the corporate world and striking out on their own.

Sharon’s Tips and Suggestions About Starting Out on Your Own

1. Feel the fear and do it anyway. This is a great book by Susan Jeffers, and it's my main point, since 96% of people don't start a new busineness because of the fear of failure.  Don't expect to be fearless, but don't be paralysed by your fears. Help and seek help, especially where you need it – be it logistics, network, introductions etc.

2. "Do unto others..."- The Ethic of Reciprocity. Don't underestimate your own value and your ability to help others. Realise that others want to see you succeed and need your help too, so jump in the "informal economy" of networking, connecting, giving and asking for help. I wouldn't be here today if it wasn't for key people who gave me their time and guidance. In turn, I always make time for others since you never know when the favour will be returned. ;-)

3. Network isn't everything, it's the only thing! It's what you know AND who you know. The people who've worked with you and know what and how you do it are the key people to hire you, help you and recommend you on. Almost all my business has come from my own network where I have spent many years building a reputation and building my personal brand.

4. Be resilient! Be prepared to bark up a lot of wrong trees. When there's nothing up the trees, pick yourself up and move on to the next one. Set-backs and disappointment are par for the course. Protect your self-esteem and be positive. Matt Crabtree, from Positive Momentum, was instrumental in helping me with most of these tips as well as recognising the power of the right attitude and positivity.

5. Be your own guiding light. Trust your internal instincts when making decisions and be true to yourself. If you're asked to do something which doesn't feel right or by someone who doesn't feel right, it generally isn't right. Don't accept work which you don't feel good about i.e. is not the type of work you want to be doing (you'll be hating every minute of it). At the same time, be open-minded. I was asked to do training and figured, "why not?". It has since turned out to be my main source of business second to consulting.

6. Quality is key! Maintain your own professional quality standards. Invest in your brand and pay attention to everything from the way you dress to showing up on time. Now more than ever it's important to realise that you are your own business card.

7. Have a clear vision. Always hold clear the vision of where you see yourself in 1 or x year's time. Let that motivate you! Make sure you create some goals and milestones, be it a revenue target, or your first press interview. Remember to also reward yourself and congratulate yourself on your achievements along the way with rewards.

8. Think big but start small. Don't be arrogant or overconfident in what you charge. Be willing to do stuff for free to build experience, reputation and a solid track record. Trust me, the rest will follow.

9. Watch your costs. Don't splurge unnecessarily but don't skimp on the important things like a good laptop and a business card. It's not necessary to have a glamorous website to get started – one year on I still don't advertise what I do on the web and yet I've been fully booked.

10. Manage your work-life balance. It's easy to start working evenings and weekends and it's hard to give yourself a break. I think this is a key driver of entrepreneurs and a danger in the general unwillingness or inability to take time off. I think I'm still learning this one, which is why I put it last.

I hope these tips are helpful! Good luck!

You can follow Sharon on Twitter @sharonjaffe

Until next time…

Good Luck and Good Job Hunting!!!!!

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Career Road Maps: There Aren't Any Except Your Own

Like most graduate students, I diligently followed the advice of my thesis advisor and was lucky enough to land tenure track position at the University Of Miami School Of Medicine. While I was slogging my way toward that appointment, I began to experience some troubling and persistent concerns about my career as an academic. I really didn’t like doing bench research that much, I wasn’t a very good politician and I had a burning desire to teach. Unfortunately, I chose to listen to what others thought was in my best interests rather than listen to myself.

I spent my first two years at UM wondering why I had agreed to take the job—I had no grant money, no graduate students and no life. I was truly miserable. I didn’t realize it until many years later that I was experiencing a full-blown, career crisis a the tender age of 32. I suffered in silence because I was afraid that if I shared my feelings with my colleagues they would think that I was crazy. After all, “not everybody was able to win a tenure track appointment at an up and coming medical school like UM.” Not surprisingly, those two torturous years of indecision and confusion cost me tenure five years later. While being denied tenure was one of the most difficult and devastating experiences of my life, it was probably one of the best things that ever happened to me. It forced me to reconsider my career objectives and helped me to chart a career path that was more consistent with my personality, talents and skills.

I hadn’t thought much about my former life as an academic, until I came across an article in this Sunday’s NY Times entitled “In a Life of Firsts It’s the Seconds that Count Most.” It was written by David Rosen, an advertising executive who started having second thoughts about his job shortly after he started it. His story was surprisingly similar to mine, and like me, he ignored some of the early warning signs that his intended career may not have been the best career choice for him. He ultimately left advertising and is now quite satisfied with his career as a writer.

Like Mr. Rosen, I learned a few things that I think may be helpful to others who may be struggling with their next career move. First, there is no such thing as a “universal career road map”—one size doesn’t fit all. Second, there are no right or wrong career paths—only the one that you create for yourself. Finally and perhaps most importantly, always follow the advice of your heart—some sage advice from a fortune cookie that has always served me well!

Until next time…

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

 

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How to Find a New Job

I’ve blogged on this topic many times in the past. However, I came across a great blog post that summarizes at least five of mine into a concise, practical and resourceful guide to finding a new job.

Read it and keep on looking—there are still jobs out there for highly specialized individuals like scientists!

 

Until next time…

Good Luck and Good Job Hunting!!!!!!

 

How to Keep Your Job Whether or Not We're in a Recession

Over the past few weeks, I have seen many posts on various career and job blogs offering people advice and tips on how to hold on to their current jobs. In my opinion, most of these posts didn’t offer any new or insight tips on this topics. Instead most of the suggestions were obvious and rather pedestrian. For example, be pleasant to your boss, show up on time, don’t leave before the official work day ends, volunteer to take on new projects yada, yada, yada.

While these suggestions may help to some extent, I think that the best way to keep a job is to think strategically and learn how to manage it to your maximum benefit regardless of prevailing economic conditions. In other words don’t wait until you are in a precarious situation to become a model employee. With this in mind, I came across an extremely insightful article on job retention in the business section of today’s NY Times.

The author, who has been a practicing psychologist for 22 years and a “boss” for the past couple of years, provides insights on job retention from both employee and managerial perspectives. I highly recommend that you read this article—even I learned a thing or two!!!

Good Luck and Good Job Hunting (hang on to your current one if you can—its tough out there)!!!!

 

 

Dealing with 'Back-Stabbing' Co-Workers and Colleagues

Do you know somebody at work who is friendly, agreeable and even solicitous— who will smile to your face—and then say bad things “behind your back” to your boss and colleagues? I suspect that everybody has encountered one or more of these politically ambitious individuals at some point in their careers. In most cases, everybody in the office, laboratory etc knows who these people are but are ill-equipped to effectively minimize the damage that they may cause. I highly recommend reading this article that I found today to begin to learn how to manage these troublesome co-workers and colleagues.

Until next time…

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

Sheding New Light on Office Politics

The mere mention of office politics makes me want to cringe. This is probably because I have never been politically motivated nor have I ever taken advantage of a co-worker to advance my career. Those who know me will tell you that I am a tell-it-like-it is kind of guy. And, I simply refuse to play the game to get ahead. That is probably why I am blogger/science writer and not a vice president or CEO of some company. Nevertheless, for those of you who are ambitious and driven, you will need to learn to successfully manage workplace politics because--you don't--you may wind up like me (not that there is anything wrong with that).

I came across a fascinating article entitled "The Win-Win Way to Play Office Politics" that I think sheds new light on the often vilified practice of office politics.  Read it--you may learn a thing or two!

Until next time...

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

Job Hunting in a Recession

I think that it is safe to say that we are in a recession. Even though unemployment is rising to record levels, there are still jobs to be had. To be successful in tough economic times, job seekers must manage expectations and modify job search tactics. To that end, I came across an insightful article that provides jobseekers with a variety of suggestions and tips that may lead to employment during the current economic downturn.

Until next time….

 

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

 

 

Dealing with Corporate Lay Offs and Restructuring on Your Resume

 

Last month, 240,000 American workers lost their jobs. Many of these jobs were lost as a result of corporate lay offs and restructuring—things that are likely to continue as we attempt to navigate a course through these financially troubling times. Unlike being fired, lay offs and job losses that result from restructuring have little to do with individual job performances and everything to do with budget constraints and reductions. That said how should a person who is laid off from a job deal with it on a resume when looking for a new job? I found a well crafted article that provides some ideas and solutions to deal with this often vexing problem.

Read and learn!

Until next time…

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

 

Some Interesting Statistics for Job Seekers

It shouldn’t come as much of a surprise, but according to a recent survey of 3,000 job seekers conducted by the outplacement firm Challenger, Gray and Christmas the time it takes to find a job is growing longer. For example, the median time for job searches conducted by those winning positions grew from 3.6 months in the second quarter to 4.4 months in the third quarter of 2008. Also, it found that 13.4% of job seekers relocated to take new positions in the third quarter of 2008. While this is up from a first quarter figure of 8.9%, it is still lower than the percentage of job seekers (15%-16%) who relocated in 2006 and part of 2007. 

As layoffs increase and the US economy worsens the percentage of people willing to relocate for new positions will likely increase even as home prices continue to fall. Unfortunately, some job seekers may find themselves trapped (despite a willingness to relocate) because of an inability to sell their homes. Put simply, this may be one of the toughest job markets in recent history.

However, as a well known recruiter once told me: “All too often, job seekers allow themselves to get mired in the doom and gloom of a failing job market. However, if they can remember to approach a job search with a mindset of “all I need is a single job offer” then they will undoubtedly be successful.” That said, while your next job may not be the one that you really wanted, simply having a job is what matters in uncertain financial times.

Until next time….

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

 

The Art of Self-Promotion: A Must When Looking for a Job

As many of you may know, I annually participate in several career fairs (sponsored by scientific societies) where I present seminars to students and postdocs who are desperately seeking employment.  I talk about resume writing, interviewing techniques and designing and managing job searches. While all of these things are helpful, in the end, finding a job really comes down to one thing—networking or perhaps more aptly put —self promotion. Yes, I said it—you really do have to SELL yourself when trying to land a job! This is very difficult for scientists because we are taught (and it is hammered into us) that self aggrandizement is a cardinal sin if you are to be taken seriously as a serious scientist. While this may have been true in the past, it is no longer the case in today’s highly competitive and shrinking job market.

With this as a backdrop, I found a compelling article by Alina Tugend in Sunday’s New York Times that offers insights into self promotion and how to integrate it into routine job searches. I hope that after reading the article you will begin to understand why those scientists who shun the art of self promotion are typically the ones without jobs!

Until next time…

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

How to Turn a Bad Job into a Positive Career Outcome

 

Earlier in my career, like many others, I found myself in, what looking back, were bad jobs. At the time, I didn’t realize that they were bad jobs because I was young and a very inexperienced employee. I tended to blame myself rather than the job for my unhappiness and dissatisfaction. Consequently, I did many things that were not in my best self interest.

In my experience, employees who find themselves in bad jobs tend to be unhappy, complain a lot and are emotionally-invested in convincing others how awful the situation at work is. While this may be emotionally rewarding and cathartic, it is not the wisest thing that an employee in a bad job can do. These bad job employees frequently receive poor performance reviews, little or no bonuses or pay raises and are the first to go when layoffs are necessary (corporations and other business entities don’t like complainers and rabble rousers).

Over the years, I learned to manage some of these ill-advised, bad job behaviors—sometimes successfully and oft times not. These days, I like to think that I can manage bad job situations better than I have in the past. That said, I came across an insightful post on the Monster Blog that articulates how employees can leverage what they have learned from their bad job experiences into positive career outcomes. Many of the author's insights and recommendations are consistent with what I learned from my own bad job experiences. Nevertheless, it is important to remember a few things when dealing with a bad job situation.

First, there is no such thing as a perfect job (although many people will try to convince you otherwise). Second, people who complain loudly to their cronies will rarely let their true feelings be known to management or others who are responsible for a bad job environment. Third, sometimes it really isn’t the job but you! And, finally, if you find yourself in a bad job situation, refrain from complaining, update your resume and quietly but actively look for new career opportunities that may be more consistent with your job needs and long term goals. Also it is important to truly understand that the "grass isn't always greener other side of the fence."  As I liked to tell job candidates when I was working as a recruiter “Don’t expect  things to be drastically different at your new job— it’s same old sh-t, just at higher pay!”

Until next time….

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

 

How to Choose a Recession Proof Career

Since the US is officially in a recession (and recessions are likely to continue to occur in the future), those of you who are embarking or deciding on a new career ought to consider whether your career of choice can weather an economic recession.

Coincidentally, shortly after I was vanquished by the current recession late last week, a BioJobBlog reader pointed me to a post entitled“Choosing a Recession Proof Career.”

The piece is a short one but contains very useful information and is definitely worth a read.

Hat tip to Helen!

Until next time…

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

Nobody is Recession Proof

As the old saying goes, nobody is indispensable.  On the heels of Friday's report about US unemployment reaching 6.1 per cent, I learned that my contract medical writing position would be ending 4 months sooner than expected.  I worked at the company for 1.5 years and was excepting to finish out a two-year stint.

Of course, given the precarious financial state of the pharmaceutical industry, I had been looking and was able to find several opportunities that may translate into freelance gigs or possible employment. That said, if anybody out there is looking for an experienced medical/science/promotional writer, please feel free to contact me by sending a comment to this post or via e-mail: cmintz@bioinsights.com.

I hope that your luck is better than mine!!!!!

Until next time....

Good Luck and Good Job Hunting (I will be looking too)!!!!!!!!!

Work Place Ethics: What Decision Will You Make When Put to the Test?

All of us, (especially scientists) like to think that we have high moral and ethical standards. While in theory this may be true, there will come a time in your career when you’re faced with an ethical dilemma. Do you possess the mettle to make the right— or perhaps more apt— the most ethical decision? To gain some insight into your personal code of ethics (or lack thereof), I strongly recommend that you take a Monster Career quiz that purportedly measures how ethical you truly are.

Despite some assertions to the contrary, I’m still an ethical guy (although not as ethical as I thought)!

Until next time….

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

Gossiping at Work: Can It Hurt Your Career?

Who doesn’t like to gossip? The intrigue…the drama….the sheer joy of it! But, can gossiping hurt your career?  Based on my experiences and numerous job losses, the answer to that question is a resounding yes!!! 

That said, others may feel otherwise about workplace gossip.  After all, doesn’t everybody gossip? And, why would a little gossip hurt one’s career? I found an interesting article on the effects of workplace gossiping and how to safely indulge and manage the impulse when it strikes you at work

Until next time….

Good Luck and Good Job Hunting (a good friend of mine heard a rumor…..)!!!!!!!!

How to Ask for a Raise

One of the more awkward things in any employee’s career is asking a boss or supervisor for a raise. There is no right or easy way to successfully accomplish this often gut-wrenching task. That said, I came across a post that provides some insights into the process and offers some tips on how to optimize negotiations to get the raise that you think you deserve!

Of course, this post is only relevant for those of us who still have jobs! Nevertheless, some of the tips offered in the article will come in handy when negotiating a new compensation package for your next job.

Until next time….

Good Luck and Good Job Hunting!!!!!

Office Politics: Handling and Managing Annoying Co-Workers

Everybody who works for a living has to learn how to deal with annoying co-workers who, either directly or indirectly, may have an effect on your career trajectory. Managing difficult co-workers is essential if you want to learn how to adroitly deal with workplace politics. I came across a well-crafted post that identifies 6 unique, annoying co-worker personality types and offers advice on how to effectively leverage these troublesome personalities to your benefit.

1. The Naysayer. This office dweller delights in shooting down ideas. Even during "blue sky" brainstorming sessions, where all suggestions are to be contemplated with an open mind, the Naysayer immediately pooh-poohs any proposal that challenges the status quo.

The right approach: Because great solutions often rise from diverse opinions, withhold comment -- and judgment -- until the appropriate time. Moreover, be tactful and constructive when delivering criticism or alternative viewpoints.

2. The Spotlight Stealer. There is definitely an "I" in "team" according to this glory seeker, who tries to take full credit for collaborative efforts and impress higher-ups. This overly ambitious corporate climber never heard a good idea he wouldn't pass off as his own.

The right approach: Win over the boss and colleagues by being a team player. When receiving kudos, for instance, publicly thank everyone who helped you. "I couldn't have done it without ..." is a savvy phrase to remember.

3. The Buzzwordsmith. Whether speaking or writing, the Buzzwordsmith sacrifices clarity in favor of showcasing an expansive vocabulary of clichéd business terms. This ineffective communicator loves to "utilize" -- never just "use" -- industry-specific jargon and obscure acronyms that muddle messages. Favorite buzzwords include "synergistic," "actionable," "monetize," and "paradigm shift."

The right approach: Be succinct. Focus on clarity and minimize misunderstandings by favoring direct, concrete statements. If you're unsure whether the person you are communicating with will understand your message, rephrase it, using "plain English."

4. The Inconsiderate Emailer. Addicted to the "reply all" function, this "cc" supporter clogs colleagues' already-overflowing inboxes with unnecessary messages. This person also marks less-than-critical emails as "high priority" and sends enormous attachments that crash unwitting recipients' computers.

The right approach: Break the habit of using email as your default mode of communication, as many conversations are better suited for quick phone calls or in-person discussions. The benefit? The less email you send, the less you're likely to receive.

5. The Interrupter. The Interrupter has little regard for others' peace, quiet or concentration. When this person is not entering your work area to request immediate help, the Interrupter is in meetings loudly tapping on a laptop, fielding calls on a cell phone, or initiating off-topic side conversations.

The right approach: Don't let competing demands and tight deadlines trump basic common courtesy. Simply put, mind your manners to build healthy relationships at work.

6. The Stick in the Mud. This person is all business all of the time. Disapproving of any attempt at levity, the constant killjoy doesn't have fun at work and doesn't think anyone else should either.

The right approach: Have a sense of humor and don't be afraid to laugh at yourself once in awhile. A good laugh can help you build rapport, boost morale, and deflate tension when working under stressful situations.

Do you recognize any of your co-workers who fit the bill? Or, perhaps more worrisome, do you fit into any of these categories. Food for thought……..

Until next time…

Good Luck and Good Job Hunting (remember those workplace politics)!!!!!!!!

The Changing World of Interviewing

With the price of gas and travel skyrocketing, many companies are cutting back on the number of face-to-face job interviews that they conduct. Instead, companies are resorting to alternate interviewing strategies that include multiple phone interviews, videoconferencing interviews and yes, even virtual interviews (check out Second Life) —how cool is that!!!! 

This means that job candidates must adapt to these new format in order to remain competitive. I came across an article that discusses how to approach and successfully manage these new interviewing formats.

Just remember to keep those wings and halos to a minimum during your next virtual interview!!!!

Until next time…

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

Some Tips on Finding a Job in a Tough Job Market

Peggy McKee, the medical sales recruiter, offers some words of wisdom and advice on finding a job in today’s challenging job market. Read and learn….Hat tip to Peggy for the insights!

We’re in some tough economic times right now, and that can make it that much harder to find a job.  To help you out, Fortune magazine has 7 tips for job hunting in a tougher market.  They include:

1.  Request more face-to-face meetings.  Get your face in front of recruiters and your network instead of relying on e-mails and phone calls.  It will make more of an impression. 

2.  Step up your job-search activity.  This makes sense.  In many ways, a job search (like sales calls) is a numbers game.  Increase your odds by increasing your activity.

3.  Try to be as flexible as you can.  Consider contract work, part-time work, or starting at a lesser salary than you were hoping for.  It gets your foot in the door for other opportunities later.  Besides, less money is better than no money, right?

4.  Consider relocating.  Top jobs aren’t always where you are.  I love the idea of relocating and expanding your horizons…trying something new. 

5.  Scour the hidden job market.  Many jobs aren’t advertised.  Be proactive.  Use your network.  Or contact employers directly.  They might appreciate your initiative.

6.  Spend very little of your time on Internet job boards and help-wanted ads.  Look, but don’t focus.  Everyone’s looking here. 

7.  Take advantage of social networking sites.  Personally, I love LinkedIn.  But also, use MySpace or Facebook as part of your networking tactics.  Just be careful to keep it professional. 

Here are some more great tips to heat up your job search.  One last great idea (from the Sales Hub):   

You never know when or where you may meet a prospective employer. Memory sticks, flash-drives, or email versions of your resume on your Blackberry, Treo or iPhone are must-haves in today’s volatile employment market.

Until next time,

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

BioJobBlog Talks with the Recruiting Animal

I was contacted by the Recruiting Animal to see whether I would be interested in joining him on his show, to talk about recruiting in the pharmaceutical and biotechnology fields. Although I am a recovering recruiter and have not placed a single candidate in the past 5 years, I decided what the heck—what do I have to lose?

For those of you who are interested you can hear my pearls of wisdom by clicking the icon below.

 

 

Until next time…

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

Are You Ready for Your Job Interview?

When I was working as a recruiter, I always called my candidates a day before a scheduled face-to-face job interview. I did this to reassure them, build confidence and provide them with any insights that I may have had regarding the hiring manager or the job. But, more importantly, I called to insure that they were adequately prepared to go on the interview. I typically talked with them about dress, interview etiquette, cell phone usage, body language etc. Sometimes, when I was concerned about particular candidates, I even sent (via fax or e-mail) an interview preparation checklist. 

Although I am not a big fan of checklists, many people find them useful! To that end, I discovered this . The notion of taking an online interview preparedness quiz may seem silly to many of you, but I can tell you with certainty that I had more than one highly qualified candidate fail to get a job offer because they were poorly dressed, didn’t turn off cell phones or incapable of making eye-contact during their face-to-face. 

The quiz takes about 5 minutes to complete and there are interview tidbits embedded in every answer. You can even take it on your Blackberry, Sidekick or cell phone of choice! It may make the difference between a job offer or not.

Until next time….

Good Luck and Good Job Hunting!!!!!

Networking: Do Handshakes Really Make a Difference?

Much has been said (and written) about the impact and power of a firm handshake in business settings. Are the urban legends and "old wives tales" really true? Peggy McKee the medical sales recruiter , weighs in on the subject in a recent post.

According to Peggy, a recent study suggests that, all other factors being equal, a firm handshake will give you the edge you need in getting the job.  The Fine Art of the Handshake gives you several pointers to remember on grip strength, eye contact, where to stand, and what to say.  But mostly, just remember to be firm, friendly, and confident. The firm handshake thing is appropriate for both men and women!  Also, remember that the firm handshake applies to both men and woman!

For more information about handshakes and other networking strategies please contact Peggy!

Until next time....

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

Ten Tips for the Interview Follow-Up

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!!!!!!!!!

Looks Do Matter!

Who hasn’t heard the old adages “Beauty is only skin deep” or “It’s not what’s on the outside but what’s on the inside that counts?” While these sayings may be apt when looking for a soul mate, they are absolutely not true when it comes to networking or job interviews. I know this may seem shallow and superficial, but the stark reality is that appearance does count when making a first impression or finding a job. There is nothing wrong in adopting a “superficial” persona when it comes to job interviews or networking. I know; we scientists work hard to avoid being superficial and shallow, but let’s face it, sometime you just gotta do what you gotta do to get or job or advance your career!

I came across a great article that provides outstanding guidance on this subject. Also, for you fashion-challenged individuals, I found a well-crafted article that describes what job candidates ought not to wear to job interviews.

Until next time….

Good Luck and Good Job Hunting!!!!!

Are You Ready for Your Interview?

When the job market gets tough, it is the “little things” that can make the difference between a job offer and a rejection letter. As you all know by now, face-to-face interviews are the “make or break” event in any job search. To that end, any edge that you can get may make the difference between being employed or receiving unemployment benefits in today’s job market. Although I am not a big fan of quizzes or surveys, it may be worth the time to take an ‘interview preparedness’ quiz that I found on Monster.com. I want to state upfront that I didn’t take the quiz nor can I vouch for its accuracy. That said, remember; it is the little things that frequently determine your fate at job interviews. 

Let me know how you fared!

Until next time…

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

Who is Driving Your Company/Organization?

I often wonder what makes companies/organizations tick! Based on my personal experiences, I am amazed that anything gets done in highly structure corporate/ organizational setting. My observations have caused me to think about the different personality types of the people who make up the corporate/organizational workforce. While reading business section of Saturday’s NY Times I happened upon the musings of Robert Kiyosaki, whose ideas about organizational personality types were surprisingly consistent with mine. 

Mr. Kiyosaki posits that there are only 4 personality types found in any organization. They are:

  1. Those who want to be liked. “These are the social directors who want everyone to be happy, especially with them.”
  2. Those who want to be comfortable. They want job security. They will do a good job, “but don’t expect them to stretch or push themselves” or to respond well to pressure.
  3. Those who want to be right. “These people are strong in their opinions and will defend their ideas to the death.” They can be reluctant to accept other points of view.
  4. Those who want to win. They have the “drive and tenacity” to succeed.

According to Mr. Kiyosaki, no one type is better than another. He says that “Understanding them — as well as yourself, your strengths and what inspires you — is the foundation for long-term growth and success.”

I am having a little difficulty deciding whether I fit into categories C or D. I am thinking C but D is mighty attractive too. Nah, I am definitely a C .  So, where do you fit in?

Until next time…

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

Another 2007 Best List: GlaxoSmithKline Voted the Most Ethical Pharmaceutical Company

Geneva-based Covalence published its third annual ethical reputation ranking, giving the best ranked companies as well as those companies which have made the most progress in 2007.

Best EthicalQuote Score and Best EthicalQuote Progress are given by confronting positive and negative news. Best Reported Performance is calculated by quantifying positive news only – it shows how companies report on their ethical performance without considering criticisms and demands.

Best EthicalQuote Score

  1. GlaxoSmithKline
  2. Johnson & Johnson
  3. Bristol Myers Squibb
  4. Abbott
  5. Novartis
  6. Roche
  7. Boehringer Ingelheim
  8. Astra Zeneca
  9. Pfizer
  10. Sanofi Aventis

Best EthicalQuote Progress

  1. GlaxoSmithKline
  2. Abbott
  3. Johnson & Johnson
  4. Sanofi Aventis
  5. Boehringer Ingelheim
  6. Schering Plough
  7. Takeda
  8. Astra Zeneca
  9. Bristol Myers Squibb
  10. Amgen

Best Reported Performance

  1. GlaxoSmithKline
  2. Abbott
  3. Novartis
  4. Wyeth
  5. Merck & Co Inc
  6. Pfizer
  7. Johnson & Johnson
  8. Eli Lilly
  9. Sanofi Aventis
  10. Astra Zeneca

Finally, some good news for GSK in 2007!!!!

Until next time...

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

Novartis to Build New Biomanufacturing Facility in Singapore

Novartis announced late last year that it intends to invest about $700 million to build a new biomanufacturing facility in Singapore. Construction will begin in early in 2008 and the plant is expected to be fully-operational by 2012. The new cell culture production facility will employ approximately 300 people and support manufacturing of both clinical and commercially-available products, mostly monoclonal antibodies.

At present, biologics and protein-based biotechnology products represent about 25% of Novartis’ drug pipeline. Most of these products are owned and manufactured by Novartis’ wholly owned subsidiary .

You gotta tip your hat to Singapore—their government-sanctioned plan to invest billions of dollars into biomedical research seems to be paying off!

Until next time

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

Contracting Has Been Very Good to Me!

For those of you who are interested, I wrote an article about contract work in the pharmaceutical and biotechnology industry that appeared in Science Careers about a week ago.

As many of you may know, I am a contractor so I can "walk the walk and talk the talk".  That said, for those of you looking for employment try contracting on for size.  You may like it!  Borrowing from Garrett Morris a fomer '70s Saturday Night Live alum "Contracting has been berry  berry good to me"!

Until Next Time....

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

Guess What Isn't On the Projected Growth List!

If you are contemplating a career move, check out the new list from the Bureau of Labor Statistics that projects the fastest-growing  jobs from 2006 to 2016.

Forecast percentage growth from 2006 to 2016

Network/data analysts (53%)

Personal and home care aids (51%)

Home health aides (49%)

Software engineers (45%)

Veterinary technicians (41%)

Personal finance advisors (41%)

Theatrical makeup artists (40%)

Medical assistants (35%)

Veterinarians (35%)

Substance abuse and behavorial disorder counselors (34%)

A quick perusal of the list reveals that most of the jobs are service-oriented with perhaps the exception of software engineers and maybe veterinarians. We Americans do love our pets and who doesn’t like a good Broadways show or Hollywood film. Of course, it goes without saying that we have a need for many more personal finance advisors and, given all the stress associated with becoming rich, who can argue against an increased need for substance abuse and behavioral disorder counselors?  After looking at the list, do you think we should begin to worry a little about America’s loss of competitiveness in science and technology? 

 

Until next time….

 

Good Luck and Good Job Hunting (if there are any left by 2016)!!!!!!!

Amgen Slapped with Two Federal Subpoenas

The NY Times reported today that Amgen has disclosed that it recently received two federal subpoenas seeking documents related to its products Neupogen, Neulasta and Aranesp.

In a quarterly report with the Securities and Exchange Commission, the company said it intended to cooperate in responding to the subpoenas, issued by the United States attorneys’ offices for the Eastern District of New York and Western District of Washington.

Amgen also disclosed that it was sued in New Jersey this month by the Sheet Metal Workers National Health Fund.

According to the S.E.C. filing, the lawsuit says Amgen engaged in an “anticompetitive tying arrangement and pricing scheme” involving the sale of Neupogen and Neulasta, used against the side effects of chemotherapy, and Aranesp, an anemia drug.

It is becoming increasingly difficult to maintain a monopoly in this country…Go figure!!!

Until Next Time

Being Smart is Not Always Enough

The firestorm that was ignited by the seemingly racist remarks made by Nobel Laureate James Watson several weeks ago started me thinking about scientists and the way that they are trained. In general, scientists emphasize and place an inordinately high premium on “being smart”. If graduate students or postdoctoral fellows are deemed to be “really smart”, their mentors tend to overlook inappropriate or, in some instances, antisocial behavior.  Further, and perhaps more egregiously, they do little to help these students and postdocs overcome or correct their in appropriate or bad behavior. Consequently, these individuals continue to behave inappropriately and believe that, because they are smart, they can do or say whatever they want without fear of punishment or retribution. 

 

I can recall a conversation that I had as a postdoctoral fellow during a visit with an award-winning faculty member from my old department about a faculty member (let’s call him Dr. X) who worked in the department where I was doing my postdoctoral work. During our conversation, I mentioned that Dr. X treated his people badly and frequently humiliated them at departmental meetings and social gatherings. I will never forget what she said in response to my remarks–“Yes, everyone knows that Dr. X has problems and he treats his graduate students and postdoctoral fellows badly, but he is brillant and so successful that people are willing to overlook his shortcomings”.  As I look back, this conversation had a greater impact on my career than I care to acknowledge.

 

During my 7 years as a tenure-track Assistant Professor, I totally bought into the notion that being smart is all that matters. I expected people to give me the benefit of any doubt even though I may have acted inappropriately or behaved badly in certain situations. Unfortunately, after I left academia ( fro the record-I was smart enough), and began working in the "real world", I discovered the hard way that being smart is simply not enough to keep a job or advance a career.

 

As I see it, Watson is just another casualty in a long list of world-renown scientists who finally pushed the limits of civility and tolerance to a breaking point and justly received what he deserved-- an appropriate punishment that, many feel, was long overdue. I think that the Watson spectacle ought to be a wake up call for the folks who are currently training the next generation of scientists—being smart is certainly important but it is simply not enough to insure a long, successful and untainted scientific career.

 

Until next time....

 

Good Luck and Good (Smart?) Job Hunting !!!!!!!!!! 

More Product Recalls at Wyeth

The news from Wyeth gets more and more interesting every day.  It was reported today that Wyeth intends to follow in the steps of Johnson & Johnson and pull its baby cold medications off the market over industry concerns that some caregivers are misusing the drugs, resulting in accidental overdose.

A Wyeth spokesman reported that the company will stop making Robitussin Infant Cough DM Drops, and will recall two products it discontinued last year, Dimetapp Decongestant Plus Cough Infant Drops and Dimetapp Decongestant Infant Drops. Wyeth also plans to place a warning on its other cold medications advising they should not be used on children under two years of age.

Until next time...

Good Luck and Good Job Hunting (not at Wyeth...)

Signs of a Slowing Job Market-Monster Worldwide, Inc. Announces Layoffs

Monster Worldwide, the company that runs the largest job board site Monster.com, quietly announced three weeks ago that is was laying off about 800 workers or approximately 15% of its workforce.

Monster Worldwide Inc. said mounting legal expenses associated with defending a growing U.S. government probe of its stock options grants practices were the reason for the job cuts.

The layoffs will mostly be in non-sales jobs in North America, Monster said.

The company also plans to streamline functions such as human resources and finance, Monster said.

It is not a harbinger of good things to come when the largest site on the web dedicated to helping individuals find employment downsizes its workforce to cut costs!

Until next time....

Good Luck and Good Job Hunting

Mea Culpa!

I just returned from a 3 week holiday in Wales and England ( I highly recommend a visit to both countries) and discovered that the links that I posted to The Freelancer Forum in a recent post and in the links section of biojobblog were non-functional.  My apologies for the oversight!  Both links have been corrected and you can easily reach the freelancerforum website from biojobblog.

I will be posting several new pieces over the next week or so...so stay tuned!!!!

Until next time.........

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

 

Business Cards: Are They Really Necessary?

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.

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High Drug Co-Pays Contribute to Reduced Medical Care and Lost Employee Productivity....Duh!

The New York Times reported today that employers that shift too much of the cost of drugs to workers in their company health plans could wind up losing more than they save, through absenteeism and lost productivity, according to a study by health policy researchers. The three-year study looked at the medical histories of several thousand workers suffering from rheumatoid arthritis; a painful and incurable disease of the joints that can be treated by several monoclonal antibody-based biotechnology drugs and other treatments.

The cost, as much as $18,000 a year, can be a big expense for employer health plans. Still, putting too much of the cost burden on the employee can evidently backfire. Among the 17 employers in the study, conducted by the nonprofit Integrated Benefits Institute, more than half the workers with rheumatoid arthritis were not taking their drugs — in many cases because they considered the out-of-pocket co-payments too high. As a

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Back in the Saddle Again

Hi Gang,

I want to apologize for not updating my blog for the past week or so.  I was in Washington D.C participating in several career development programs at the 2007 Experimental Biology Meeting from April 27 through May 1, 2007.  It was a great meeting and I highly recommend attending attending next year's program in San Diego.  After the EB meeting, I was back on the road again traveling to a business meeting for my new job in Atlantic City (yuck).  I am now a full time employee after ten years of being my own boss!   More on that later.

I hope to continue to write regularly about career developmeent and happenings in the bioscience industry. That said, if there are any readers (or aspiring bloggers) out there who are interested in writing guest posts or have any writing ideas please feel free to contact me. 

Until next time.....

Good Luck and Good Job Hunting

Something is NOT Rotten in the State of Denmark!

It is not surprising to learn that American economists believe that corporate downsizing and layoffs are necessary to keep the US economy vibrant. In marked contrast, European and Japanese economists feel that layoffs are barbaric and employee job security is vital for robust economic health. As is always the case, the reality is somewhere in between these two extremes.

In a recent article, Louis Uchitelle described a novel approach to job security that was conceived in Denmark. In the Danish model, employers are relatively free to “layoff” workers. When this occurs the Danish government steps in and provides benefits to laid-off employees that replaces 70 per cent of lost income for four years. The government also finances retraining and education, pressures unemployed workers to participate in the programs and then insists that the unemployed accept reasonable job offers or risk cuts in their benefits. At present, the Danish government devotes 3 percent of the nations GDP to training as compared with less than 1 percent in the US. The Danish approach appears to be working-unemployment is low and the economy is stable.
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Negotiating A Job Offer

I used to tell all my job candidates that getting a job offer was always the preferred result of a job interview (whether you wanted  the job or not). However, after an offer is extended, negotiating terms that are acceptable you may be more difficult than the job interview itself. The rule of thumb is that you should NEVER accept the first offer that is put on the table (unless of course, it is an offer that you cannot refuse). The first offer typically represents a Company’s initial attempt to get you onboard as “cheaply as possible”. That is not to say that a first offer will always be a bad offer. The company is simply testing the waters to determine what it is going to take to induce you to join the organization. Most corporate HR professionals expect that negotiations will be required to get a prospective new hire to sign on the dotted line. So, do not feel like you are being ungrateful if you choose to negotiate your job offer…it is expected!

In my experience, everyone wants a higher salary than the company is will to pay. That said, there is usually only about 5%-7% upward flexibility on starting salaries. However, it is important to emphasis that getting a nominal increase in starting salary may require a substantial amount of back and forth. Frequently, this back and forth can get a little uncomfortable and tense for both parties. That is why it is always a good idea to let a recruiter (if a recruiter brought the job opportunity to you) to do the negotiating for you! Companies want to keep starting salaries low because annual raises and bonuses are calculated based on an employee’s base salary. Sometimes, in lieu of an increase in starting salary increase, companies are willing to offer job candidates a signing bonus. The purpose of the signing bonus is to show the job candidate that the company is negotiating in good faith and that it more than willing to try to accommodate the financial needs of potential new hires. However, realize that a signing bonus is a “one time deal” and it will not factor into any subsequent raises or bonuses that you are awarded.
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Major New Job Trends for 2007

Matt Ferguson the CEO of Careerbuilder.com commisioned a survey to identify new trends in the job market for 2007.  The results fo the survey indicated that there may be as many as 7 new major trends in the job market for 2007. They are:

  1. Bigger Paychecks
  2. Increased Diversity Recruitment
  3. More Flexible Work Arrangements
  4. Rehiring Retirees
  5. More Promotions
  6. Better Training
  7. Hiring Overseas

As much as I respect the gurus over at Careerbuilder.com, these so-called trends do not seem like new ones to me. Call me crazy, but Ithe need for bigger paychecks, increases in diversity recruitment, more training and more flexible work arrangements has been long overdue for the American workforce.  Who knows, maybe something will change in 2007?

Until next time....

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

Interviewing 101: Appropriate Interviewing Behavior

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 Continue Reading...

Workplace Politics

Regardless of whether you work at a pharmaceutical company, in academia or at a government agency there are always workplace politics to deal with. Everyone always complains about how difficult and brutal it is to maneuver their way through or around all of the politics at work. That said, how do you know when workplace politics are REALLY out of control? Dave Jensen, a fellow biotechnology career guru, published an interesting piece in the January/February 2007 issue of Contract Pharma that describes when workplace politics have gone amuck.  I adapted some of the signs indicate that you are working in a politically-charged workplace.

  1. Communication is indirect, unclear, controlled and often manipulated
  2. Conflicts always occur behind “closed doors” and are never publicly acknowledged
  3. Decisions are made by small, powerful cliques or groups of people
  4. People’s actions and decisions are always judged as  'good' or 'bad'
  5. Information is disseminated by gossip not organizational channels
  6. Management is often isolated and does not tell employees "what really is going on"
  7. Rather than dealing with problems management seeks and finds scapegoats
  8. Relationships and alliances are founded and built in secrecy
  9. Resistance to organizational policies ranges from passive to overly aggressive or destructive
  10. Mundane events are frequently overblown whereas significant issues are minimized 
  11. When things go badly, people blame each other and do not assume responsibility for situations that have arisen
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Revenge in the Workplace

Jena McGregor recently published an article in BusinessWeek/Online entitled “Sweet Revenge: The Power of Retribution, Spite and Loathing in the World of Business” She discusses how powerful the need for revenge is amongst individuals who feel that they were slighted, passed over for promotion or simply overlooked by management. This article brought to mind my own recent experience with revenge in the workplace.

I was working as a contractor for a major pharmaceutical company located in Collegeville, PA. I was assigned to a brand team (within the Publication and External Communications Department) that consisted of me, the Director of the Department and a project manager named “Maria”. The Director was listed on all formal internal communications as the lead writer and Maria was responsible for day to day management of all communications for the brand. I was hired on a 6 month contract to support the writing needs of the brand team. Not surprisingly, the Director never wrote anything (except e-mails), Maria knew next to nothing about the product and I wound up doing all of the Continue Reading...

Update on Pfizer Job Cuts

NEW YORK (Reuters) - Pfizer Inc.  on Monday said it plans to cut 7,800 more jobs, including more than 20 percent of its European sales force, in an effort to save up to an additional $1 billion by the end of 2008.

I guess it could have been worse......Stay tuned for more.

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

The Truth About Networking

The advent of social networking sites like My Space, Linked-In, Face book and other websites of that ilk 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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Why Get a Ph.D. Degree?

Over the years,  I spent a lot of time pondering why I  ever decided to  pursue a Ph.D. degree.  LIke many people who choose this career path, I was primarily motivated by a desire to learn and a liking for science (in my case microbiology).  I became fascinated with the intricacies of the molecular world and decided it would "not be a bad thing" to wax romantically about science for the rest of my life.  The obvious (and only ) career path for me was an academic one, where I could do what I want and behave as unprofessionally as I wanted because, at the end of the day,  the only thing that really mattered was "the science". 

Back in the day (when I got my Ph.D.) university jobs were plentiful and an academic career path was not only a viable one, but it was expected of most newly-minted  Ph.Ds.  However, things have changed considerably since those days and academic jobs are few and far between in 2006.  Unfortunately, industry and government  R &D jobs are also relatively scare these days.  The one that that I learned throughout my career is that once an individual is tagged "as a Ph.D"., the assumption is that the only thing that individual can do is scientific research.  Whether that assumption is correct or not, it is irrelevant because hiring managers and company executives believe that  Ph.Ds are only good at doing research.  Paradoxically, spending 6-10 years to obtain a Ph.D. degree, may  have been the worst thing that an individual could have done if they wanted to obtain gainful employment in the life sciences industry.

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Resume Review and Career Advice

In my estimation. the first Post-Doc Career Fair sponsored by the Maryland Technical Council held at the University of Maryland-Shady Grove on May 23, 2006 appeared to be an unqualified success. Most of my time there was spent reviewing resumes and offering career advice to postdoctoral fellows who were willing to listen to me. I apologize for not posting the resume templates like I said I would last week at the fair. I have been extremely busy and will attempt to post them in the very near future. That said, let me make a few comments about resumes and career choices. First, you should consider a resume as a necessary first step in getting your "foot in the door" with prospective employers. With this in mind, a resume must quickly convey to a reader 1. who you are, 2. what you do and 3)why a company should consider you as a prospective employee. To that end, the most important information about yourself should be placed at the top of first page of the resume right underneath your name and contact information in a section entitled "Summary of Qualifications". This section should be carefully crafted to reflect who you are and why you are the right person for the job. The purpose of this section is to attempt to quickly "sell" yourself to a hiring authority. Since hiring managers typically spend only 30 to 60 sec. reviewing a resume to determine whether a candidate may be an appropriate "fit" for a job it is imperative that this section be carefully considered and clearly presented. Second, resumes are "living" documents. They are constantly changing and should be updated regularly to reflect career progress or acquisition of new skills. Stale resumes to do not win jobs! Third, resumes should be carefully checked for spelling, grammatical and typographical errors. A resume filled with these types of errors will signal to prospective employers that you are neither careful nor do you pay attention to detail. Nobody wants to hire a person like this into their organization. Finally, it is a tough job market out there right now for postdoctoral fellows. If you are no longer enamored with benchwork or think that you may want to pursue an alternate career path, now may be the time to explore those ideas. It may be difficult for you to objectively determine whether those alternate careers choices are right for you. I recommend that you seek out advice from reputable career counselors or individuals who are currently hold the types jobs that you are considering. This will enable you to get a better idea of what the job is REALLY about and whether you possess the requsite skills set and educational background to pursue a career in a specific area. Until next time.....Good Luck and Good Job Hunting!!!!!! --------

Online Job Searches:Do They Work?

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 perpective). 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. Doyou ever wonder why you rarely hear back from employer regarding the poistions 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 "My Space" rather than wasting your time on Monster! Good job hunting!!!!! --------

Career Development Expo in Washington D.C. Area

The Technology Council of Maryland is sponsoring its First Annual Post Doc and Career Expo in Rockville MD on May 23, 2006. It is an all day event focused on career opportunities in the life sciences, resume preparation, job hunting and interviewing skills. Yours truly, will be onsite a a presenter and resume reviewer. Please feel free to stop by and chat with me about your resume, career aspirations or simply about science! Good job hunting!!!!!!!!! --------

The Top Ten Interview Questions That You Hate to Answer

  1. Where do you see yourself five years from now?
  2. What are your strengths?
  3. What are your weaknesses?
  4. Why this company and not our competitors?
  5. May I contact your current employer?
  6. Are you willing to relocate?
  7. Why are you looking for a new job?
  8. Tell me about your greatest achievements
  9. Tell me about your most disappointing experience
  10. Describe how you overcame adversity in your life
I compiled this list based on my own exzperiences as both a job seeker and professional recruiter. As silly as some of these questions may seem, I recommend that you craft well thought out and careful responses to them. I would be willing to bet a lot of money that many, if not all, of these questions will appear during one or more of your pharmaceutical or biotechnology job interviews. Until next time; good luck and good job hunting! --------

The Art of Resume Writing

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. --------

Interviewing Tips

One of the more popular talks that I gave at the Career Development Program at FASEB dealt with basic interviewing techniques. Since many of you were not at the meeting, I decided that it may be useful to review some of the interviewing techniques and skills that I shared with those students. Although these techniques and recommendations are mainly geared for industrial job interviews, they may also be useful for government or academic job interviews.
  1. Give yourself ample time to get to the interview; if you are going to be late (not a good thing) call ahead and let your host know that there was an "emergency" or a "traffic problem" that is responsible for your tardiness. In general, it is a good idea to arrive at an interview 5-10 min early or right on time.
  2. Bring extra copies of your resume with you. In my experience, many of the people who will be interviewing you will either have not looked at your resume or have misplaced it in the piles of other work that have accumulated on their desks. Having an extra copy of your resume indicates to a prospective employer that you are prepared and can be relied upon in a difficult situation.
  3. One question that is always asked is: "Tell me something about yourself". The response that you give should be prepared in advance (and memorized). A well prepared and rehearsed response signals to the interviewer that you have given the job some thought and that you are a well prepared and organized individual. Your response should include sufficient details about your career and skillsets so that the interviewer knows why you are qualified for the job at hand and what skillsets/talent you will bring to the company if hired.
  4. Answer questions as honestly and directly as possible. If you do not know the answer to a question, say so! However, it is a good idea to couch the "I don't know" response with some verbiage that goes something like this.......Pause.....Hmmm.....Pause.....That is a very good questions....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 you insights into the question you just asked me.
  5. Never interrupt the interviewer when he/she is talking.....regardless of how excited you are or how much you want to impress the interviewer with your knowledge of a subject! Always allow the interviewer to control the conversation....it signals to the interviewer that you are a professional, a team player and can be "managed" by your prospective supervisors.
  6. Do some research on the company/organization before the interview. Prospective employers love when you ask questions about the company or their roles in the organization.
  7. TURN OFF ALL CELL PHONES, BLACKBERRY DEVICES and PAGERS
  8. Interview to get an offer! Anything less is unacceptable!
I hope that you find some of these tips useful. I will post another rant regarding interviewing techniques and behavior some time in the near future. Until then: HAPPY JOB HUNTING!!!!!!!!!!!!! --------

The Utility of Certificate and Master Degree Programs in Biotechnology

I just finished teaching a Biotechnology Product Development course for the New York Biotechnology center that is administered through SUNY Stonybrook. The SUNY program has evolved enormously over the past few years and I highly recommend it if you are the greater NYC metropolitan area. This is my third year as a course director and I still love teaching the course and meeting all the characters who are my students (believe me they are characters). I am continually challenged by the students and each year the quality of students who participate in the program improves beyond my imagination. One of the best features of the Stonybrook program, and other like it e.g. Georgetown University ,is that students who participate in the program have to make connections with biotechnology executives and employees. This occurs via attendance at local and regional biotechnolgy meetings, career fairs and even industry internships. As I mentioned in previous posts, it is "not what you know but who you know" that helps you land a job! That said, I highly recommend that you enroll in a local certificate or master degree program (if there is one available in your neighborhood). Making industry connections as a student certainly cannot hurt when it comes to job hunting after graduation. Also, if you are lucky..... you may have me as a teacher.... as I have been known to show up in the most unusual places to teach biotechnology product development and other arcane aspects of the biotechnology biz! --------

Do Ph.Ds Really Like to Do Benchwork?

Despite the paradoxical nature of this question, I have always wondered whether a majority of individuals who receive Ph.D. degrees really enjoy doing benchwork? As we all know, benchwork is absolutely required to get a Ph.D. But the real question remains? Do you really want to do benchwork for the rest of your professional career? My unscientific and likely statistically flawed survey of Ph.D holders suggest that most Ph.D.s cannot wait to get out of the laboratory? Am I missing something or is this true?

Transcending the Transition from Academia to Industry

Despite the growing number of job opportunities in the life sciences industry, it is increasingly difficult for undergraduate and graduate students to secure entry-level jobs at biotechnology and pharmaceutical companies. Although this trend is troubling, and seems, at first glance, paradoxical, there are explanations. Many students lack the appropriate training and qualifications for entry-level jobs at pharmaceutical and biotechnology companies. Unfortunately, most undergraduate and graduate programs do not offer training to their students in drug development, quality systems and manufacturing. The is likely due to: 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, and many have postdoctoral positions.
Cliff Mintz, Ph.D.
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