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Online career sites like Monster.com, CareerBuilder.com and Yahoo Hot Jobs have gotten so big and over subscribed that they are no longer useful to most jobseekers. Many career development experts have discovered that the large career sites tend to overwhelm jobseekers because of the enormity of job possibilities that appear on them.  Unfortunately, this seemingly endless supply of job opportunities frequently induces jobseekers to spend too much time applying for online jobs and not enough time exploring non-internet based job possibilities. While applying for online jobs is facile and may be emotionally-gratifying, it usually doesn’t culminate in many face-to-face interviews or job offers for that matter. This is because most online job applications are screened by software programs looking for key words or phrases and, if your resume doesn’t contain them it will not be reviewed by a human. Further, many of the openings posted on job boards are actually placed there by recruiters and contract employment agencies—not actual companies seeking to fill positions. Often times, recruiters post expired or fictitious job descriptions on the boards to “pad” their candidate databases with qualified applicants who can be used for future job orders. Finally, sometimes unscrupulous people/companies place false or misleading ads on the big job boards. Unfortunately, these people have no qualms about taking financial advantage of job seekers who may be desperate or “down on their luck

The declining usefulness of the big online job boards has given rise to smaller career sites like Indeed.com and Simply Hired.com which are driven by powerful search engines and permit jobseekers to customize job searches based on industry, geography, salary and job availability. Other companies like BioInsights.com and OneScience.com have built niche job boards that specialize in industry-specific job listings (in this case pharma and biotech). While these new careers site are more focused, easier to navigate and frequently yield better results than the large job boards, they too can be exploited by recruiters and unscrupulous would-be employers. 

The growing popularity of social networking sites represents an important paradigm shift for jobseekers and employers. Belonging to popular social networks like LinkedIn, Facebook or Plaxo allows job seekers to cast a wider net by taking advantage of the contacts or connections that their “friends” may have at various companies and organizations. Further, it is not uncommon for people within a network to pass on resumes or put in a good word to hiring managers on behalf of friends or contacts from their network who are seeking employment.  However, it is important to also point out that recruiters and contract employment agencies have also recognized the potential and power of social networks. Recruiters and HR specialists now routinely troll social networks (particularly Linked In and Facebook) for qualified candidates and don’t hesitate to contact “qualified candidates” whether or not they are actively looking for a job. Finally, and perhaps most importantly, hiring managers and recruiters are becoming increasingly reliant on social networks to screen and gather personal information about job candidates to assess their suitability for certain jobs. According to a 2006 study conducted by the Society for Human Resource Management, recruiters use social networking sites 23 per cent more than they did in 2006 to verify resumes, screen applicants and fill vacancies. Also, the study found that possible negative information posted on social network profiles—personal views, alcohol or drug use, sexually-oriented pictures or social commentaries— have a greater impact on hiring decisions than any positive information that may also appear on job seeker profiles.

The growing use of social networks by job seekers to find employment and employers and recruiters to screen job applicants has profound implications for people who belong to these networks. With this in mind, if you currently have profiles associated with your legal name on social networks like Face Book, MySpace or Linked In, I strongly recommend that are completely devoid of the following: 1) sexually suggestive or explicit photographs, 2) posts or photos depicting excessive alcohol or drug use, 3) any rants that you may have posted about your boss or a current place of employment and 4) personal information about your age, marital status, children or sexual orientation. Also, if you are actively involved in a job search, it is a good idea to upload a short bio or resume to your profile and to post any bonafide recommendations or career award and honors that you may have received. However, if you find the prospect of having to sanitize your MySpace and Facebook profiles unpalatable, then I suggest that you remove your name from your current profile(s) and replace it with an alias (your friends will still  know who you are) and build another profile with your real name for professional use only.   

We live in a highly competitive, constantly-changing world where even slightly negative perceptions about a person may mean the different between employment or not. Ironically, while the Internet allows greater freedom of expression, it also permits people with decision-making powers to more easily scrutinize our daily activities and gain greater insights into our personal lives. Consequently, the onus is on jobseekers to regulate or control what prospective employers may learn about them online. Put simply, the success or failure of your career may literally be in your own hands. That said, the next time that you update your Facebook or MySpace profiles take a moment (before you hit the “send button”) and ask yourself whether or not the new information “is going to help or hurt my career?”

Until next time…

 

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

 

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Last week, I had the great fortune to meet (on the Recruiting Animal Show) a career development expert who despite her young age, has seminal insights into today’s job market and how to break into it. Alexandra Levit, a self-avowed GenXer on the GenY cusp, is the author of several books, including They Don't Teach Corporate in College, How'd You Score That Gig? and Success for Hire.

In addition to her book writing activities, Alex’s career advice posts are featured monthly in the Huffington Post and have been showcased in more than 800 media outlets including ABC News, the Associated Press, USA Today, the Wall Street Journal, the New York Times, National Public Radio, Fortune, Yahoo!, and MSN. She is recognized as one of her generations (X or Y?) preeminent career experts who regularly speak at universities and corporations on workplace issues facing young employees.

Alex and I got to talking after Animal' show and I learned that like me, she dabbles in the pharmaceutical career development arena. That said, she graciously agreed to allow me to post a piece that she wrote entitled “Want to Become a Pharmaceutical Scientist? Here’s How!” (see below) that offers guidance for entry level scientist who are considering careers in the pharmaceutical or biotechnology industries. Read and learn!

"Want to Become a Pharmaceutical Scientist? Here’s How!"

Talk about a career with intriguing possibilities. People entering the pharmaceutical research field today may be the ones discovering the cure for cancer or Parkinson’s disease tomorrow. Although the United States’ pharmaceutical companies sometimes get a bad rap, they routinely make astounding advances that save lives, and from what I hear, aren’t bad places to work either. If you’re a data-head who wants to use your scientific background for the greater good, you might consider becoming a pharmaceutical scientist. Here’s some detail about what breaking into the field entails.

According to the American Association of Pharmaceutical Scientists, the pharmaceutical sciences combine a broad range of scientific disciplines that are critical to the discovery and development of new drugs, therapies, and medical devices. Some of the more common specializations include drug discovery and design, whichdeals with the design and synthesis of new drug molecules and includes medicinal chemistry, combinatorial chemistry, and biotechnology; drug delivery, which is concerned with the design of dosage forms – such as tablets, injections or patches – that deliver the drug to the site of action within a patient; drug action, which examines how the drug works in a living system; clinical pharmacology, which is concerned with the use of drugs in the treatment of diseases and leverages human clinical trials to determine efficacy, adverse effects, and drug-to-drug interaction; and drug analysis, which involves separating, identifying, and quantifying the components of a sample.

Twenty-eight year old Matt, a senior research associate at Novartis, spends his days engaged in both drug action and drug analysis for the company’s wide range of prescription medications for ailments such as heart disease, high blood pressure, and diabetes. He’s responsible for testing animal organ and plasma samples to determine if a drug is working the way it’s supposed to. “It’s my job to quantify the drug’s efficacy in the body, to gather early support as it moves through the process of getting approved by the Food and Drug Administration,” he says. 

While the majority of pharmaceutical scientists are employed by private-sector pharmaceutical companies, others work as researchers and professors at universities, as regulatory scientists for government agencies like the Food and Drug Administration (FDA), or as researchers at national laboratories such as the National Institutes of Health (NIH). An undergraduate degree in chemistry, biology, pharmacy, or engineering is a prerequisite for the entry-level position of research assistant. The research assistant, who receives a broad-based introduction to the pharmaceutical world, records, stores and summarizes information and data, prepares technical reports, and develops laboratory skills and familiarity with equipment. “You should expect that your first job will be low level and the work very routine,” says Matt. “You won’t have much of a chance to be creative or innovative, and you have to be tolerant of that at the beginning of your career.” Adds Beth, 31, an R&D project director at a top pharmaceutical company in the Northeast: “Make the most of each opportunity, no matter how small. Success with smaller projects will directly lead to greater responsibility and rapid professional growth. Focus both on delivering results and on how you deliver the results: for example, through strong teamwork or a rigorous research approach.”

Recent college grads looking for research assistant jobs may want to start by educating themselves about the pharmaceutical industry in general. The Pharmaceutical Research and Manufacturers of America Web site (www.phrma.org) and the American Association of Pharmaceutical Scientists Web site (www.aapspharmaceutica.com) are great places to check out relevant publications, networking events, and internship and employment listings. Specific job opportunities can also be found on industry job portals including www.biospace.com, www.hirerx.com, and www.medzilla.com, and you might also take advantage of openings advertised through your college’s career center. “My first paying job was an internship at a medical device company,” says Beth. “I made the original contact at an MIT career fair and then interviewed on campus with the company’s recruiting team. I shared my passion for medical device engineering and my solid academic background and was hired after my sophomore year.”

Matt also suggests that you might get in the door by connecting with a temporary employment firm specializing in pharmaceuticals. “I signed on with Kelly Scientific right out of school,” he says. “Almost immediately, I got contract work doing clinical research studies that eventually resulted in a full-time job.” Women may find that they’re especially marketable, as the pharmaceutical industry is still predominantly male and most organizations are striving to even things out.

The typical pharmaceutical research career has ample room for growth. From the position of research assistant, you can progress to a research associate, an associate scientist, a scientist, a senior scientist, and a principal scientist. After you’ve reached a certain level, you may also have the option of taking on a cross-functional role in research management, regulatory affairs, pharmacoeconomics, or communications. At the moment, most people who reach the top levels of the profession get a Ph.D. along the way, but many say that’s changing and that experience in the lab is increasingly worth more than formal education. You’ll be happy to learn that compared to other industries, compensation is quite generous. According to a recent American Association for the Advancement of Science Salary Survey, pharmaceutical research assistants make more than $65K with just a bachelor’s degree, and six-figure incomes are standard after a few years.

Like other data-heads, pharmaceutical scientists are highly analytical and have had the math and science coursework to back up their natural talent. “You have to be anal about the details, because one small error can mess up a whole batch of samples,” says Matt. A cool-headed approach to troubleshooting is critical as well. “Development setbacks occur frequently,” says Beth. “When something goes wrong, my first step is to pull the team together to diagnose the situation. I do not try to lay blame but want to ensure that we learn and do not repeat the mistake or ignore the issue as we move forward.” Additionally, pharmaceutical research environments can be political and difficult to navigate at times. “Drug research isn’t always run like a well-oiled machine and loyalty to the company doesn’t always work in your favor,” says Matt. “You have to have a good sense of what you’re worth and what you have to offer.”

If you think pharmaceutical research might be for you, now’s a great time to test drive it as a career. A special supplement on hiring trends in the pharmaceutical space published in The Scientist in 2005 reported that the number of people employed in the U.S. industry is expected to grow from 413,700 to 536,000 in the next decade, and that Research & Development spending, which exploded in 2004, is still steadily increasing. “I love my job because I have the opportunity to impact patients with my daily work, collaborating with my fellow team members to solve complex problems,” says Beth. “And I feel very fortunate to work at a company where my personal values align very closely with the corporate culture.”

Until next time…

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

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I just returned from my career development sojourn at this year’s FASEB meeting in San Diego, CA. Not surprisingly, all of my sessions were well attended. In fact, attendance at many of the presentations was standing room only. Again, this was not terribly surprising because the job market for graduate students and postdoctoral fellows for the last 5 years has been dismal. However, in contrast with past years, there was a noticeable and palpable difference in the attitudes of many of the students and postdocs who attended the sessions. In previous years, many career development participants seemed resigned to the possibility of a “jobless future”. However, this year there was a small but vocal group of participants who openly expressed their anger and resentment at the possibility of not finding a job after completing their training. I think that many graduate students and postdoctoral fellows have begun to realize that they are being exploited by a fundamentally flawed academic system and that they are “not going to take it anymore.”

Academia has always resembled a medieval, feudal system. Principal Investigators (PIs) are the kings because they hold all the power, money and authority and rule with impunity. Postdoctoral fellows are the lords or vassals who behave somewhat autonomously but have sworn oaths of allegiance and fealty to their kings. Research associates (technicians) are the indentured servants who rely on the king and his vassals for sustenance and protection. Finally, graduate students are the slaves whose lives and well being solely depend upon unquestioned obedience to their Kings. As we all know, feudal systems broke down when kings could no longer maintain control over their slaves and indentured servants. This culminated in rebellions and revolutions, the eventual demise of monarchies and ultimately gave rise to modern republics and democracies.

Although I am not necessarily advocating revolution (okay, so maybe I am), it is time that drastic and systemic changes be made to academia as we know it.  First, there needs to be a limit or moratorium on the number of students that are annually accepted into graduate programs. There are simply not enough academic, industrial or government jobs to justify the number of PhDs and postdoctoral fellows that are trained each year. Second, tenure should be abolished at all research universities and medical schools and be replaced with 5 year renewable contracts. This will force PIs, whose primary job is to do research (not teach), to remain competitive and productive. Further, it will reduce the likelihood that ego-centric PIs will be able to accumulate enough wealth and power to establish the “fiefdoms” that are prevalent in academia today. Third, PIs must increase their reliance on technicians (rather than postdoctoral fellows) to achieve their research objectives and goals. Allowing postdocs to work 5 or more years in the same laboratory because it is cheaper to hire them than technicians is, in my opinion, ethically and morally bankrupt. Finally, and perhaps most importantly, it is vital that PIs actually become mentors and play active roles in advising and shaping the careers of their students and postdoctoral fellows. Given the paucity and competitiveness of academic positions, it is disingenuous for PIs to promote academic careers for every person who passes through or works in their laboratories. As a former medical school tenure track Assistant Professor, I didn’t find it too difficult to identify which students and postdocs were “cut out” for academic careers. Further, it is incumbent upon PIs to take the time to

learn about and promote job opportunities for scientists outside of academia. Attending career fairs or introducing career development seminars into extant graduate programs would be an important first step in this direction.

After I come home from career development meetings, I sometimes lie awake at night and wonder whether many PIs can fathom what it must feel like when, a PhD who spent 5 or more years in their laboratories, can’t find a job to “put food on the table” for his or her family. Having been there, I can tell you that it is very unpleasant and emotionally devastating!

In my opinion, it will be difficult for academia to continue in its current incarnation. I think that academicians must begin to address and fix the problems that they created for this generation of graduate students and postdoctoral fellows. Failure to do so may result in a “revolution”– which in this case– may be required to bring about the changes that WE ALL KNOW are long overdue.

Until next time….

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

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I am sitting in Newark Airport waiting for my flight to San Diego which, not surprisingly, has been delayed for about 2 hours.  As you might have guessed from the title of this post, I am on my way to the 2008 FASEB Career Development Symposium which is run every year at the annual FASEB meeting. 

As we have done in the past, my colleagues Eric Celidonio and Joe Tringali, and I  will be presenting seminars and resume writing workshops for graduate students and postdocs.  Our goal, as always is to offer these folks some advice and tips on how to find a job after they complete their training.  Unfortunately, the job market for PhDs has been depressed for the past 8 years or so.  There once was a time, circa 1994-2000, when finding a job for alife sciences or chemistry PhDs was a snap.  In those days, many jobs were left unfilled. Ironically, it  has been scientific advances and technological innovations that have made it more difficult for PhDs to find jobs over the past decade or so.

Anyway, if you are attending FASEB this year, please stop by.  Also, tell all your friends!  We like when it is busy.

Until next time....

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

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Many people think that organizing a job search requires little more than quickly throwing together a resume, applying for online jobs or answering print ads and then kicking back to wait for responses from prospective employers. While this scenario may have been accurate 10 years ago– when jobs were abundant and the economy was humming– it is no longer the case. In fact, the current science job market may be one of the most challenging in the past 20 years or so. This is likely due to shrinking government research spending, contraction of the pharmaceutical and biotechnology industries and the possibility that the American economy is slipping into recession. Nevertheless, there are still available jobs out there. But, in contrast with the past few years, getting them will require a carefully planned and well orchestrated job search.

The initial steps of any job search require answers to several key questions. These include:

1. What do you think you want to do?
2. What type of job are you likely to get (i.e. what jobs are you really
   qualified for)?
3. What are your long-term career goals and aspirations?
4. Where do you want/ need to live?
5. What are your salary requirements? 

Although answers to these questions may, on the surface appear easy, I can assure you that they are NOT and require a great deal of thought!  First, not everyone knows what they truly want to do after completing 6 or more years of graduate and postdoctoral training. More importantly, many people are convinced that they know what they want to do (largely based on discussions with mentors and advisors) but are ill- informed or have little idea about the actual day-to-day responsibilities and specific duties of certain types of jobs. Therefore, before you apply for a particular job, you must critically assess whether you possess the requisite skill sets or experience to successfully compete for the job. For example, if you are protein biochemist and have no industry experience, it wouldn’t be prudent to apply for business development jobs that require a year or more of industrial experience. No matter what lab you trained in or how many publications you have, I guarantee that you will not get the job. Therefore, it is vitally important that you understand the requirements, qualifications and types of jobs that you will be able to compete for.  If you don’t understand these parameters, you are in for a long, frustrating and unsuccessful job search.

Second, it is important to have a clear understanding of the career path that must be traveled to achieve individual long-term career goals. If, for example, you are a PhD with postdoctoral training and are interested in a business development career –but lack a business background–it may be advisable to first attempt to get an entry level job as a research scientist at a large pharmaceutical or biotechnology company. After all, you were trained and have the qualifications for this type of job. Once you have your proverbial foot-in-the-door and, hopefully, picked up some business buzz words you can begin to apply for internally-posted business development jobs. The good news is that internal candidates always have a substantial edge over external candidates for these job openings. Sometimes you might not be able to exactly follow the career roadmap that you created for yourself. Not to worry, if you have a carefully crafted career plan it can easily be modified or amended to get back on track and ultimately achieve your career objectives and goals!

Because  most scientists subscribe to the notion that “no sacrifice is too great for science”, we frequently are willing to take jobs (because of a possible scientific upside) in geographical locations that are not commensurate with our personal needs or lifestyle. Taking a job solely based on the “no sacrifice is too great” adage is often misguided and, in my own experience, a BIG mistake. After receiving my PhD at the University of Wisconsin-Madison, I decided to take a postdoctoral position in Portland, Oregon– a decision that was made almost exclusively on the prospect of upward scientific mobility. After arriving in Portland in early January, and experiencing my first Oregon rainy season (which really lasts until July no matter what the natives say) I realized that I had made a bad geographical decision. Nevertheless, I worked hard in the lab and published two or three papers in reputable journals. Unfortunately, I was miserable most of the time and lived in Portland for almost two more years. I subsequently secured a second postdoctoral position at the College of Physicians and Surgeons at Columbia University and had the time of my life– both inside and outside of the lab. After three more years of hard, painstaking and enjoyable postdoctoral work, I was able to secure a tenure track position at the University Of Miami School Of Medicine. I attribute my success to being happier (both socially and professionally) in Manhattan than I was in Portland.  To that end, I highly recommend that you identify, early in your job search, places where you won’t or cannot live. And, no matter how scientifically or financially enticing a job may sound, don’t even bother to apply if the location of the job is not right for you or your family.

Finally, it is essential before you begin a job search to determine what your minimum salary requirements are. Salary requirements can vary depending upon your family situation, the location of the job and your personal lifestyle requirements. For example, if you determine that $50,000 per year is sufficient to accommodate your needs, then it makes no sense to apply for jobs that advertise salaries less than $50 K per year. No matter how talents or skilled you are, you will not be able to get a company to pay you $50K per year if the job was advertised at a lower salary.  Also, it is never wise to accept a job when the salary that is offered is less than the salary that you expected to receive–you will always feel underpaid or undervalued and you will not be able to do your best work (because you will always be looking for a higher paying job).

I hope that you find the comments in the first installment of the Ask the Recruiter series insightful and helpful. In my next installment, I will attempt to provide some ideas about  how to conduct a highly- focused and targeted job search.

Until next time…

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

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 I think by now that Americans realize that the economy is taking a sharp downward turn. Even the recession-proof pharmaceutical industry has taken a huge beating over the past year or so– and things seem to be getting worse! The biotechnology industry, which is highly dependent upon venture capital and private equity to remain healthy, is also trending downward and will be hit hard if the economy slides into recession. To make matters worse, the US Department of Labor recently released figures which showed projected growth (for 2006 to 2016) for the fastest-growing occupations in America (see below). Not surprisingly, scientists–industrial or academic– did not make the top 20 list.

 

 

Occupation	Median Wage (May, 2006)	% Expected Growth
Registered nurses	$57,280	587
Retail salespeople	$19,760	557
Customer service representatives	$28,330	545
Food preparation & serving (including fast food )	$15,050	452
Office and general clerical workers	$23,710	404
Personal and home-care aides	$17,770	389
Home health aides	$19,420	384
Post-secondary school teachers	$56,120	382
Janitors and cleaners (not maids and housekeeping)	$19,930	345
Hospital nursing aides, orderlies and attendants	$22,180	264
Bookkeeping, accounting and auditing clerks	$30,560	264
Waiters and waitresses	$14,850	255
Child care workers	$17,630	248
Executive secretaries and administrative assistants	$37,240	239
Computer software and application engineers	$79,780	226
Accountants and auditors (4 year college degrees)	$54,630	226
Landscaping and lawn workers	$21,260	221
Elementary school teachers (not special education)	$45,750	209
Receptionist and information clerks	$22,900	202
Truck drivers, heavy equipment and tractor trailer	$35,040	193

 

Together, this suggests that finding jobs in the pharmaceutical, biotechnology or related industries will be tougher in the next few years than it has been in the past. I suspect that this is not welcome news for those of you who have tried but were unable to find jobs in the past few years. With this in mind, I decided to launch a series of weekly blog posts that will last for 6 to 7 weeks entitled: “Everything That You Ever Wanted to Know about Finding a Job in the Bioscience industry …and Then Some”

I will post these weekly installments on my blog in the “Ask the Recruiter” category. I hope that the folks who read my blog will leave comments or ask me questions that may arise after you have perused the posts. Topics will include:

1. Creating a winning resume
2. Networking
3. Conducting a job search
4. Interviewing tips
5. Negotiating a job offer
6. Tips on getting promoted
7. How to ask for a raise…and get it!
8. Alternative career options for scientists

Because this undertaking is going to require a bit of thought and a lot of work, I decide to invite my colleagues Eric Celidonio and Joe Tringali to help me out. Eric and Joe are professional recruiters and bioscience career development specialists who work with me at local and national science meetings where we present bioscience career development seminars and provide resume critiquing services to graduate students, post-doctoral fellows and industrial scientists. Eric, Joe and I have worked together for the past 4 years or so and we are affectionately known as “The Three Bioscience Amigos”. It is our goal to offer you some insights and tips to enable you to find gainful employment in the bioscience industry.

Until next time…

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

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In the January 2007 issue of Drug Discovery & Development, Ted Agres authored an informative article called "FDA's Sweeping Changes" that outlined reforms that are slated to occur at the agency. One of these is an amendment to the Prescription Drug User Fee Act (PDUFA; which is up for renewal) to increase user fees for regulatory reviews. For those of you who are not familiar with PDUFA, it was passed in 1992 and it authorized FDA to collect fees from industry to hire additional staff to meet faster approval goals for Investigational New Drug (IND), New Drug (NDA) and Biological License Applications (BLA). Under PDUFA, user fees have grown from $9 million or 7% of FDA's drug review costs in FY1993 to ca. $ $280 million or more than 59% in FY 2007 which began on Oct. 1, 2007.  

In addition to being used to speed drug review, the new fees will support post-market surveillance and post-market evaluation of drug safety. Further, for the first time, drug manufacturerers have agreed to provide user fees to support FDA review of direct to consumer advertising (DTC). At present, FDA has no authority over DTC ads prior to drug launch; companies submit copies of broadcast and print ads when they begin running. FDA is seeking the authority to review DTC ads before they can be aired or printed.

Increases in user fees suggest that the agency ought to be looking for a few "good women and men" to review regulatory submissions and institute its new focus on drug safety and surveillance.

Until next time......

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

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