The short answer is “Neither” and here is why. The way hiring works is that a company does not hire unless they have a problem they can’t solve with the people that are already paying. Why would they hire somebody if their team can get it done? The first person who knows that they’re not getting it done is the person responsible for getting it done. This person would be a colleague/coworker, not the hiring manager. The hiring manager only finds out about it when the deadlines not met. At that point he says, “Dang we have to hire somebody! Who do we know?”
If you are looking for a job, most likely you have many expectations about it. How much money you wish to get paid, how many vacation days you will get and what type of benefits will be included just to mention a few. You might also think about how related the job is to your expertise or experience. What about the culture of the company or the environment among employees, do you have expectations on those too?
I can proudly say that I’ve accepted jobs even though I knew (and my new manager knew) that I didn’t have a clue how to do some or all of that job. In fact, I seem to have made a career of doing just that. If you attended my webinar in January, you’ll remember that I spoke a bit about it.
Hello everyone! I wanted to take the time to circle back and continue the discussion about headhunters, and what they mean to you as a job seeker. In previous blogs, I made the following points about headhunters: 1) Headhunters really aren't the best place to focus the bulk of your efforts as a job seeker 2) An effective strategy is to manage your online presence so they can find you.
On December 28th, 2016 the Administrative Appeals Office issued a decision in Matter of DHANASAR that has changed the landscape for National Interest Waiver cases. This is of major importance as the National Interest Waiver is one of only two self-sponsored applications and many postdocs, scientists, researchers, and others use this application to obtain Permanent residence in the US. In order to explain how this decision has changed the landscape, it is first important to understand what the previous standard was.
In a job interview, the small talk at the start isn’t small but critical to a positive first impression (the right small talk can build rapport). I write about other ways to make a good first impression at a job interview in my latest Forbes post.
In today’s “publish-or-perish” environment, scientists are often judged and hiring decisions based primarily on a lengthy publication record in high-quality journals. While there is a growing movement toward alternative metrics (i.e., measures of research impact in the mainstream), the reality is that publication records are still used as a primary indicator of research productivity, especially among hiring committees.
There are tons of articles out there on interview skills. I’d like to throw in my twenty-five cents (inflation). I was a hiring manager for a while, and talked to a lot of job candidates. And I’ve taken those experiences to heart. In fact, since then, I’ve landed every job I’ve applied for. So in no particular order, here are a few things to consider:
It has been said that the first 90 days are particularly important in making a good impression on your manager. The closer your skill set matches the job tasks, the easier this will be. However, there are other things that you can do to get your new job off to a good start.