You may know that the Bio Careers Job Board has more listings for U.S. postgraduate life scientists than any other Job Board. In fact, it’s not even close!We’re rewarded by the fact that so many of you are so active on our job board, searching the listings, applying for jobs, and uploading resumes.
Did you know that 75% of our jobseekers are experienced alumni who are out there working in a broad range of occupations? Do you think it would be helpful in your job search if those ahead of you gave you some insights on the pluses and minuses of those employers (be they Postdoc Programs, Biopharmas, Government Agencies, or Non-profits)?
This spring, at the NPA Annual Meeting, I recall Randy Riboudo telling a packed room full of PhD’s and Postdocs that there are traits that employers give you full credit for, and those they worry about when it comes to highly trained technical people.Don’t worry about selling your technical skills, your intelligence, and your problem solving abilities, Randy intoned. Employers take one look at your resume and assume you have those.
Are you aware of how critical it is that you ask questions of your own during your interview? Whether it’s for a position in academia, a research laboratory, or a sales/technical support position in a private company, the questions you ask can uncover vital information that can be used to refine the answers you give to their questions. It turns the interview into a conversation between professionals, helps you establish rapport, makes you appear to be an even stronger candidate, and has a profound impact on the quality and successful outcome of the process.
The first thing I learned in graduate school had nothing to do with PCR or cell culture. Walking the halls of the lonely ivy-covered ivory tower, I learned that you are your own absolute best (and sometimes, only) advocate. Nobody, not even your kindly mentor/advisor, will look out for you the same way that you can look out for yourself. Therefore, when you are applying for that coveted fellowship or scholarship, think of it as a blessing when your (lazy) professor asks, “Why don’t you come up with a first draft of the recommendation letter?”
What do pronouns during phone conversations, chats, and the live interview say about your level of social integration?
This posting is a continuation of the “pronouns on the resume/CV …” Just as pronouns on the resume begin to provide an insight into a candidate’s social footprint, the phone conversation and interview finalize the assessment about the “social fit” with the culture of an organization. Every organization is a unique blend of individual and team effort. We also know that the amount of time to “on board” a new hire costs the organization productivity.
As I write this, I’m taking a break from teaching duties while at Cold Spring Harbor Labs in Long Island, NY. This place is breathtaking (and not just from the humidity)! It’s hardcore science mixed with art and nature. Two doors down from my imaging classroom is Jim Watson’s (co-discoverer of the structure of DNA) office. Out the window is a gorgeous view of the harbor and just beyond the building is an artist’s rendition of biology in action. It’s times like this that I love my work.
As a behavioral communications coach, I train clients to look for evidence that will help predict the future behavior of a candidate. As a hiring team, we key on three events to help in this phase of assessing a candidate’s qualifications; the resume/CV, conversations and the interview (and job negotiations for executives). Today’s blog will focus just on the resume and the next few blogs will touch on the other events.