PhD Transition Report On-Demand

Here’s a quick rundown on this week’s episode:

By not negotiating for a higher salary when starting a new position, you can end up drastically underpaid.

And if you consider that this has a compounding effect, you could be leaving over $1 million on the table over the course of a 40-year career.

You worked hard to gain the skills, expertise, and experience that are in demand by industry employers – you deserve to be paid accordingly.

No employer is going to rescind a job offer because you asked to negotiate your salary. If, by some crazy chance, an employer does rescind a job after a negotiation attempt, most likely, it’s because that candidate handled the discussion poorly.

Without being adversarial, express that you’d like to continue this job offer conversation. You could say, “Thank you for the offer. I’m very excited about the position. I’d like to go through the offer so I can understand it better.”

“Can we set up a meeting or phone call?” or “Thank you for the offer. I’m very excited about the position. However, the numbers don’t look right – is there anything we can do to increase the salary?”

Keep the tone light and upbeat.

For some, negotiating is synonymous with offense and defense; defendant and plaintiff. But when it comes to arbitrating a starting salary, the tone you want to strike is always positive, polite, and eager.

Never come across as stubborn, condescending, or uncooperative. Also, keep in mind that there are ways to be compensated that go beyond dollars and cents.

Come to the table with confidence, know that you deserve to be paid for your skills, and explain what those are, you’ll be able to negotiate a top-rate salary.

 Instead, let your excitement come across in your correspondence – after all, this IS great news – while also remaining focused on your goal.

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** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Don’t Shortchange Yourself $7,500 A Year appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode:

Conventional interview questions are asked for a reason – they get information about the job candidate’s background, what skills they have, and why they want to work at that company in that particular position. 

But many employers also love to ask off-the-wall questions just to see how you react and how you carry yourself in uncertain scenarios. 

These types of questions help employers assess how you think and act under pressure, as well as what your true personality and professional behavior looks like. 

The first question seems innocent enough, but your answer is actually a powerful tool that employers use to screen for company fit. 

“What expectations do you have of your employer?” 

Here, employers are looking, specifically to determine if your values and expectations align with the company’s mission and brand. 

If you want to hit this question out of the park, frame your answer using the company’s core values as a foundation. 

You’ll find this information on the company’s About Us page or by reaching out to a current employee on LinkedIn and asking them about the company’s core values. 

This will help you answer the question using language that resonates with hiring managers.

Another uncommon question that employers love to ask because it reveals a lot about a job candidate is this: “Tell me about a time you received critical feedback.” 

I’ll tell you what employers don’t want to hear when they ask this question: they don’t want to hear excuses, rationalizations or negativity. 

They want to see you demonstrate accountability. 

In your answer, address what you learned from the experience you share. 

How did you use the feedback that was received, and what was the outcome? 

Try to find an example that demonstrates that you listened to the feedback, asked qualifying questions and were able to make the changes that your supervisor wanted to see. 

Third and finally, this question has stumped many PhDs in the past: “Tell me about your favorite failure.“

Employers are counting on the language of this question to catch you off guard. They’re counting on you not having an answer prepared. 

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** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post 3 Off-The-Wall Interview Questions Employers Love To Ask appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode:

When it comes to industry interviews, knowing is half the battle. 

What the set-up will be, what attire is appropriate, and what questions you’ll be asked – these are all things PhDs fret over in the days and hours before an interview. 

In a survey conducted by The Muse, 88% of participants reported being most worried about the quality of their answers and/or having a memory lapse. 

In other words, most people are afraid of messing up their answers to interview questions. 

And for PhDs, these concerns are often amplified. 

That’s because, let’s face it, as a PhD you may be slightly obsessed with perfection, and while interviews are difficult for any job, interviewing for a PhD-level position can be particularly grueling. 

I’ll give you 3 tactics. 

First, you should pause. 

In most cases, the problem isn’t that you don’t have an answer; it’s that you’re too nervous to concentrate. 

This is where stalling techniques come in handy. 

You could say something like “That’s a really great question. Let me think on that.” 

Or, if you aren’t sure if your line of thinking is on the right track, you could ask them to repeat the question or elaborate a bit more. 

This gives you additional time to collect your thoughts. 

What you don’t want to do is sit there umming and ahhing with your mouth open. 

Employers know that some questions are challenging – they’re not looking for the perfect answer, they just want to know that you’re not going to fall apart in the face of a challenge. 

The second tactic is, if you still can’t think of a good answer, don’t hesitate to think out loud. This will show employers how you come to conclusions.

Say you’re asked, “How would you handle an employee that isn’t meeting expectations?”

Maybe you haven’t encountered this situation before, you could say, “That’s a really great question. While I haven’t encountered this exact situation, I‘ve faced a similar situation in which XYZ happened. This is just me thinking out loud, but I would…” and so on. 

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** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Panicky Over A Trick Interview Question? Try This… appeared first on Cheeky Scientist.

Here is a quick rundown of this week’s episode:

Now, you’re not even sure you should put it on your resume.

Was it all a huge mistake?

Has your degree actually foiled your chances for a career?

You’ve heard that employers think PhDs just aren’t worth the trouble.

They’ll want too much money. They have no real experience. They’re arrogant. But what do they really think?

It’s true, there are some misconceptions about PhDs in the workforce. Maybe that’s why the number of PhDs in academia has eclipsed those in industry by more than 10% since the 1970s.

But that recently changed by the way. Now there are more PhDs in industry than academia.

You and every PhD have a lot to offer employers.

But, just like any other job candidate, you’ll face biases and judgements during the job search process.

So be prepared with a solution to the bias. You are valuable and, as mentioned, it’s up to you to communicate this value.

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** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Are Employers Biased Against PhDs? appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode:

We’ve been taught that overconfidence should be avoided at all cost, especially in academia. 

The concept of too much confidence being synonymous with negative traits – pompous, condescending, arrogant, self-obsessed – is a familiar one. 

But today I’m going to explain why this line of thinking is incomplete. 

The truth is that PhDs in particular should have very healthy levels of confidence.

This is not a luxury; it is required to get hired into industry. 

Look – there’s a difference between having a healthy sense of self-esteem and being a blowhard. 

Like anything, an unchecked ego can be downright repulsive. Someone with an inflated ego overestimates their worth or value, demanding more than is offered in exchange for their expertise. 

A too-big ego can make a PhD lose touch with reality, making it difficult to manage expectations in new situations such as job interviews. 

Another telltale sign of an out-of-control ego is when a PhD becomes dependent on external validation: bylines, invitations to keynote, being chosen as a leader or heaped with praise. 

But hubris does not come standard-issue with a PhD. Having a high opinion of yourself doesn’t mean you have a low opinion of others. 

If you’re mindful about the way you treat your colleagues, coworkers and contacts, you can lean into the positive qualities that being confident in yourself has to offer, and use this self-confidence to get into a great job in industry. 

One way you can lean into this kind of confidence is to not settle. 

Go for the job you really want – don’t play it safe! 

Entry-level roles are a poor fit for PhDs. You might think it’s safer for you to go for them, but employers know better, which is why they’ll immediately label you as overqualified for these roles. 

Another advantage of having healthy levels of confidence is knowing the value you can bring to an organization and not being shy about sharing what that value is. 

Present yourself as a humble authority and eager contributor. 

You’re not a one-person show. But you’re also not someone that needs to be carried. 

If you come across nervous and overly apologetic in interviews, this is a warning sign to employers that you aren’t sure you can do the job. 

To avoid sounding overconfident, choose solutions-focused answers that demonstrate you thrive as part of a team. 

Also, try to include an example of your qualifications that showcases you as a person others are comfortable turning to for guidance and leadership. 

Confidence can help you in yet another way. 

Studies show that 50% of people accept the first salary offered to them. 

That’s good news… if you’re the recruiter or employer. 

Lack of confidence in your own skills will directly impact your ability to negotiate for the salary you deserve. 

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** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post How To Have “Big PhD Energy” Without Being Arrogant appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode:

Is there a point where being humble and having high standards hurts you more than it helps you? 

A recent review revealed that 82% of people report having self-doubt or are convinced of their own incompetence. 

In industry and academia, this psychological phenomenon has a name – imposter syndrome. 

We all have days where we question ourselves, but imposter syndrome is different.

Imposter syndrome is distinguished by the anxiety that you’re always in danger of being “found out.”

You believe you are always on the brink of being discovered for the failure that you know you are. 

You may attribute your success or accomplishments to lucky breaks or the generous help of other people.

All this might sound relatively harmless. After all, as a PhD you’re no stranger to worrying about how you measure up. 

But what if I told you that feeling like an impostor can you keep you underpaid and underemployed for years – possibly decades? 

People with imposter syndrome are less likely to be able to catalog their own accomplishments. This gives them a serious disadvantage when it comes to branding. 

It also makes them less likely to take risks, meet new professional contacts or represent themselves. 

Worse, your low self-esteem can easily become a characteristic that your peers and supervisors grow weary of being around. 

If this sounds like you, you need to know that conquering these baseless doubts is absolutely critical. Not just for finding a job as a PhD in industry, but ultimately so that you can find happiness in the job you land. 

The first step to improving your outlook is to remind yourself that you’ve earned a seat at the table. The work you put into your degree demonstrates discipline and perseverance. 

The thought and care you invested in your research are evidence that you can thrive independently and can teach yourself anything. 

You have soft skills that go beyond your education – even if you don’t have any actual paid work experience. 

Consider what your strengths are and remind yourself that, above all, you’ve had many more opportunities to quit than you’ve had lucky breaks. 

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** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post What Is Imposter Syndrome And How To Conquer It appeared first on Cheeky Scientist.

Here’s a rundown of this week’s episode:

You can use an example from your current job, a previous job, education, personal experience, or any relevant event.

Always choose a situation that demonstrates your most impressive results and is relevant to the role you are being interviewed for. This situation should involve a problem that you had to solve.

Get specific about the problem. What part of the problem was yours to solve?

What were your responsibilities and assignments related to the problem? What had to be done specifically?

Next, you’ll need to discuss what actions you took to solve the problem. For an interviewer, the active component of the STAR response is the most interesting and important part.

Finally, discuss the lessons you learned from your experience and, crucially, why those lessons will help you succeed in the role you are interviewing for.

Imagine you are asked the common but dreaded interview question: “What is your biggest weakness?”

You might be inclined to answer with a short, meaningless cliché like “I’ve been told that at times I work too hard,” but this will be unmemorable at best and may even tank your chances of moving to the next interview round.

Instead, you’ll want to follow the STAR method by first providing a situation where you had a weakness that was resolved later through effort.

You might say, “Two years ago I was working in the lab and had a series of cloning experiments to perform, but the experiments weren’t going well. I really wanted to prove myself, so I kept trying to do the experiments by myself without asking for help.”

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** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post The STAR Technique For Answering Interview Questions appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode:

When it comes to getting hired in industry, building a professional brand that companies care about is the key to success. 

A great way for PhDs in industry to do this is to create a professional-looking website that showcases their work. 

Websites are what employers turn to to gauge your ability to help them. 

Forbes recently released a report indicating that 56% of employers favor candidates with a strong personal website. 

In fact, they’re more impressed by a website than any other element of a job candidate’s profile. 

Despite this, only 7% of job seekers have one. 

Think about that for a second – you can give yourself a leg up on 93% of candidates just by doing this one simple thing. 

It’s never been easier to create a personal website thanks to sites like Academia, Wix, WordPress and Carrd. 

But building a site on your own means running the risk of making rookie mistakes. 

So, let’s talk today about three things you can do to take your website from something ornamental to a career-building tool that makes you stand out in your job search. 

The very first thing that I want you to consider is whether your website has a clear call to action. 

So many PhDs fail in their job search because they aren’t seeing their resume, their portfolio, or their LinkedIn profile for what it is: a sales pitch. 

And what are you selling? You’re selling yourself. 

If you haven’t created an invitation to connect and a simple way to do it on your site, then you’ve missed the point of having a personal website altogether. 

Another huge way that your website could be holding you back is if you aren’t keeping it up to date. 

Have you added any relevant volunteer experience?  Do you have testimonials you can add from colleagues, professors, or previous employers? 

Your site should have as much, if not more, information than your social media profile. 

It should also be organized in a way that emphasizes you – your brand – over your experience and academic identity. 

Include a photo and add links to samples of your work. 

Consider your website to be an open-ended conversation with employers.

They are looking to get a better idea of how you fit into their company culture. They want to know what you bring to the table. 

Next, you’re ready to put your resume on your website. But this resume – like your LinkedIn profile – must appeal to every employer you’re trying to attract, not just one employer. 

When you submit a resume online for a particular job, you want that resume targeted to just that one job. It needs to match that job posting very, very specifically. 

Here, since this resume will be on your public website, you’ll have to make it more broad. This means doing keyword research across many job postings. 

The last tip I have is so simple that you’d think it wouldn’t be worth mentioning:

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** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Create A Personal Website To Get Hired appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode:

According to Undercover Recruiter, most hiring managers know in the first 90 seconds of an interview whether or not they plan to hire you. 

This means that every second of the beginning counts. 

The first interview blunder many PhDs make is not making a good first impression. 

Interviewing can be nerve-wracking – I know this. 

But the last thing you want to do is let your nerves take the reins. 

Owning your in-person interview is about presenting yourself as the professional you are. 

So, before stepping your foot in the door of your next in-person interview, check yourself: 

If not, you need to practice this with someone else. 

Make yourself be serious and professional in front of another human who is judging you. 

The second mistake PhDs make is not having well-prepared answers to the first few interview questions. 

These opening questions may seem innocuous; however, they set the tone for the rest of the interview. 

The first question is simple:  “How are you?” 

Let’s be clear – this isn’t an invitation to get anything off your chest. 

This is your chance to reinforce what your appearance should already be saying: I’m great and I’m happy to be here. 

So, instead of going off on a tangent about your day, keep it simple. Say “I’m great! How are you?” or “I’m perfect!” 

Friendly, short, and to the point. 

The second intro question you need to prepare for is, “Can you tell me a little bit about yourself?”

Your answer to this question should be 10 seconds or less and directly to the point. 

The official term for the answer you need to give is an elevator pitch. 

Your elevator pitch should convey who you are, what you want, and why people should care. 

Share something about yourself as a professional, of course, but also describe something about you personally, like a hobby or an interest. 

The latter can bring a natural touch to your spiel that makes your elevator pitch feel less like a sales pitch and more like a friendly introduction. 

Then, simply end your elevator pitch with the role you’re interviewing for and why you want it – as in, why should anyone else care? 

For example, you could say, “I’m an immunologist and I love camping on the weekends. I want to be a project manager because I’d really like to see my scientific knowledge translated into products that help people.” 

This brings me to the third mistake PhDs make: not knowing how to answer those dreaded open-ended questions. 

The secret to nailing these types of questions is the STAR method. 

STAR stands for situation, task, action and result.

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** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post 3 Keys To Finally Interviewing Successfully appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

Have you been searching for an industry job for months (or even years!) but encountered nothing except roadblocks and dead ends? 

An industry job search can make you feel like a tourist in a strange city – you have a map to guide you, but you just can’t get to your destination. 

And while a hard-to-read map can get you lost in a city, a hard-to-read hiring map will leave you lost and jobless.

That’s why today, I want to give you a bird’s eye view of the industry hiring process and how you can navigate it to land an in-person interview.

The hiring process, also known as the hiring funnel, has four stages:

The first stage is resume acquisition. 

Acquisition can happen through a recruiter, a job board, or a company website. 

Companies are receiving up to 2,000 resumes for every open position in today’s job market. Yet only around 20 to 30 applicants make it to the next stage. 

So, why is this conversion rate so brutal? It’s because most companies use automated software called Applicant Tracking Systems, or ATS for short. 

And sadly, ATS software is unforgiving – and it’s not that smart. 

ATS software relies on basic algorithms that scan resumes for designated keywords. 

If your resume isn’t worded exactly right, it goes straight into the virtual trash. 

That’s why it’s critical to include all the keywords found in the job description on your resume – verbatim. 

Stage two is the phone screen. 

Phone screens are designed to separate the good applicants from the great ones. 

This is where HR vets your general qualifications. 

Keep in mind, the person you’ll speak to won’t have the same niche training background as you. 

So, leave behind the jargon and the long-winded technical monologues. 

HR won’t be impressed, and it’ll make you look out-of-touch in industry. 

They just want to know that you’re credible.

They want to know you have transferable skills. 

Next is the video interview. 

Only 10 or so applicants will make it to this third stage. 

This will likely be your first opportunity to speak to people that you’ll report to or work with if you get the job. 

Many PhDs bomb their video interviews because they don’t take them as seriously as in-person interviews. 

But you are in-person in a sense – they can see you face-to-face in real time. 

So, during a video interview, ensure you remain professional, enthusiastic, and engaged. 

That means dress professionally, smile, make eye contact (with the camera), and remember to ask questions. 

Please don’t be the person who is looking down at the bottom of the screen, or worse, who is only showing on camera from the nose up.

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** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post The 4-Part Industry Hiring Funnel appeared first on Cheeky Scientist.