PhD Transition Report On-Demand

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

Studies show that most people are never taught to manage money.

They have no formal training on how to save or budget – in school or otherwise. 

And sadly, for many, this knowledge gap persists into adulthood. 

But understanding economics is invaluable when it comes to succeeding in industry. 

You need to understand the role that economics play in the day-to-day of a company to get hired into industry. 

Whether you’re applying to an R&D role, MSL role, Technical Sales Specialist or any other kind of role in industry, you’ll be tested on your general understanding of certain economic concepts. 

So today, I’ll discuss 4 economic concepts you must know, and how to leverage these concepts to demonstrate your value. 

First, know how to maximize your economic resources. 

If you’ve ever worked under a tight grant-appointed budget, then you know about the economics of resources. 

How often have you created workarounds that’ve helped save money or hours of labor? 

Perhaps you determined that the ideal incubation for an antibody is two hours less than what the protocol dictates.

Maybe you found ways to reuse resources that would normally be thrown away. 

The second economic concept is strategic thinking. 

Something called a return on investment is what drives most decisions a company makes.

So, on your resume and in your interviews, provide examples of innovative ways you’ve saved resources in your research. 

Managing your research is like managing a business. In research, there’s a lot to think about. 

You must plan out research objectives, find competent research assistants, stay within budget, and deliver on deadlines. 

The only difference between academia and industry is that industry moves much faster.

 Performance and results matter more than time and tenure. 

To succeed in industry, you must prove that you’re able to identify feasible projects, execute them and see them to completion.

…

You must communicate how your actions have resulted in a positive economic impact.

Innovation is something that PhDs excel at – so make sure you’re communicating this skill to employers.

Overall, knowing the ins and outs of these economic concepts will help you focus on what matters most in industry.

Understanding these concepts will make it easier to show employers that you have the business acumen needed to excel in the role at hand.

** 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 4 Must-Know Economic Concepts  appeared first on Cheeky Scientist.

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

As a PhD, you have a diverse portfolio of skills and experience – things that look great on a resume. The question is, are you able to speak to these skills and experiences – out loud, and in an engaging way?

Like anything, the key to interviewing well is to understand the right methodology behind it.

When it comes to the right methodology for interviewing, use the STAR method.

It stands for Situation, Task, Action, Result.

Let’s start with S – situation.

This is where you provide context. Say you’re asked, “What is the biggest challenge you’ve faced, and how did you overcome it?”

For example, “In my second year of grad school, I began…” and so on.

Next, we have T for task.

Explain the goal you were trying to accomplish or the problem that you encountered.

This isn’t the time to portray yourself as the unflawed superhero. This will only make you sound phony.

Sharing an honest problem you’ve had will only make you more relatable.

Now to A for action.

In academia, you’re taught to think in terms of “we.” But now is the time to focus on the “I”.

Take credit for the things that you’ve accomplished.

R is for result.

What was the outcome and how did you get there?

Think of this as your punchline. It should be clear and powerful. Employers want to know that you can achieve results.

For example, you could say, “In my second year of grad school, I began working on a project that hadn’t made much headway. To move the project forward, I set up a weekly check-in where we shared updates, resolved issues, and set future timelines. As a result, we were able to identify some of the pain points. We worked through them, and ultimately, completed the project successfully.”

Overall, the STAR method helps highlight your skills in a way that’s relatable, inviting the employer into problems you’ve had and solved, which shows them that you can solve the problems they have waiting for you in the new role.

** 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 Method Of Interviewing (Even Amazon Uses It) appeared first on Cheeky Scientist.

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

You may think cover letters are a relic of the past, but a recent report from ResumeLab tells a different story.

A staggering 83% of hiring managers said they consider cover letters to be an important part of their hiring process.

Many hiring managers agreed that a cover letter can land you an interview even when your resume, on its own, doesn’t make the cut.

What about when a job posting doesn’t require a cover letter, you might be asking yourself. Should you send one anyway?

According to the same survey, 77% of recruiters say they give preference to job candidates that submit a cover letter…

… and more than three-quarters of decision-makers say they read the cover letter even when it’s optional.

Yet, shockingly, only one-third of job candidates submit a cover letter with their application.

Writing a tailored cover letter requires time and effort, but it will instantly put you ahead of two-thirds of the other job applicants applying.

So, how do you write an effective cover letter?

To start, think about the hiring manager’s motive.

Why are they reading your cover letter? What are they hoping to learn about you?

According to ResumeLab, 63% of hiring managers say they want to know what your motivation is for applying…

… 50% want to learn about your career objectives…

… and 47% want to know what your professional achievements are.

Think of your cover letter as a thesis statement.

Clearly state why you’ve written the cover letter – why you’re applying to that specific job at that specific company – along with why you’re the best candidate for the job.

That means your cover letter should answer these three questions:

One, why do you want to work at this particular company?

Two, how is this specific position exactly aligned with your career objectives?

And three, what value can I bring to the company (as in, which problems will you solve for them)?

Your statements should be concise and trigger positive emotions.

For example, you can say, “I believe I am the best person for the position because X, Y, and Z. X and Y can be your transferable and technical skills (or results you’ve achieved) – these demonstrate that you can do the job.

But what about Z?

Z should trigger that emotion.

Think of something that makes you stand out. Something that will differentiate you from other candidates.

What have you done in the past that aligns with what they need you to do in the future?

In many cases, the cover letter is the first thing that hiring managers read.

In fact, 36% of decision-makers claim that they always read cover letters first, before they ever even look at your resume.

So, next time you’re on the fence about including a cover letter with your industry job application, remember that a good cover letter could be the one thing that gets you an interview.

** 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 Why Cover Letters Aren’t Dead (But Yours Might Be) appeared first on Cheeky Scientist.

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

There are three phases to negotiating with professional recruiters. The first phase is the initial contact.

Typically, the first interaction between you and a recruiter will be a 20- to 30-minute conversation where the recruiter describes the position.

During this interaction, they’ll gauge your interest. They’ll explain the role, the ballpark salary, and the company.

If you’re not interested in the position, be polite and explain what you are looking for.

Offer to help your recruiter find a great candidate by sharing the position with your network.

Don’t avoid or ignore their messages just because you’re not interested, though. You never know when you’re going to need their help down the line.

If you are interested in the role, make sure to get adequate information about the job.

Things to ask about include the interview process, the location of the position, the reason for the open position, how long it’s been open, and so on.

It’s also good to ask about the company too: How many clients has your recruiter placed there? What’s the company’s timeline to find talent? What’s the company culture like?

The second phase is the phone screen and initial offer.

While this is handled by the hiring manager, the recruiter is the one that sets it up.

Expect a phone screen to last anywhere from 30 to 40 minutes. If all goes well, you’ll receive a phone call from the recruiter to get your feedback.

During this conversation, you’ll also likely hear about the company’s initial offer. And while all this positive feedback is sure to trigger a major dopamine rush, try to keep yourself grounded.

Why?

Because you can’t logically negotiate when you’re sitting on cloud nine.

Remember: everyone in this scenario expects you to negotiate. So, before you shoot off an email that says “Yes, yes, yes”, ask the recruiter if they can provide the company with a counteroffer.

Aim for a salary that is 20% higher – or one that sits at the top of that position’s pay range. This may sound like a lot for a starting salary, but keep in mind, the final offer will most likely land somewhere between their initial offer and your counteroffer.

** 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 Negotiate With Recruiters appeared first on Cheeky Scientist.

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

The first mistake PhDs make is they try to make small talk.

No recruiter has time for that. They have goals to meet – their job is to connect job seekers with job openings.

So, right off the bat, start by adding value.

And value in this circumstance is more direct. All they care about is whether you’re a good candidate for the positions they’re trying to fill.

So, in your first message – heck, in your first sentence – tell them why you’re the perfect candidate for the job.

The second mistake that PhDs make is they contact the wrong recruiters.

Fun fact – recruiters specialize in one area of industry.

Someone who recruits data scientists doesn’t have a clue about roles in the field of medical communications.

Their LinkedIn profile will tell you what area they specialize in. Look at what type of positions they post.

If most of their jobs miss the mark, find a recruiter that’s a better fit.

…

The fifth and last mistake that PhDs make is sending messages that are missing key information.

If you don’t provide them with all the pertinent information, they’ll likely pass over you for someone that does provide them with everything they need.

There are 6 things your message should include: the job you want, the desired location, description of your background, results-oriented experience, special skills, and contact information.

Treat your recruiter’s time as a precious resource and you’ll be impressed at what they can help you accomplish.

Don’t waste their time or yours. Do your research.

** 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 Annoy A Recruiter (Don’t Do This) appeared first on Cheeky Scientist.

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

One of the best ways to impress industry employers is to show them that you understand what is trending in their industry.

Today, I want to focus on the life science industry.

The first trend we see in industry is a growing interest in cellular agriculture.

In previous years, gene-editing tools like CRISPR and cellular engineering technologies were in the spotlight.

Now the focus has turned towards cellular agriculture, or Cell-Ag for short.

This rising-star technology is catching the eye of major investors, and predictions claim that this new field of industry is here to stay.

The second industry trend is the use of artificial intelligence in drug development.

AI is not limited to drug development.

It’s also being used to help identify new clinical candidates for clinical trials.

It’s also used to develop autonomous machines capable of treating disease.

Another is the use of blockchain for data management.

Blockchain has become an attractive tool in the healthcare field. It makes managing large volumes of data easier.

It also can track changes in databases and allows for more secure data sharing.

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

To get advanced access to the full–length versions of these podcasts, as well as access to our live training webinars, exclusive training videos, case studies, industry insider documents, transition plan, and private online network, get on the waitlist for the Cheeky Scientist Association now.

The post 5 Life Science Industry Trends appeared first on Cheeky Scientist.

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

PhDs entering industry for the first time are often shocked by the onboarding process.

Some think onboarding involves months of basic administrative tasks.

Others think they can hit the ground running.

Neither of these preconceptions is accurate.

What is accurate is that successful onboarding is the key to a successful and long-lasting career.

An employee that starts a new job with misguided expectations will likely feel disappointed and alienated; they also risk not meeting the expectations of their employer.

Don’t let this be you. Make sure when you enter industry you’re equipped with the correct mindset and the right set of expectations.

Let’s go over a few things all PhDs should know about the first 6 months at their new job.

Many PhDs think they’re going to be handed a project the minute they enter the building.

Not only is this incorrect, but it’s not a good idea.

You may know the science, but you’re clueless when it comes to how science works in industry.

It’ll take time to get up to speed. So, be patient.

And don’t stress out or feel like you’re not doing enough.

Also, realize that onboarding is more than just administrative tasks.

Some PhDs start a new job thinking they can coast.

But onboarding is not a vacation.

Sure, there’ll be a lot of paperwork and logistical things to iron out, but onboarding is way more than that. It’s your time to integrate into the company culture.

So, while you may not be able to contribute to meetings or discussions, you should still be leaning in. Sit forward and pay attention during meetings. Ask appropriate questions.

Show your new employer that you’re intellectually curious. This will set you apart by demonstrating your dedication to the role.

If you think that network building is only for finding a job, you’re dead wrong.

Once in your role, you should continue to network.

Your goal should be to learn the inner workings of the project pipeline; to learn how work gets done and how teams interact.

To learn this, talk to people in different departments. And, as always, when you contact someone, make sure you’re adding value.

People are busy and they have their own agendas. They won’t willingly sit down with you unless they know there’s a common goal. Show them your work overlaps with what they’re currently working on.

Inquire as to how you can help them achieve their goals. Then, build a rapport of dependability by delivering on your promises.

Also, you can set the tone with your new manager by asking the right questions.

Your one-on-one meetings are the time to inquire about your role in the company.

It’s instinctual to want to learn more about the projects you’ll be working on – don’t worry, you’ll get there.

But first, you should be inquiring about the general responsibilities of the position. Ask things like, “What does my day-to-day look like?” “Who do I report to for this project?” “Is there any training I can take to learn XYZ?” 

You also want to make sure you know their preferred mode of communication.

There’s no easier way to get on your boss’s nerves than to keep pestering them using a platform they hate.

By asking the right questions, you learn imperative information regarding your new job.

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

To get advanced access to the full-length versions of these podcasts, as well as access to our live training webinars, exclusive training videos, case studies, industry insider documents, transition plan, and private online network, get on the waitlist for the Cheeky Scientist Association now.

The post Onboarding Shock: The Early Stages Of An Industry Career appeared first on Cheeky Scientist.

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

Many PhDs mistake resumes for CVs – they chronologically list their work experience, achievements, and skills, being sure not to leave out a single detail.

But a chronological resume that’s simultaneously irrelevant and cramped isn’t going to land you an industry job. You have to change how you present your experience.

This is where the functional resume comes in.

A functional resume can take your one sad section of Graduate Research Assistant or Postdoctoral Fellow experience and turn it into 3 major sections that highlight your relevant skills and abilities.

The key to writing an effective functional resume is to first identify your target position.

Then you want to make sure you tailor every resume to the job you’re applying for.

The easiest way to do this is to copy the text from a job posting and paste it into a word cloud. This tool shows you at a glance which words are used the most in the posting.

For instance, an opening for a Data Scientist position will likely have “data analysis” and perhaps “Python” as frequently occurring words. A word cloud will reveal it also uses “collaboration” and “stakeholder communication.”

These frequently used words must be included on your resume.

Next, you’ll want to deprioritize your academic titles.

When you’ve spent the better half of a decade pursuing a PhD, it’s hard not to put it front and center on your resume.

And you should be proud of this incredible achievement. But you should also be proud of the skills and experiences that you achieved while getting your PhD. Especially the transferable ones.

In a functional resume, you’ll want to replace your academic job titles with skills that are relevant to the job. A few examples might be “Project Management Skills,” “Research and Analysis Expertise,” or “Expert Trainer.”

Then, underneath each of these new skill-based headers, you’ll write “Gained as a Graduate Research Assistant at XYZ University”.

On a functional format, you won’t mention dates. When you gained experience doesn’t really matter. It’s the experiences themselvs that you want to highlight.

You don’t want dates to be the thing that industry employers focus on, especially when your dates will make no sense to them. 5 years at one university? A decade at multiple universities? A gap?

Remember, most industry gatekeepers do not have higher education degrees. Tailor your resume to your audience, not your expertise.

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

To get advanced access to the full-length versions of these podcasts, as well as access to our live training webinars, exclusive training videos, case studies, industry insider documents, transition plan, and private online network, get on the waitlist for the Cheeky Scientist Association now.

The post 5 Steps To The Ultimate Functional Resume appeared first on Cheeky Scientist.

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

While simply submitting a resume may have landed you a summer job at a local coffee shop, getting a PhD-level industry job requires much more.

An industry job search at your level can be complex, but there are some simple frameworks that will help you allocate your time and resources effectively.

Let’s start with the 80-20-10 principle.

The number 80 represents the 80% of industry jobs that are never advertised online.

Most positions at small- to medium-sized companies are never advertised at all. Of the jobs advertised by large companies, many of those have already been or will be filled internally.

Larger corporations have to keep their job postings up, even if the position has already been filled, in order to comply with governmental regulations.

So if 80% of jobs aren’t advertised, it stands to reason that 20% of jobs are. This is where the 20 in the 80-20-10 principle comes in. 20% is not a lot. But it gets worse.

As I mentioned, many of those jobs are already filled. How many? Most reports say half – so 10%. This means that if you limit yourself to looking for jobs online, you’re limiting yourself to just 10% of the job market. And that’s the 10 I’m referring to in the 80-20-10 principle.

How many?

Most reports say half. Half of 20% is 10%.

This means that if you limit yourself to looking for jobs online, you’re limiting yourself to just 10% of the job market.

And that’s the 10 I’m referring to in the 80-20-10 principle.

The law of 6, 11, 2, and 1 is incredibly important to remember. It’s a technique that grabs an employer’s attention and keeps your resume from ending facedown on the Reject pile.

First of all, your industry resume should only have 6 key sections – this is where the 6 comes from.

The sections should appear in this order: contact information, professional summary, work experience, education, and honors, awards, and hobbies.

Your education shouldn’t be front and center – your professional summary and work experience should be. 

The professional summary section should highlight your biggest accomplishments. Your work experience section should ditch the academic titles.

Why?

Because no one in industry cares that you were a PhD candidate for 5 years.

The minimum font size on your resume should be 11 point font, which is where the 11 in 6, 11, 2 and 1 comes from.

Additionally, the page margins should all be 1-inch. This is where the 1 comes from. 

As for the 2 in 6, 11, 2 & 1, it stands for 2 pages. Industry resumes are short and should never be longer than this.

No one is going to read pages and pages of dense text to try and figure out if you’re a good candidate for the job.

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

To get advanced access to the full length versions of these podcasts, as well as access to our live training webinars, exclusive training videos, case studies, industry insider documents, transition plan, and private online network, get on the waitlist for the Cheeky Scientist Association now.

The post Resume Facts All PhDs Must Know appeared first on Cheeky Scientist.

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

Many people assume all PhDs are introverts. This of course, is not true.

Plenty of PhDs get energized by being around people.

If you find independent research to be lonely and monotonous;

… if you thrive on other people’s energy;

… and if you’re hungry for a job that allows you to work collaboratively with others

… then these 4 industry positions might be for you.

The first is the Medical Science Liaison role. If you love talking about science more than you like doing science, this is the perfect position for you.

The second career I’m going to discuss is Technical Sales. If you like finding solutions to complex problems, then believe it or not, sales may be the place for you.

The third position is Project Manager. As a project manager, you would be interacting with others to troubleshoot and develop methods to achieve your company’s goals.

The truth is employers see PhDs as self-motivated. And that’s a good thing. Employers are seeking exactly what your PhD has trained you to be – self-motivated and able to work interdependently – by yourself and with others.

The fourth that extroverts thrive in is Management Consultant positions. Many corporations  deal with very complicated business problems – ones that they don’t have the time or resources to solve on their own. That’s why these companies often turn to business consultants.

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

To get advanced access to the full length versions of these podcasts, as well as access to our live training webinars, exclusive training videos, case studies, industry insider documents, transition plan, and private online network, get on the waitlist for the Cheeky Scientist Association now.

The post Jobs For Extroverted PhDs appeared first on Cheeky Scientist.