PhD Transition Report On-Demand

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

• First, Isaiah presents some interesting data you need to consider if you want to target a remote role
• Next, Isaiah discloses the skills you need to develop and showcase if you want to position yourself for a remote role
• Finally, Isaiah discusses some extra actions you can take to ensure you’re seriously considered for a remote role

Interest in remote and hybrid work is up by a whopping 556% – and with prominent companies deciding to continue remote work, these numbers are not going down anytime soon.

Although this is great news for anyone who’s looking for more flexibility in their job, this shift comes with its own set of challenges.

For one, now that geographic location is no longer a barrier, companies recruiting top talent from anywhere in the world. This means that they have infinitely more options, which also means, your competition just got fiercer.

As always, the best way to get noticed is to set yourself apart from the other job applicants.

To do this, focus on a few skills or experiences that make you unique and show the employer that you’re capable of producing results, even in a remote setting.

Remote work is highly independent – your boss isn’t there to see that you’ve spent the last three hours playing solitaire. More than ever, employers need employees that are self-driven, have a strong work ethic, and manage their time efficiently.

Every PhD has worked independently and has produced results. But remember – every other PhD applying for the job has this experience. To impress hiring managers, you have to prove that you can deliver results above and beyond your thesis.

Talk about how you wrote a review article to better understand your field, or how a student you mentored got into their top choice for grad school.

The key to getting hired into a remote role is demonstrating that you’re driven enough to pursue opportunities outside what is simply asked of you, and that you produce results despite the lack of oversight.

Another thing employers look for in a candidate for a remote role is their commitment to the company.

They want to know that you have a vested interest in them and the work they do …and that you fit into their company culture, even when working outside of a central location.

While this has always been true, companies now are struggling more than ever to maintain a strong company culture – one that provides people with a sense of shared purpose.

To wow them in your interview, demonstrate that you understand their mission and show that your interests and goals align with theirs. Ask questions about how they keep their remote employees engaged.

Last but not least, show the company your commitment to communication, responsiveness, and self-imposed boundaries, not boundaries that you impose upon others.

Many companies are still learning how to best communicate in a remote world, so they’ll be thrilled to know you already know your way around a virtual landscape.

Share the specific devices and apps you’ve used to manage projects virtually and provide examples of ways you’ve used them to stay connected with colleagues and collaborators.

Make sure you openly discuss how responsive you’re able to be in a remote environment. Most importantly, make it clear that you’re able to manage your own work/life boundaries.

No one wants to work with someone who complains about late night emails or instant messages from their coworkers at a global organization that spans many different time zones.

You control your boundaries through your app settings, away messages and through open communication. This is your responsibility as an adult working in a global environment.

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 Get Hired Into A Remote Role appeared first on Cheeky Scientist.

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

• First, Isaiah explains why introverted PhDs are valuable to industry employers
• Next, Isaiah discusses why it’s not a good strategy to act extrovert if you’re an introverted PhD
• Finally, Isaiah gives you some strategies you can use to expand your network while avoiding burnout and protecting your mental space

If nothing makes you sweat more than the idea of networking at a big conference, you’re not alone.

Many PhDs are introverted by nature. And this isn’t a bad thing. Introverts are genuine and passionate…and they’re often some of the most productive people in the workforce.

Because of this, many innovative companies in industry seek out thoughtful, introspecting introverts to fill their top positions. The problem is many introverts, especially introverted PhDs, are invisible to the companies that want to hire them.

But, don’t despair – because given the right tools, introverts can get attention from employers, build a strong and long-lasting network, and stay top-of-mind for top industry positions.

Introverts have their own superpowers that make them naturally skilled at getting attention and growing their network.

For starters, introverts are good listeners, and they favor genuine conversations over mindless small talk. This enables them to build networks full of genuine professional connections.

People really appreciate this kind of authenticity, so they’re more willing to connect with an introverted PhD, and even help them out in their job search.

The most important rule of being an introvert and getting hired is – be yourself. Don’t force yourself to act extroverted when you’re not. Not only can employers see right through your performance, but it’s bad for your mental state.

Forcing yourself to be someone you’re not can lead to problems such as imposter syndrome and burnout.

Another tool that introverts have at their disposal is virtual space. In today’s tech savvy world, networking isn’t just about talking to complete strangers at a conference.

Most networking today is done online… which is particularly good news for anyone who hates the awkwardness of face-to-face interactions.

Will you still have to meet people face-to-face? Yes. But, you can do so in a matter of minutes, get a few people’s contact information in person, and then do the rest of your networking behind a screen, alone, where you feel your best and energized.

So, take full advantage of this. Reach out people on LinkedIn who are in positions you want to be in, join professional groups focused on research areas that interest you…and, of course, utilize your social network.

Let people know you’re looking for a job. You never know who in your pre-existing network can help.

If you loathe big networking events, quite showing up to them without a plan. As mentioned, go to them for very short amounts of time and with a clear plan in hand.

For example, your plan could be reaching out to the host beforehand and asking if they would introduce you to three people when you show up, showing up and getting introduced, and leaving fifteen minutes later with three business cards.

If going to a big event still makes you feel anxious, then invite a friend. This way, you’ll avoid feeling awkward by yourself, and you have someone who you’re comfortable conversing with when there is a lull in your networking efforts.

While there, you can also seek out other introverts. See who’s doing more listening than talking, or who’s hanging around the periphery of the event. Other introverts may feel less intimidating to approach.

Here’s another pro-introvert tip – arrive early to the event. There will be fewer people and they’re less likely to be engaged in an impenetrable conversation.

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 Networking Hacks For The Introverted PhD appeared first on Cheeky Scientist.

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

• First, Isaiah explains why you should never forget that the interview process is a two-way street or take a job you know is not a good fit.
• Next, Isaiah presents the three first red flags you should look for
• Finally, Isaiah presents the remaining red flags

If you left an interview feeling like the company wasn’t a good fit, don’t ignore it.

Many desperate PhDs make the mistake of accepting a job despite the fact that it’s not a good fit simply because they’re desperate.

In fact, a recent study found that nearly two-thirds of job applicants reported taking a job despite knowing it’s not a good fit. Don’t make this mistake – it’s not only a waste of your time, but it’s a waste of the company’s time and could hurt your reputation.

Stay sensitive to the red flags without being too sensitive or judgmental. Mistakes happen and no company is perfect, so give them the benefit of the doubt, and make sure you’re holding yourself to the same standard that you’re holding them too.

The first red flag is simple: disorganization. If a company keeps re-scheduling your interview – say, 3 or more times – it’s a clear indication that the company is disorganized and may not be serious about your candidacy.

Your time is just as valuable as theirs so don’t keep bending over backwards to reschedule without asking questions.

Another red flag is blatant disrespect of current team members, competitors, or other job candidates. Do they describe their employees or competitors as toxic? Are they disparaging or insulting? If they’re willing to air their grievances to a complete stranger, just imagine what it would be like to work there.

Same goes for you though. Never describe your past employer or anyone for that matter as toxic, abusive, or negative in any way – not to an employer you just met, ever.

Another red flag is unclear answers to your questions. If, during your interview, they provide vague non-descriptive answers, they may be trying to avoid the question.

Notice of how clearly they answer your questions – see if they provide specific examples. Also note how different people answer the same question. If answers differ wildly among employees, it could mean that there’s a misalignment within the company.

However, this doesn’t apply to proprietary information. The company does have to safeguard itself and its private information so make sure you’re not prying too deeply either.

The fourth red flag to be wary of is the bait and switch. This is when a company changes the job description over the course of the interviewing process.

Sure, if the company is a startup and/or growing quickly, their needs may change rather quickly, and they may need to make changes to the job description along the way, but if they don’t clearly communicate this to you, you may want to consider looking elsewhere.

Another red flag is inappropriate questions. If you receive a question unethical or clearly against the law, look elsewhere.  

Another red flag is if the number of interviews gets out of hand. In today’s hiring funnels, having 4-5 interviews is all too common. At your 5th interview though, it’s time to start asking some questions of your own like, “What else do you need to know about my candidacy in order to move forward with hiring me today?”.

The sixth and last red flag is anything that goes against your personal preference, and this is completely for you to decide.

You have to fit into the company culture and feel good – no, you have to feel excited – about working at the company. Otherwise, it’s going to be a bad decision for everyone.

You may have some growing up to do, so to speak, to be less sensitive to different personality types, different company cultures and structures, and so on, and should recognize that if it’s the case. But if you’re being reasonable and unentitled and things still seem off, you might want to look elsewhere for a better fit.

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 6 Red Flags That Scream “Don’t Work Here!” appeared first on Cheeky Scientist.

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

• First, Isaiah discloses why a resume gap doesn’t automatically eliminates good candidates from the job pool
• Next, Isaiah presents the functional resume, a great tool to draw attention to your value instead of your resume gap
• Finally, Isaiah discusses why you should always be transparent about your resume gaps, as well as the strategy you should follow to avoid framing them in a negative way

Many PhDs think that having a gap in their work experience immediately eliminates them from the job pool.

This may have been true once, but the “job hopping” mentality of today’s workforce paired with the great resignation of this post-pandemic era has employers more concerned about employee retention than a gap in your work experience, especially if you have a PhD.

Maybe you defended your thesis during the pandemic and had difficulties finding a job afterwards… or perhaps you decided to take time off to focus on your family. No matter the situation, employers now realize that gaps in your work history aren’t immediate red flags.

Instead, employers are looking for job candidates who can offer them loyalty and dependability. And this is something that PhDs excel at – what says loyalty and dedication more than spending a decade being overworked and underpaid in academia just to pursue an answer to a hypothesis only five other people understand?

That being said, you should not draw attention to a gap on your resume needlessly.

The functional resume has been around for decades and is a great way to showcase the value you can bring to a company without focusing on dates. Believe it or not, employers prefer that you list your work experience in order of relevance rather than merely in chronological order.

So, instead of organizing your work experience by your academic job titles and the time you spent with those titles, replace your academic titles with headings that highlight your skills like “Project Management,” “Teaching and Mentoring,” or “Research and Analysis.”

Then, underneath each subheading, include the job titles you had while you developed those skills.

For example, you’d write “Gained as a postdoctoral researcher at XYZ university” underneath the skill you listed as a subheading.

After that you’d add a list of three to five bullets for each title describing your experience and accomplishments.

By highlighting your relevant skills and experiences in this way, employers will not notice any meaningless gap you have on your resume.

Always be transparent and forward thinking when describing a gap on your resume.

If you decided to stay home to raise your kids, be honest and upfront about it… just make sure to follow up with your transparent assessment for how ready you are now to take on the challenge of the role in front of you.  

During interviews and networking conversations, don’t bring up a gap you have on your own. If you’re pressed about a gap, don’t freak out. Don’t add negative energy to it. Stay relaxed and answer transparently, and again, always end your answer by expressing your desire to return to the workforce.

Be sure to mention how you stayed busy during any gaps you have in your work history too.

For example, if you volunteered at a local animal shelter or completed a number of online certifications during this time, make sure to mention this. Anything that shows that you’re interested in growing as an individual will make you stand out.

Lastly, when searching for a job, search for openings at companies known for their supportive culture. A good employer will understand that life doesn’t always go as planned and gaps sometimes happen.

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 Deal With The Dreaded Resume Gap appeared first on Cheeky Scientist.

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

• First, Isaiah explains why you need to have an industry-oriented LinkedIn headline instead and how adding academic terms to your LinkedIn profile might hinder you chances of getting hired
• Next, Isaiah discloses the terms that industry gatekeepers use when they search for job candidates to interview
• Finally, Isaiah presents the questions your headline needs to answer so you appear on the right searches

A lot of PhDs make the mistake of listing “postdoc” or “PhD student” in their headline. Don’t make this mistake.

The headline is the first text that appears in your LinkedIn profile, and the keywords in this section factor heavily into LinkedIn’s search algorithm.

Don’t waste that valuable space on academic words that will never appear in an employer’s search.

Your headline needs to include the information that employers are actually searching on LinkedIn Recruiter, or LinkedIn Talent Insights, or the same LinkedIn that you’re using.

Unlike PhDs, most hiring managers and recruiters don’t enjoy doing research. They’re trying to find candidates quickly and the search terms they’re using are the simpler versions of the skills you think are so important.

In most cases, they’re searching for the basic transferable skills required for the job, not your highly specific specialty skills. Or, they are searching for the simpler, transferable versions of your specialty skills.

You may know how to do an advanced research technique like HPLC but they’re likely searching for “research experience” or “data analysis” to start.

You might be an expert at understanding Net Promoter Scores and other product management metrics, but they’re searching for “branding” or “marketing” or just “product management.” 

In fact, it’s highly possible that the hiring manager or recruiter looking for you doesn’t even know what your specialty skill means. You have to learn the language that employers for the jobs you want are using because that’s the language they’re typing into LinkedIn Recruiter and other recruitment search engines.

The good news is you can find out what this language is simply by familiarizing yourself with the job descriptions these employers have posted.

After reading 20 or more postings for a Senior Scientist, R&D Engineer, Medical Science Liaison, Data Scientist, User Experience Researcher, Clinical Research Associate, Technical Writer, or any other position, you will have a superior understanding of the search terms employers are using for those roles. 

You can hack these job postings quantitatively by using word cloud software – choosing the largest words in the word cloud (those used repeatedly in your chosen job postings) to use on your LinkedIn profile.

The skills that are repeated most in the job postings that interest you should be used in your LinkedIn headline.

Don’t “bury the lead” so to speak. Instead, put the most important and most frequently used words in your headline – front and center.

Consider the employer’s perspective. If they want to hire a Project Manager in London, UK – what are they going to search? Project Manager. London. Enter.

That’s it’. That’s where they’ll start their search.

Make sure your headline reflects this by putting the name of the job title or job titles (two at the most) at the start of your Headline.

If a particular transferable skill and technical skills are used the most in your selected job posting, put them in your headline next.

Notice that you’re answering key questions for the employer when you do this – what do you want professionally? Who are you professionally?

Overall, your Headline should answer the following three questions for an employer:

First – What do you want professionally?

As mentioned, you can answer this question by adding your desired job title(s) to your headline.

Second – Who are you professionally?

Answer this question by sharing the technical and transferable skills you have that are relevant for the job. Aim to include three to four skills here. You can also include key accomplishments related to these skills.

Third – Where do you want to work? Answer this question by adding your preferred location.

LinkedIn gives you the option to add a location to your profile, but you can also add one or more locations directly to your headline.

If you want to relocate, add the location where you want to work, not your current location. You can also indicate your willingness to relocate by adding “Willing To Relocate” to your headline.

By focusing on what the employer is searching for and by leveraging keywords in the job postings you’re reading, you can quickly elevate your ranking in LinkedIn’s algorithm.

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 To Put In Your LinkedIn Headline appeared first on Cheeky Scientist.

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

• First, Isaiah discusses why now is the perfect time to update and work on your resume
• Next, Isaiah shows you how to get started writing your resume and what you should highlight when doing so
• Finally, Isaiah presents the structure that your resume should follow if you want to gain the attention of industry gate keepers

Keeping your resume current is essential to remaining relevant in the job market. This may seem obvious, but many PhDs think that creating a resume is a “one and done” process.

You continuously update your status on social media, or you continually refresh your email inbox expecting for employers to contact you, so why do you neglect updating your resume?

Staying relevant has always been important but it has become even more crucial in an uncertain economy.

The job market has seen some pretty significant shifts. People are resigning from their jobs, and companies are adjusting their work model to reflect a more remote workforce.

Meanwhile, in academia, wages are stagnant and the “great resignation” of mid-career and late-career professionals has started.

Now is the time to breathe new life into a stale resume.

Writing a resume is hard work – and it’s uncomfortable. Trust me, I know.

Staring at a blinking cursor on a blank page is enough to intimidate anyone; especially PhDs who battle the curse of imposter syndrome.

But believe me when I say that you have the skills that industry is looking for. The best way to start is by finding at least one role that interests you.

Outline your resume based on what the job description lists in terms of technical, specialty, and transferable skills. Then, keep it updated.

Sounds easy enough but what many PhDs fail to do is document their progress in their current role…so when it comes time to add their current experience, they’ve all but forgotten all of the major milestones that they’ve achieved.

To make your life easier, keep track of your accomplishments. This will not only help you transition into a new role, but it can also help you achieve that promotion you’ve been eyeing.

On a similar note, it’s important to take the time and brainstorm – what have you truly achieved throughout your career?

Our memory is full of holes. If you don’t take the time to really think about every little thing that you’ve pursued, achieved, and experienced, you won’t be able to write an effective resume.

Make a list of classes taught, experimental results, journal articles, presentations, posters, protocols, lesson plans, and so on. All of these hold value.

Methodologies are particularly important in industry – think of a time that you created and or altered a method that made your research proceed more efficiently.

Your resume should be arranged into 6 distinct sections: your contact information, professional summary (which includes your 3 biggest achievements), work experience, education, skills, certificates (if you have them), and finally, your honors, awards, and hobbies.

When it comes to listing your work experience, each experience should include three short bullet points and each bullet should start with a transferable skill since this is what hiring managers are really looking for to confirm that you can also work with non-PhDs.

Lastly, consider your resume as a reference – something that employers are going to look to when considering what questions to ask. You should do the same.

Highlight the things that you want to talk about in an interview and think of questions they could ask you for each of the bullet points.

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 Revamp Your Resume For The Academic Recession appeared first on Cheeky Scientist.

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

• First, Isaiah discusses the importance of reactivating your network if you want to gain the attention of recruiters and other gate-keepers.
• Next, Isaiah presents the reverse recruiting process and why you need to use it to your advantage
• Finally, Isaiah gives you some advice on how to show recruiters you’re a sought after candidate and convince them to hire you faster

Today, I want to give you some tips on how you can skip the hiring funnel and improve your chances of getting hired fast – this includes learning how to reverse recruit recruiters.

First though, you need to reactivate your network. If you’re not actively networking on LinkedIn, recruiters and all employers will know it as they get to see your activity score on LinkedIn Recruiter.

Employers want to see you’re active and they want to know you’re reaching out to people at their company to get referrals. Why? Because getting a referral lessens the workload of the company.

If a recruiter has candidates who already “know” other people they’ve hired, then they can avoid the time, effort, and money that is required for the normal recruitment process.

What this means is that hiring a known candidate is less expensive and less risky than going through the prototypical, long tail, four to five interview hiring process.

If you’ve ever felt invisible during your job search, you’re not alone. The problem that many PhDs face is that they are simply not noticed by recruiters.

The solution to this is to reverse recruit. Instead of waiting and hoping that someone finds you, research the gatekeepers at your target companies and reach out to them.

Being proactive will show recruiters that you’re serious and ultimately make their job easier, which in turn makes them more eager to work with you.

Keep the pressure on recruiters and employers by purusing multiple job leads at the same time.

Employers can see who you’re connected to on LinkedIn through LinkedIn Recruiter’s many tools. If you’re not connected to other company gatekeepers and if your connections aren’t climbing daily, they have no need to hire you quickly.

Many PhDs make the mistake of pursuing one opportunity at a time. Pursuing multiple opportunities is advantageous not only because it gives you options, but because whether you’re invited to a phone screen or offered an in-person interview, it shows other employers that you’re in demand.

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 Reverse Recruit Recruiters appeared first on Cheeky Scientist.

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

• First, Isaiah gives an example of a hiring funnel, something you need to understand if you want to be successful in industry
• Next, Isaiah presents the most common mistake PhDs make by not understanding the hiring funnel: spending too much time on their resumes
• Finally, Isaiah discusses two additional mistakes that show your lack of understanding of industry workings and how you can fix them

Many PhDs fail to get hired because they don’t understand the inner workings of the industry hiring funnel – and as a result, they end up prioritizing the wrong things during their job search.

The term hiring funnel refers to the process that companies use to narrow their job candidacy pool.

In each phase, candidates are faced with more stringent criterion, resulting in most candidates getting funneled out.

Let’s say a company receives 250 resumes for an open position. Of those, 20 to 30 will make it to the phone screen. Of those, 10 to 20 candidates will be offered a video interview. These 10 to 20 candidates may have up to five or six video interviews before 1 or 2 are invited for a site visit.

As you can see, the funnel continues to narrow, often at a fast pace, so you don’t get too many chances to prove that you’re the right person for the job.

Not understanding this is causing you to make unnecessary mistakes.

The first is putting all of your energy into your resume. Many PhDs spend hours working on their resume. But when you consider the hiring funnel, expending most of your energy on your resume is not the best use of your time.

The first way that companies weed out candidates is by using applicant tracking software. Remember, most companies receive hundreds of resumes for an open position and very large companies often receive thousands.

So, despite your diligent work on your resume, you could be out of the candidate pool with just a click of a button.

Or even worse, your resume won’t be considered at all because of timing. Most companies stop reading resumes after they’ve read 10% of those that come in.

So, if you apply on the second day of a job posting, you may be automatically rejected simply based on timing. I know it’s frustrating, but that’s why you need to find ways to bypass the funnel altogether.

Now let’s assume that you’ve managed to get to the phone screen stage. The mistake that many PhDs make at this stage is that they underestimate the importance of this initial interaction.

Just because this part is performed by HR, doesn’t mean that it’s not important. The person you talk to has the ability to decide whether or not you move onto the next step.

You should take this very seriously – be professional, be prepared to describe your strengths and demonstrate your industry know-how. The person you’re speaking to may not understand the technical details of your role, but they’re experts in understanding whether you’re a good fit or not.

The third mistake that PhDs make is that they are secretive. A common question that comes up during the screening process is “Are you interviewing anywhere else?”

Many react to this question by eagerly saying “Of course not!” But having multiple interviews and multiple offers actually shows the company how desirable you are. Being honest can actually help expedite the hiring process.

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 Devastating Mistakes That Make Employers Question Your Value appeared first on Cheeky Scientist.

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

• First, Isaiah talks about each of the components of a professional profile and the positions that require unique elements
• Next, Isaiah dives deep into the first two components: the industry resume and LinkedIn profile
• Finally, Isaiah discusses the importance of your industry networking persona and why you always need to present yourself as an industry professional

The moment you start planning your transition into industry, you should take great care to portray yourself as a professional.

The three main components of any profile are your industry resume, your LinkedIn profile, and your networking persona. A fourth component – a portfolio – may exist and will vary depending on the type of role you’re applying for.

For instance, if you‘re applying for medical writing positions, then part of your profile will be a writing portfolio. If you’re applying for data scientist positions, then you’ll probably need a GitHub profile.

An effective resume is one that convinces hiring managers that you can speak the language of industry.

Academia and industry speak vastly different languages – so if you’re still applying to positions using an academic CV, then you’re showing employers that you aren’t willing to learn the language of industry.

Your industry resume should be sharp and concise; this means that it should be limited to 1 or 2 pages. Remember, you have about 7 seconds to catch the eye of the hiring manager.

Adding numbers is a great way to increase the value of your resume – quite literally.

The second component of a professional profile is your LinkedIn profile.

Nearly 85% of employers use LinkedIn to find PhD-level talent – think of that. 85%! If you’re searching for a job, having a LinkedIn profile is an absolute must.

Fill in all the sections using industry language and short bullet points. Try and include a bit of your personality – your profile shouldn’t just be a regurgitation of your resume.

You also need to remain active – this means you tweak your profile and interact with other members…daily.

This is where your online persona comes into play. It’s imperative that your personal interactions online are professional and consistent across platforms.

Your messaging may change depending on the role you want, but all profiles should convey that you’re a valuable PhD that can excel in industry and be an asset to any company.

Your profile should also convey a mastery of self. Employers want to know how you handle yourself under stress.

If employers aren’t sure that you’re capable or are unclear about your goals, then they’re certainly not going to trust you with one of their top positions.

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 3 Components Of A Professional Profile That Every PhD Should Have appeared first on Cheeky Scientist.

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

• First, Isaiah discusses the importance of quantified results for industry employers
• Next, Isaiah discloses why PhDs have so much trouble coming up with and claiming the results they achieved.
• Finally, Isaiah presents the best way to add technical skills to your resume bullet points

Every single bullet point on your resume needs to end in a qualified result.

You can easily transition to this part of your bullet point using language like “resulting in…” “as demonstrated by…” or “as evidence by…”.

It’s challenging to sit down and figure out your past results and then to quantify them? Yes. It’s certainly more challenging than just listing skills, duties and experiences in your resume, but is the only way to move past the resume stage to the phone screen stage.

Studies have shown that employers’ eyes pause at length on numbers. But there’s a catch. The numbers have to be written numerically, as in the number “10”, not “ten”.

Examples of qualified results include:

• “resulting in # of ABC reports”
• “resulting in # poster presentations on ABC topic”
• “resulting in # publications including a publication in ABC journal”
• “as evidenced by # collaborations including a collaboration with ABC research group”

Whereby “#” refers to a numerical value like “10”. The main reason this process is so hard for PhDs is because many PhDs experience a sense of imposter syndrome when formulating the results section of their bullet points.

PhDs often feel like they can’t claim a result as an achievement if anyone else was involved. If somebody else touched the figure, paper, or presentation, these PhDs think it was a joint effort and feel guilty writing “resulting in XYZ”.

They feel like they are writing, “resulting in XYZ that I achieved all by myself without anyone’s help”. This is ridiculous.

You need to claim the results that you were a part of because no one is going to claim your results for you. If you don’t have the courage to claim ownership in part or in whole over your past achievements, why would any employer ever hire you?

Because you want others to have the credit? Because you are a passive team player? These are not the values that industry employers are looking for when seeking out job candidates.

Instead, they are seeking those who have the courage to stand up and say, “I did this” and “here’s why it matters”.

If you’re stuck determining which results to claim on your resume, consider the following list of examples.

• Number of publications
• Number of presentations
• Number of reports
• Number of discoveries, innovations
• Number of volunteer experiences
• Number of optimized or innovated systems
• Number of collaborations
• Number of completed projects
• Number of teams led, mentored
• Number of team outcomes
• Number of students taught
• Number of certifications
• Number of grants, patents
• Amount of grant funding

To finalize the perfect 3-part bullet point for your industry resume, you’ll need to sandwich the transferable skills you placed at the beginning with the quantified results you placed at the end.

How do you make this sandwich? With your technical or specialty skills, but only those that are relevant to the job at hand.

Examples of how to structure these technically-stacked connecting phrases, along with their content, include:

• “with in-depth knowledge of XYZ research technique”
• “experience in XYZ instrument including XYZ instrument”
• “with an ability to develop and test questionnaires related to XYZ field”
• “with an ability to interpret study results related to XYX field”.

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.

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