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

• First, Isaiah presentes the best way to ask for an informational interview without directly asking for one
• Next, Isaiah discusses the importance of clarity and politeness when asking for an informational interview
• Finally, Isaiah gives a full script you can use to ask fro an informational interview while keeping the intensity of your request low

The most important part of an informational interview is how you request one. If your requests are open-ended or intense, the other party will pass or ignore you completely.

When requesting an interview in person or by phone or video, always be very clear about how much of the other person’s time you’re going to take. Clarity and politeness are crucial here.

Never ask someone for a moment of their time or open-ended questions like, “Do you have time later this week for a short conversation?” And, of course, as I already emphasized, never mention an “informational interview.”

Instead, ask for a very small and specific amount of time on a specific day during a specific block of time with only one alternate day and time. For example, ask, “Are you free tomorrow any time between 12 and 3 p.m. or Wednesday between 9 and 11 a.m. for a quick, three-minute call?”

I recommend suggesting three or seven minutes instead of five, ten, or fifteen because it’s specific and not rounded to the nearest five or ten. Rounding to the nearest five or ten is usually code for “I’m estimating and this could take much longer.” 

Be exact. Show them right away that you’ve thought this through and are not going to waste their time. You should also specify the topic in your requests. Don’t make them guess your intentions. Don’t even make them guess how you’re going to phrase your questions.

Instead, say, “Are you free tomorrow anytime between 12 and 3 p.m. or Wednesday between 9 and 11 a.m. for a quick, three-minute call? I’d love to ask you two quick questions about how you got hired at company XYZ and what you enjoy about it.”

Most importantly, keep the intensity of your request low. Don’t make your conversation a big deal. Don’t make it hard for them to commit by acting like they are the only reason you’re getting out of bed in the morning.

Never say, “I’ve set aside time tomorrow and would love to call you and talk with you about your career.” That’s too intense. Instead, say, “I’ll be making some work calls tomorrow around noon and would love to give you a quick call too.” 

Altogether, you might say, “I’ll be making some work calls tomorrow around noon and would love to ask you two quick questions about how you got hired at company XYZ and what you enjoy about it. This would only take three minutes. Are you free any time between 12 and 3 p.m., or I could do Wednesday between 9 and 11 a.m. too. No worries if not.” 

Once you leverage this or a similar script to secure an informational interview, it’s time to prepare for it, which we will discuss in the next Transition Report.

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 Request A Live Informational Interview appeared first on Cheeky Scientist.

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

• First, Isaiah explains the purpose of a face-to-face informational interview
• Next, Isaiah discloses the importance of having inside information about jobs that won’t be posted online at your target company
• Finally, Isaiah gives some advice on how to set up face-to-face informational interviews to gain access to insider information

The purpose of a face-to-face informational interview is twofold. First, you want to gather intelligence that will help you determine whether a particular company or role is the right fit for you.

Second, you want to leverage the informational interview to build rapport with the person you’re talking to and get inside information about jobs that are open at the company, especially jobs that are not yet posted online or never will be posted online. 

Industry experts agree that over 80 percent of today’s available jobs are not advertised. Those jobs are not hidden deliberately; they’re not advertised because the ideal internal or external candidate has already been introduced to the hiring manager through a referral.

According to a recent survey commissioned by iCIMS, a provider of talent acquisition solutions, when an employee refers someone, that candidate is hired approximately 67 percent of the time.

Advertising jobs online is a painful process for hiring managers. Employers must wade through thousands of job applications from people they don’t know. A company only resorts to advertising a job when they cannot find the right candidate through other channels, such as word of mouth or referrals.

This is why you need to master the art of informational interviewing. Specifically, you need to master keeping the person you’re interviewing on a straight line to getting a referral, or at least to getting inside information about job openings at the company.

By setting up a face-to-face informational interview, you gain an opportunity to learn about a company’s culture and how well you would fit into it, as well as strategically place yourself within the hidden job market of the company.

The foolproof way of securing an informational interview is to start with people you are already connected with in your network. These can be friends of family, alumni, professors, or colleagues from internships.

In the early stages, keep your options open. Don’t limit yourself to informational interviews with only high-profile contacts. Instead, get comfortable with the process by interviewing people you already know well.

Also, don’t limit yourself to setting up informational interviews for only the one or two positions you want most. Even if someone’s position seems outside your area of immediate interest, it can prove helpful in the future. You might learn firsthand information that makes a position more attractive to you.

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 Setting Up A Face-To-Face Informational Interview appeared first on Cheeky Scientist.

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

• First, Isaiah discusses third level of professional intimacy and gives some pointers on how to transition into it
• Next, Isaiah explores the fourth and final level of professional intimacy and how to make the transition
• Finally, Isaiah explains why it is so important to pivot the informational interview at the end if you want to ensure a referral

In the previous Transition Report, we talked about navigating the 4 levels of professional intimacy during an informational interview. Now, we will discuss the final two levels.

The third level of professional intimacy overall, is termed “How-To Intimacy.” The ideal question to ask at this level is: “How did you get hired into your role in the first place?” After you’ve learned about the fulfilling and challenging aspects of your connection’s role, it’s time to go deeper in the third level of professional intimacy and ask about their professional story and how they transitioned.

Pivoting to this third level of intimacy is crucial as it will change the context of the conversation from general life and career questions and answers to job search questions and answers.

You can make this pivot extremely subtle, keeping the conversation entirely focused on the other person and your interest in and admiration for what they’ve accomplished.

For example, you might say, “I can appreciate those challenges; it sounds like you’re in a complex role. I hope it’s rewarding for you though. I’m curious, how did you get hired into that role in the first place?”

Always use the word “you” when asking this question. Your connection will answer more freely because they can focus on their subjective experience. They won’t have to think through their answers.

The fourth and final level of professional intimacy is termed “Advice Intimacy.” The best question to ask here is: “Which roles are about to open up in your company’s pipeline?”

In this final level of professional intimacy, you very subtly shift the conversation to you. You can do this by linking their transition story (how they got hired) to your transition plans. For example, you could say, “Wow. You had three rounds of video interviews. That’s quite the process. Congratulations again on the role. I recently started my own job search, and it sounds like I would be a good fit for a company like yours. What positions are open or opening up where you’re at?”

This is the simplest, subtlest way to set you up for a referral because they might tell you about positions that are not even open yet. If they’re enjoying talking to you, they might even say, “Well, give me your résumé, and I’ll keep you in mind.”

The steps of this informational interview process set you up for this final moment: asking for a referral.  But really, you’re asking for advice—advice that will ideally lead to a referral by prompting the other person to ask how they can help you. 

Since you showed interest in them at the beginning of your connection, they are much more likely to show interest in you, and since you behaved professionally and appropriately, they will know you are a serious candidate who is deserving of a referral.

Here are some other questions you can ask at this final stage that will prompt the other party to give you advice or directly help you get hired: 

• Would it be okay if I gave you a copy of my résumé?
• Could you pass my résumé on to the hiring manager in case a position opens up that I’m a good fit for?  
• Do you know who the hiring manager is for this open position at your company?

By successfully guiding your networking conversations to deeper levels of professional intimacy, you master the informational interview 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 Pivoting A Networking Conversation To Asking For A Referral appeared first on Cheeky Scientist.

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

• First, Isaiah explains the goal of an informational interview and how this relates to the levels of professional intimacy
• Next, Isaiah explores the first level of professional intimacy and the questions you should ask at this level
• Finally, Isaiah discusses how to transition from the first to the second level of professional intimacy and what questions to ask when you’re there

The purpose of an informational interview is to elevate the other person’s credibility – the employee that is. You are showing appreciation for their success in industry.

They have gone before you and transitioned successfully. They are where you want to be. Act like it. Serve them in the conversation. By doing so, you’ll leave the other person wanting to help you and even work with you in the future. And this all starts by learning to navigate the four levels of professional intimacy correctly.

The first level of professional intimacy when talking about networking and informational interviews is termed “Topical Intimacy.” The best question to ask a networking contact to get them to this level of intimacy after they reply to your initial connection or reconnection request is: “What are you currently working on that you’re excited about?” 

Everyone is currently doing something in their work that is on the top of their mind. It might be challenging, but it’s likely also rewarding. It’s a healthy challenge. It’s too early in your professional relationship to bring up the challenge, but it’s the perfect time to ask them what they’re working on and encourage a positive response by framing the question in a way that only allows a positive reply. 

People enjoy talking about positive, topical experiences, especially when they’re related to their favorite thing in the world: them and their life. No matter who you are talking to, they will enjoy talking about what excites them. By asking this question, you can be confident that your connection will take this cue and give you information that will help you move to the next level of professional intimacy.

The second level of professional intimacy is termed “Challenge Intimacy.” The perfect question to ask a networking contact to get them to this level of intimacy is: “What are some of the challenges associated with your role?” While this question is an extension of the first question, it will allow you to go a bit deeper into the other person’s professional life and get to know both their personality and mindset better. 

In the first level, you asked your connection to talk about what excites them about their job; most people will focus on only the enjoyable aspects of their life and work at this stage. Once you ask about the challenges, you subtly ratchet up the rapport by offering them a new person (you) to share their struggles with while keeping the conversation focused on their job.

Here is an example of how to transition from first- to second-level professional intimacy: “Well, right now I’m working on a new project that has some amazing potential. We’re all pretty excited about it at work.” “That’s great to hear. Congratulations. I love when I can get my hands on an engaging project, even if it’s challenging. What are some of the general challenges you’re facing with the project right now?” 

Notice that you’re keeping the conversation light and general (avoiding intensity) by asking about “general challenges” instead of getting too specific. You’re also identifying with the other person by showing you understand what it’s like to work on an engaging project and expressing that you also enjoy it.

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 Levels Of Professional Intimacy appeared first on Cheeky Scientist.

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

• First, Isaiah discusses the importance of reactivating your network once you decide to transition into industry
• Next, Isaiah explains how levels of separation work and the opportunities you will gain access to by reaching out to people you already know
• Finally, Isaiah gives you tips you can follow to reactivate your network

Reactivating your current network can instantly decrease the degrees of separation between you and professionals in your target companies. Your connection efforts on LinkedIn or otherwise should start by pursuing your own contacts because the people you already know, even if they aren’t in fields of interest to you, can lead you to people who are working at your companies of interest.

This includes family, friends, teaching assistants, professors and former employers. In particular, as a PhD, you should work to identify alumni from your current and previous universities to contact as they often take a special interest in “giving back” to fellow alumni (you).

It’s been said that there are only 6 degrees of separation, at most, between you and anyone else in the world. In other words, you are only 6 introductions away from connecting to any decision maker in industry.

You are likely only 2-3 degrees of separation away from numerous industry gatekeepers and decision makers. You might only be one degree away. This is because, whether you know it or not, you are already in the industry you want to get into – at least in part – because you already have, or are about to have a PhD.

You are already trained at a very high level in your field, which gives you credibility in related fields. As such, by networking correctly on LinkedIn with other PhDs in industry roles, you can cross off many of the aforementioned 6 degrees of separation and quickly gain exposure to decision makers.

Imagine you have a friend from undergrad who is connected to someone that works as a Senior Scientist at your company of interest, and this Senior Scientist is connected to several Product Managers at the same company. As a result, when you reconnect with your friend from undergrad, you’re reconnecting secondarily to these Product Managers because they are already your second degree connections.

After spending years working long hours either alone or in a small research group during your PhD, you may feel that you have lost contact with everyone you used to know and have no way of reactivating your network. This is simply not true. You have “relationship equity” with everyone you have ever met or spent time with, especially in person.

You can easily build on the equity left by reaching out with the right networking script once you open your mind to the connections you already have. Consider connections you’ve already made through the following sources:

• Current Jobs
• Previous Jobs
• Undergrad University Alumni
• Graduate University Alumni
• Postdoc University Alumni
• Other Institutional Alumni
• Family
• School (High School, College, Graduate School)
• Volunteer Organizations
• Sports Teams
• Band, Orchestra, or Choir
• Clubs
• Places Of Worship
• Interest Groups

Use these fourteen sources as a starting point to build an initial networking contact list. Who knows – there might already be a gatekeeper, decision-maker or contact in your current network who is working at one of your companies of interest.

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 Reactivate Your Current Network appeared first on Cheeky Scientist.

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

• First, Isaiah explains why company fit is so important both for employers and employees
• Next, Isaiah presents a framework to choose the right company culture
• Finally, Isaiah gives some advice on how to choose the right option for you based on the framework

Company culture is important to employers because employees who fit in with the company culture are not only happier, but more productive as well.

When an employee fits in with the culture, they are also much more likely to want to stay with that company for longer, which reduces employee turnover and the associated costs of training new hires.

Company culture is important to employees too of course, because the company’s employees are more likely to enjoy work when their needs and values are consistent with their employers.

If you work somewhere where the culture is a good fit, you’ll tend to develop better relationships with coworkers and be more productive. On the other hand, if you work for a company where you don’t fit in with the company culture, you are likely to take far less pleasure in your work.

The job search platform Indeed has a simple system for identifying which company culture you would like to target. While this platform isn’t particularly known for PhD-level jobs, their framework is a very useful starting point for PhDs who are not sure which companies are the right fit for them.

The following list is simple for a reason – so you can make choices based on your first impressions, or instincts, which you can follow up on with research. Your goal here is simple, decide which of the following culture descriptions resonates with you the most positively and which are instantly repugnant to you.

• One, Detail Oriented – quality and precision-focused
• Two, Innovative – creative and risk-taking
• Three, Aggressive – competitive and growth-oriented
• Four, Outcome-oriented – results-focused with strong performance culture
• Five, Stable – traditional, systems-oriented processes
• Six, People-oriented – supportive and fairness-focused
• Seven, Team-oriented – cooperative and collaborative 

Which option best describes your ideal company culture? Your choice should be framed within the context of what motivates you and makes you happy, as well as your ideal professional lifestyle and your professional values.

It’s important that you don’t overthink this. The option that jumps out at you as the most ideal initially is often the best option for you to choose. If you find yourself stuck, start with those options that repulse you the most.

Everyone is different and there are no right or wrong answers. If you really want to choose two options and can’t decide, then flip a coin. You can always change your answer later.

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 Which Company Culture Is Right For You appeared first on Cheeky Scientist.

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

• First, Isaiah discusses the goal of a networking strategy and points out two common mistakes PhDs make when networking
• Next, Isaiah reveals the three steps of his proprietary job referral strategy that will help you navigate the networking process
• Finally, Isaiah gives some pointers on how to execute the job referral strategy successfully

The goal of your online networking efforts is to build a professional relationship where the other party feels comfortable enough with you to refer you for a job at their company, or otherwise help you further your efforts to get hired. It is a multiple-step process where every problem is followed by another problem.

I have worked with many PhDs who thought they would get hired if only they could finally get a reply after sending a connection request to someone on LinkedIn.

But then when these same PhDs finally started getting replies from industry employees and employers, they freaked out. They didn’t know how to keep the conversation going. So, they got stuck again.

Having a process and understanding each step of the networking process ahead of time will help you anticipate future problems and avoid roadblocks in your online conversations.

PhDs make two main mistakes when it comes to generating referrals. They either go too deep too soon in terms of professional intimacy by asking “Why did you do this” or “What specific techniques do you use for XYZ” and other complex, intense questions, or they never go deep enough to build long lasting relationships.

To avoid these mistakes and transform your connections into job referrals, you need to understand the process of building professional intimacy and how to go from one level to the next.

This is why I created a three-stage job search referral strategy; a proprietary methodology that helps PhDs navigate the networking process – from connecting with and getting a reply from an industry professional to getting a referral.

The three stages of the strategy are (1) getting a reply, (2) adding value, and (3) informational interviewing.

before you get a reply, you have to connect with someone properly. Most often, you will have to send three to four messages to a contact, on LinkedIn or otherwise, before getting a response. Each of these messages should add value in new and different ways.

Once you get a response, however, your goal shifts. Now, not only do you want to add value, you want to carry the conversation to a deeper level of professional intimacy. If you fail to do this, things will get awkward, and the other person will go silent very quickly.

Circular conversations that get stuck at the same level of professional intimacy are exactly what you want to avoid. The key is realizing that YOU are responsible for carrying the conversation forward because you are the one who reached out to connect.

If you fail to carry the conversation forward by asking questions that prompt mildly more intimate, yet professional responses in a graduated way, then your online rapport will break and you will ruin your chances of getting a referral.

Understand that the other party wants to talk about deeper issues, but slowly. They want to dive deeper into more interesting and meaningful topics, but in a natural way that doesn’t make them feel uncomfortable.

If you carry the conversation forward correctly, you can move the other person into an informational interview so naturally that they won’t even realize, or care, that it’s happening.

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 Stages Of Getting A Job Referral appeared first on Cheeky Scientist.

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

• First, Isaiah gives some examples of behavioral questions and discusses the best way to answer them
• Next, Isaiah gives some examples of competency questions and discusses the best way to answer them
• Finally, Isaiah discusses the last competency question you should explain at any interview round and how to answer it

Behavioral Questions are usually the toughest interview questions for PhDs to answer. Here, the interviewer is seeking to find out how you react to different kinds of situations, especially challenging situations.

Behavioral Questions are designed to induce stress and determine how you make decisions under pressure, as well as how you communicate.

Examples of Behavioral Questions include:

• Can you tell me about a time when you had to deal with a stressful situation and how you coped with it?
• Can you tell me about a time when you had to violate your own ethics to get your work done in a previous role?
• How do you prioritize your work? Can you share an example of when you faced too many tasks and failed to prioritize them effectively?

Competency Questions test whether you have the required skills and the desired skills to do the job. They are designed to test how you solve problems specifically within the context of the job you will be doing for the company.

Here, you are being tested on your problem-solving process and how well you communicate that process. Whether your answer is right or wrong is far less important than your process coming to that answer and whether you were able to communicate the process effectively in its entirety to your interviewers.

For example, you may be asked:

• We have a client right now who is struggling to do XYZ. If you were given ABC and DEF, how would you help them solve their problem?
• After an onboarding and training period, you may be asked to do XYZ. What are the first steps you would take to accomplish this task?
• Your department has been working hard on a project in XYZ area, which is why we are hiring for this role. How would you help your new team complete the project?

There is one final Competency Question that is always asked at the tail end of each interview: “Do you have any questions for us?”

You must be well prepared for this final question. This means having a list of ten questions to ask each interviewer and adding more questions as needed as the interview progresses.

Wrinkling your eyebrow and trying to sound intelligent and thoughtful while you pause strategically before saying, “No, I believe you answered all of them,” is not going to fool anyone.

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 Behavioral And Competency Based Interview Questions appeared first on Cheeky Scientist.

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

• First, Isaiah explains the structure of a typical interview for an industry position
• Next, Isaiah gives some examples of credibility questions and discusses the best way to answer them
• Finally, Isaiah gives some examples of opinion questions and discusses the best way to answer them

Employers typically start their interviews with the more basic question types, i.e., Credibility Questions and Opinion Questions. These employers will spend about five minutes asking Credibility Questions and five to ten minutes asking Opinion Questions.

For interviews early in the interview funnel, such as initial phone screens, employers may spend more of the interview time on these types of questions, as much as 50 to 80 percent.

The Behavioral and Competency Questions are leveraged more during the later interview stages, including video, panel, and site visit interviews.

Credibility Questions about your experience and credentials are perhaps the easiest to prepare for because they can be anticipated.

One credibility question that is almost always asked during an interview, usually at the very beginning, is: “Can you tell me a little about yourself?”

Other credibility questions might include:

• What grades did you get in … ?
• How long did you work at … ?
• What did you do at … ?
• Can you please explain the results you achieved at … ?

The goal of asking this question type is to get a greater understanding of your breadth of experience (or lack thereof) and what you have been doing to date.

Credibility questions can also clarify points on your resume and determine whether you are suitable for the job. As a PhD, these questions will likely focus on your technical skills, prompting you to validate your qualifications and technical experience.

Opinion Questions are often focused on situations. These questions are designed to assess your suitability to work in the company by looking at how you see different difficult situations.

Opinion questions are often used to determine your fit in the company’s organizational culture. They are also used to assess your transferable skills and, more generally, how you see yourself.

Some opinion questions could be:

• What do you see as your biggest professional success to date?
• What’s your preferred management style? 
• What would you do if faced with this type of situation?

You should leverage and highlight your transferable skills when answering Opinion Questions.

As I mentioned earlier, both Credibility and Opinion Questions are commonly asked early in the interview and are designed to get you talking.

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 Credibility And Opinion Based Interview Questions appeared first on Cheeky Scientist.

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

• First, Isaiah tells the story of his first site visit
• Next, Isaiah explains what a site visit is and the types of interviews you can expect to encounter
• Finally, Isaiah gives some advice that will ensure that you come prepared and ensure the job offer

I got on the plane headed to California for my first site visit. I didn’t know it at the time, but 20 other job candidates were on the 737 headed to the same location as me.

When we arrived, there was a large company caravan waiting to pick us up. None of us knew who was applying to which position so the ride was pretty quiet. I was embarrassed too because, unfortunately, I failed to dress professionally for the plane trip. There were two company officials on the caravan welcoming us and now, the first impression of how I looked could never be undone.

When we showed up to the company’s headquarters the next day, we got out of the caravan and walked into the lobby where we interacted with the front desk administrators and waited to be called for our first interview. After I was hired, I learned that occasionally video surveillance cameras were watched to see how the job candidates interacted with each other and the administrative staff.

That day, I did four one-on-one interviews, two panel interviews, a behavioral interview and gave a presentation. I also had a lunch interview which I didn’t realize was an interview at the time. Later, after I was on the team, I learned that the two people who sat with me were strategically chosen by the company and were given a list of questions to ask me while I was eating and my guard was down.

A site visit is when you go to a company’s headquarters or one of their office locations and have meetings with multiple people who work there. A site visit is not just one interview. It’s multiple interviews. You could have two or three panel interviews, then lunch with the hiring team, and finally three or four more individual interviews.

This is the most important part of the interview process. If you get invited to a site visit, the job is yours to lose. They want to hire you at this point. Will you give them a reason not to by failing to show up as your best self the entire time you’re on site – from arriving at the airport to getting in your own car to go home?

When it comes to the actual interviews you will be a part of during your site visit, there are six common types, including:

• One-on-one interviews
• Panel interviews
• Group interviews
• Lunch or dinner interviews
• Strengths-based interviews
• Behavioral interview

Every company will structure their site visits slightly differently and, because it’s in real time, the day’s plans could change quickly.

Perhaps someone who was supposed to interview you took a last minute personal day and now the company has to invent something for you to do for an hour. Roll with it. Or maybe they only have lunch options that you are allergic to. Plan ahead for this and …roll with it. By doing so, you’ll put your best foot forward and be the one who leaves with a job offer in hand.

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 Expect From A Site Visit appeared first on Cheeky Scientist.