It’s been an odd month. After many years spent exclusively recruiting senior staff and executives, one of my clients asked me to fill two entry-level scientist positions requiring postdoctoral experience. Stranger still, we ran job ads for these positions—quite a stretch for a company that for years has avoided advertising like the plague. The experience held some useful lessons—both for us and, I hope, for readers of this column.
[I]f job applicants don’t learn the job-search lessons of others before them, their efforts may be wasted.
The job market has indeed improved. Everyone I know in the recruiting business is busy with client companies who are positive about future job growth. Despite this, if job applicants don’t learn the job-search lessons of others before them, their efforts may be wasted. If they examine what works and what doesn’t work, however, they may walk away with some great ideas about how to land at the top of that stack of CVs, whether they are out there networking or responding to ads.
The recruitment effort
Our first step was to develop a list of internal candidates from our own database. Because the company works primarily in the director-and-up category, we also asked our senior people to suggest great postdocs.
The results were disappointing. Instead of passing along the names of their top people, most professors referred us to their hard-to-place postdocs: those with poor publication track records or those who had been looking for a job for far too long. It was a good reminder that principal investigators are not much help to the stellar postdoc wishing to leave academia. They want to keep things humming in their labs!
We identified some prospects through LinkedIn—but because so many postdocs are not on LinkedIn, or have a marginal profile with missing information, it had limited value. It was frustrating to have to make LinkedIn connections just to get an email address and phone number. (Pro tip: Put your contact information into the text of your LinkedIn profile. You’ll certainly hear about more job opportunities.)
Kicking it into high gear with an advertising campaign
Two weeks in and still lacking a good short list, we decided to advertise for the positions. With the help of a consultant, we ran ads in a half-dozen local biotechnology markets. Of course, those ads were also available online by consolidators like Indeed.
Within a day, the responses started to pour in. And this is where things really got difficult: They were far worse than I expected. Here are some statistics based on a few “must-haves” (elements of the open position that are absolute—in other words, not “nice-to-haves”):
- Must be a “productive and independent scientist”: With that request, wouldn’t you include a list of publications? Where do people get the impression that just because this is industry, they need a one-page résumé? More than 25% of the respondents provided too little information about themselves. Most science employers want a CV, not a résumé. Of course, it’s absolutely essential to enclose your publications list with the CV, as it is the gauge upon which employers judge your productivity. Although you don’t want to bury the employer under eight to 10 pages with every abstract or poster you ever put up, you will want to provide the detail required in the ad. Just be succinct; don’t worry about the number of pages.
What I learned from the job ad responses
From first-hand experience, here are my suggestions for managing your ad responses. As always, use job ads to supplement your networking—not the other way around.
- Make sure your immigration status and work availability are clear in your application.
Of course, my best recommendation is to stay positive. You’ve heard the horror stories about the number of scientists in the job market. Some of that is true, but the actual number of people who do it right are so few that it has created a very low bar to rise above. Becoming noticeable in the process is easy. Good luck!