Towards the end of the calendar year as personal commitments and vacations pick up, recruiting and hiring tends to slow down. But hiring during the holidays can give you a leg up when done right. Here we’ve gathered some pros and cons to consider and some tips to help you search for great talent during this most wonderful time of the year.
Holidays Hiring Pros:
You’re dealing with a highly motivated candidate pool. Whether because of vacations and commitments or because they’ve bought into the myth of the “holiday hiring freeze,” many candidates put their job search on hold this time of year. The ones that keep at it are highly motivated to find their next opportunity. This diligence will not only sustain a candidate through the interview and hiring process — it will also carry over into their job performance once they are on the team.
People take time to reflect and consider life changes towards the end of the year. As the New Year approaches, many people reflect on how the past year went and what they might want to alter in their life, including in their career. Now is a great time to attract these candidates who are ready for a change.
There’s less competition for candidates as others put their hiring on hold. While the holiday hiring freeze may not hold true across the board, it’s true that many companies cut back on recruiting during this time of year because of time off, vacations, and end-of-year wrap ups. By building hiring into your plans for the season, you will face less competition for candidates than in other times of the year.
Candidates have more leeway when scheduling interviews. If a candidate is currently employed while they’re searching for a new job, they may find it difficult or awkward to ask for time off for interviews without hinting that they are looking for greener pastures. Because most people are taking time off this season, it might be easier for these candidates to schedule interviews during the holidays without raising their current employer’s suspicions.
The holidays are a great time to garner referrals. Between family commitments, holiday parties, and school celebrations, you likely will be doing a lot of socializing during this season, and you might come across great candidates amid the merriment. Your employees and network are in the same boat. Ask them to keep your job openings top of mind as they celebrate, and to send any high-quality referrals your way.
Holiday Hiring Cons:
Candidates are more likely to be traveling or taking time off. Though some applicants will keep their nose to the grindstone, even the most committed will likely take time off around the holidays. Some might even be out of town and will not be available or interested in a long string of interviews. Tip: Implement a quick interview process. To spare a candidate’s valuable time (and your own), ensure that your job description is unambiguous and detailed, consider cutting pre-screening questionnaires and phone screens, keep interviews to the minimum number of necessary rounds, and clearly communicate your timeline to candidates.
Candidates don’t want to miss out on a holiday or year-end bonus. If a candidate gets hired in December to start in January, they might miss out on a holiday bonus – both at their new company, and potentially at their old company if they hand in their notice before the Christmas/New Year’s break. Some year-end bonuses also take into consideration an employee’s time at the company and previous year’s performance, which won’t apply for brand new hires. Tip: Consider offering a sign-on bonus to new hires. To incentivize new hires to join your ranks and to celebrate the season, a signing bonus can be a great idea.
Fewer candidates are actively applying, which could spell trouble if you’re looking for rare or specialized skills. The catch-22 of a smaller candidate pool is while they may be more motivated, sometimes hiring is all about volume. If you are looking for a specialized skill or a rare combination of skills, this might be hard to find if less candidates are applying. Tip: Bring on a recruiter to help fill the role. Sci.bio’s targeted, efficient, and scalable approach supports biotech companies of all sizes. Get in touch with us today and learn more.
Explore these ideas, insights, and tips to help you live your best life, both on and off the job.
INTRODUCTION
To stay sharp and to grow within the biotech industry, you need to look beyond the daily routine, to set goals, and to make connections. When you reach a fork in the road, you need strategies to help you choose your next steps with confidence. You also can’t ignore the rest of your life. No matter how inspiring you find your work in the life sciences, time away from the lab or the boardroom can help you maintain your zest for working and for living.
This backgrounder aims to inspire you to live more purposefully and creatively, at work and beyond. Use the ideas and tips below as a starting point, adapting them to your unique style and circumstances. Follow the links to dive more deeply into a topic, and keep an eye out for our blog and events for further insights into the science life.
CAREER JOURNEY
A successful career journey includes both making and changing plans. While perseverance can get you through many rough spots, you also need to know when to cut your losses and regroup. Consider these approaches to help you chart your course.
Boosting Your Goal IQ
“I want to be successful in five years” may be an admirable goal, but it’s not a smart one. Smart goals are:
Specific: To zero in on your goal, try answering the five W questions: What do you want to accomplish? Why is the goal important? Who does it involve? Where is it located? Which resources does it require? ●
Measurable: How will you know when you’ve reached your goal or are partway there? Measuring your progress can help you maintain your excitement about approaching your goal. If your goal will take months or years to accomplish, break it down into steps that end with clear milestones.
Achievable: By all means dream big, but make sure your goal matches your interests, aspirations, and aptitudes. The best goals are those that stretch your abilities without exceeding them. A word of caution: avoid setting goals that depend on someone else’s actions, like “getting promoted to medical director.” If that’s what you want, reframe your goal to something like “acquire the training and skills to be considered for a medical director position.”
Relevant: The goal has to mean something to you. If it doesn’t align with your values and other life goals, it will lose its appeal. You know your goal is relevant if you can answer yes to the questions: Does the goal seem worthwhile? Is this the right time for it? Am I the right person to pursue it? Does it make sense in the current business environment?
Time-bound: A time-bound goal has a deadline. If you decide to pursue an advanced degree in bioinformatics, you can set your deadline at (for example) three years from now. You can also set deadlines for completing prerequisites, if needed, and for applying to bioinformatics programs.
While you’re working on SMART goals, take the opportunity to step back and consider your long-term career trajectory. Dorie Clark, a marketing strategist who teaches at Duke University, suggests you begin by clarifying where you don’t want to go. “Get clear on what you don’t want, and then take steps to avoid that,” she writes in the Harvard Business Review. “It’s much easier to identify things you know you dislike, rather than ideating about a hypothetical future.” Perhaps the pandemic years have made you realize that you don’t want to spend all your time in an office environment. Or perhaps it’s the opposite: you’ve learned that working from home doesn’t do it for you. Or you’ve realized that you don’t want to spend the rest of your career in a laboratory or on the road.
Next, flip the exercise around and make a list of scenarios that instinctively appeal to you. Maybe the entrepreneurial lifestyle calls to you, and you can picture yourself launching a boutique skincare company with a small lineup of clinically active products. Maybe you’re an avid hiker and you’d like to live closer to the mountains. Such “visioning” exercises will keep your long-term aspirations alive in your head, so you’ll be ready to turn them into SMART goals when the right time comes.
The Biggest Decision
If you’ve recently completed your schooling, you’re probably staring down the scientist’s biggest fork in the road: academia or industry? Or maybe you’ve already made your choice, travelled some distance down that path, and are now wondering if you should backtrack and take the other road.
It never hurts to lay out the pros and cons of either choice, as we’ve done here. For extra inspiration, check out videos such as this one, targeted to scientists and engineers.
When reviewing such lists, be sure to check in with yourself. Are you listening to your inner promptings, or are you trying to please a colleague or professor sitting on our shoulder? If that’s the case, refocus your thoughts on your own mental picture of yourself—the only picture that counts. Nobody knows you as well as you do, and what works for your mentor won’t necessarily line up with your needs.
Finding Your Career Sweet Spot
Ever heard of Ikigai? This Japanese path-finding exercise, which roughly translates to “reason for being,” can help you zero in on a career path that speaks to your heart and your mind. As illustrated below, Ikigai invites you to ask four questions:
What do I love?
What am I good at?
What can I get paid for?
What does the world need?
Once you’ve answered the questions, see where they overlap: that’s your ikigai, or career sweet spot. For example, if you love biology, you’ve always been good at drawing, you’re comfortable around computers, and you’ve noticed many new digital health communications companies popping up, you may find your sweet spot as a digital medical illustrator.
The Ikigai Intersection
Tweaking Your Career Path
If you’ve hit a mental wall in your career, you’re certainly not alone. By age 50, the average person has held 12 different jobs in search of the right fit. People change not only jobs, but careers: in 2016 alone, about 6.2 million workers left their roles for work in a different field. If you recognize yourself in these signs, it may be time for a change.
You’ve lost your mojo: You don’t feel connected to your job and you have trouble faking enthusiasm. You’re underperforming and letting deadlines slip past you.
You don’t feel like you’re making a difference: Your role doesn’t play to your greatest strengths, and you don’t feel your accomplishments make the world a better place.
Your job is affecting your personal life: You come home exhausted, you take out your frustrations on those who live with you, or your body shows signs of chronic stress, such as headaches or digestive problems.
You fantasize about a new job or career: You feel jealous of your friends’ careers or find yourself browsing job boards. When people ask you what you do, you don’t take pride in the answer.
You dread going to work: This clue needs no further elaboration. If you feel this way consistently, it’s time to look elsewhere.
Perhaps you don’t need to step out of the life sciences field, but to find a new career under its large umbrella. If your job as a lab technician doesn’t fulfill the performer in you, maybe a biology teacher will do the trick. Or if you enjoy working on science projects but feel like an outsider in the lab, you could find your groove as a regulatory writer. Don’t ever think of such lateral moves as steps backward: success is measured in personal fulfillment, not in a CV.
CONNECTIONS
The life sciences are as much about people as products. Whether you’re looking for a new job, want advice on writing research grants, or simply enjoy picking colleagues’ brains, you don’t have to be the life of the party to make meaningful connections. You just need to show up where your tribe hangs out.
Go to Industry Events
If you’re in job-hunting mode, networking will take you farther than just about any other strategy. It’s your ticket to the hidden job market—the 70% of jobs that never get advertised to the public. Not just that, but networking jumpstarts 85% of all job offers.
Start by making the most of industry events. The biopharma world runs on a continuous cycle of conferences and summits, many of which include after-hours networking sessions. Even if you feel tired after a long day, resist the temptation to skip them. Designed to help people relax and unwind, these events are networking gold: when people feel relaxed, they connect more easily and organically.
Which brings us to the big networking takeaway: focus on building relationships, rather than making transactions. It’s unlikely that your new connection has a job lined up for you, and a direct appeal may turn them off at this stage. Remember that both of you share the same goal: to build a network of people who can help each other over the course of your careers.
Within a day or two of making a connection, send a quick follow-up note. Avoid making a specific request: instead, thank your contact for the chance to chat and tell them you hope to speak more in the future. Next time you sign up for a conference, ask them if they plan to attend and can meet up with you.
In some cases, a connection may lie dormant for a while before coming back to life again—and sometimes the spark just isn’t there. If you feel you’re forcing it, step back and accept that not all connections will stick. Like many things in life, networking requires a mix of persistence, patience, and rolling with the punches.
Get Social
Whether you love or merely tolerate social media, it’s a networking channel you can’t afford to ignore. Start with LinkedIn, recognized as a top choice for career networking. Make sure your own LinkedIn profile stays up to date, and post articles of interest to your network every few days. Join LinkedIn groups devoted to your area and become an active participant. Also engage on LinkedIn with people you’ve met at live events. Request a connection, comment on their content, and share articles that may interest them.
Hop on Twitter to get industry news and discover movers and shakers in your area. As with LinkedIn, engage with the colleagues you meet on Twitter: follow them, comment on their posts, and retweet blog posts and articles they’ve posted.
At the same time, avoid relying exclusively on social media to build your network. As Dorie Clark, author of Reinventing You: Define Your Brand, Imagine Your Future, points out, “Sometimes social media tricks us into believing we have a strong connection with someone when, in fact, that connection only exists in that single plane of existence.” When an opportunity presents itself, Clark suggests taking the conversation off-line. “If you notice that your friend was just promoted or had some other success, celebrate her win by giving her a call or sending her a note.”
Want to volunteer? Do it strategically. Strategic volunteering means choosing volunteering roles based on the skills you have and those you’d like to acquire. Yes, it’s calculated—and that’s a good thing. For example, if you’d like to boost your project management or business communication skills, consider volunteering for a hospital foundation. Want a crack at leadership or policymaking? Volunteer for a committee in a science organization. For the biggest bang in human contact, help out at a major conference.
Stepping Away From Toxic Relationships Building your network doesn’t just mean making connections: it means severing those connections that cause more harm than good. If you sense that a colleague or friend is trying to sabotage your career, you could well be right. Not everyone has your back. Attitudes and behaviors like these should set off your alarm bells:
Failing to offer encouragement when you clearly need it
Questioning whether you’re qualified for a job you have in mind
Revealing personal information about you to other colleagues or on social media
If the saboteur is someone you know well, a candid conversation may lead her to mend his ways, but don’t count on it. Sometimes your best course of action is to cut your losses, ideally before the tension escalates to animosity. If you keep getting sabotaging vibes from a friend or associate, step away without guilt. As the saying goes, life’s too short.
And what if the problem lies with your whole working environment? By no means rare, toxic work cultures can sap your performance and your spirit. Signs of workplace toxicity include lack of transparency around projects, passive-aggressive communication, and cliques within departments. If this describes your workplace, consider taking your concerns to someone in the human resources department (assuming your organization has one). A mediated group discussion could help people reflect on their contributions to the bad vibe—and realize that they’re being watched. If nothing changes, look for opportunities to move to a different department, or even a different branch. And update your resume, just in case.
LIFE BALANCE
Balance doesn’t look the same for everyone. To achieve a work-life balance that leaves you fulfilled, you need to know what you value most, both at work and elsewhere, and work toward it. If flexible work hours and creative control top your list, share these priorities with recruiters and hiring managers when you consider new biotech roles. Of course, flexibility works both ways: don’t automatically reject opportunities that meet most but not all of your criteria. Small details can be negotiated, either now or down the line.
Avoiding Burnout
As a rule, life science professionals bring a lot of passion to their work. There’s nothing wrong with working hard—or even to devote most of your waking hours to your work—except when your focus on work strains your personal life or starts affecting your health. A hyper-focus on work also puts you at risk of job burnout—a state of physical or emotional exhaustion that erodes your job satisfaction and even your personal identity. Symptoms of burnout also include lack of energy, poor concentration, and physical symptoms such as headaches or digestive problems.
While not (yet) a medical diagnosis, burnout is recognized by leading medical publishers such as the Mayo Clinic and WebMD. If you’re heading toward burnout, you need to insert a braking mechanism into your working life, even if it feels forced at first. Some burnout-busting ideas to consider:
Keep one day per week free of meetings
Designate certain hours of the evening off-limits for viewing and sending emails
Schedule outside time into your day: go for a walk, sit by a lake, or stroll through a botanical garden
Appreciating the blessings in your life doesn’t just feel good: practicing gratitude can improve your sleep and emotional regulation and protect you from stress and burnout. To get the full benefits of the practice, list a few blessings every day in a gratitude journal (or electronic file), post them on a gratitude mood board, or drop them into a gratitude jar. Don’t limit the blessings to big-ticket items such as a promotion or new friendship: the cherry tree you saw down the street or the joke you exchanged with the cashier count, too.
In biotech and elsewhere, many jobs involve long periods of physical inactivity and engagement with screens. Over time, this workstyle can drain your energy and lead to health problems. If you recognize yourself in some of these habits, try the science-backed antidotes listed below.
For a more potent reboot, take that vacation you’ve been putting off. If you’re like four out of 10 Americans, you didn’t take all your vacation days last year. Don’t be that “hero”—today’s employers certainly don’t expect it of you. Successful biotech companies recognize the restorative power of a vacation and encourage their employees to take time off.
In addition to recharging your batteries, vacations can give you a new perspective on your life, including your career trajectory. If crowded airports are not your thing, book a week at a cottage or a campsite nearby.
Holiday Mindset
Official holidays may not coincide with your vacation time, but they offer a further opportunity to disconnect from work pressures and stressors. When the next statutory holiday or holiday season rolls around, take the opportunity to reflect on your career accomplishments and challenges over the past months. Reach out to someone you haven’t seen in a while, whether a colleague or simply a friend. If it’s alone time you crave most, enjoy some guilt-free hours with a hardcover book—or surround yourself with the natural world.
Keeping the Juices Flowing
Have you ever pondered a problem for hours on end, glued to your screen or notepad, and then hit upon the solution after you’ve stepped away to weed your garden or walk around the block? We’ve all had this experience, and psychologists say it’s no accident. As behavioral psychologist Susan Weinschenck explains in a Psychology Today article, “if you keep your prefrontal cortex too focused on the ‘task at hand’ then it can’t go searching for interesting combinations of information you have stored in memory. When you take a break (the garden, the walk, the shower, the dishes) then your PFC is freed up to go searching and combining.”
To stay creative, you need to expose your brain to a variety of stimuli. Different creative activities stimulate different parts of the brain, contributing to its plasticity over the lifespan. For example, exercise increases growth factors that help the brain form new neural connections, and meditation helps preserve the aging brain. Completing a puzzle or playing a word game doesn’t just help you relax: it’s brain juice. To get the most from the activity, choose the right level of challenge—a bit of a stretch, but not too much—whether it’s the cryptic crossword or the daily brain teaser in your newspaper.
PARTING THOUGHTS
We hope you have found some inspiration in these ideas and will apply them to your own life. Feel free to pop back here to remind yourself of your goals and progress. If you’re wondering whether to accept or decline an offer, or whether to reinvent yourself entirely, keep your focus on your must-haves and your deal breakers. The fine points can always be negotiated. If you’re honest with yourself and with your recruiter, you’ll get what you need. Ω
Author: Cliff Mintz Looking for a new job can be an overwhelming and daunting experience. A vital first step in any job search is the creation of a carefully constructed and well-crafted resume or curriculum vitae (CV). While there are clear distinctions between resumes and CVs—the former is a one-to-two-page document whereas a CV has no page limit—the CV is the preferred document for life scientists. This is mainly because the shortened resume format doesn’t provide scientists with enough space to adequately explain their training, accomplishments and research interests to prospective employers. However, for non-scientists jobs like administrative assistants, pharmaceutical operators, and data entry professional resumes are preferred.
Too often, inexperienced job seekers will hastily craft resumes without paying much attention to format, style, content or grammar; and then wonder why they are not landing job interviews. The purpose of this article is to provide some advice and tips to help life scientists improve their resume writing skills. The terms resume and CV will be used interchangeably; but most of my remarks are mainly directed at crafting CVs.
Formatting and Resume Writing Tips
Open, uncluttered and less densely-written CVs are visually appealing and more likely to be read by hiring managers. This is because these individuals scan hundreds (sometimes thousands) of resumes daily and unless an applicant’s qualifications, skill sets and personal attributes “jump off the paper”—and are easily discerned in 60 second or less—the likelihood of a face-to-face job interview is remote.
Short descriptive and succinctly-crafted phrases are the best way for employers to quickly ascertain whether a job applicant is qualified (bullets are option). Avoid using paragraphs because they are dense and sometimes difficult for hiring managers to navigate and interpret.
Finally, powerful, action-oriented verbs and adjectives tend to evoke strong, positive impressions. The use of action verbs and superlative suggest that a job applicant is confident, self assured and has a “can do” attitude. Unfortunately, scientists usually don’t excel in this area but it is essential to be successful in a job search.
Constructing a CV
Generally speaking, there can be as many as eight different sections for resume writing.
1. Summary of Qualifications
The Summary of Qualifications or candidate profile is the first section of a CV that a hiring manager will see. It represents the best opportunity for a candidate to convince a prospective employer that she/he may be the right person for the “job” It should not be longer than 4 to 5 lines and must be peppered with key words (gleaned from job ads). Many organizations use software programs to screen CVs for key words and if they are absent the likelihood of employment for a job candidate is low.
2. Professional Experience
The Professional Experience section lists a candidate’s work experiences in reverse chronological order (most recent to past). Three to four short descriptive phrases that detail a candidate’s professional experiences while holding each position is generally sufficient.
3. Professional Activities
Professional activities include things that are related but not part of a person’s official job responsibilities. Examples include, consulting, editorial duties, committee memberships etc.
4. Education
Education credentials generally begin with the lowest degree first (associate or bachelor) and end with the most advanced degree or educational experience, e.g. postdoctoral fellowships or professional school. The name and location of the institution that awarded the degree and major area of study ought to be listed with each entry (Fig 1). PhD and masters’ theses title or a brief description of a research project (postdoctoral fellows) may also be included. It is perfectly reasonable to list the names of PhD mentors or postdoctoral advisors associated with PhD and postdoctoral training.
It is not necessary to list the dates that degrees were awarded. While this may not be a bad thing for entry level employees, it may hinder more experienced job seekers from securing new positions because of age discrimination.
5. Award & Honors
Awards and honors include any official recognition for outstanding service or accomplishments and include dean’s list, travel awards, scholarships etc.
6. Professional Affiliations
Membership in professional societies, organizations or clubs should be listed in a separate section entitled Society Membership and Professional Affiliations (Fig. 1).
7. Other Skills
When appropriate, it is okay to list (in a separate section) any extracurricular activities or specialized skills related to the job that may increase a candidate’s competitiveness.
8. Publications
All of a candidate’s authored publications should be listed on the last page of a CV in the in this section. Usually, this section is divided into three subsections: 1) Peer-reviewed papers; 2) Chapters, Books and Reviews; and 3) Oral and Poster Presentations (Fig. 1). Early career scientists need not include all of the categories if they lack the appropriate publications. Likewise, midcareer scientists may consider not listing oral and poster presentations. Publications ought to be numbered and it is appropriate to list papers that are “in press.” Manuscripts that are submitted should not be included.
As a rule of thumb, never send references to prospective employers unless they specifically ask for them. Simply indicate on the resume (usually immediately before the publications section; Fig 1) that references are “available upon request.” However, for most academic jobs it is customary for an applicant to send references at part of the original application package. For industrial jobs, references are generally not requested unless an employer is interested in moving forward with a possible job offer.
Tailoring Resume Writing
To be competitive, job candidates must routinely tweak and modify their resume writing to meet individual job requirements. One convenient way to tailor a CV to a specific job, is to read the job ads created for the opportunity. Employers always list the skills, qualifications and experience that will be required by the successful applicant (typically what is mentioned first is most important). Once identified, a resume ought to be modified with keywords to show that a candidate possesses all or most of the job qualifications and requirements.
Finally, keeping a resume current is vitally important. Resumes that are not fully up-to-date may suggest that a candidate is lazy or not interested in a particular job. Also, some job opportunities may appear quickly and the time required to update an out-of-date resume may prevent a candidate from competing for a job.
There are countless interview question anecdotes and horror stories on the Internet. Moreover, urban legend suggests that jobseekers should expect to be asked “off-the-wall” or ridiculous questions during face-to-face job interviews. While this may occur during some interviews, generally speaking, interviewer questions are usually carefully crafted and intentionally designed to offer insights into a prospective employee’s capabilities and future on-the-job performance. To that point, it is important to point out that an invitation to participate in a face-to-face interview typically means that a job candidate possesses the requisite knowledge and technical skills to perform a particular job function. That said, the real intent of a face-to-face interview is to determine whether a prospective job candidate has the personality/ temperament to fit in and excel in an organization’s existing work environment or culture. Therefore, it is imperative that job candidates anticipate and prepare for possible interview questions before taking part in face-to-face job interviews.
Although it is difficult to pinpoint exactly which questions will be asked during face-to-face interviews, jobseekers are likely to be asked some variations of the following questions.
1. Describe how you overcame a particularly disappointing time in your life
2. What are your greatest achievements?
3. Why are you looking for a new job?
4. Why are you interested in this company and not our competitors?
5. What are your strengths?
6. What are your weaknesses?
7. What can you offer this company/organization?
8. Where do you see yourself professionally in five years?
It is apparent that none of these questions has anything to do with a prospective employee’s technical or job-related competencies or capabilities. They are intentionally designed and asked to help to gauge a jobseeker’s self awareness, interpersonal communication skills and the ability to think quickly on his/her feet. While some job seekers may not take these questions seriously—usually those who don’t get job offers—appropriate responses to them could mean the difference between a job offer and unemployment. Therefore, it is vitally important for jobseekers to carefully think about possible responses to these questions before upcoming face-to-face interviews. To that end, it is not unreasonable to write or “script” appropriate responses to these questions in advance of scheduled interviews. While this may seem unreasonable or overly excessive to some job seekers, experienced hiring managers can easily determine a job candidate’s level of interest in a particular job based on his/her answers to these questions.
It is important to point out that there is no “right” or “wrong” answer to any of these questions. However, it is important to be selective with the responses that are offered—especially when asked about weaknesses. For example, a would-be customer service representative may recognize that he/she—like many other customer service representatives—has trouble dealing with unhappy or angry customers. Because dealing with unhappy or angry customers is part of a customer service representative’s job, it is probably not a good idea to mention it when asked about possible weaknesses. Instead, choose a weakness that can possibly be viewed as a strength related to a particular job. For example, while being a “pushy” person may be off-putting or viewed as a weakness by many, it may be a highly desirable trait for salespersons. In other words, be selective and strategic when identifying possible weaknesses to hiring managers. More important, be certain to identify possible weaknesses that are work related rather than personal in nature.
Further, when answering interview questions, be careful not to divulge more information than is necessary or required. Answer questions as openly and honestly as possible but keep responses short, to the point and do not overly embellish or improvise responses. Job candidates who improvise responses generally do not know the answer to a question and tend to drone on to cover up their lack of knowledge. If you don’t know an answer or cannot think of a good response to a question, sometimes it is better to say “I don’t know” or ask the interviewer for help with the question. Asking for help, signals to the interviewer that a job candidate, if hired, would not hesitate to ask his/her superior for help to solve a potentially deleterious or pressing problem for the organization.
Although most of the questions asked during a face-to-face interview are asked by an interviewer, job candidates are expected to have questions too! This shows a prospective employer that a candidate has prepared for the interview and is seriously interested in the company or organization that he/she may join. By asking questions, job candidates let interviewers know that they have done their “homework” and would likely entertain a job offer if proffered by the company or organization.
Finally, there is universal agreement among recruiters and career development professionals that being prepared for face-to-face interviews helps to reduce stress, improves interview performance and increases the likelihood of job offers!
The article below is written by Sci.bio’s technology partner, Jason Burns of Kortivity. This piece really resonates with us at Sci.bio, as professionalism and customer service are our top KPIs (Key Performance Indicators).
Myth: Good performance is enough to create a successful career. Variations of this myth include: your work speaks for itself, and results matter most.
Yes, your performance and results matter. They are necessary ingredients for career success, but they aren’t enough. They aren’t even the most important.
Professionalism matters more.
What does Professionalism even mean?
The term professionalism may conjure up images of a person in a suit with a briefcase full of TPS reports, swiping their key card at 7:30am to beat everyone to the 8am meeting.
But that’s not what it is. A surfer whose job is to hang out on the beach waiting for the next righteous barrel can show more professionalism than an office worker.
Professionalism, in any industry, simply means that you treat others with respect, value people’s time, keep your commitments, and act with integrity.
Show up on time. Showing up on time to meetings, lunches, phone calls, video chats, and appointments shows that you respect others and value their time. Of course, you can’t always control your circumstances. If you’re going to be late, let the other parties know. When you do arrive, be ready. If you find yourself perpetually late, allow for more time between appointments, leave earlier, or change the habits that make you late.
Maintain a professional image. Many modern workplaces have adopted more casual dress codes, offer remote work options, and encourage employees to be authentic. None of this should compromise your professional image. Dress appropriately for your situation, use respectful language, maintain eye contact, and actively listen regardless of where you are.
Be present. Get rid of distractions. Put your phone or watch on “do not disturb” and do not check messages while you’re in a meeting with others. Checking messages, looking around, or allowing your phone or watch to buzz over and over doesn’t make you look important, it makes you look unprofessional. If you’re too busy to be present in a meeting, you should reschedule it for another time.
Show integrity. Be accountable for your actions, take pride in your work, admit when you’ve made a mistake, and commit to fixing it.
Take ownership. Don’t ask questions you could easily look up. Think of possible solutions to a problem before you present it. Don’t turn in unfinished or sloppy work. Be honest with yourself and others about your capabilities and timeline.
Treat others the way you like to be treated. If you don’t like waiting on people when they’re late, not being listened to, sending emails or voicemails that don’t get a response, or being let down when you’re counting on someone, don’t do it to other people. Following this rule takes care of 95 percent of being professional.
Why does Professionalism matter more than performance?
It’s rare. Unfortunately, professionalism is becoming increasingly harder to find among job candidates. Especially in entry level positions, many people can do the work. Finding someone who will show up on time, treat others with respect, be present, take initiative, and act with integrity is much harder. But in the long run, it matters more. Professionalism is an attitude and a mindset. Performance requires skills and training that are easier to teach.
It’s transferable. Professionalism matters in every job, across every industry, in every location. Your performance and results may vary based on your tenure, position, and outside factors, but you can maintain professionalism in everything you do. It follows you throughout your career and sets you up for success.
It’s memorable. A truth (often attributed to Maya Angelou): “People will forget what you said. They’ll forget what you did, but people will never forget how you make them feel.” Your professionalism or lack thereof in any work situation is more memorable than how you performed. Because it’s about treating yourself and others with respect. It communicates that they matter, and what you’re doing matters to you.
Your performance and results pale in comparison to your professionalism. Failing with professionalism will serve you better than succeeding without it. Your level of professionalism builds credibility, trust, and relationships or damages them. Great performances don’t require professionalism, great careers do.
