Author: Cliff Mintz
Many PhD life scientists who have determined that a tenure-track career is not for them usually set their sights on entry-level R&D jobs at pharmaceutical and biotechnology companies. While both pharmaceutical and biotechnology jobs are generally lumped together under the umbrella of “industrial careers” there are many differences between them.
Big Pharma: Is Bigger Always Better?
The pharmaceutical industry has been in existence for over 100 years and has successfully developed and commercialized thousands of products. Therefore, not surprisingly, big pharmaceutical companies are generally well-capitalized, multinational organizations that globally employ tens of thousands of people. Because of their large size and financial largesse, there are many advantages to working for a big pharmaceutical company.
First, big pharma companies usually offer high salaries, outstanding benefit packages and a variety of perks including flexible spending programs, onsite cafeterias and large annual bonuses. Second, because of their financial stability, R&D budgets at big pharmaceutical companies are generous and research need not be bootstrapped on being conducted using a shoestring budget. Also, as far as job security goes, it is unlikely that a big pharma company will ever go out of business because of bankruptcy! Finally, because of the large number and diversity of jobs at big pharma companies there are ample opportunities for career advancement or even career change
Despite the obvious pros with these companies, inevitably, the terms “large,” “bureaucratic” and “cumbersome” are typically used to describe the way big pharma companies operate. In general, organizational structure is rigid and inflexible, administrative rules and regulations are strictly enforced, collaboration is difficult and for some employees navigating internal politics can be extremely treacherous. Further, R&D projects are mandated by management and scientists have little flexibility in their day-to-day job duties and responsibilities are rigidly defined and adhered to according to job title. Finally decision-making is often painfully slow and multiple layers of management often impede the progress of research projects.
Biotech: “Take A Walk on the Wild Side”
Unlike the pharmaceutical industry, the biotechnology industry is only 50 years old. Yet, despite its youthfulness, the biotechnology industry has become a vibrant and essential sector of the American economy and is threatening to surpass the capabilities of many pharmaceutical companies.
There is general agreement among industry experts that the small size and entrepreneurial spirit of biotechnology companies enhances their scientific nimbleness, allows for quick decision-making (less bureaucracy) and tends to foster collaboration between employees.
Unlike big pharma companies, many biotechnology companies are often strapped for cash and funding ongoing research operations can be challenging. This forces biotechnology companies to hire fewer employees and exclusively focus on developing a single rather than multiple products at a time. Therefore, it should come as no surprise that biotechnology company employees frequently possess a wider range of skill sets and experiences than most pharmaceutical employees because it is likely that biotechnology employees (unlike pharmaceutical employees) will be asked to “wear many different hats” to scientifically advance a project.
Because of the smaller number of employees, the organizational structure of most biotechnology companies is less hierarchical and the culture at these companies is much more “relaxed” and less formal as compared with big pharma companies. Innovation is encouraged (and rewarded) at most biotechnology companies and collaboration between scientists is very common. This is in marked contrast with big pharma where so-called “silos” are prevalent, collaboration is nominal and innovation is difficult.
Despite the many “pros” associated with biotechnology jobs, there is a downside. First, starting salaries are lower and benefits packages are much less generous at biotechnology companies as compared with big pharma. Second, because the financial future for many biotechnology companies is uncertain, job security is an ongoing concern. Finally, unlike big pharma, opportunities for career advancement/change are restricted at most biotechnology companies because of lack of job diversity and financial resources.
Things to Consider with Industrial Careers
While there are obviously many differences between pharmaceutical and biotechnology jobs, the competition for industrial careers can be fierce. To that point, most jobseekers will not have the “luxury” of choosing between a biotechnology and pharmaceutical job to be gainfully employed!
Nevertheless, before beginning an industrial job search, it is important to determine whether big pharma or biotech is the best fit for you. For example, if you want financial security, don’t mind bureaucracy and are accustomed to a slower, more conservative research environment, a pharmaceutical company may be ideal for you. On the other hand, if money is not a high priority, innovation excites you and working in a fast-paced, rapidly changing environment is your thing then perhaps a job at a small biotechnology company may be a good fit for you!
Author: Cliff Mintz
The “publish or perish” principle of academia is certainly not a new one and is likely as old as scientific research itself. And, while persons who choose scientific research as a career are often motivated by curiosity and the desire to improve the human condition, they soon find out that academic research is highly competitive and oftentimes dominated by overly ambitious and egocentric individuals. I’m sure that most of you have been told that in order to excel your research must be published in the highest impact journal possible. This, coupled with diminishing research funding can place enormous pressure on individual researchers to gain a competitive edge via less than ethical (and possibly illegal) behavior.
To that point, there was an article in the NY Times that described a postdoc who intentionally sabotaged the efforts of a rising star in a cancer research laboratory at the University of Michigan. While this is only one incident, I do not think that it is the only example of intentional sabotage taking place in academic research laboratories. In fact, this recent incident brings to mind a candid discussion that I had with a prominent academic researcher many years ago. He confided to me and a colleague that he intentionally sabotaged a fellow postdoc’s work because he did not like his competitor and did not want him to get recognition for a discovery (BTW, this discovery led to a patent that made the researcher a very wealthy person).
There is no doubt that in present times, working in an academic lab can feel like working in a pressure cooker that is about to explode. That said, it is important to realize that you are not alone and that learning coping skills can be helpful in relieving stress and anxiety about future career opportunities and employment. However, there is never an instance, when cheating, fabricating data or intentionally sabotaging a competitor’s experiments is acceptable. In fact, any researcher who behaves in this manner ought to be called out, censored and disciplined for their actions.
If the pressurized academic rat race is not for you, there are plenty of jobs available at biotechnology and pharmaceutical companies for qualified candidates. Unlike academia, there is no publish or perish pressure, working hours are much more regular and the salaries are usually very generous. While in the past the transition from academia to industry was a fraught process, the emergence of translational medicine coupled with advanced genomics technology has made the process a lot more navigable for academicians who want out! Further, the availability of online courses and certificate programs that offer training in the so-called “soft skills” which can make the transition from academia to industry much easier.
We are living in uncertain times in which hypocrisy, lies and alternate facts are acceptable to large numbers of people. As scientists, we are responsible for facts and “the truth.” Any deviation from this obligation is unacceptable. In the end, people always look to scientists and researchers for answers, solutions and hints of the truth. It is important that we do not succumb to today’s economic and political pressures and continue to be the purveyors of facts and “the truth.”
Author: Cliff Mintz
Telephone interviews are an inexpensive and quick way for employers to screen prospective job candidates, especially during the Covid-19 pandemic. Generally speaking, employers use phone interviews to verify that a candidate’s personal information, qualifications and skill sets in his/her curriculum vitae is correct, accurate and consistent with what employers may have learned about an applicant online. Another use of phone interviews is to determine whether or not a job candidate has the requisite oral communications skills required to perform the job that he/she applied for.
To increase the possibility of a face-to-face, job candidates can do a variety of things to prepare for and optimize his/her performance during phone interviews.
These include:
- Use a landline. You don’t want to risk having problems with cell phone service. It is irritating for employers to conduct interviews if the call breaks up frequently or is dropped. If you don’t have a landline or access to one, make sure that the telephone interview is conducted in a location with as much cell phone service as possible.
- Keep your resume and job qualifications readily available. In fact, lay out all of your materials in front of you before the call. This includes your resume, notes about your career objective and skill sets/qualifications for the job and anything else you think may be helpful during the interview.
- Steer clear of distractions. Find a quiet place to interview and stay there! There shouldn’t be any noise in the background to distract you or the hiring manager. However, it is understandable that this can be tricky if you have young children at home who need your attention. When you set up your interview appointment, try to schedule it for as precise a time or window as possible. That way, you are able to avoid possible distractions.
- Speak slowly and clearly. When you speak to people in face-to-face situations, you are better able to understand what they are saying or asking because you can see their mouth move and observe their body language. Of course, neither you nor the interviewer will be able to do this over the phone. Therefore, it is important to speak clearly and more slowly than you would if you were talking face-to-face to him/her. If you cannot hear the interviewer, politely ask him/her to repeat a question. If this doesn’t work, blame the poor sound quality on your phone and say “I’m really sorry, it’s hard to hear you, and the volume on my phone just won’t go up!”
- Beware of jokes or sarcastic remarks. Jokes or sarcastic remarks that may be deemed harmless in face-to-face conversations can be misinterpreted during a phone interview because an interviewer cannot see your body language or facial expressions when a comment is made. Also, an employee who is sarcastic or prone to joke telling may not be considered professional to some hiring manager. Therefore it is a good idea during a phone interview to maintain your professionalism; stay on target with the interview topics and focus on the key information about you that will get you hired.
- No eating, drinking or chewing gum! While eating, drinking and chewing gum are typical things that people do, none of these activities should be performed during a phone interview. They can interfere with your ability to communicate and are considered to be unprofessional behaviors (unless of course you are working through a lunchtime meeting after you are hired).
- Turn off all electronic devices. The goal of a telephone interview is to tell a prospective employer that you are serious, focused and keenly interested in the job that you are interviewing for. There is nothing more annoying, disruptive or rude than hearing an email alert or vibrating phone during a conversation. If you want to get invited to a face-to-face interview, then turn off all electronic devices (tablets, laptops, televisions etc) before the telephone interview begins.
- Prepare questions ahead of time. At the end of many telephone interviews, hiring managers typically ask whether or not there are any questions. Therefore, it is a good idea to have some. Asking questions signals to the interviewer that you did your “homework” about the company/organization and are seriously interested in the job opportunity. Some examples of questions are: “What is the start date for the job?” “What software/equipment will I be using?”
Remember; do not ask about salary or benefits. These questions are best left for face-to-face interviews. However, if the interviewer asks about salary requirements then you should be prepared to provide an answer. Typically, it is a good idea to provide a salary range and if you are reluctant to offer that information it is acceptable to say “a salary commensurate with persons with my qualifications and years of experience.
Using these recommendations to prepare for an upcoming telephone interview will signal to prospective employers you are professional, serious and extremely interested in the job opportunity. And, hopefully, your performance will be sufficient to garner an invitation to participate in a face-to-face, onsite job interview.
Author: Cliff Mintz
While a resume is required for all jobs, writing one that ultimately leads to a job interview and new job remains elusive to many. In many respects, resume writing is more of an art than a science and it can take many attempts to uncover a format/style that works for you. Below are six common mistakes to avoid when writing a resume.
- Don’t forget to include a “Summary of Qualifications.” Instead of an objective statement at the beginning of a resume, replace it with a “Summary of Qualifications” (SOQ); three to five sentences that highlight your skill sets, experience and personal attributes that will help to distinguish you from other job applicants. The SOQ ought to be constructed as a “30-second elevator pitch” that describes who you are and the value that you will bring to employers if they hire you. Don’t be afraid to pepper the SOQ with laudatory adjectives and action verbs to grab the hiring manager’s attention and distinguish you from other applicants. Put simply, don’t be humble!
- One size DOES NOT fit all! It is very tempting to craft a single resume and then submit it for all jobs that interest you. Unfortunately, this approach is certain to increase the likelihood that your resume will land in the recycle bin. Prospective employers want job applicants to take the time to write a detailed resume that clearly demonstrates how and why they are the right candidate to fill a particular job opening. First, identify the technical skills, educational background and responsibilities for a job and then craft/build a “unique and personalized” resume that showcases why you are the right fit candidate to fill it.
- Make sure to include keywords in your resume. Increasingly, many companies are using AST software and keyword searches to screen the large number of resumes that are received for job openings. A good way to identify what keywords to include in your resume is by carefully studying descriptions of the job opportunities that interest you. Once you identify key words from the job descriptions, liberally sprinkle them throughout your resumes, and most importantly, in the SOQ because this is what is read (scanned) first.
- Typos and spelling errors are forbidden. Given the fierce competition for jobs in today’s global economy, a single typo can land your resume in the “not interested” pile. Not surprisingly, resumes rife with typos and misspelled words indicate a lack of attention to detail; something that is vitally important for jobs in the biotechnology and life sciences industries. For example, a hiring manager I know who was seeking to hire a Senior Clinical Research Manager summarily rejected any job applicants whose resumes contained any typos! This is because typos in clinical documents may lead to regulatory delays for new drug approvals. Nevertheless, resumes should be spell-checked for typos and grammatical errors before they are submitted to prospective employers for consideration.
- Keep it simple. There is no need to use special fonts or color for a resume. It is best to stick to black and white color and use basic fonts like Arial, Tahoma or Calibri with sizes of 11 or 12 pt. The resume should have an “open” feel and not be filled with long dense blocks of text. Be certain to highlight your accomplishments rather than simply listing duties for different jobs. Prospective employers are much more interested in what was accomplished for a previous employer rather than what your job responsibilities were.
- Size does not matter. Urban legend suggests that a resume ought to be two pages or less in length. In reality, there are no absolutely no rules governing resume length! The goal of a well- crafted resume is to allow prospective employers to determine whether or not you are qualified for a specific position. While in some cases, a one or two page resume may be sufficient, don’t be afraid to craft longer resumes if additional space is necessary to present yourself in the best possible light to prospective employers.
Author: Gabrielle Bauer
The devil is in the details
You got The Call. They want you on the job, starting next month. Much as you’d like to shout the news from a rooftop, this is not the time to lose your cool. Reviewing and negotiating the offer will benefit not only you, but your new employer: if you’re happy, you’ll work more productively and stick around longer, which means they’ll be happy.
Some people feel confident about the negotiation process, viewing it as an interesting game. Others would rather skip the whole thing. Wherever you fall on the spectrum, it pays to remember that you and your would-be employer share the same goal: having you join the team. You’re simply ironing out the details. (If you truly dread the prospect of negotiating and you used a recruiter to get the offer, you can ask the recruiter to negotiate on your behalf.)
Establish your priorities
Salary, ability to work remotely, work-life balance, vacation time, benefits, moving expenses… you can negotiate just about everything in a job offer, expect items governed by employment law or organizational structure. Even resources such as lab equipment and office space fall into the “negotiable” category.¹ Make a list of your must-haves and nice-to-haves and keep it handy as you prepare your negotiation strategy.
While salary may or may not be your biggest concern, it probably matters to some extent. To get a good read on a competitive salary for your new job, research the salary ranges for the position, taking region and type of company (industry, academic, nonprofit) into account.¹ Websites like Payscale (https://www.payscale.com/) can help you get started.
Negotiation by the numbers²
These figures from Become, a career-development organization, suggest that new recruits aren’t using their full power in the negotiation process:
- 52% of men and 68% of women accept a salary offer without negotiating; many women shy away from negotiation because of fear of seeming desperate or greedy.
- Only 38% of millennials negotiated their first job offers, compared to 48% of baby boomers.
- Gen-Xers line up more closely with boomers, with 46% negotiating their first offers.
- People who never negotiate their salaries can miss out on up to $1.5 million in extra earnings over their lifetimes.
Get ready
Once you have a written offer—a must for negotiations—evaluate it point by point and see how it lines up with the list you prepared. If you find significant gaps, prepare a counteroffer explaining the changes you’d like to see, and why. Let’s say the salary doesn’t match your expectations: make a list of the assets you bring to the table that “average” candidates may not offer, like authorship in peer-reviewed journals or connections with prominent scientists. If you’re using a recruiting service, they can help you with the counteroffer, ensuring you’re not missing any red flags and helping you build your case.
As you plan the counteroffer, bear in mind that your negotiation ceiling may depend on the company’s size. For example, larger companies hiring a lot of people at the same time may have less wiggle room with salary. In such a case, you may want to focus more on other aspects of the job offer, such as professional development opportunities or even a different job title.
Next, write out a rough script for the verbal negotiation. Practice it out loud, aiming for a friendly, nonconfrontational tone. Just as likeability can help you get a position, it can generate goodwill during salary negotiations.³
Words of wisdom from career coach Carlotta Zee¹
“I’ve helped clients negotiate jobs with salaries starting at a quarter of a million [dollars], and I guarantee that they didn’t just smile nicely and giggle. We rehearsed endlessly. We researched. We made a plan.”
Show time
If you’ve done the groundwork, you can approach the actual negotiation with confidence.
As far as possible, aim to negotiate in real time, either sitting across from the employer or by videoconference. Seeing faces humanizes the process and will likely work in your favor.
Don’t let fear limit what you ask for: the worst your employer can say is no. When discussing salary, remember that you do not have to reveal your previous salary to employers: depending on the jurisdiction, it may be illegal for them to ask. Keep the focus on your expectations, supported by the research you have done.
If you explain why you want something—say, working remotely twice a week to cut down on gas consumption or avoid a long commute—the employer is more likely to empathize with your position. By the same token, showing some flexibility will prompt your employer to return the favor. If you want to work four days per week, for example, you could offer to work longer hours on those days or to take a salary cut. If the employer won’t flex on salary, ask them to reconsider your salary in six months or to commit to invest in your career development.¹
Expect to emerge with a satisfactory offer, but be prepared to walk away if your employer shows no flexibility. The last thing you want to do is start a new job with an undercurrent of resentment.¹ A more likely scenario is that you’ll receive a counteroffer that meets you partway. If it aligns with your must-have criteria, you can accept it with peace of mind—and then climb up on that rooftop.
References
1. The professional’s guide to negotiating a job offer. Become, Nov. 17, 2020.
2. Bankston A. Negotiating for scientists. ASBMBToday, Aug. 1, 2018.
3. Malhotra D. 15 rules for negotiating a job offer. Harvard Business Review, April 2014.
4. Brothers L. How to negotiate work-life balance into an offer. BioSpace, Aug. 15, 2019.
