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.
In the third installment of our ‘Meet the Recruiters’ series, we introduce Meg Wise and Laura Helmick. Meg is a Recruiting Partner and Laura is a Senior Recruiting Partner at Sci.bio.
The Winding Road To Recruiting
Meg and Laura joined Sci.bio in early 2021, both coming to the world of biotech recruitment after successful careers in other fields. Meg returned to the workforce in 2017 after taking time off to raise her children, starting as a specialist in general accounting and finance. However, the world of biotech held a particular interest for her, and inspired her move to Sci.bio. She currently specializes in director-level accounting and finance recruiting.
Laura’s first job was a data manager for clinical research organizations. She spent 8 years leading her own recruitment agency, then moved into biotech business development. “But I missed recruiting,” she admits. After connecting with the CEO of Sci.bio Eric Celidonio, Laura felt inspired to make her return.
At her own small recruitment agency, Laura felt restricted in the range of solutions she could offer potential clients. She finds working for a more dynamic agency like Sci.bio, with its capacity and resources for business development allows her to better help clients. “Having different options available to present to clients is nice,” she says. At Sci.bio Laura specializes in clinical development and medical affairs recruiting. She credits her prior experience with helping her understand client’s needs. “Having worked at two large CROs, I got to see how all of these different departments and positions worked together, which makes me understand recruitment better..”
The Modern Biotech Recruitment Landscape
Laura sees the current biotech job landscape as a “candidate’s market”: there’s a shortage of people with biotech experience actively looking for work, and many clients are short-staffed. Candidates can be more vocal about their personal preferences for a job such as fully remote options and access to company shares. She encourages her clients to demonstrate the benefit they provide for candidates who could hold competing offers.
Meg also believes jobseekers are more selective and cautious when it comes to considering new jobs right now. She says these candidates appreciate honesty rather than hype when discussing a new biotech company’s prospects with them, and cautions other recruiters and clients not to oversell opportunities they present.
Building Networks
For Meg, her natural curiosity about the biotech industry helped her build a network of contacts and clients. “I enjoy keeping abreast of new companies – it’s not difficult for me,” Meg explains. She recommends other recruiters remain genuine and transparent in their motivations for connecting with people, and understand that recruitment is a long-game.
The other important point about networking as a recruiter, both Laura and Meg agree, is accepting that not every match works out, and remaining on good terms with candidates who decline offers. “There are plenty of jobs out there,” Meg notes.
If you’re a recent STEM graduate in the Boston area, or plan to relocate to the Boston/Cambridge area, it can seem like the place is home to more biotech companies than you can count! The large number and variety of biotech, biopharma and pharma companies with sites in the greater Boston area can make your job search daunting. How do you decide which companies to apply to?
First things first, you should consider the general culture of the company you’d like to work for. The working environment within a new biotech start-up is very different from a multinational company with a hundred-year history, and will suit different types of scientists. It’s important to think about what environment helps you be most successful so you can apply to places that will have the right fit. Here’s a broad overview of the main types of biotech companies, and company names to look out for if you are looking for jobs in the Boston area.
Small Start-Up
If you have a thirst for excitement and enjoy a fast-paced work environment, then joining a biotech start-up will make a lot of sense. The advantages of working for a start-up is that you can take on multiple roles within the company and are expected to be a team player, you work in a small team where each person’s voice is heard, and you can play a pivotal role in getting your company and product off the ground.
Start-ups can be a stressful place to work, and there is long-term uncertainty whether the company will succeed or still be around in a few years. The atmosphere and work culture within the company could also change dramatically in a few short years given the rapid pace of start-up growth and maturation. If you thrive on challenges and do well in a shifting landscape, then a start-up environment will be perfect for you.
New Boston start-ups to keep on your radar: EQRX, Imuneering, Korro Bio, Omega Therapeutics
Mid-Sized
Mid-sized biotech companies retain most of the dynamism of start-ups, but with more stability. As an employee you won’t need to wear as many hats, your role within the company will be fairly specialized and unlikely to dramatically change over time. Although what constitutes a mid-sized biotech company is fairly loose, it usually means the company has products in late clinical development (phase II or III trials), or has already brought 1 or 2 products to market. The number of employees will be somewhere in the hundreds.
Mid-sized biotech companies that are still growing: Acceleron, Akouos, Alkermes, Epizyme, Fortress Biotech
Large
The large biotech companies employ hundreds to thousands of people and may have more than one location. There’s a broad portfolio of products for scientists to work on, and the company will have lots of approved products on the market. The larger the company, the more professional development and in-house training available to you, though you might also feel “silo-ed” within a large organisation where it’s impossible for you to know all your coworkers.
Some of the biggest biotech firms in the Boston area in 2021: Genentech, Moderna, Sanofi, Vertex Pharmaceutical
Multinational Pharma
These days, many traditional pharmaceutical companies also develop biologics. These companies are truly multinational – their total employee counts are in the hundreds of thousands, and they have offices around the globe. The culture at these companies is often more conservative and risk-averse than at smaller, agile biotech companies, although each location will likely have its own subculture, and it’s worth asking questions about how your department fits into the whole. If you prefer stability and processes that are already ironed out, then a large biopharma company may be the best place for you.
Big Pharma companies with offices in the Boston/Cambridge area: Abbvie, Biogen, Novartis, Takeda
Are you looking for your next STEM job but are unsure about navigating the job market? At Sci.bio, we’re experts in the Boston biotech landscape. Our recruiters have spent many years helping connect talent to opportunities. Reach out and schedule a conversation with us today.
An update on trends and career paths within the industry
Author: Gabrielle Bauer
If you had to pick a single word to describe the life sciences industry, “change” would be a safe bet. A continuous stream of medical advances keeps the industry on its toes at all times. If you’ve cast your lot with the life sciences, you can expect an exciting, occasionally bumpy, and never boring ride.
Overview
Life sciences is an umbrella term used to describe all branches of science devoted to R&D in human, animal, and plant life. This broad designation makes room for companies specializing in pharmaceuticals, biomedicine, biophysics, neuroscience, cell biology, biotechnology, nutraceuticals, and cosmeceuticals, among others.
Individuals working in the industry may settle into careers as research scientists, lab technicians, clinical research associates, research assistants, medical science liaisons, industrial pharmacists, and bioinformaticians, to name just some possibilities. Stepping further from the core of the industry but still under its generous umbrella, some people may find their niche as medical writers, medical illustrators, health policy analysts.
Pandemic-proof industry
The Covid-19 pandemic may have stopped the world, but it didn’t stop the life sciences industry. On the contrary, the industry had a rare opportunity to surpass itself. To cope with the crisis, organizations that normally competed against each other partnered to accelerate research and distribution of vaccines. While the development of a new drug takes 8.2 years, on average, the novel COVID-19 vaccines made it to prime time in less than a year.
These efforts allowed the industry to stay strong and vibrant. In the early weeks of the pandemic, while many other markets were dropping like stones, biopharma companies quickly regained their transitory loss of valuation.1 In March 2020, multinational biotech giant Regeneron Pharmaceuticals saw its shares increase by 10% while the company worked on Covid-19 treatments. Just over a year later, the overall biotech market (measured by revenue) is ringing in at $135 billion, representing a 4% year-to-year increase.
The pandemic also upturned health providers’ working environments and styles, creating additional needs for digitally transferable imaging technologies and software platforms that facilitate remote care delivery. A lot of players got in on the action: in 2020, corporate funding for digital health reached a record $21.6 billion globally, up by 103% from the previous year.2 Pharma and biotech companies have a unique opportunity to capitalize on this momentum.
What comes next
If expert predictions are any indication, the industry won’t be slowing any time soon. The rising life expectancy and aging population in the US have increased the incidence of age-related illnesses and the demand for medical care.3 In addition to better and more cost-effective treatments, the industry has an opportunity to develop curative and preventive interventions.
Some of the growth will come from analytics, a newer branch of life sciences that uses sophisticated techniques to analyze data and devise strategies to meet population needs. Valued at $7.7 billion in 2020, the global life sciences analytics market size is expected to grow at a compound rate of 7.8% between 2021 and 2028.
Even after the pandemic subsides, health systems will continue investing in care models that allow for virtual visits and home testing technologies.2 And the proliferation of companies specializing in third-party services, such as contract research organizations and patient support program (PSP) providers, will make it easier than ever for smaller pharma and biotech companies to outsource key processes involved in a drug launch.
Top trends to watch for
● Personalized medicine: customization of treatment based on genetic/genomic information
● Immune focus: treatments that target specific immune pathways or give new life to a failing immune system will multiply
● Data integration: Smart technology will help integrate data from different sources (e.g. MRI scans, laboratory tests), helping doctors choose the right treatments
● Digitalized assessment: online assessment, diagnosis and treatment will become increasingly common and will help equalize access for patients
● Collaborative innovation: Biotech companies will increasingly join forces with other scientific organizations to push the R&D envelope
● Value-based pricing: Pricing will become increasingly tied to the real-world effectiveness of a drug or other health product
Life sciences underpin the human experience. As long as humans need healthcare, the life sciences industry will remain strong and withstand threats that collapse other sectors. You’ve come to the right place. Sci.bio will be pleased to help you go further.
It’s the million-dollar question among job applicants everywhere…. “I have good qualifications and work history. I think I meet the minimum requirements… Why haven’t I gotten a response to my application?” Or worse, “Why haven’t I heard back after my interview?”
The silent treatment after an application or interview isn’t all that uncommon. Some sources cite that up to 75% of applicants never hear back from employers after applying; even if it’s actually less than that, it seems there’s still a lot of applicants getting no response. So why exactly does this happen? And is there a way to prevent it?
The Application Black Hole
As it turns out, there may not be an easy answer to this. There may not be one specific reason you haven’t heard back; it could be a mix of factors, some within your control and some not. And there’s a good chance it’s nothing personal.
According to research conducted by both Glassdoor and FlexJobs, there are a variety of reasons for non-response to an application. Some of the more common include:
Sheer Volume
Most online job postings generate a considerable response with a substantial number of applicants submitting their qualifications. The larger and more well-known the company, and the larger the radius from which they are recruiting (think remote vs. geography-specific), that response could multiply exponentially. But even smaller companies with a more limited recruiting radius could be overwhelmed by applicants depending on the appeal of the role and the resources available to screen applications. It just may not be possible to respond to each applicant who expresses interest. “Ideally,” explains Sci.bio’s Director of HR Allison Ellsworth, “the ATS (applicant tracking system) used by a company will at least send a confirmation email that your application has been received so you know it successfully went through. Beyond that, the volume of candidates does not usually allow for personal follow up unless you have moved along in the interview process.” The volume of applications is not something that you as a candidate can control.
Recruiters/Hiring Managers Are Recruiting for More than One Role
It’s one thing to be focused on filling one role, but most recruiters are juggling multiple requisitions simultaneously. If the number of applicants for one opening can be overwhelming, imagine multiplying that by numerous openings that need to be filled as soon as possible. Add to that a full interview schedule and other recruiting-related tasks, and it quickly becomes very difficult to respond, even when recruiters/hiring managers have the best of intentions to do so.
Position Isn’t Actually Available
In some cases, it’s possible the position to which you applied isn’t available anymore, or something has shifted internally and the hiring team is reevaluating their needs. Maybe the role has already been filled, but the new hire hasn’t started yet and they don’t want to take the posting down prematurely in case it doesn’t work out, or maybe something budgetary changed and the position isn’t going to be filled, or maybe there is a new project taking priority and recruiting is on hold for now.
While all of these are out of a candidate’s control, they are still worth noting as they very well could be the reason for no response. But what about the things that candidates can control? Some of the most common in this category include:
Applying for Too Many Openings
Job searching is a numbers game to some extent; the more applications you put out into the world, the greater the chance you’ll hear back. But if you’re indiscriminate about what and where you apply, if you apply to jobs where your qualifications don’t really match, chances are you’re not going to hear back.
Resume Could Be To Blame
If you consistently don’t hear back but are fairly certain your background is a fit, it could be how your resume is crafted. Maybe it doesn’t effectively highlight your relevant experience and accomplishments, or isn’t using the right keywords and industry specific language.
How Do I Ensure I Get Noticed?
So, what can you do to increase your chances of being noticed and making it through the initial screening process? It comes down to three categories – your application/resume, your social media presence, and your networking efforts.
Application/Resume Hacks
There are a number of things you can do to make sure your applications are more targeted and put you in the best possible light. As previously mentioned, although you want to get some volume of applications out, spend a little extra time at this phase and be selective and thoughtful about the applications you submit.
Try to limit your applications to jobs that are truly a good fit for your background; it’s not necessary to meet all minimum qualifications, but make sure you meet some or most.
Research the companies you’re considering applying to and make sure their goals and values align with your own. Then try to convey that through examples on your resume or in a cover letter.
Craft your resume so that it’s not just a timeline of job titles and responsibilities, but also highlights specific projects and accomplishments, especially those that are relevant to the position. A good practice is to tweak your resume for each job you apply to.
Include links to your online presence (more on that next).
Social Media Hacks
In today’s world, your job application incorporates more than just the resume you submit. Most people have some kind of online presence, and many employers will check into it. Make sure you’re using your online presence to your advantage.
Although a professional headshot isn’t necessary, ensure any photos you use present you in a professional light.
Similarly, do a scan of any photo tags that are publicly viewable and remove any that could be controversial or present you in a less than ideal light.
Just like your resume, ensure that the language and keywords you’re using reflect the jobs and industries you are seeking and highlight any relevant projects or content; for instance, LinkedIn has a specific profile section where you can include information about projects, publications, or other work that may not be reflected on a resume.
Ensure your social media bios are succinct, relevant, and targeted to the jobs you’re seeking.
Networking Hacks
This may be the most understated yet most important piece of advice: don’t necessarily rely only on applying for a digital posting without human contact. We live in a world driven by relationships; who you know can often make a difference, or at least give you an edge. Often available jobs aren’t even posted publicly; the only way to hear about them is by knowing someone involved. Some estimates cite that 70% of available jobs are never posted and up to 80% are filled through networking.
When recruiters or hiring managers are overwhelmed with applicants, those they have a connection with will often rise to the top. When looking at equally qualified candidates, being a “known entity” could be the deciding factor in who moves on; minimally it may help guarantee your resume moves to the top of the pile and gets a second look.
So where do you start networking? How can you best leverage your network? Here are a few ideas:
Research the company and see who you might already know that works there. Ask those contacts for an introduction or at least a mention to those involved in the hiring process. Remind them to check the company’s employee referral policy–they may even get rewarded if you turn out to be a good fit!
If you don’t directly know someone who works there, look for the mutual connection. Use your social media profiles to dig a little deeper; LinkedIn company pages will show you who works there and whether or not you have mutual connections. Then reach out to those mutual contacts that you already have a rapport with and ask for an intro, a mention, or ask to have your resume directly passed along.
If you don’t have direct connections at a company or mutual connections that can facilitate an introduction, do your best to engage with recruiters. Seek them out on social networks such as LinkedIn or Twitter, and engage with or comment on their posts. By making yourself noticed, you’re more likely to be remembered when it comes to reviewing resumes. And if you engage enough and build an online relationship with them, you may even be able to ask them directly about available roles.
The key with networking is to be proactive. Build your networks before you need them and then they’ll be there to tap into when the opportunities arise.
But What If I Interviewed and Got “Ghosted?”
Let’s say you made it through the initial screening and interviewed for a role, but now you haven’t heard back from the employer. Or you were informed that you aren’t moving forward without any details about why. What’s a candidate to do in this situation?
Again, there could be a variety of reasons, many of which may be nothing personal. In the case of providing specific feedback, there could be legal implications in being too specific with candidates. Or maybe one person on the hiring team wanted you to move on, but someone else with more pull wanted someone else. Maybe the employer doesn’t have the time or resources to potentially open up a prolonged back-and-forth dialogue that providing feedback may initiate.
As for hearing nothing at all? That’s simply an unfortunate outcome of some hiring processes, and there’s not much you can do to control this. The best you can do is keep focused on the fact that it’s not you, it’s them. Many companies are now more focused on the candidate experience than in the past, and doing their best to ensure that even if it’s not specific feedback, candidates who interview at least receive a status update. However, the hard truth is that some companies just don’t or won’t do it for a variety of their own reasons. If a few weeks have gone by and you haven’t heard back, it is probably a safe assumption that you should move on to new possibilities.
The moral of the story here? There’s much that you can’t control, so focus your efforts on the parts you can. Revise and target your resume to the jobs you are seeking. Optimize your online presence to your advantage. Shore up your networking skills. And most of all… don’t give up!
