Two organizations that employed me had rules for
absenteeism. One was quite strict in that you could
choose certain number of days off with pay. Requests
should be made in advance.
Importantly, attendance records were criteria for
advancement and ‘perfect attendance’ was clearly
and widely recognizes and rewarded.
Thus, even when you are ill, with a flu or fever,
people were expected to come in, and ,if you could,
visit the company nurse who could dispense some
over the counter remedies.
Another employer left it to supervisors to decide whether
it was in appropriate to report not coming in to work and
exposing everyone to the spreading of illness. Interestingly,
it was recorded but did not seem to make a difference in
assignments or promotions. [We were to call the supervisor
and report illness. As many sick days as needed were
granted. I do not know of any specific limit.]
in the workplace, noting its costs to employers to be on the
order of half a billion dollars. Since absenteeism can cost
in productivity and revenue, time off for illness has varied
treatment and risks. Many places seem to go the route of
PTO paid time off for vacation, special event or illness.
Others provide an annual number of sick days one is
entitled to take.
Various medical organizations have investigated personal
illness and its impacts on the organization and the individual.
While it may not be part of policy, one might argue a case
- encourage people to take preventative measures
- limit contact with others to avoid spreading; even
stay home 24 hours when symptoms are real and invasive.
- supervisors should be proactive at every level in protecting
individuals and noticing symptoms
Recently, this writer was beset with a sinus like infection.
I limited contact as much a possible for as long as spreading
symptoms existed. It meant sending condolences to events
I was expected to attend. It is important to be the first
example of proactive behaviors and enforce similar
recommendations on others. It should start in the class
room and grad school research labs.
Then, practical policies of dealing with this perennial
issue of staying home when you are sick can be the general
policy, with appropriate checks and balances when
A respected colleague of mine, Christine Kelly
points out that much thought should be devoted
before you send your application for a position
There are several aspects to knowing yourself and
how you can present yourself to prospective employers.
they might fit into each organization’s culture.
MUSTS AND WANTS
The job description can be a help in describing what
successful candidates will bring to the organization.
I like her dividing job descriptions into short and long.
In the long ones observe the location and number of
mentions of key skills (note the keywords used and
employ them in your documents). In short ones, examine
Linkedin for people who have similar titles to see what
skills they list and what accomplishments they summarize.
Study the website for detail.
Above all, research via your network, including
Every interaction with every representative is part
of their interview of you. Christine points out in the
screening interview or information interviews
act and present yourself professionally.
In all interactions, virtual, visual, oral and in writing,
your future employer is interested in what you have
to offer. In discussions, listen carefully to the questions
of what people are seeking to learn and respond to
their queries. However, remain positive and phrase
negatives in ways that show your creativity and ability
to progress and learn from failure.
Do practice interviews. Anticipate and write out
answers you can use. Ask for feedback from
One of the skills not often addressed in our formal education
is audience analysis. It is one of the wise skills that we need
to develop in our career.
Dealing with problem solvers: Black hat thinking
Here are the major problems, brainstorm possible causes and
Eliminate weak points; develop back up plans.
Dealing with data analyzers who seek trends: White hat thinking
This is what we know [charts and statistics], all the hard
numbers and outcomes. What can we learn from them?
What is missing or how can we fill in detail?
What are situational or critical trends?
Dealing with people integraters who seek collective good
feelings. Red hat thinking
Appeal to shared goal and appeal to team spirit and coordinating
efforts. Each one is important. Give everyone attention and
Dealing with innovators and new approach, different angle
people Green hat thinking
This is an opportunity to be open minded and go outside
routine or casual solutions to problem or possibilities. Pursue
creative ideas with little or no criticism/ rejection.
Dealing with optimists Yellow hat thinking
This is a group to whom you present benefits and future
positive outcomes and implications. Don’t give up now,
hard work and persistence will pay off. Realize and
restate your strengths and the pay-offs will soon be realized.
Two interesting email requests arrived in my inbox, recently.
One was asking for participation in a job search workshop
by a professional society local section.
The second was a request from a graduate student seeking
help with his resume.
INTERESTING WORKSHOP DILEMMA
We were away on a vacation that delayed our responses.
However, I sent a follow up note to a colleague who was
a recipient of the job search workshop note asking to speak
before talking with the assistant professor who was coordinating
TH and I spoke on a telecon to address our concerns and
requirements before “meeting” with the prof and TH volunteered
to set up a Webex.
From this arrangement, several things emerged…
1. email is not a useful vehicle to coordinating a program between
different participants. It is so easy to misinterpret what is going
on. It is much better to do it in person, if possible, by Skype
or as a last result, telecon, if the participants know and trust
2. the resulting meeting request was misinterpreted. In addition,
a follow-up first discussion was delayed.
TH asked for a webex time slot. It was then felt that not everyone
responded to the professor…
The professor had urgent reasons for not being able to talk for an
3. The prof indicated his desired date is two months in the future
on a Saturday, but provided a date for Friday. This kind of
mishap can happen to any of us. But it suggests some problems.
On top of that there is a conflict with the Saturday date that
prevents everyone from participating.
BOTTOM LINE. These kind of workshops need to be planned
4-7 months in advance with back ups for most critical items.
It is useful to have a team of organizers.
PROVIDING HELP FOR INTERNATIONAL JOB SEARCHER
This personal consultation can be related to the workshop.
In a way, this is one of the key goals of what a workshop might
The initial email request asked for help writing a resume for
a job. Well as we know it is critical to be both more specific
and have a strategy in mind for narrowing down options.
The first draft of the resume was sent as an attachment. It
revealed that the grad student was at “square one” of his
search. He inserted some relevant data into an online
resume platform without understanding the hard preparation
that needs to go into it.
A response email was sent with several attachments.
The email pointed out that
- multi-colored, underlined, fancy documents are not
well received for technical professional resumes
- the application should involve a well written cover
letter and other documents that would positively
separate your application from the other applicants.
- have a specific position in mind that provides the
keywords critical for inclusion in your documents
BOTTOM LINE: The process, timeline and goals are
not defined. So, as with the workshop planning,
creating a workable structure and organization will
be as important as developing viable content.
Academic world revolves around an academic calendar;
the rest of the world employs different time charts.
Job searching is often a full time effort usually out of
sync with the environment you are in.
Did you view the Netflix video on AlphaGo defeating
the top Go player in the world? I saw it this week. It
may be time for us to seriously consider using software
to design organic synthesis routes.
We live in a fast paced world with many unexpected
directions and influences. One item that can keep us
moving forward is optimism from leaders in our
organizations. We highlight a whole issue of a
COMPUTER ALGORITHMS FOR ORGANIC SYNTHESIS
software to optimize synthetic route in Aldrichimica
Acta in a recent issue. He highlighted Milipore
Sigma’s purchase of Grzybowski Scientific Inventions
organic software tool.
that it has become more figuring out what to synthesize
rather than how to synthesize particular molecules
based on a discussion of an Angewandte Chemie
OPTIMISM IN LEADERSHIP
Think about what helps us move forward…optimism
is a force multiplier, as military leaders say….
Fast company highlights over a hundred ways
cited leaders supply leadership. When I read
the methods most are what many of us would think
of ourselves. Read through it to see how you feel your
leaders are providing leadership….
- don’t overthink - attach meaning
- grow from setbacks - wow your customers
- listen - let your actions speak for you
- play nice - obey the golden rule
- focus - nix multitasking
- go the extra mile
When you are in various career paths your
activities tend to place you in a silo of activities
to meet agreed upon goals. You develop and
use tactical skills to improve things, to identify
things and to make or combine things. You may
also use SPC or DOE to identify problems or
Leaders will do this. However, they also develop
strategic thinking. Jo Miller’s article,
addresses some of the unique features of the
strategist and the tactician, including:
1. Shift from day-to-day thinking to years ahead
then work backwards from goals, like in a
2. Work with groups outside your limited chain
of command. Learn their SWOT (strengths,
weaknesses, opportunities and threats) for longer
term to see where there is commonality to
engage and collaborate. Ask if you can help
3. Look for areas to change for the better–
transformational change. Where tacticians
chip away at goals and do not threaten
the status quo, strategists involve change and
build new skills.
Thus, change your time horizon, broaden your
scope of influence, and seek out transformative
changes. It is an article worth reading.
When you are surprised by someone or an event, you
may not be ready to do the right thing. Right? We
always recommend the importance of preparation.
The same is true of of daily agendas and decision making
and acceptance of new ideas. D. Pink highlighted this
New ideas: Better to speak to higher ups in the morning,
earlier in the week, or after a break…
Brainstorming: Off-peak time, like later in afternoon,
when you are more open-minded.
It is true however that we have different peak times.
Think about when yours might be. The idea then is
to develop strategies to adjust to different circumstances.
Pink talks about some of these.
Good news, bad news: most people accept bad news first.
What is the present and short term future market conditions?
… demand, available customers, price and competition
Assess your stress tolerance and forward seeking
optimism… What is your back-up plan?
Do you have the technical resources to move into place,
or know how to reach out to them?
Previous years’ lists
This year I will attempt to link readers to discussions of some of the
books that follow in this blog.
Maria Konnikova THE CONFIDENCE GAME: WHY WE ALL
FALL FOR IT. EVERY TIME, Penguin Random House NY 2016
Thomas L. Friedman THANK YOU FOR BEING LATE Farrar
Stevens and Giroux NY 2016
Yuval Noah Arari HOMO DEUS: A BRIEF HISTORY OF
Robert Cialdini INFLUENCE THE PSYCHOLOGY OF
PERSUASION Collins division of HarperCollins NY 1994
William Strauss, Neil Howe THE FOURTH TURNNG: AN
AMERICA PROPHECY Broadway Books, NY 1997
David Livermore, THE CULTURAL INTELLIGENCE DIFFERENCE:
Master the one skill you can’t do without in
today’s global economy,
American Management Association, NY, 2011
Adam Alter, IRRESISTIBLE: The Rise of Addictive Technology
and the Business of Keeping us Hooked,Penguin Press NY 2017
Rudolph W. Giuliani with Ken Kurson, Leadership, Miramax
Books Hyperion NY, 2002
Lisa Randall, KNOCKING ON HEAVEN’S DOOR: HOW
PHYSICS AND SCIENTIFIC THINKING ILLUMINATE
THE UNIVERSE AND THE MODERN WORLD
Robert Colville, THE GREAT ACCELERATION: HOW THE
WORLD IS GETTING FASTER, FASTER Bloombury London NY 2016
Michael Breus THE POWER OF WHEN: DISCOVER YOUR
CHRONOTYPE AND THE BEST TIME TO
ASK FOR A RAISE, HAVE SEX, WRITE A NOVEL AND MORE,
Little Brown and
Company NY 2016
Alan Alda IF I UNDERSTOOD YOU WOULD I HAVE THIS
LOOK ON MY FACE RandomHouse 2017
Barbara Oakley, MINDSHIFT BREAK THROUGH OBSTACLES
TO LEARNING AND DISCOVER YOUR HIDDEN POTENTIAL
Tarcher Peregre Penguin Random House 2017
Barbara Oakley, part of the team delivering ‘highly attended’
MOOCs, authored a topical book “Mindshift: Breakthrough
Obstacles to Learning and Discover Your Hidden Potential”
that can open up your thinking.
It left me with at least seven take home messages shared below.
1. Learning via the Pomodoro Technique
turn off distracting devices and sources
focus on work for 25 minutes
take a few minute break to rest your mind; repeat…
2. Cultures cling to legacies; change is fought off. New ideas
form and flow with two classes: young, unexposed people
and people who change fields.
3. ”Second skilling” permits you to adapt to the changing career
environment. Two tactics: look to increasing and decreasing
hiring trends; overall picture of skill distribution and where
are budgets decreasing and lowering of skills
4. ”Chunk” your learning practicing more on the areas you find
5. Opportunity results from skill and luck. Luck surfaces from
a combination of (1) seeing problems as opportunities, (2)
constantly upgrade and learn new skills, (3) assertively
6. People have different learning styles. Learn yours. One is
focused, another is diffuse. You should use both, but
understand what works best for you.
7. Value of selective ignorance. You have only so much ‘cognitive
energy’. Be selective in what you choose.
This book is highly recommended for undecided people and
professionals in-transition. [The review cited above provides
a thoughtful assessment.]
Innovations in the way we present ourselves, our
research and technical work should impact how we
format and what we include in our CVs for academic
General guidelines for having
- the document be in screen-readable sized font,
- your name on each printed page with a page number,
- keywords that reveal that you understand that you
meet requirements (musts/wants) of the position being
- your experience section state accomplishments led
by action verbs
- sufficient information to evaluate your academic
credentials and accomplishments (your thesis and adviser,
titles of presentations, patents and articles)
are certain. Just as the essential need of a signed cover
letter that cites all the documents in your package.
Reviewing so many documents usually means that
they are in electronic form and items should be digitally
While several references suggest Purdue’s Online
Writing Lab and registration in ORCID
provides items to consider including as topics.
In addition to those, it is now important to include
web-pages, blogs, open access articles on both technical
and topical interest, Internet commentaries, and
appropriate communication contact points (texting,
More and more academic position applications will ask
for teaching philosophy, diversity statement, research
proposals, list of publications, patents, and presentations
and list of references. All of the information should be
appropriately integrated to support each other.
Of interest to many academic positions is seeing your
contribution and participation in “service” to department,
university and field of endeavor and presentations to
organizations and audiences outside of your main field.
Special mention should be made about CVs for outside
the US. If you are seeking positions in Europe, you should
Are you feeling stress in yourself? Need to make decisions?
Too many things to do and not enough time? Meeting with
new people, people with opposing views or too many people?
Feel cramped or feel inhibited?
These things can happen in relaxed times or in business
situation. They can happen without notice, rapidly or
with a time suspension or delay.
GP contacted me about a post graduate role and her
uncertainty over her visa situation, application process,
negotiation of starting date and leaving date situation.
GP has interest in an informal offer, but feels she faces
a series of hurdles, which create anxiety and stress.
She “presented” a stressed mindset in our conversation.
So it was important to (1)share that several other colleagues
each faced similar challenges and dared to commit to
a course of action and take it as a learning experience.
locks us from moving forward.
(2)Compliment her for moving forward and following up
on an opportunity that is within her reach.
(3)Deal proactively with barriers she foresees.
However, knowledge alone will not necessarily reduce
her stress. Alice Boyes
has offered some proactive
physical, mental and behavioral ideas, a couple which
I had not known for relieving stress, –
- running your fingers over your lips
- slow down when you feel a stress or anxiety build
Some were ones that have worked for me–
- going outside into nature
- deep breathing
- power posing (Amy Cuddy)
- muscle relaxation; Yoga
- speaking openly with trusted mentors
- try new things, test things out, learn from others
Author, Boyes, has several others, since it is true
there is no one “magic bullet.”
To formulate positive movement forward we discussed
several things that references are asked when we are
contacted. Done as a collaboration, we built positive
hope in the direction she is seeking.
a. how long is our professional connection and in
b. what are clear strengths that will be valuable
in her next position, provide examples with stories and
The reference, me in this case, needs to personalize
Then, (4) provide a “lifeline” to contact whenever
she feels the need arising.
Just finished reading Rudy Guiliani’s book Leadership.
Reading the book was an opportunity to see things from a
different perspective– legal mind with historical interests
who faced and met challenges. It was a rewarding experience
in that it offered some remarkable take-aways about positive
behaviors of leaders and thinking processes in dealing with
- The importance of seeing things / situations with your own
eyes, as it allows all sorts of things that you can question and
- Practice simulations of actual events before they happen.
Have a reaction plan. Let it be modifiable.
- Have a command center
organize and formulate communications, coordination
prepare back up plan and unintended consequences
anticipate what might happen next
- Prepare relentlessly and eliminate making assumptions
All leaders are influenced by those who they admire. Reading
about them and studying what and how they learned will inspire
how you will grow critical traits. Much of the material will be the
raw material of your own life.
- insist on starting off with a morning meeting as your cornerstone
get control of the start of the day
set priorities; have all key contributors present
allow open discussion
outcomes: specific action plans and reporting
everyone is informed and accountable; carry the info forward
- sweat the details and small stuff, as they reveal underlying
- create arguments for different coalitions to influence decisions
- instill preparedness
- put your health as a first and main concern
- take as much time as available to make decisions, but the
process of making the decision should begin immediately.
- seek different perspectives and points of view, yet avoid
predetermination or favorites. [Sometimes it is beneficial to
leave the room when discussion is in process and receive a
- surround yourself with strong, independent people while
keeping battles internal. manage results and expectations
- underpromise and overdeliver- how
develop your personal beliefs
have a plan of action
word choice makes a difference
- stand up to bullies. Do it early.
- do not exceed the ‘pig factor’ [spending more than needed,
overstating on expenses, it is a form of bullying]
- read in depth about things you find come up; do not
just leave it to experts.
This note points out that when you end your academic career,
your continuous learning process really ‘begins.’ And guess
what, there are no texts for this learning and no absolute, correct
What we learn is that mentors can help you ask the best questions
and it seems each individual’s situation and priorities are different.
My colleague AJ asked:
“I also wanted to seek your opinion on employee stock options.
As a part of the offer, the company extended an option to
purchase 2500 shares of stock…the company is not public.
….attached is a document here for reference.
Before signing, I just thought of having a word with you.”
Each situation is different, but the specific wording and specific
details of the offer are very important.
My experience is that I trusted the public relations of a firm
I worked for and purchased many shares of stock with the
promise of growth and profits. In the end, I lost a great deal
of investment dollars that I could have avoided if I studied
the investor literature and consulted wise counselors.
AJ advised me that he is contributing 8% of his salary in the
company 401K and has some short term expenses. He will
check into the latest date when he must decide. My advice to
“I totally understand your quandary. I would have a similar problem
with this question, so I refer to Al Sklover Link is where I would start.
[He describes critical questions AJ should ask before signing any
Then, the next article is quite significant: in that it describes “traps” we
can find ourselves in when working at a start up.
This could be a sizable dollar commitment for you, AJ. Al is
very professional and knowledgeable. $100 spent on solid legal
advice can result in much more savings in a speculative situation.
The book by Adam Alter is interesting reading from a |
number of perspectives. Irresistible– The Rise of Addictive
Technology and the Business of Keeping us Hooked
Alter asserts that addiction is not genetic in certain people
but every person is vulnerable to situations and attachments
to them. The Internet and various programmable devices
with continuous positive feedback,
- persistent “goals” culture,
- games and media that incur ‘down the line’ charges [get
you into it so you must and want to stay involved. But
to do that you have to pay.]
- escalation [where you get challenged and learn, yet the
computer enhanced tool increases or varies from its
otherwise predictable trend]
are examples Alter provides.
These addictive technologies develop habits where
you have little control. Nearly everyone of us has
our own and various situations make us instinctively
crave for that infernal habit.
Alter does readers favors by pointing them out,
showing what is going on and suggesting things we
can do to forestall, limit or move on to something else.
Worth reading for many of us.
‘Habits gone bananas!’
Over a 30 - 45 year career, most everyone gets relieved of their
position. Sometime it is sudden, other times there are indicators
that some positions will be severed and still other times we are
faced with a choice to stay or leave.
Let me pose that it should be part of our regular personal planning
process that we consider building resilience into our thinking. Create
your personal action plan, keep your options open and know what
your personal goals, musts and wants are.
As much as possible plan so that it is not a total surprise.
contributed a piece offering things to do if you lose
your position. I cannot agree with her more on
1. don’t lose your “cool”, stay calm and manage your emotions
2. personally ask for recommendations from specific individuals
(If someone hesitates at all, or will not provide a good one, move
2a. these days more and more Linkedin recommendations can be
a useful starter in situations where policies limit employees from
3. You should be continually active in your professional network,
also ask references for their network contacts and ideas.
I found Umoh’s thoughts about cleaning up your facebook, online
profiles and photos and comments something that might be easily
Formulate a modifiable plan of action that includes push
, situations where you you meet people
in person and volunteer roles in professional organizations.
Taking shorter term, temporary roles may be a big plus, while
you enroll for unemployment benefits and update your master
resume, targeted resumes for each position and Linkedin
profiles using current keywords for your industry and field.
Consider asking for outplacement services as part of your
that you have signed.
When we encounter people and when people encounter you
and I, initial impressions are made. It is subconscious and
as the old saw goes, ‘first impressions are lasting
impressions.’ This entry offers some tips of things to avoid.
Yesterday, we had a successful appointment with a trust
attorney with a firm we had vetted 15 years ago to update our
Revocable trust. It is useful to share why you should consider
creating a trust for your family to manage your assets and
affairs. It is your chance to spell out your desires while you
have the faculties.
During our meeting with the trust attorney, several things
tipped me off to look a little further into the attorney we
met. I learned several things that should be no surprise but
piqued my curiosity…the attorney was a temporary contract
attorney, we met in a “branch” office in a LLC professional
building with a collection of small firms, and there were no other
firm members and staff. What questions should I ask and how
should I professionally explore this “gig” economy reality
in the legal field?
MISTAKES THAT SPOIL A FIRST IMPRESSION
Humblebrag, Hubris, Hypocrisy, [Back-]Handed Compliment
The British Psychological Society listed these four behaviors
that can knock a person down a notch –
(1) humblebrag– ‘I am to busy…’ in a way to avoid or shift
away by implying self importance.
(2) hubris– downward social comparisons; [I recall a post-doc
doing this to me while I was in grad school]
(3) hypocrisy– pointing out someone’s failure that you might be
caught duplicating; politician’s seem to reveal this in a
(4) back-handed compliment– complimenting others puffing
up personal importance.
TRUSTS: LEGAL ENTITIES PROFESSIONALS SHOULD
CONSIDER TO MANAGE YOUR ESTATE
After your professional education and your career begins
other responsibilities accrue to you. Your future, to be sure,
is not certain. You need to think through and provide wisely
for unexpected situations. Trusts are set up for you by
legal counsel to provide for you and your family in cases
where you are not able.
There are several estate planning
vehicles for different
circumstances. We are working on an update to a 15 year
old package that needs to factor in family, law and practical
implementation changes. (we had a simple will at 35,
first revocable trust at 52)
Financial trust attorney recommend providing your choices
LEGAL ADVICE: CONTRACT ATTORNEYS
Legal advice that we pay for is important and requires that
we perform due diligence. To provide legal services to clients
at competitive costs firms substitute contract attorneys
for staff. In many instances I have read people have obtained
the services they sought.
Nonetheless, we need to look into any situation which might
It is important to document the formal employment arrangement
of your attorney and liability insurance coverage at or right
after the first meeting.
Fortunately, I learned our attorney is formally listed at the
firm and covered by all liability and malpractice insurance.
While preparing for a seminar on Overcoming Challenges and
Adversity, several items are worth highlighting for our blog.
book by the same authors, 2012]
The original idea [for this seminar topic] resulted from
this year’s class suggestion and a seminar by
Think about it. 100 years ago people lived, on average, to
48 years, whereas now it is beyond 78. The length and nature
of careers has and continues to change this life span and equally
important our values and goals.
People seek much more control over their career paths, seek
personal satisfaction [over organizational], pursue advancement
[over organizational commitment] and realize multiple careers.
The seminar will discuss how we need to encourage
- adapting to adversity
and challenges by seeing them as
opportunities to learn useful skills
- developing critical habits, including listening
effectively managing technological tools.
Publication is a critical focus in the scientific world. Societies
have publication wings. There is a large commercial publication
business that earns nearly $20Bn/year with a third being
profits. The Guardian published a revealing article about the
publication world which this blog has offered comments.
and critical thinking when reading
This blog is on record for supporting the idea of “open access”
and questioning the viability of “rating” journals based on
citations in the internet age [it is like mindless “likes” in
Been following of Deming’s articles on Applied Statistics
for decades. He is in the middle of an important series on
limits of detection. I just received a water analysis report
and have received blood and urine medical reports that refer
to one or another of these. These articles are important and
significant for all of us. We should know and use these terms
One of the types of questions I ask in some interviews
concerns gas cylinder set-up and use. Articles in LC/GC
often reveal solid scientific thinking to answer questions
in this area.
ROBERT MAXWELL AND PROFITING ON SCIENCE
Although the ACS continues its efforts to
profit center, most of the members do not realize what
is going on in the publication business. This Guardian
article goes into details what the ACS publications
division might be emulating.
Should we not ask questions to make more science, often
paid for via taxes, available free online?
SCIENCE AND THE LIMITS OF DETECTION
SOURCE: S. N. Deming, Amer. Laboratory June/July 2017
Deming teaches in this article L(D) the limit of detection, which
he points out is different than the smallest amount of
analyte that can be detected or the limit of quantitation (appearing
in future articles.).
He points out:
- false positive risk needs to be appropriate for the application.
[drug testing example]
- in a plot of a calibration curve with a non-zero intercept, L(D)
the limit of detection is the amount of analyte that yields a
signal outside the error of the false negative.
These comments are often not brought out in many classes.
SOURCE: J. V. Hinshaw, LC/GC North America 11-2016, P. 41
What I like about Hinshaw is that he does a fishbone diagram
to assess a wide variety is issues that could come up in
working with a common analytical tool.
Recently a colleague reported his experiences he observed
during his job search. It points out the importance of networking
 , doing After Action Reviews, knowing that you can build your
career by taking related positions, where you learn and practice
applicable skills productively. After all, a career is a process of
growth combined with continuous learning.
applied online and got a personal contact of mine to forward my resume
to the hiring team…he felt comfortable to refer me.
it was too late, they had already considered a candidate.
This year they contacted me. So as you have so many times emphasized,
networking is key to getting one’s resume noticed.
Career is a Process:
A senior level manager:
- Asked about my industry experience and was probing about my interests,
strengths and ability to work in a team. We really clicked in the interview.
It was a pleasant conversation about various aspects of manufacturing, QA,
QC , work ethics, and honesty. he was very pleased that I was familiar with
Quality Management System. I felt we were already colleagues in the interview.
Among questions asked:
- what I do not like, and what I like.
- given a situation what do I prefer: perfect and late, good and on time, or quick
and early…something like that. I elaborated on each as it all depends according
to me. For example, I recall saying it depends on how critical it is. In a situation
where you are looking at an API, it is critical to be within the acceptance
criteria/specifications, better be late but safe. But for a report, as long as all
the important information are there, I won’t delay it for perfection. I recall also
talking about how in a team, different people have their own preferences - in
terms of how to present a table. I personally don’t like to delay output for these
things (as long as it is not wrong).
Another Interviewer/non-technical manager:
- were able to relate a little as I had previous experience in the finance
department when i was in accounting.
- ended up in a conversation about the market, competitive advantage, pains
of month/year/quarter ends.
- Talked about SAP and Oracle.
- He actually appreciated that I knew about science and financial side of the
After Action Review:
- if I run into a situation like that again, I should transition my mindset into a
“sales pitch”- meaning, I should do the best I can to use facts from my
experience to support each criteria they are looking for.
- asked to visit the lab and areas of interests. I found it odd they did not propose.
Recently I have received requests to review resumes and cover
letters for people who have completed several post docs and
wonder what can they do to attract interview attention.
First it was important to realize that they do not see the
changing role of push-pull marketing using on line profiles.
Since online profiles can contain much more information than
resumes and can be accessed in a multiplexed mode, quite often
this is a leading recruiting step. Push marketing is typified by
sending your resume to a recruiter or uploading to a website.
Pull marketing occurs when recruiters review profiles on line.
The online profile needs to be very good and show
communication savvy, while being consistent with your resume.
Second. When I examine the profile/ resume/ cover letter package
I ask for the job description. The exact title [cover letter], job code
[cover letter], and keywords [cover letter, resume, online
profile-Linkedin] need to be listed in the documents. It is critical
since screening is often done by ATS applicant tracking systems.
Third. While the ATS examines the full document, human reviewers
will want to see information that is easy to read, error-free and
specific to the position. Please:
- avoid long paragraphs of information in cover letter or resume
- insert your experience section before education, after you
reach five or more years beyond your last degree.
While it might be very true, statements like the following are
not taken seriously:
‘I believe I am a
quick learner as demonstrated previously where
worked in various fields (materials, analytical and clinical)
papers. I hope my skills and background are a
fit for to satisfy the requirements for the … position. I thank you for
your time and enthusiastically look
forward to hearing from you
soon. ‘ [note too many ‘I’s’– whole letter had >16]
for we know other interpersonal, cultural, and nonverbal
factors can dominate. [Technical skills alone are not enough.]
While the ACS offers good general suggestions about
writing documents, specific situations require outside-the-
- when there is little evidence for scientific accomplishments
via patents and papers, consider creating a List of Projects
addenda that might mention project work on proprietary
material ethically and legally.
- when seeking positions of some authority and responsibility,
providing information in the affiliations or highlights section
or in the cover letter or in the Linkedin profile where you
point out project and team leadership and responsibility