From the Northeastern Section of the ACS, focusing on career management and development

May 2007
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Interviewing Assessment
Filed under: Interviewing, Mature professionals
Posted by: site admin @ 8:56 am

In many interviewing situations, whether one-
on-one or group, you can gain cues from the
interviewer how the interview is going.

When this happens it doesn’t mean you
should change anything.  It might suggest
however, that you may may be invited to the
next level of screening.

Look for these suggestive indicators:
  -  Were you asked difficult questions?  Were
you able to respond coherently and appropriately?

  -  Were you invited to meet all the interviewers,
and then several other workers, managers, and
perhaps higher ups?  [there are some other
people who you will be introduced to

  -  Did the interview with the hiring manager
go longer and have the conversation flow smoothly.

  -  In later interviews, after earlier interviews
“sized you up” as a good match, did you feel as
though people spoke of the excitement and
benefits working there? [trying to sell you on the

  -  Were you asked about when you might be
able to start?  Who else are you interviewing for?
What are your salary expectations?

However, in an interview also keep notice for
the following.  These may indicate either
modifying your approach or clarifying any
apparent issues, including:
  -  what else the interviewer is doing?  Does
she take phone calls during the interview? 
Is he interrupted by less important business?
Is she taking notes, fully engaged or is she
distracted by other things.

  -  Was the conversation back and forth?
Was it forced?  Did the interviewer seem
prepared?  Did the interviewer wish to pursue
specific details?  Did you meet them

  -  Were you given a chance to explore and
ask questions of interest to you?

  -  Did you sense any negative words, body
language, unexpected facial gestures when
you were speaking?

In the whole process,
         show excitement of your invitation to
interview and chance for the job 
         connect to the position and working
for the company (purpose)
         demonstrate your interest in and
ability to work on teams for the company’s

The time that an interviewee expresses he
is not interested in the job is best after an
offer is extended. 

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Job Search Strategies: Strategic redundancies
Filed under: Position Searching
Posted by: site admin @ 10:18 am

Almost thought about skipping “strategic” in the title.
But it is essential in the context of career planning
and career management.

The following is a consulting interaction with V.

How are things progressing for you?

Have you considered a “back-up plan” for your career?  
If it involved a post-doc, think seriously of looking
out five years to where you wish to be in your career.  
The post-doc is a path to help you get there.

This is similar for temporary employement.  In
some cases, if you are restricted to limited
locations, ‘temping’ is appropriate to get your
foot in the door.

Let me know how I might be able to help.



Hi Dan,

 It is very nice to see your email.
Thanks for inquiring about my job situation.
I am now seriously working on getting a
postdoctoral position. There is a very well
know Professor in the Analytical Chemistry …
And he is known for his work in Mass
Spectrometry. I came to know that he has
an opening for a Physical Chemist.

So I have sent my Curriculum Vitae to him.
I want to work in instrument development and
this is what ……….. is good at. I am also
planning to go to Purdue and meet him

…There are two other Professors whom I
will be sending my CV soon for a postdoc. 

 I hope things are fine at your end and that
you are in the best of your health. 


1 comment
Useful Websites for Exploring Career Alternatives
Filed under: Position Searching, Public Relations docs
Posted by: site admin @ 6:04 pm


Pharma Sales:


Finding Jobs International: 


Resume Writing: 


General Interviewing Notes: 

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Resume thoughts for Mid-career and Mature
Filed under: Public Relations docs, Leadership, Mature professionals
Posted by: BlogMaster @ 8:26 am

Madeline Kowall authored a nice piece

“What I Look For When I Evaluate an
Executive Resume”

 on (the link is too long…)

It nicely describes resume features that
have a common thread for what employers
and recruiters seek.  Let me highlight four

1.  Clearly define for the reader areas of
preference based on your self assessment
revealing how you contributed to the bottom

2.  At the top of the resume, point out business,
technical, and leadership skills that can match
the needs…
   proficient at…
   expert doing…
   experienced in…

3.  Describe the “footprint” you left in your
previous position with numbers revealing
specific accomplishments.

4.  If you have certifications, how did you use

Mostly, these touch on multidisciplinary roles,
in touch with business development or
improvement, that one can face
after several years in industry.


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Mid-career decisions: MBA or not?
Filed under: Mentoring, Leadership
Posted by: site admin @ 1:28 pm

Peter Fiske, who I met several years ago,
writes a Science column and conducts
workshops authored a recent column about
obtaining an MBA ’Opportunities: More
.  It offers a thoughtful comparison
of pros and cons. 

My experience with dozens of people who
have gone on and obtained MBAs from Wharton,
Harvard, Worcester Polytech, and other New
England business schools relates different

                       -  desire to
manage technology evolution
                       -  like to work with people to get the 
‘juices flowing’– convince and sell ideas, solve
problems, develop ideas
                       -  learn to ask critical business

personal goals
                        -  desire to assume larger
                        -  enjoy assembling numerical
information and project scenarios
                        -  willing to change more frequently
than experimental scientists
                        -  learn from imperfect case
studies and apply to new situations 

Further, there are special 13 week programs
at top rated schools that are shorter routes to
obtaining the MBA cachet that fast-track
scientists have completed to get everything
the MBA offers and unique recognition.  In
many of these cases the programs have a
strong international flavor

If there are people interested in these programs
please express the interest. 


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Recruiters. 3
Filed under: Recruiters
Posted by: BlogMaster @ 9:21 am

On the train to New York last week
I perchance sat next to a recruiter who
was visiting one of his clients in Boston
for the day.

One thing led to another and we spoke
about what each was doing.  In the
process of sharing information, he
volunteered to review my information
on how chemists, scientiists,
technicians and managers can
beneficially work with recruiters.

David had some excellent information
to offer.

In addition to noting that certain fields
are strongly served by specialized
recruiters who develop relationships
with a host of possible clients, he
noted the following:

1.  when a recruiter contacts you, it
is more than polite, but professional
to respond and be responsive.  Find
out the niche they serve– geographic,
or field, or sub-discipline, or particular

2.  help the recruiter determine if you
fit their search needs.  They more
than likely will be working for a client
to find possible people to bring in for
interviews.  If you are not the right fit
now, you may be if you help her(im)
fill the position.
She(he) may contact your again if
the interaction was favorable and it
may help you.

3.  In some instances it can be useful
to have someone who works with
recruiters to introduce you to the
recruiter.  A cold call may not work for
you, an introduction by someone they
know will.

4.  rejection or imperfect match is
possible.  Don’t take rejection personally.

5.  if you have an ongoing relationship
with a recruiter, a simple email contact
to find out if things are available, might
just be the right level of interaction for
a reminder.

It was a fun ride with David.  He had
wonderful suggestions.

Don’t you agree?


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Interview Question: Why should we hire you?
Filed under: Interviewing, Public Relations docs, Job Offer (Situations), Mature professionals
Posted by: BlogMaster @ 11:18 am

One of the clear questions each person who
goes into a job interview MUST be able to
know what their response elements are is:

Why should we hire you?

Each interviewee should have thought this
through and be able to state what they offer
whether the individual is a recent grad, in
mid-career or mature.

The guidance we often provide is that the
interview is two-sided.  The company, or
department, wishes to learn
  ability to do the job
  motivation to provide needed elements to
excel in the role 
  communicates effectively and manages
  displays a positive attitude that fits in with
the culture
  understands and can adapt to various
team environments to be a strong member
of a team.

The individual is looking for a position and
role that matches her/his core values and
needs.  Additionally, we indicate that it involves
responsibilities that will be interesting and

Thus, knowing what each party in the interview
wants to learn and assess helps us have the
necessary information to reinforce first impressions
or elements listed in the resume that support
your candidacy.  As important as these, one
might also trim the message down to match the
clear desires of the company with not only your
key attributes, but also specific examples where
you get things done or solve problems.

This is so important that it is worth considering
answering the question out loud or even
“taped” to see that you can state it



1 comment
Networking 3.
Filed under: Interviewing, Position Searching, Networking, Mature professionals
Posted by: BlogMaster @ 9:48 am

Recently, I had the privilege to meet a group
at Columbia University.  They richly welcomed
me and taught me things from their questions.

One of the topics was how do we find out
positions to apply for locally.  This is a common
question for many
The standard responses are internet (viewing
key websites that have been mentioned in
recent blogs), networking (contacting everyone
that can put you in contact with decision makers
who can invite you to submit a resume), and
all the traditional media containing ads.

The first two have a common trait that we pointed
out at Columbia:  Look for NODES or key sites
(Internet) or centers of information (networking).
While the information may be originating in
outlying sources, nodes are aggregators of
the needed information.

In networking for general purposes, we look
for NODES that are CENTERS OF
COMMUNICATION in the job search mode
or INFLUENCE in the business mode.

So, when one conceives of their networks, a key
feature are the nodes.  Files might be developed
on members of your networks who are NODES
and reliable sources of communication,
information, action and influence.  Quite often,
it is helpful to use networks to verify
information.  In our highly connected, interactive
world this is a useful feature to recognize and


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On-Line Job Hunting. 3
Filed under: Position Searching
Posted by: BlogMaster @ 2:49 pm

There is no question about it.  The frequency
of use is growing, but equally more important,
people are becoming more successful finding
positions on-line.

Sarah Needleman wrote another tips-filled
article that I wish to point you to:  “How to
arpen your aim when job hunting on line

Three tips I wish to underscore:
1.  Use the ACS Careercenter for posting
your resume.  Consider posting more than
one, if your ‘target companies’ are in different
segments (perhaps this can’t be done, try
alternating one week at a time…).  Ms.
Needleman wisely points out, many specific
firms (like chemistry, polymers, etc.)
will look at ‘niche sites’ first to find
candidates to bring in.

2.  Find a connection or common ground with
the person who is the contact, hiring suervisor
or department manager.  Not that this, generally,
is new, but the example she cites is
thoughtful…use social networks to locate
people (i.e.,, search journals,
business articles.  Cite the common ground
in the cover letter.

3.  Register to receive email alerts and RSS
feeds.  (Consider creating a separate email
address for such automated contacts as you
may be flooded with email that will be hard to
separate.  You can then forward the top line
items to your “regular” email account.)

There are several other suggestions in this
don’t miss article.


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Interviewing: Providing evidence in stories
Filed under: Interviewing, Public Relations docs
Posted by: site admin @ 11:05 am

Recently, I was involved in the NESACS Career
Fair and conducted three mock interviews.  
What I still remember are the stories, graphical
in nature, that were part of the responses the
volunteers provided.

Have you ever had to do a very repetitive job
that was essential yet quite boring and tedious?
was one question.  The volunteer interviewee, “L”
offered that one of the projects she was involved
with required her to place a metal probe in each
of hundreds of sample pieces.  She described how
she started out doing it, how she bundled this
activity and created a sample holder so that she
would do many at one time and do it repeatably.

It was important that she bundled the activity for
it bothered others in the lab.  She then could do
this safely when few were around.  She then quipped
that now that she is finished, mates commented
that they don’t have to hear her banging those
polymer samples any longer…

It was a short meaningful story that people could
remember and it demonstrated several things
about how she organized and carried out her work.

We need to remember that for certain questions,
we will be expected to relate information in stories.
In fact, it is a wise practice to prepare stories for
each item one places on their resume.  Think about
the categories where you might interject memorable
stories.  A good story is interesting and full of action.
Give the interviewer something to remember you
by and reveal your personality and character.  Where
you can bring a small piece or device of that you
made or a picture of what you work on or with,
it helps portray in realistic terms what you have done.


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Recent Grad: Seeking Hidden Jobs
Filed under: Position Searching, Recruiters
Posted by: BlogMaster @ 3:05 pm

> Dan:
> Thank you very much for your comments and
suggestions on my resume. I  have made a revised
version based on your inputs. Could you please 
help me and review this one?
> I have read through articles on the blog and
checked the “transferable skills”. I learned a lot
of things from those resources. While I still 
have a few questions and hope it will not take
you too much time:

>1. Based on one article there, most job
positions are not posted online.   Is that a good
way to call companies directly to check the
job vacancy there?
Is that good to use job agency to look for

>2. I am going to graduate in this Fall Semester,
is that true that most companies don’t recruit
people in summer? Should I wait until
September to see more vacancies?

> Appreciate your help.
> Best regards,
> Y

1 comment
Mature Workers
Filed under: Networking, Mentoring, Mature professionals
Posted by: BlogMaster @ 10:21 am

Read an insightful book this weekend by
Ken Dychtwald, T. Ericson and R. Morrison,
about the “Workforce Crisis.” (2006) Harvard
University Press.

The authors’ thesis is that a “shortage of
key skills will precede a shortage of workers”
in short order as “babyboomers” transition
to their next life phase. 

They define 3 age groups:  
-  younger <35
-  mid-career  35 - 55
-  mature  >55

Thus, the new title of a section on Mature workers.

They graph responsibility vs. age, showing a
peak at 55 and three downsides after 55:
-  gradual -  called sustaining or adjusting
                     their career
-  mirror image of the upward earlier years
                 - called downshifting
-  abrupt - called traditional early retirement.

Concerning ’sustaining careers’, the authors
point to mature workers being a
“competitive advantage” in the face of the
“crisis” due to
-  (Patience, savvy) willingness to stay longer,
-  (customer friendly, willing to take time) very
-  role models for younger employees
-  demonstrate key performance factors with
unconscious competence.

Be interested in hearing about others’
perspectives on this topic.


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Behaviors: tips for task managing with limited time
Filed under: First Year on Job, Leadership
Posted by: BlogMaster @ 2:33 pm

Penelope Strunk developed a nice topic
on time management at her blog, entitled
10 tips for time management in a multitasking

The “possibly related posts” mostly applaud
the MIT’s (that is most important tasks),
prioritizing, and email tips.  I like them, as well.

The idea I wish to convey, and they might be
similar to yours, in that several important
notions might also fit, if not trump some
items on the ‘time management list.’ 
They are:

- “volitional intent”-  doggedly pursue important
tasks.  Calling for less multi-tasking, more focus
-  you work for a boss:  Understand what is on his
radar screen that is urgent and important, classify
others on the scale for priority setting
-  plan based on achieving your personal long
term goals.  Do things that will create benefit–
        develop, improve, or maintain critical skills
        what will it take for you to achieve competency?
        should you partner with someone?
        how can you create win-win outcomes?
-  organize communications, using audience analysis,
impact design, and appropriate forms
-  on critical issues develop back-up plans. 

Thus, stating do MITs and prioritize without context
is less satisfying to me. 


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Mid-career: Boss relationships
Filed under: First Year on Job
Posted by: site admin @ 11:06 am

Dale Kurow developed an insightful instrument
to help you evaluate your relationship with your
.   25 statements that you score YES
or NO…


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Finding Openings: Hidden Job Market
Filed under: Position Searching, Networking, Mentoring
Posted by: BlogMaster @ 9:59 am

One of the neat things about a blog is what you
learn from others– hrere’s a case in point.  On
the topic of finding “hidden jobs,” was forwarded
an article by D. Feldman, entitled “Nine hidden
job market secrets

In the normal course of presentations, several of
the nine are commonly mentioned, for example,
- define your goals and values (focus your search on
specific employers that match up for you)
- be able to identify your skills and abilities that match
key performance factors companies seek (what are
you expert in?)
- network (purposefully)
- information interview to explore careers, companies,
industries, localities and what it is really like doing a

What separates this article and makes it worth studying
are the following items

1.  Define your value proposition
     -  what are your best qualifications that match needs
     -  customize a clear message that you are the candidate
the employer seeks or should seek
     -  understand how your skills should be compensated

2.  Personally meet with hiring authorities at employers
where you wish to work
     -  use valued personal referrals, friendly recommendations
 and inside leads
     - create a pleasant, creative, memorable message that
keeps you on the radar screen so that even when you are not
actively pursuing you may be in the loop

Consider looking at Feldman’s article.


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Career Transitions: Severance
Filed under: Position Searching, Networking, Job Offer (Situations), Mentoring, Leadership, Mature professionals
Posted by: BlogMaster @ 10:45 am

Is there a topic under which severance is a
logical subheading?  Beats me…  It is something
that should be aired in today’s more rapidly
changing job situation.

In exploring “niche job sites” provided in an article,
one rose above the rest in providing content,

Surfing the site, beamed me to a place
with a neat article about severances by Kirk Nemer,

The 8 Biggest Severance Package Mistakes
“Americans who are offered a severance
package, a retirement package, or a buyout
offer from companies leave dollars, benefits,
and many other incentives on the table as
they walk out a company’s doors. Most
people don’t realize they can negotiate for
extended pay, more benefits and other terms
of their employment departure.

Employees also are too quick to sign the
release agreements and leave their
companies, focusing primarily on the
severance pay and overlooking key
areas of their packages.”

The article provides insights a lawyer representing
people who have been in situations and the
misconceptions they bring.  It is worth raising
these questions and exploring the consequences
of various actions.  If readers would be so
kind as to share their experiences, good or
bad, it would be interesting to learn from them.


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