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From the Northeastern Section of the ACS, focusing on career management and development
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05/19/08
Mature Workers. Exploring the unposted world
Filed under: Recruiters, Mature professionals
Posted by: site admin @ 12:44 pm

What is the most important compensation element
for you as you seek your next position?  Is it health
care, like it is for many?  “Short term temporary
positions generally will lack such benefits,”
Sarah Needleman reported in the WSJ on
May 13 (”Employers tap executives for
temporary jobs.”).  You may have control over
your  schedule and “limit  your presence on-site”.
[You are likely to be compensated “with base
salaries commensurate with their full-time
counterparts, covering housing expenses…”]
Thus, compensation, challenge and pursuing
passions would be consistent with short term
temporary assignments.

This is in exchange for providing technical and
leadership savvy without having to train or go
through a long learning curve.  To then have your
name placed on radar screens for these roles, one
needs to review their accomplishment history
and be able to be identified with production
scale-up, technical start-up or problem-solving,
team development, developing alliances and
project management.

Contacts with key referrals and previous
key stakeholders need to be made.  Let them
know of your interests, seek out ways of extending
your network.

Using your homework, refocus your resume
and resume file documents to caste a revealing light
on your skill sets.  A project management or
alliance management philosophy document might
be an influencing document for this file, for example. 

One informal route involves professional networks
and exploring professional social networks.  LinkedIn
and technical professional meetings (ACS, and
single technical topic meetings)should be included
in this.

The formal specialized recruiter network is another
viable approach.  They will in fact ask for all you
have prepared (mentioned above) and more.
Like, specific salary history and what you
specifically
seek and many of the questions
you would
anticipate in an actual interview,
ideal role,
what motivates you, why you
are available now,
etc.  It is important to
understand that the more
prepared one is
for this and having the idea that
forming
a personal relationship with the recruiter

will lead to a working relationship.

It needs to be planned out.

Mature chemists also need to enter with
more than formulaic questions.  The questions
need to explore your candidacy, the true
facts about the organization and the position
that seems like a good match.

One can’t go in without really looking to
accept a “good fit”.  One needs to work the
relationship diligently and with integrity.

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