About DOC (dropoutclub.org) - Amazon S3 · Copyright © 2016 DropOutClub LLC. All rights reserved....
Transcript of About DOC (dropoutclub.org) - Amazon S3 · Copyright © 2016 DropOutClub LLC. All rights reserved....
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How Employers Hire
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About DOC (dropoutclub.org)
Our aspiration is to unite the global community of doctors, scientists and other
biomedical professionals who seek to shape healthcare through innovative
careers outside of traditional clinical and research tracks
We focus on 3 specific objectives:
Connect members with great opportunities that leverage their unique
backgrounds and experience
Help employers rapidly source talent with highly specific biomedical and
business experience
Facilitate the online and in-person exchange of ideas, insights and
opportunities among our members
Ultimately we hope that this will help improve the healthcare system by placing
those who understand the real content of healthcare in leadership positions
Contact us at [email protected]
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Contents
Our conversation today:
The interview/hiring process
How to take advantage of that process
Measuring yourself
Being submitted
Resume excellence
First 3 minutes of an interview
Our collective goal: Be more effective at finding employment
1
2
A
B
C
D
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The hiring process1
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The structure of a typical company
MANUFACTURING MARKETING HRR&D
COMPANY X
Div
isio
ns
Hiring
manager
Hiring
manager
Recruiter
“I need this type of employee”
Hiring
manager
Hiring
manager
Hiring
manager
RecruiterRecruiter
RecruiterRecruiter
Hiring
manager
Approves hiring need
Writes job description
Makes final hiring decision
Finds talent
Screens talent
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What employer
is doing
Application is placed
into an ATS (applicant
tracking system),
possibly reviewed by
resume-reading
algorithms
What you
are doing
Apply /
Submitted
Recruiter reviews
materials and
screens candidate
Phone
screen
Candidate passed
to hiring manager
Hiring manager
reviews and
interviews
candidates
Interview
Hiring
manager
writes job
description
Recruiter posts
job description
Interview
2
Direct lead /
Hiring manager
interviews and
makes offer
From job creation to hiring someone for it
Negotiate
/ accept
A B C D
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The hiring process2A
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“What percent of applicants
are reasonably qualified?”
Don’t waste your time.
We apply where we should not
“Depends on the position, but 4 - 6%”
- Pfizer R&D Recruiter
“5 - 8%”
- Regeneron Recruiter
“10 - 15%”
- Merck Chemistry Recruiter
“Less than 10%”
- Genentech Recruiter
“Maybe 8%”
- Thermo Fisher Scientific Recruiter
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Our island
Thought exercise:
Zombie island
Who do we hire
for the job?
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For any job, ask yourself “how close to bulls-eye am I?”
Who they want to hire
Who they will actually hire
Who should not apply
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Apply where you have a chance
Proximity to bullseye always wins over potential or aspirations
No time to figure out your potential!
Aspirations not very valued by cold application reviews
Warm applications give you a chance to trump this!
Especially at small companies
If you are close, apply!
Disregard 1-2 years of required experience
Rare skills > Area of expertise > common skills
If you are NOT close do NOT apply
You only discredit yourself and annoy the employer
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Being submitted2B
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What employer
is doing
Application is placed
into an ATS (applicant
tracking system),
possibly reviewed by
resume-reading
algorithms
What you
are doing
Apply /
Submitted
Recruiter reviews
materials and
screens candidate
Phone
screen
Candidate passed
to hiring manager
Hiring manager
reviews and
interviews
candidates
Interview
Hiring
manager
writes job
description
Recruiter posts
job description
Interview
2
Direct lead /
Hiring manager
interviews and
makes offer
From job creation to hiring someone for it
Negotiate
/ accept
A B C D
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Being submitted massively increases likelihood of moving
forward
People you know who work at the company
Anyone there can do this. Often receive financial incentive
to get this right.
They are leveraging their social capital. Estimate what
theirs might be.
=
Seniority at
companySocial
Capital [ Time at
company
Proximity
to job* * ]How unliked by peers
_______________________________________
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Being submitted massively increases likelihood of moving
forward
External recruiters
They have your best interests in mind. Follow their
instructions.
Typically only high-demand positions
You can reach out on LinkedIn! Include areas of interest in
message and 2-3 brags.
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Resume excellence2C
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What employer
is doing
Application is placed
into an ATS (applicant
tracking system),
possibly reviewed by
resume-reading
algorithms
What you
are doing
Apply /
Submitted
Recruiter reviews
materials and
screens candidate
Phone
screen
Candidate passed
to hiring manager
Hiring manager
reviews and
interviews
candidates
Interview
Hiring
manager
writes job
description
Recruiter posts
job description
Interview
2
Direct lead /
Hiring manager
interviews and
makes offer
From job creation to hiring someone for it
Negotiate
/ accept
A B C D
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CV
▪ Lists everything:
publications,
presentations, honors,
awards, affiliations, etc.
▪ For academic jobs
▪ 1-2 page summary of
experience, education
and most relevant skills
▪ For non-academic jobs
Resume
Resumes are not CVs
(See full Resume Recommendations at
dropoutclub.org/resources)
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The case for an executive summary
Quickly articulates your value – “the elevator pitch”
Emphasizes strengths and highlights transferable skills
Makes you stand out from crowd
Tells narrative and eases transition from academia
Lets you target employer
1
2
3
4
5
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Bullet 1
The anatomy of an Executive Summary
Sell yourself in a sentence
Highlight a characteristic, role, skillset and specialty
Purpose
Emphasize most relevant skills tailored to job
description
Include particularly relevant experiences
Describe soft skills relevant to job
Show who you are as a person
Convey anything else impressive
Bullets 2-3
Bullet 4-5
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Sample Executive Summary - Consultant
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Sample Executive Summary – Research Scientist
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First 3 minutes of an interview2D
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What employer
is doing
Application is placed
into an ATS (applicant
tracking system),
possibly reviewed by
resume-reading
algorithms
What you
are doing
Apply /
Submitted
Recruiter reviews
materials and
screens candidate
Phone
screen
Candidate passed
to hiring manager
Hiring manager
reviews and
interviews
candidates
Interview
Hiring
manager
writes job
description
Recruiter posts
job description
Interview
2
Direct lead /
Hiring manager
interviews and
makes offer
From job creation to hiring someone for it
Negotiate
/ accept
A B C D
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Be prepared…
…for the interview:
Know the purpose of the interview
Know the company, who you are speaking with, the job
posting in and out, the location of the job
…to give a research summary:
If a science job: A 3 sentence summary, with relevant
nouns, positioned towards what you are applying for
If a non-science job: A 1-2 sentence summary of your
research – at the level your grandma would like
…to continue to position yourself for the job:
Understand each question and what the desired answer
would be. Be honest, just be smart.