PhD Transition Report On-Demand

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**PhD Transition Report On-Demand**

Podcast by Cheeky Scientist

Latest Episodes:

Doctorate = Innovator (hint Tell Employers) Dec 27, 2023

Show notes

Join us as we talk about…

In this week’s episode…

You’ll learn what the most important transferrable skill you have is
Next you’ll learn 5 skills that PhDs have to offer
Finally, you’ll learn that PhDs represent a reservoir of untapped potential for any employer looking to innovate

“What’s the most important transferable skill I have as a PhD, Isaiah?” I had a PhD ask me this last week while I was helping them understand what they were doing wrong in their mindset. Most of what they were doing wrong was simply a perspective issue. They were still trying to impress other academics with their resume, LinkedIn profile and overall in the way they communicated their skills. “You do realize the first person to read your resume is a bot and the second person is a hiring manager, likely with an associates or bachelors degree and likely without your niche skills.” “Okay” they said.” “Okay, this means that you need to ask yourself what these gatekeepers care about most.

The answer is transferable skills, but which ones. Employers want to hire the safest candidates first, those that will stay for 2 years or more. This is why being a cross-functional collaborator and someone who works well independently is so important.

But right behind that is being innovative. As in, being able to find problems, choose the right problem to solve and then solve it in the right way. You’re not leaning hard enough into this skill and you’re not communicating it simply enough, I told them. Innovation is the heartbeat of growth and sustainability in industry. It’s the skill that enables companies to outpace competitors, adapt to changing markets, and address customer needs creatively. Innovative employees can think outside the box, developing new products, improving processes, and finding more efficient ways to achieve objectives. PhDs are the torchbearers of innovation for several reasons.

First, PhDs are at the pinnacle of specialized research training. PhD holders have spent years refining their ability to explore uncharted territories, ask critical questions, and develop new methodologies—translating into exceptional problem-solving capabilities.

Second, PhDs are trained to critically analyze existing knowledge and assumptions, identifying gaps that could lead to groundbreaking discoveries. Employers value this analytical mindset that challenges the status quo and spurs innovative solutions.

Third, PhDs know how to persevere. The PhD journey is one of persistence—frequently facing and overcoming failure. This resilience is a cornerstone of innovation, as it often requires numerous attempts and iterations to achieve success.

Fourth, PhDs have interdisciplinary exposure. Many PhD programs encourage cross-disciplinary research, which fosters the ability to combine different fields of study to create novel approaches and solutions, a trait that is particularly valuable in complex problem-solving scenarios.

Fifth, PhDs are able to communicate complex ideas. Innovators must not only conceive novel ideas but also communicate them effectively to diverse audiences. PhDs are adept at presenting their research in compelling ways, which is essential for persuading stakeholders to embrace new concepts.

In the end, innovation is the catalyst for advancement in any field. Employers are on a perpetual hunt for talents who can usher in this new era of innovative thinking and application. PhDs are poised to meet this demand, armed with a unique set of skills forged through years of rigorous research, critical analysis, and creative problem-solving. Their ability to innovate is not just an academic exercise but a real-world asset that can propel businesses into future successes.

For employers looking to navigate the complexities of the modern market and emerge as leaders, PhDs represent a reservoir of untapped potential, capable of driving the innovation that will shape tomorrow’s world.

The post Doctorate = Innovator (hint Tell Employers) appeared first on Cheeky Scientist.

Contact Was Chatty Then They Disappeared Try This Dec 22, 2023

Show notes

Join us as we talk about…

In this week’s episode…

You’ll learn how to handle not hearing back from a potential employer
Next you’ll learn 5 tips that will help during the period of silence
Finally, you’ll learn how to use this as a learning opportunity and how to refine your job search strategies moving forward.

When you’re in the middle of a job search as a PhD, few things are as disheartening as the sudden radio silence from a potential employer.

You were talking on LinkedIn or by email, or maybe they reached out to you for a conversation, or perhaps you even went through multiple rounds of interviews and sent your thank-you emails—only to be met with an unexpected and unsettling quiet.

If you find yourself staring at your inbox with growing anxiety, here’s how you can navigate this challenging scenario with professionalism and poise. The follow-up is your first course of action.

Wait for a period of at least one to two weeks after your last point of contact or the timeframe they mentioned for a decision. Then, send a polite email to your point of contact. Keep it concise: reiterate your interest in the position, say that you’re looking for an update, and ask if there’s any additional information they need from you. It’s important to remain courteous and professional, even if you’re feeling ignored—your message could be the nudge that gets you a response.

Next, reflect on the process. While waiting for a response, take a moment to reflect on your past conversations. Review your interactions with the employer for any potential missteps or areas for improvement. This isn’t about assigning blame but about understanding the situation from a broader perspective. Consider whether the organization’s communication style during the interview process was consistent and professional. Sometimes, a lack of response can be a red flag about the company culture.

Third, network and inquire. If you have connections within the company, now might be a good time to use them. Reach out to your contact in a casual, non-invasive way. They might be able to provide you with some insight or even advocate on your behalf. However, make sure your inquiry is discreet and professional—you don’t want to come across as pressuring or overbearing.

Fourth, keep the momentum going. Don’t put your job search on hold while waiting for one employer. Continue to apply for other positions, network, and expand your skills. Not only does this enhance your employability, but it also ensures that you’re not placing all your hopes on one opportunity. This will also psychologically help you to feel less dependent on the response from any one particular employer.

Fifth and finally, decide on a date by which you’ll move on if you haven’t received a response. This doesn’t necessarily mean you’ll decline the position if they reach out later, but it does mean you’ll mentally release yourself from the expectation of hearing back. Mark this date in your calendar and commit to focusing your energies elsewhere after this time. Importantly, make sure you don’t spaz out during this time. Avoid bombarding the employer with messages or showing frustration. This can harm your professional reputation. Additionally, resist the temptation to air your grievances on social media, as this is likely to backfire and could damage future job prospects.

In the end, an employer’s lack of response is a piece of information in itself. It can be an indicator of their workplace culture, how fast the company moves and how structured their processes are, for better or worse. Whether or not you receive the response you’re hoping for, use this experience as a learning opportunity to refine your job search strategies and to grow in resilience and professionalism. Remember, the right opportunity with an employer who respects your time and talents is out there waiting for you.

The post Contact Was Chatty Then They Disappeared Try This appeared first on Cheeky Scientist.

Job Search Stalled 5 Strategies To Break Loose Dec 20, 2023

Show notes

Join us as we talk about…

In this week’s episode…

You’ll learn that your PhD is valuable, it’s your job search strategy that needs upgrading
Next you’ll learn 5 tips that will help you during your job search
Finally, you’ll learn that rejection is part of the job search process and beating yourself will only make it worse.

Stuck. Ignored. No one wants to read your resume. You almost got hired but then didn’t. Rejected. This is the experience of every PhD searching for a job at one point or another. The key is to not turn failure in your job search into thinking you’re a failure or you’re somehow not valuable.

You and your PhD are very valuable, it’s your job search strategy and network that needs upgrading. So today I want to tell you about 5 things we’re training our members on that are working really well for getting unstuck and, in many cases, are resulting in getting hired in a matter of weeks or months.

First, you need to try adding 3-8 word headlines to the top of your resume. AI resume filters love these headlines right now. Keep the headline focused on your key skills and make sure they match what’s on the job posting. These headlines are really just unique selling propositions whereby you combine two sides of your skill sets, one niche and one transferable, and then make sure it’s relevant to the job you’re applying to.

The headline should be at the top of your resume in 16-24 font and should be free of jargon – that’s right, steer clear of industry-specific jargon or acronyms that may not be universally understood. Instead, use plain language that can be easily comprehended by a broad audience. Examples include “Biomedical Research & Effective Project Manager” and “User Experience Research Skills & Cross-Functional Collaborator”. Both are niche skills followed by transferable skills. Note that you can get the job title you’re seeking, like “User Experience Researcher” into your headline by putting “Skills” at the end.

Second, watch employee counts on LI. Track the employee reported size of a company week to week on their company LI page to see if they’re really hiring. It’s better to get your resume in when there’s a net increase the week before than a net decrease.

Third, apply Sunday night or Monday morning. Your odds of getting an interview can go up as much as 43% (Talent Works). Most of us ignore the “when” of a job search, like when to apply. Hiring managers tend to pull resumes on Monday and spend the rest of the week calling the resumes they pulled.

Fourth, ask a gatekeeper if the job is available before applying. Up to half of the jobs posted today are ghost job listings – a listing the company has no intention of hiring or no intention of hiring anytime soon. A Microsoft Careers article added further evidence to this recently by saying that up to half the jobs posted online won’t be filled in the next 4 months. Send a few connection requests to gatekeepers with a simple message about the posting you saw and ask if it’s still available.

Fifth, prepare “Why you?” and “Why us?” answers before any interview. Create a list of 10 or more reasons why you can be the best fit for the job and 10 or more reasons why you really want to work at that company and in that specific position. Make sure you know the company’s value proposition, brand promise, their products, what they sell their products for, who their customer segments are, their cultural values, corporate strategy, mission statement and particular goals for the role you’re applying to before any interview.

Feeling stuck in your job search is very common. Beating yourself up only makes it worse. You and your PhD are very valuable. Change your approach and keep a strong mindset. Understand that getting hired is impossible without multiple rejections. Always be looking for higher level strategies like the ones presented today and you will get hired. It only takes one “yes”.

The post Job Search Stalled 5 Strategies To Break Loose appeared first on Cheeky Scientist.

9 Advantages PhDs Have Over Other Job Candidates Dec 18, 2023

Show notes

Join us as we talk about…

In this week’s episode…

You’ll learn that how valuable your PhD really is in the job market
Next you’ll learn 9 advantages having a PhD has given you
Finally, you’ll learn that by effectively marketing your PhD you can open doors to many opportunities.

“Why isn’t your PhD on your resume?” I asked. “That’s crazy!” “Oh, well my friend told me that I should leave off my PhD and list my Masters degree to get hired faster.” “Let me get this straight, I responded, you worked how long and how hard to get your PhD, only to hide it from employers?”

“Did you know that multiple reports including those by MassBio show that PhDs get hired more and paid more than those with Masters degrees?” I’ve had this conversation so many times. If your job search requires you to hide your PhD, you have bigger problems than an employer being biased against you because of your degree. Sure, you may have been called overqualified at some point, but that’s just one of 3-4 reasons employers can give you legally for not hiring you.

Why would an employer not want someone better than they thought they could get? The real problem you’re likely facing in your job search is your imposter syndrome and you’ve forgotten how valuable you and your PhD really are. So let me remind you here with 9 advantages your PhD has given you.

First, as a PhD, you know how to prioritize problems. Anyone can find problems, but can they find the right problem …problems that will have a lasting impact if solved. PhDs have years of training in finding the right problems to solve.

Second, you know how to find answers. Meaningful problems require extreme effort and coordination to solve. They also require consistency and persistence. PhDs thrive in these areas.

Third, you don’t fear failure, you learn from it. Many PhDs were at the top of their undergraduate class. Then they went to grad school and faced an unending line of failed experiments, negative data and nearly impossible research projects (all part of the process of innovation). This exposure to failure makes PhDs very resilient.

Fourth, as a PhD, you are comfortable with uncertainty. Discovery requires uncertainty. You have to live in a space of uncertainty for years to be able to discover at the highest level. PhDs are able to live and work in this space.

Fifth, as a PhD, you learn on your own. Most people need to be pushed, prodded and spoon-fed to learn. PhDs don’t. They are internally driven to learn and to know.

Sixth, as a PhD, you learn very quickly. PhDs have learned how to learn. Their speed of comprehension is unparalleled. A PhD = Doctor of Philosophy. And Philosophy = knowledge and the ascertainment of knowledge. This makes PhDs like you quite literally Doctors of Learning.

Seventh, PhDs don’t just regurgitate information, they create it. Anyone can write a book report summarizing information that has already been discovered. Many people can go on to master a field. But very, very few can create new information that adds to a field after rigorous review. PhDs can and do this; it’s a requirement to get a PhD.

Eighth, PhDs evaluate and challenge information appropriately. PhDs are trained in evaluating information and know how to dig to find real answers. This is a lost art with much of the world being misinformed and unable to differentiate fact from fiction.

Ninth, PhDs adapt quickly to new data. PhDs understand the adage “adapt or die”. They know they can’t hide from data. It must be confronted and then responded to. This growth mindset gives PhDs an immense advantage in today’s job market.

By effectively marketing these PhD-specific qualities, you can open doors to a plethora of opportunities in a job market that is starving for hard working candidates who can produce high quality results.

The post 9 Advantages PhDs Have Over Other Job Candidates appeared first on Cheeky Scientist.

Research & Analysis, A PhD’s Secret Employability Weapon Dec 15, 2023

Show notes

Join us as we talk about…

In this week’s episode…

You’ll learn that PhDs are complex problem solvers
Next you’ll learn that PhDs thrive in data driven analysis
Finally, the meticulous nature of PhD training makes these candidates ideal for a marketplace that is increasingly reliant on the pillars of research and analysis

“Why don’t any of these PhDs tell me about how great they are at research and analysis? They all just want to tell me about their publications or some super specific technique I don’t know or really care about, and that a robot is probably doing anyway.” A recruiter for PPD, Pfizer and some other big name companies told me this recently and it immediately made it onto my top 10 list of favorite recruiter quotes.

He went on to say “most PhDs don’t know how valuable they are in this area” and then he asked me “why do PhDs limit their research and analysis skills to just their tiny fields?” Great question. I explained it’s because in academia we’re taught to split hairs in terms of our niche specific fields, so much so we lose sight of how powerful and transferable our overall research skills are.

In today’s fast-paced, data-driven world, the ability to dissect information, predict trends, and provide insightful recommendations is more valuable than ever. As today’s industry organizations are inundated with an avalanche of data, they seek individuals who can navigate this landscape efficiently. This is where research skills and analysis skills shine—traits that are often honed to near perfection by those with a PhD.

Here’s why these skills are so coveted in the job market today: first, PhDs are complex problem solvers – with an increasing amount of complex business challenges, the ability to analyze a problem, research possible solutions, and predict outcomes is crucial.

Second, PhDs thrive in the area of data driven analysis – those with strong research and analytical skills are adept at breaking down intricate issues and designing effective solutions. In an era where gut feelings are replaced by hard data, research and analysis skills enable professionals to make informed decisions. By accurately interpreting data trends and patterns, they provide a solid foundation for strategies that propel businesses forward.

Third PhDs are highly trained in innovation and development – research skills are the driving force behind innovation. Analyzing existing information can lead to the development of new products, services, and processes. This skill set is vital in R&D departments, tech companies, and any field where staying ahead of the curve is crucial.

Fourth, PhDs are strategic planners – the ability to anticipate future trends and prepare accordingly is invaluable. Research and analysis enable professionals to identify potential opportunities and threats, ensuring that organizations are not caught off guard.

Fifth, PhDs are effective communicators in this area – today, it’s not just about crunching numbers and conducting experiments; it’s also about communicating findings effectively. Research and analytical expertise includes the ability to distill complex information into understandable insights that can guide decision-making at the highest levels.

In essence, the meticulous nature of PhD training makes these candidates ideal for a marketplace that is increasingly reliant on the pillars of research and analysis. Whether it’s in a think tank, a financial institution, a tech startup, or a global consultancy firm, PhDs have the toolkit to drive success.

The post Research & Analysis, A PhD’s Secret Employability Weapon appeared first on Cheeky Scientist.

How To Answer “What’s Your Biggest Weakness” Dec 13, 2023

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Join us as we talk about…

In this week’s episode…

Don’t give glib responses like “I work too hard”
Tell a story using the STAR method
Talk about a weakness you had in the past and how you collaborated with someone and engaged in continuous learning to overcome it

I hate candidates who give me b.s. answers when I ask PhDs what their biggest weakness is. I reject them immediately.” I was talking to a talent acquisition specialist friend at a very large biotech company and this is what she responded with.

I had started asking her about what questions seem to make the job candidates she interviews the most nervous. “The biggest weakness question by far” she said. I said “really, still?”. I mean, I was surprised. After decades of this question being asked, people still get nervous? “Absolutely, she said, they freeze right up, stumble along.” Most still give lame answers like “working too hard?” and so on.

What do you want to hear from these candidates I asked? Something real. Tell me about a weakness you had and how you fixed it or a weakness that you currently have that doesn’t affect your work. Answering the “biggest weakness” question can feel like navigating a tightrope; you want to be honest without undermining your candidacy.

Let’s demystify this question and explore 5 effective strategies to answer it. A common mistake candidates make is trying to disguise a strength as a weakness (e.g., “I’m too perfectionistic”). Interviewers can see right through this.

Instead, pick a genuine weakness that doesn’t critically undermine the role you’re applying for. For instance, if you’re applying to a research role but NOT vying for a role with a strong graphic design component, you might say: “I often find that my design skills could use improvement. While I can create tables and figures well, complex graphic designs can sometimes be a challenge for me. However, I’ve been taking online courses to bolster this skill.”

Secondly, you can showcase a weakness you’ve recognized and are actively working to improve. This not only displays self-awareness but also highlights your proactivity and commitment to personal development. For example, you might say, “Earlier in my career, I noticed I was spending too much time on details, which sometimes led to missed deadlines. Recognizing this, I’ve since implemented time-management techniques and set interim checkpoints for tasks, which has significantly improved my efficiency.”

You can also discuss your ability to create a feedback loop. For instance, try emphasizing a weakness that was pointed out to you, preferably in a previous professional setting, and how you’ve taken steps to rectify it. This approach demonstrates your ability to receive feedback positively and act on it. Say, “During a past performance review, my supervisor mentioned that I could enhance my presentation skills. I took this feedback to heart, enrolled in a public speaking course, and have been practicing my presentations with mentors. It’s made a significant difference in my confidence and delivery.”

You can take this a step further by really diving into your ability to take external feedback by saying, “I’ve often asked colleagues for feedback to understand areas of improvement. A consistent feedback point was that I could be more assertive in group settings. While I’ve always valued being a good listener, I realized that I could contribute more vocally. I’ve been working on this by ensuring I voice at least one key point in every meeting.”

Finally, if you’re applying for a technical role, it might be safer to highlight a soft skill as a weakness and vice versa. This demonstrates self-awareness without immediately disqualifying you from the role. Here you could say, “While I’ve been deeply involved in the technical aspects of my past roles, I’ve found that my team leadership skills could be stronger. I’ve been seeking opportunities to lead smaller teams and projects to hone this aspect of my professional skill set.” Alternatively, for a non-technical role: “My background has been primarily focused on communication and team management. However, when it comes to advanced data analysis, I often rely on my team’s expertise. I’ve started familiarizing myself with basic data tools to have a more rounded skill set.”

When confronted with the “biggest weakness” question, the goal isn’t to present yourself as infallible. Instead, it’s to show self-awareness, humility, and a commitment to growth.

The post How To Answer “What’s Your Biggest Weakness” appeared first on Cheeky Scientist.

Answering “What Are Your Salary Expectations” Dec 11, 2023

Show notes

Join us as we talk about…

In this week’s episode…

You’ll learn to try and deflect or vaguely accept a salary offer if the employer becomes pushy
Next you’ll use the standard “any reasonable offer will be considered” when first asked for your salary expectations
Finally, always bring the conversation back to the value you will add to the company

If you tell an employer your salary, stipend or fellowship as a PhD, you’re screwed. I sure was. My second job in industry started with a referral and then a phone screen where the hiring manager immediately asked me “what are your salary expectations?”. I thought I was smart and said “anything reasonable” which is a good first answer but I wasn’t prepared for what came next.

Next, the employer said okay, what are you making now? I couldn’t lie because this information was easily searchable, plus the person referring to me knew the ranges at my current company too, so I told them I was making $100,000. “Oh my God!” the manager exclaimed. Really? I felt awkward and almost apologized. Seriously. That’s how I felt.

Later I realized this was all a negotiation tactic. Long story short, I sheepishly accepted the first offer I was given. $99,000. Yes, they offered me $1,000 less and I was too afraid to negotiate because clearly I did something wrong, or so my imposter syndrome said, by getting paid so much already.

Navigating the interview process can be nerve-wracking, and one of the most delicate topics to tackle is the question about salary expectations. While it’s natural for potential employers to inquire about your expectations, you should never commit to a specific number right away, it can only hurt you. Here are 5 effective strategies to address the salary question without offering a precise figure.

Or, rather than stating a number, you can emphasize the value you bring to the role. By doing this, you’re subtly hinting at the level of remuneration that would be appropriate for your expertise and skills. Consider responding with: “I’m looking for a compensation package that reflects the depth of my experience and the unique value I can bring to your team. I am confident that we can reach an agreement that recognizes my worth and aligns with your company’s compensation structure.”

Of course, salary is just one component of the total compensation. Bonuses, benefits, stock options, and other perks can significantly influence a candidate’s decision. In light of this, another response you could give is “While salary is important, I’m also keen to understand the entire compensation package, including benefits, growth opportunities, and other perks. I’m flexible and am looking for a comprehensive package that matches the role’s requirements and my qualifications.”

Deferring is always the best strategy though. Remember, it’s okay to defer the conversation to a later stage when both parties have a better understanding of the fit. A diplomatic way to handle this: “I’d like to get a deeper understanding of the responsibilities, challenges, and expectations of the role. Once we establish that I’m the right fit and can deliver the results you’re looking for, I’m sure we can discuss a compensation package that’s mutually beneficial.”

Finally, don’t be afraid of seeking their budget. What’s actually on the table? They can always offer more than what’s posted. This can help gauge if your expectations align without you making the first move. You can phrase this as: “I’m curious to know the budget you’ve allocated for this position. This will give me a better understanding of the expectations and how I might fit into the organization’s compensation structure.” The key to navigating the salary question is confidence and preparation.

By doing your homework and understanding your worth, you can answer without pinning yourself down to a specific number. Whichever approach you choose, ensure that it feels authentic to you and aligns with your career goals and personal values.

The post Answering “What Are Your Salary Expectations” appeared first on Cheeky Scientist.

End-Of-Year PhD Hiring Surge & How To Comment On Company Posts Dec 10, 2023

Show notes

Ready to start your transition into industry? Apply to book a free Transition Call with our founder, Isaiah Hankel, PhD or one of our Transition Specialists here.

The post End-Of-Year PhD Hiring Surge & How To Comment On Company Posts appeared first on Cheeky Scientist.

Dominate AI To Get Hired Dec 08, 2023

Show notes

Join us as we talk about…

In this week’s episode…

You’ll learn that AI can find jobs that are the right fit for you
Next you’ll learn that AI chatbots and VAs can answer employer questions for you
Finally, LinkedIn’s AI allows you to hack your profile to show up higher in the search results on LinkedIn Recruiter

Artificial Intelligence (AI) can be a powerful tool to enhance your job search and increase your chances of getting hired. But most people I talked to are being dominated by AI. They’re resumes are getting screened out by increasingly stringent AI, their digital footprints are being investigated by AI, and their personality test results and video interview submissions are being rejected within minutes.

So today I wanted to talk about how you can start using AI to your advantage. It’s time for you to fight back against AI instead. The first way to do this is by optimizing your resume. Use AI-powered resume builders and optimization tools to create a well-structured, keyword-rich resume that aligns with the job descriptions you’re targeting. These tools can analyze job postings and suggest changes to make your resume more ATS-friendly (Applicant Tracking System) and appealing to recruiters.

Next, use AI to match you to the right fit jobs and to job alerts. AI-driven job search platforms can match your skills and preferences with relevant job listings. Set up job alerts to receive notifications when new positions matching your criteria are posted. AI can analyze your job history, skills, and interests to provide personalized job recommendations. Platforms like LinkedIn and Indeed use AI algorithms to suggest jobs you might be interested in based on your profile.

Don’t forget to use AI chatbots and virtual assistants or “VAs” too. Some companies use AI-powered chatbots or virtual assistants for initial screening or to answer candidate questions. Be prepared for automated interviews or interactions with AI during your job application process. And AI is amazing for interview prep today, so make sure you’re using it.

These AI-powered interview preparation tools can analyze common interview questions and provide feedback on your responses. LinkedIn is another platform that can be hacked by AI. You can optimize your LinkedIn profile with relevant keywords, skills, and experiences. AI algorithms on LinkedIn can increase your visibility to recruiters and employers. AI tools can analyze your professional network on LinkedIn too.

You can use it to identify potential connections who may have job opportunities or insights into companies you’re interested in. Another aspect of your job search that AI can help you dominate is in the area of doing research on each company. You can use AI tools to gather insights about companies you’re interested in. AI can help you understand their culture, reputation, and recent news too.

Finally, AI is becoming increasingly useful in the area of predictive analytics for job seekers. That’s right – AI can analyze your job search data and provide insights into which strategies are most effective, helping you refine your approach. Some AI tools can analyze job rejection feedback to identify common trends or areas for improvement in your job search.

Building a strong network, developing your skills, and honing your interview skills are still essential for getting hired. AI can help you streamline and optimize your job search, making it more efficient and effective.

The post Dominate AI To Get Hired appeared first on Cheeky Scientist.

Being Magnetic In The First 90 Seconds Of An Interview Dec 06, 2023

Show notes

Join us as we talk about…

In this week’s episode…

You’ll learn that a personal greeting to the interviewer demonstrates your attention to detail
Next, show that you’ve done your homework on the company by mentioning something specific about the company culture or values
Finally, display authentic enthusiasm for the role and the company

We interviewed them and they came across as someone who had the personality of a wet mop. Oof – this is what a hiring manager friend told me after interviewing someone with a doctorate that I knew but never worked with. Tough remarks but the point is valid. If you’re too nervous in the interview to be yourself, or if you’re too self-conscious, or think it’s cool to act like you don’t care, it’s going to hurt you big time. This is especially true in the first 90 seconds of the interview when most employers report making their first impression decision on whether or not to hire a job candidate.

Making a strong, magnetic first impression in the first 90 seconds of an in-person interview is crucial in today’s job market. To stand out and leave a memorable impact, start by greeting each interviewer by name and express enthusiasm about meeting them individually. This personal touch demonstrates your attention to detail. Then execute a memorized and natural elevator pitch.

Craft a concise and engaging pitch that highlights your skills, experiences, and what you bring to the company. Deliver it confidently and naturally when introducing yourself. Focus on answering who you are, what you want, and why it matters to the employer.

As soon as you enter the interview room, exude self-efficacy through your body language. Maintain good posture, offer a firm handshake (if appropriate), and make eye contact with everyone in the room.

Dress appropriately for the company culture but add a unique element to your outfit that sparks conversation. This could be a stylish accessory or a subtle pop of color that sets you apart. Show that you’ve done your homework by mentioning something specific about the company culture or values in the first few moments of the interview. This demonstrates your genuine interest.

Consider bringing a visually engaging item, like a one-page infographic summarizing your achievements, that you can share with the interviewers. This is often called the “briefcase technique” referring to a time when briefcases with documents were common. People love physical interaction with the world – give them something they can put their hands on so you come alive to them mentally as tangible and thus more memorable.

Speaking of being memorable, I recommend putting together a wow story to share. Have a surprising fact or an intriguing story ready to share when appropriate. It could be related to your career journey, a unique skill, or an interesting hobby.

Make sure you’re alway enthusiastic about the position too. If you’re not excited on day zero, what are you going to be like on day 100 or 1,000 – snore. So, display authentic enthusiasm for the role and the company. Express your excitement for the opportunity to work there and your belief in the company’s mission.

And have questions read – thought provoking ones. Instead of the typical, “Tell me about the company,” ask a thought-provoking question related to a recent development in the industry or a specific challenge the company is facing. This shows that you’re already thinking about how you can contribute.

Finally, always be thankful. Express gratitude for the opportunity to interview with the company. A simple “Thank you for having me here today” goes a long way in conveying your appreciation.

Remember that a good first impression is just the beginning; you’ll still need to demonstrate your qualifications and fit for the role throughout the interview. However, these strategies can help you start the interview on a high note and make the interviewers eager to learn more about you.

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