PhD Transition Report On-Demand

View Top 200 Chart

Back to Rankings Page

Education
**PhD Transition Report On-Demand**

Podcast by Cheeky Scientist

Latest Episodes:

Which Company Culture Is Right For You Mar 07, 2022

Show notes

Join Isaiah as he discusses the importance of company culture for employers and employees and gives a framework to identify the right culture for you

Here’s a quick rundown of this week’s episode…

First, Isaiah explains why company fit is so important both for employers and employees
Next, Isaiah presents a framework to choose the right company culture
Finally, Isaiah gives some advice on how to choose the right option for you based on the framework

From This Week’s Show…

Why Is Company Culture Fit Important

Company culture is important to employers because employees who fit in with the company culture are not only happier, but more productive as well.

When an employee fits in with the culture, they are also much more likely to want to stay with that company for longer, which reduces employee turnover and the associated costs of training new hires.

Company culture is important to employees too of course, because the company’s employees are more likely to enjoy work when their needs and values are consistent with their employers.

If you work somewhere where the culture is a good fit, you’ll tend to develop better relationships with coworkers and be more productive. On the other hand, if you work for a company where you don’t fit in with the company culture, you are likely to take far less pleasure in your work.

A Framework To Establish The Right Company Culture

The job search platform Indeed has a simple system for identifying which company culture you would like to target. While this platform isn’t particularly known for PhD-level jobs, their framework is a very useful starting point for PhDs who are not sure which companies are the right fit for them.

The following list is simple for a reason – so you can make choices based on your first impressions, or instincts, which you can follow up on with research. Your goal here is simple, decide which of the following culture descriptions resonates with you the most positively and which are instantly repugnant to you.

One, Detail Oriented – quality and precision-focused
Two, Innovative – creative and risk-taking
Three, Aggressive – competitive and growth-oriented
Four, Outcome-oriented – results-focused with strong performance culture
Five, Stable – traditional, systems-oriented processes
Six, People-oriented – supportive and fairness-focused
Seven, Team-oriented – cooperative and collaborative

How To Choose The Right Option For You

Which option best describes your ideal company culture? Your choice should be framed within the context of what motivates you and makes you happy, as well as your ideal professional lifestyle and your professional values.

It’s important that you don’t overthink this. The option that jumps out at you as the most ideal initially is often the best option for you to choose. If you find yourself stuck, start with those options that repulse you the most.

Everyone is different and there are no right or wrong answers. If you really want to choose two options and can’t decide, then flip a coin. You can always change your answer later.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Which Company Culture Is Right For You appeared first on Cheeky Scientist.

The 3 Stages Of Getting A Job Referral Mar 04, 2022

Show notes

Join Isaiah as he dissects the right networking strategy to ensure you get a job referral

Here’s a quick rundown of this week’s episode…

First, Isaiah discusses the goal of a networking strategy and points out two common mistakes PhDs make when networking
Next, Isaiah reveals the three steps of his proprietary job referral strategy that will help you navigate the networking process
Finally, Isaiah gives some pointers on how to execute the job referral strategy successfully

From This Week’s Show…

What Is The Ultimate Goal Of Networking Online

The goal of your online networking efforts is to build a professional relationship where the other party feels comfortable enough with you to refer you for a job at their company, or otherwise help you further your efforts to get hired. It is a multiple-step process where every problem is followed by another problem.

I have worked with many PhDs who thought they would get hired if only they could finally get a reply after sending a connection request to someone on LinkedIn.

But then when these same PhDs finally started getting replies from industry employees and employers, they freaked out. They didn’t know how to keep the conversation going. So, they got stuck again.

Having a process and understanding each step of the networking process ahead of time will help you anticipate future problems and avoid roadblocks in your online conversations.

PhDs make two main mistakes when it comes to generating referrals. They either go too deep too soon in terms of professional intimacy by asking “Why did you do this” or “What specific techniques do you use for XYZ” and other complex, intense questions, or they never go deep enough to build long lasting relationships.

The Three-Stage Job Referral Strategy

To avoid these mistakes and transform your connections into job referrals, you need to understand the process of building professional intimacy and how to go from one level to the next.

This is why I created a three-stage job search referral strategy; a proprietary methodology that helps PhDs navigate the networking process – from connecting with and getting a reply from an industry professional to getting a referral.

The three stages of the strategy are (1) getting a reply, (2) adding value, and (3) informational interviewing.

How To Follow The Three-Stage Job Referral Strategy

before you get a reply, you have to connect with someone properly. Most often, you will have to send three to four messages to a contact, on LinkedIn or otherwise, before getting a response. Each of these messages should add value in new and different ways.

Once you get a response, however, your goal shifts. Now, not only do you want to add value, you want to carry the conversation to a deeper level of professional intimacy. If you fail to do this, things will get awkward, and the other person will go silent very quickly.

Circular conversations that get stuck at the same level of professional intimacy are exactly what you want to avoid. The key is realizing that YOU are responsible for carrying the conversation forward because you are the one who reached out to connect.

If you fail to carry the conversation forward by asking questions that prompt mildly more intimate, yet professional responses in a graduated way, then your online rapport will break and you will ruin your chances of getting a referral.

Understand that the other party wants to talk about deeper issues, but slowly. They want to dive deeper into more interesting and meaningful topics, but in a natural way that doesn’t make them feel uncomfortable.

If you carry the conversation forward correctly, you can move the other person into an informational interview so naturally that they won’t even realize, or care, that it’s happening.

The post The 3 Stages Of Getting A Job Referral appeared first on Cheeky Scientist.

Behavioral And Competency Based Interview Questions Mar 02, 2022

Show notes

Join Isaiah as he gives some examples of behavioral and competency based interview questions and helps you prepare to answer them

Here’s a quick rundown of this week’s episode…

First, Isaiah gives some examples of behavioral questions and discusses the best way to answer them
Next, Isaiah gives some examples of competency questions and discusses the best way to answer them
Finally, Isaiah discusses the last competency question you should explain at any interview round and how to answer it

From This Week’s Show…

How To Prepare To Answer Behavioral Questions

Behavioral Questions are usually the toughest interview questions for PhDs to answer. Here, the interviewer is seeking to find out how you react to different kinds of situations, especially challenging situations.

Behavioral Questions are designed to induce stress and determine how you make decisions under pressure, as well as how you communicate.

Examples of Behavioral Questions include:

Can you tell me about a time when you had to deal with a stressful situation and how you coped with it?
Can you tell me about a time when you had to violate your own ethics to get your work done in a previous role?
How do you prioritize your work? Can you share an example of when you faced too many tasks and failed to prioritize them effectively?

How To Prepare To Answer Competency Questions

Competency Questions test whether you have the required skills and the desired skills to do the job. They are designed to test how you solve problems specifically within the context of the job you will be doing for the company.

Here, you are being tested on your problem-solving process and how well you communicate that process. Whether your answer is right or wrong is far less important than your process coming to that answer and whether you were able to communicate the process effectively in its entirety to your interviewers.

For example, you may be asked:

We have a client right now who is struggling to do XYZ. If you were given ABC and DEF, how would you help them solve their problem?
After an onboarding and training period, you may be asked to do XYZ. What are the first steps you would take to accomplish this task?
Your department has been working hard on a project in XYZ area, which is why we are hiring for this role. How would you help your new team complete the project?

The Last Competency Question You Should Always Prepare For

There is one final Competency Question that is always asked at the tail end of each interview: “Do you have any questions for us?”

You must be well prepared for this final question. This means having a list of ten questions to ask each interviewer and adding more questions as needed as the interview progresses.

Wrinkling your eyebrow and trying to sound intelligent and thoughtful while you pause strategically before saying, “No, I believe you answered all of them,” is not going to fool anyone.

The post Behavioral And Competency Based Interview Questions appeared first on Cheeky Scientist.

Credibility And Opinion Based Interview Questions Feb 28, 2022

Show notes

Join Isaiah as he gives some examples of credibility and opinion based interview questions and helps you prepare to answer them

Here’s a quick rundown of this week’s episode…

First, Isaiah explains the structure of a typical interview for an industry position
Next, Isaiah gives some examples of credibility questions and discusses the best way to answer them
Finally, Isaiah gives some examples of opinion questions and discusses the best way to answer them

From This Week’s Show…

The Structure Of A Job Interview

Employers typically start their interviews with the more basic question types, i.e., Credibility Questions and Opinion Questions. These employers will spend about five minutes asking Credibility Questions and five to ten minutes asking Opinion Questions.

For interviews early in the interview funnel, such as initial phone screens, employers may spend more of the interview time on these types of questions, as much as 50 to 80 percent.

The Behavioral and Competency Questions are leveraged more during the later interview stages, including video, panel, and site visit interviews.

How To Prepare To Answer Credibility Questions

Credibility Questions about your experience and credentials are perhaps the easiest to prepare for because they can be anticipated.

One credibility question that is almost always asked during an interview, usually at the very beginning, is: “Can you tell me a little about yourself?”

Other credibility questions might include:

What grades did you get in … ?
How long did you work at … ?
What did you do at … ?
Can you please explain the results you achieved at … ?

The goal of asking this question type is to get a greater understanding of your breadth of experience (or lack thereof) and what you have been doing to date.

Credibility questions can also clarify points on your resume and determine whether you are suitable for the job. As a PhD, these questions will likely focus on your technical skills, prompting you to validate your qualifications and technical experience.

How To Prepare To Answer Opinion Questions

Opinion Questions are often focused on situations. These questions are designed to assess your suitability to work in the company by looking at how you see different difficult situations.

Opinion questions are often used to determine your fit in the company’s organizational culture. They are also used to assess your transferable skills and, more generally, how you see yourself.

Some opinion questions could be:

What do you see as your biggest professional success to date?
What’s your preferred management style?
What would you do if faced with this type of situation?

You should leverage and highlight your transferable skills when answering Opinion Questions.

As I mentioned earlier, both Credibility and Opinion Questions are commonly asked early in the interview and are designed to get you talking.

The post Credibility And Opinion Based Interview Questions appeared first on Cheeky Scientist.

What To Expect From A Site Visit Feb 25, 2022

Show notes

Join Isaiah as he discusses what a site visit is and what is the best way to prepare for it to ensure you get a job offer

Here’s a quick rundown of this week’s episode…

First, Isaiah tells the story of his first site visit
Next, Isaiah explains what a site visit is and the types of interviews you can expect to encounter
Finally, Isaiah gives some advice that will ensure that you come prepared and ensure the job offer

From This Week’s Show…

The Story Of Isaiah’s First Site Visit

I got on the plane headed to California for my first site visit. I didn’t know it at the time, but 20 other job candidates were on the 737 headed to the same location as me.

When we arrived, there was a large company caravan waiting to pick us up. None of us knew who was applying to which position so the ride was pretty quiet. I was embarrassed too because, unfortunately, I failed to dress professionally for the plane trip. There were two company officials on the caravan welcoming us and now, the first impression of how I looked could never be undone.

When we showed up to the company’s headquarters the next day, we got out of the caravan and walked into the lobby where we interacted with the front desk administrators and waited to be called for our first interview. After I was hired, I learned that occasionally video surveillance cameras were watched to see how the job candidates interacted with each other and the administrative staff.

That day, I did four one-on-one interviews, two panel interviews, a behavioral interview and gave a presentation. I also had a lunch interview which I didn’t realize was an interview at the time. Later, after I was on the team, I learned that the two people who sat with me were strategically chosen by the company and were given a list of questions to ask me while I was eating and my guard was down.

What Is A Site Visit

A site visit is when you go to a company’s headquarters or one of their office locations and have meetings with multiple people who work there. A site visit is not just one interview. It’s multiple interviews. You could have two or three panel interviews, then lunch with the hiring team, and finally three or four more individual interviews.

This is the most important part of the interview process. If you get invited to a site visit, the job is yours to lose. They want to hire you at this point. Will you give them a reason not to by failing to show up as your best self the entire time you’re on site – from arriving at the airport to getting in your own car to go home?

When it comes to the actual interviews you will be a part of during your site visit, there are six common types, including:

One-on-one interviews
Panel interviews
Group interviews
Lunch or dinner interviews
Strengths-based interviews
Behavioral interview

How To Ensure You Come Prepared

Every company will structure their site visits slightly differently and, because it’s in real time, the day’s plans could change quickly.

Perhaps someone who was supposed to interview you took a last minute personal day and now the company has to invent something for you to do for an hour. Roll with it. Or maybe they only have lunch options that you are allergic to. Plan ahead for this and …roll with it. By doing so, you’ll put your best foot forward and be the one who leaves with a job offer in hand.

The post What To Expect From A Site Visit appeared first on Cheeky Scientist.

The 4 Types of Interview Questions All PhDs Are Asked Feb 23, 2022

Show notes

Join Isaiah as he discusses the four types of interview questions that PhDs should expect during the interview process so you can set the right expectations

Here’s a quick rundown of this week’s episode…

First, Isaiah talks about why gatekeepers follow a framework of 4 types of interview questions when evaluating job candidates
Next, Isaiah lists the types of interview questions that are relevant for PhD-level positions
Finally, Isaiah gives and explores the structure of a typical interview process so you can set the right expectations and increase your chances of interview success

From This Week’s Show…

Why Gatekeepers Follow A Framework When Asking Interview Questions

How you answer different types of interview questions will determine whether or not you get hired. Employers ask PhDs 4 key question types in order to gauge their communication skills and their interpersonal skills.

These question types are used as a framework for the interviewer to gauge whether or not you’re a good fit for the position. Studies reported in the Human Resource Management Review found that interviewer judgments based on structured interview questions are more predictive of job performance than those from unstructured interviews. Overall, the studies concluded that adding structure to the interview process enhances the reliability and validity of interviewer evaluations.

The 4 Types Of Interview Questions For PhD-Level Positions

As a PhD, there are four different kinds of questions you are likely to face in an industry interview:

Credibility Questions – e.g. “Can you tell me a little bit about yourself?” “Can you explain your responsibilities in your previous role?”
Opinion Questions – e.g. “What type of leader do you prefer to work for?” “What are your biggest strengths and weaknesses?”
Behavioral Questions – e.g. “Can you tell me about a conflict you had with your last supervisor and how you handled it?” “Can you walk me through a time you had to follow a policy you did not agree with?”
Competency Questions – e.g. “If you were given XYZ resources, how would you use your skills to achieve ABC result?” “Do you have any questions for me?”

Respectively, these question types will focus on your experience and credentials, your opinions and how you see the word, behavioral questions, and competency questions.

How To Set The Right Expectations For The Interview Process

Employers will typically start their interviews with the more basic question types, including the Credibility Question and Opinion Question types. They will spend 5 minutes asking Credibility Questions and 5-10 minutes asking Opinion Questions.

For shorter interviews, interviewers will still spend 10-20% of their time on these question types and for interviews early in the interview funnel, such as initial phone screens, gatekeepers may spend much more time on these questions – up to 50-80% of their time.

Behavioral and Competency Questions are leveraged much more during the later interview stages, including video, panel and site visit interviews. For an hour interview, 20 minutes or more can be spent on Behavioral Questions and another 20 minutes can be spent on Competency Questions.

Knowing this will set your expectations and set you at ease so you can perform your best when answering these question types.

The post The 4 Types of Interview Questions All PhDs Are Asked appeared first on Cheeky Scientist.

How To Add Value To Others While Networking Feb 21, 2022

Show notes

Join Isaiah as he talks about his mantra, “Add Value First” (AVF), and why this is so important when it comes to correct networking etiquette

Here’s a quick rundown of this week’s episode…

First, Isaiah discusses why you should always add value first when networking with industry professionals
Next, Isaiah explains the difference between adding value and manipulating a connection to get what you want
Finally, Isaiah lists the most common ways to add value to industry employers

From This Week’s Show…

What Is AVF And Why It’s Important

My mantra when it comes to networking is to “Add Value First” or AVF. If you want someone to accept your connection request, let alone like you and trust you enough to refer you for a job in industry, you must think about them first and yourself second. This must be done authentically.

The Difference Between Manipulating And Adding Value

Many PhDs over the years have asked me, “But won’t they know that I’m just being nice to get something?” …Yes, if you’re just being nice to get something. You can’t just add value to capture a referral with no intent in developing a professional relationship. Likewise, you can’t just directly tell an employee at a company who is not responsible for hiring that you want a job referral from them. In both cases, you are being manipulative.

Reading someone’s LinkedIn profile. Learning about who they are, what they want, what they’ve achieved and what their interests are. Messaging them in a way that serves them best. This is the opposite of manipulation. This is authenticity. You must reach out to contacts with an authentic desire to grow your industry network in the long term.

How You Can Add Value To Your Connections

There are several ways to add value to your connections.

It also requires you to take action even if your actions may not pay off right away. If you can’t convince yourself that you’re the best person for the job, you’ll never convince anyone else.

The post How To Add Value To Others While Networking appeared first on Cheeky Scientist.

How To Quickly Prep For A Phone Screen Feb 18, 2022

Show notes

Join Isaiah as he discusses what a phone screen is and the steps you need to take to prepare for it

Here’s a quick rundown of this week’s episode…

First, Isaiah explains what a phone screen is and why it’s important
Next, Isaiah reveals why you always need to be prepared for a phone screen
Finally, Isaiah gives you tips to make sure your wow interviewers during this stage of the hiring process

From This Week’s Show…

What Is A Phone Screen

The first round of the interview process is most commonly done over the phone or through a similar audio only channel. As such, this type of interview is commonly referred to as the phone screen.

An employer – typically someone from human resources – has seen your resume or received a referral from your networking contact and now wants to talk to you on the phone to screen you and determine whether or not you should progress to the next step in the interview process.

Many PhDs tend to underestimate the importance of the phone screen because it’s the first round of interviews and not technically focused, but remember, if you got to the phone screen, you are among the top 12-15 out of hundreds if not thousands of applicants. It is also your first opportunity to talk to a company employee who will be involved in the hiring decision, so you have to take it seriously.

Why You Should Always Be Prepared For A Phone Screen

You need to be prepared at all times for a phone screen because employers set aside discrete units of time to go through resumes or to go through people who have been referred to them and to make these calls.

They might call 20 different candidates over the course of a few hours. So, you will get very short notice, they may email you a couple of hours before, a day tops.

You can’t wait to have a phone screen confirmation to prepare for this interview. The moment you decide to apply at a company, you need to start preparing for the phone screen.

Steps To Ensure You Are Always Prepared

Start by creating a checklist with all the relevant information you have gathered about the company and the position in front of you. What are the things this company is likely going to bring up? What is this company like? What are their values? You should also have a list of questions that you want to ask at the end of the interview.

Set aside a silent room and clear workspace where you can take your call without interruptions. If possible, use a hardline connection instead of a cell phone. Make sure you turn off call waiting and notifications from other apps on your phone.

Keep your resume in clear view. Very likely the person on the other end of the phone is going to have your resume in front of them and will ask you a few questions based on your resume. These are called credibility questions and test if your answers reflect the information that you put in your resume.

The post How To Quickly Prep For A Phone Screen appeared first on Cheeky Scientist.

What To Ask During An Informational Interview Feb 16, 2022

Show notes

Join Isaiah as he explains how to set up a successful informational interview that will increase your chances of getting a referral

Here’s a quick rundown of this week’s episode…

First, Isaiah discusses the general mindset your should have when setting up an informational interview
Next, Isaiah examines the right way to carry out the conversation so you engage your interviewee
Finally, Isaiah reviews the seven types of questions you should ask during an informational interview

From This Week’s Show…

The Right Approach To For An Informational Interview

During informational interviews, you are the interviewer, not the interviewee. As such, you always want the focus to be on the interviewee. Your goal is to make the other person feel important.

Understand that the more you talk about yourself, the less likely the other party will feel inclined to help you. The less likely you will be to get a referral too. Instead of appearing professional, you will appear self-centered and arrogant.

During the interview, you should also aim to gather as much information as possible about the company the other person represents. This is your chance to deeply understand what it’s like to work at their company and whether or not the company is a good fit for you.

How To Keep The Conversation Going While Remaining Professional

Don’t interrogate the other person. Don’t press them to answer certain questions and don’t be a stickler for time or topics. Firing off a list of questions that only matter to you without engaging your interviewee will create a cold and unfriendly atmosphere.

Your goal is to keep the tone casual and conversational by actively listening and responding to the other person’s stories. Don’t be afraid to go with the flow of the conversation either. If the other person veers off on a tangent – good! Let them veer. It means you’ve hit on a topic that is of particular interest to your interviewee.

Finally, keep the entire interview time to a minimum. Respect the timeframe you set previously but – and this is important – be ready with more questions in case they say, “I have another 15 minutes if you’d like to keep talking.”

The Types Of Questions You Should Ask During Informational Interviews

When it comes to keeping the conversation going, your aim is to be engaging but relaxing at the same time. This is best done by asking questions that are career focused and in the realm of the other person’s expectations. It’s best to focus on the following seven types of questions rather than memorizing the exact questions to ask:

Preparation—How did they learn about the position they are currently in and what was the application process like?
Present job—What are their current responsibilities?
Career future alternatives—What is the career trajectory for people in this role?
Lifestyle—What are the pros and cons of their position?
Job hunting strategies—What advice can they give PhDs wanting to secure this type of position?
Nature of organization—What is company culture like?
Expertise and qualification matching—What suggestions can they offer for a PhD looking to be successful in their field?

Pay close attention to what’s been said and ask questions when something is not clear. At the end of the interview, try to gather names of other individuals you can interview next. Then, depending on how the interview progressed, ask for a referral to a position that is open or will be opening at the company.

The post What To Ask During An Informational Interview appeared first on Cheeky Scientist.

How To Find Companies Who Will Hire You Feb 14, 2022

Show notes

Join Isaiah as he explains how to fill up your Job Search Sheet, ensuring that you find companies where you can make a real impact

Here’s a quick rundown of this week’s episode…

First, Isaiah discusses the strategies you can use to find companies that you would like to work for and could potentially hire you
Next, Isaiah reveals how to find potential connections at your target companies, so you can complete your Job Search Sheet
Finally, Isaiah reviews the approaches you can use to reach out to new connections, increasing your chances of getting a response

From This Week’s Show…

How To Find 100 Companies To Add To Your Job Search Sheet

When aggregating your list of 100 companies, don’t build your list from scratch. Countless others have already done this work for you. Simple online searches for “XYZ companies in ABC location” or “XYZ companies” will start to give you an understanding of all the companies in your desired field.

You can take these company names and add them to the first column of your Job Search Sheet. Next, search these companies on LinkedIn and once you find their LinkedIn company page, add the URL of the company page to the second column listed above. Be sure to include the number of employees listed in the third column.

How To Find Contacts Working At Your Target Companies To Add To Your Job Search Sheet

[Click on the number of employees of a given company] to see all the employees who are working at the company who are also on LinkedIn. You can use LinkedIn’s advanced search filters to find employees who have “Hiring,” “Recruiter,” “HR,” “Human,” or “Talent” in their job titles. These searches will identify the gatekeepers at the company.

Type the name of these professionals into the fourth column of your Job Search Sheet and then link their names to their LinkedIn profile URLs so you can see their names when scanning your spreadsheet and quickly clickthrough to their LinkedIn profiles when it’s time to send them a message.

Similar to your efforts above, you will want to seek out professionals at the company who are in “Proximal Positions”, or positions that are the same or similar to their position that you would like to get hired into at the company. You are specifically looking for those employees who are in the exact same role that you want or who are in lateral roles; those who you would be working with at the company in a cross-functional capacity.

Fill in the name of these professionals into the seventh column of your Sheet and then link their names to their LinkedIn profile URLs. For columns five, six, eight, and nine simply record the last time you interacted with each contact and the next time you plan to interact with them.

How To Reach Out To Potential Connections

Starting a conversation with the contacts you catalogue is very easy once you are organized. You can check out and show appreciation for their recent activity on LinkedIn, discuss posts in LinkedIn Groups that you both belong to, or find more information about the person in press releases, blogs, and white papers published on their company’s website.

Once you have a list of companies and employees at those companies to contact, you can set a small goal to reach out to 2 people per weekday. That’s 10 per week and over 40 per month. It adds up fast and will result in more informational interviews, job referrals, job interviews, and job offers.

The post How To Find Companies Who Will Hire You appeared first on Cheeky Scientist.

Our TOPPODCAST Picks

Follow Us

Stay Connected

PhD Transition Report On-Demand

Join Isaiah as he discusses the importance of company culture for employers and employees and gives a framework to identify the right culture for you

From This Week’s Show…

Why Is Company Culture Fit Important

A Framework To Establish The Right Company Culture

How To Choose The Right Option For You

Join Isaiah as he dissects the right networking strategy to ensure you get a job referral

From This Week’s Show…

What Is The Ultimate Goal Of Networking Online

The Three-Stage Job Referral Strategy

How To Follow The Three-Stage Job Referral Strategy

Join Isaiah as he gives some examples of behavioral and competency based interview questions and helps you prepare to answer them

From This Week’s Show…

How To Prepare To Answer Behavioral Questions

How To Prepare To Answer Competency Questions

The Last Competency Question You Should Always Prepare For

Join Isaiah as he gives some examples of credibility and opinion based interview questions and helps you prepare to answer them

From This Week’s Show…

The Structure Of A Job Interview

How To Prepare To Answer Credibility Questions

How To Prepare To Answer Opinion Questions

Join Isaiah as he discusses what a site visit is and what is the best way to prepare for it to ensure you get a job offer

From This Week’s Show…

The Story Of Isaiah’s First Site Visit

What Is A Site Visit

How To Ensure You Come Prepared

Join Isaiah as he discusses the four types of interview questions that PhDs should expect during the interview process so you can set the right expectations

From This Week’s Show…

Why Gatekeepers Follow A Framework When Asking Interview Questions

The 4 Types Of Interview Questions For PhD-Level Positions

How To Set The Right Expectations For The Interview Process

Join Isaiah as he talks about his mantra, “Add Value First” (AVF), and why this is so important when it comes to correct networking etiquette

From This Week’s Show…

What Is AVF And Why It’s Important

The Difference Between Manipulating And Adding Value

How You Can Add Value To Your Connections

Join Isaiah as he discusses what a phone screen is and the steps you need to take to prepare for it

From This Week’s Show…

What Is A Phone Screen

Why You Should Always Be Prepared For A Phone Screen

Steps To Ensure You Are Always Prepared

Join Isaiah as he explains how to set up a successful informational interview that will increase your chances of getting a referral

From This Week’s Show…

The Right Approach To For An Informational Interview

How To Keep The Conversation Going While Remaining Professional

The Types Of Questions You Should Ask During Informational Interviews

Join Isaiah as he explains how to fill up your Job Search Sheet, ensuring that you find companies where you can make a real impact

From This Week’s Show…

How To Find 100 Companies To Add To Your Job Search Sheet

How To Find Contacts Working At Your Target Companies To Add To Your Job Search Sheet

How To Reach Out To Potential Connections

Related Podcasts

1

2

3

4

5

6