Biotech Questions and Answers
by David G. Jensen, Search Masters International
Over the past several years, I have received many suggestions for future articles. Some suggestions arrive in the form of specific questions about career scenarios. This column answers a number of these questions.
Q: I've been interested in exploring new employment opportunities for several months now, and I would like to speed up the activity a bit. I've seen a biotechnology career fair advertised indicating that a number of good employers will be there to give interviews. Is this a viable method of finding new employment? What are the advantages and disadvantages of promoting myself at such a fair?
A: If not handled properly, attending a career fair can be one of the most lethal things you can do to your job. Remember that there are clear distinctions between two different types of career fairs. The best of the lot are placement centers associated with scientific meetings or trade shows. For example, microbiologists know that the annual ASM meeting puts on a fine career event each year. Similarly, bioprocess and QA people know the value of the BioPharm conferences for career networking. As a scientist, you have a reason to be at these conferences that goes far beyond the personal motivation to find a new job. This differs greatly from the other sort of career fair, where just being seen at the event sends a very clear message to anyone who knows you.
If you are presently employed, you are under significant job risk while attending these free- standing career fairs. These events are run by promoters--the same kind of people who put together and promote any other event that is meant to attract large numbers of people. They pay no (or little) attention to your job security. Despite assurances of resume confidentiality, your paperwork may be found months later floating through backwaters you never dreamed of.
If you are unemployed, then obviously you want to pursue every angle that looks viable. On the other hand, risking your current job for 10 minutes in front of a low- level company employee could prove to be a costly mistake.
Q: How does the job market look now?
A: The primary question asked recruiters is "How is the job market?" (I can't escape this question even at neighborhood cocktail parties.) In reality, however, you should look elsewhere for your answer.
Headhunters are a bit like surfers: We ride the crest of a particular wave and don't really look at the whole "jobs marketplace." To us, a good wave this quarter may be computational chemistry--and then later in the year it could be bioprocess engineering. Unless your headhunter is a specialist in your niche, the best way to answer your question is to watch the number of ads that appear in magazines like Pharmaceutical Technology, Science, BioPharm, and other professional publications. Advertisements reflect only about 15% of the job market, but they are a great barometer of employment opportunities. A better question for your recruiter is "What are the hot career areas right now?"
Recruiters are great trend- spotters, and the better ones are constantly anticipating what will be coming down the road. Good consultants may put as much as 20% of their time into researching areas that they believe will represent a firm foundation for the future. Similarly, broadening your interests into areas that represent the future of your profession can be one of the best defenses against tomorrow's roller- coaster job markets.
Q: One reason for my recent move to a 75-employee biotech company from a pharmaceutical employer was to get away from politics. I used to hate scratching my way up the corporate ladder in order to make career progress. Unfortunately, I've found the new company to be even more political than my former employer. I thought that most small companies were free of office politics. Was I wrong?
A: Small companies can be political because they often foster the ingredients necessary for this atmosphere to flourish. Many times, a company is run by a founder or group of scientists whose technology gave birth to the company. Office politics begin when this team and future staff do not see eye-to- eye on the direction of the company. This can easily deteriorate to a situation where your career depends on who you know.
In large companies, this "who you know" atmosphere has taken decades to become a part of the culture. In some young biotech companies, though, it can come on quickly --and taking sides can be seen as a necessary part of survival. Despite this, many fine organizations remain free of organizational politics. You've got to look carefully to find them.
One way to avoid finding yourself in a political hotbed is to examine the company closely while you are in the interviewing process. Ask everyone you meet for a description of the job--and then watch for large disparities in the way that they view your prospective position. Cohesive teams will all know the job that needs to be done, and although the interface with each person is different, the descriptions will have some common ground.
Q: My company offers tuition reimbursement as an employee benefit. I've been thinking about working toward an MBA at a local university in the evenings and on weekends. It would be a big commitment for me over the next three years. What is the value of an executive MBA for my future in biotechnology?
A: The answer to this question depends on what direction you want your career to go. If you are a bench scientist, then an MBA can actually be a disadvantage. You'll spend lots of your time explaining why you earned the degree to potential hiring managers who won't believe that you are serious about your science. On the other hand, if you desire a career on the management ladder--or in sales and marketing--then it would be nice to show that MBA on your resume. Keep in mind that the value of an MBA has diminished somewhat in recent years because of the glut of graduates from smaller schools and evening classes.
Q: I've been approached by three headhunters in the past few days about the same job: a pilot plant supervisor position at a big east coast pharmaceutical company. One of these three recruiters claims to be "retained" by the hiring company. Whom do I deal with on this if I am interested?
A: It sounds as if a recruiter "feeding frenzy" is taking place at the company: an inexperienced hiring manager setting loose a number of recruiters, all working on a speculative and competitive basis to fill the job. It is doubtful, however, that one of them is on a retained search.
There are now a number of different ways for companies to use the services of recruiting firms. In the past it was simply either a retained or contingency relationship. Retained firms operate on a fee in advance and therefore provide a great deal of consulting along with their recruitment service. Contingency firms get paid after the job is done. Today, your company might hire a search firm for only a portion of the process. You might find yourself talking to a recruiter who was hired only to conduct research--to identify prospective candidates. Or you may find that the headhunter you are talking with is actually on the payroll of the company--a part of their corporate staff on a contractual basis.
Anyway you look at it, the old distinctions between these two approaches are no longer your prime concern. When dealing with headhunters, always trust your gut instinct. As in any profession, there are many shades of quality, and your emotions are usually correct. Set up the guidelines for your relationship carefully and with a liberal amount of mutual respect. Make it known that you don't want your credentials sent to the hiring company until you have discussed it with the recruiter in greater detail. In the situation you mention, my guess is that the company is on a shopping expedition, and they are using the free services of a number of headhunters to gauge what the market will bear. You may be better off not even getting involved.
Q: Ive been looking at new positions since being laid off last December. Although I had a great severance package, Im getting nervous about my lack of progress. How long does it usually take for an executive search? Im a Ph.D. Manager of Compliance previously with a major chemical/healthcare concern on the east coast.
A: There is no magic formula in the calculation of how long it takes to find a new job. Traditionally, there have been more old wives tales than facts in this area (i.e., It will take a month for every increment of $10,000 in your salary). Today's job candidates must concentrate first on doing all the basics just right. This means the proper preparation of your marketing materials (resum, cover letter, etc.), the defining of your networking list, and the implementation of a marketing plan. It will take at least 3-4 weeks just to get this far. At that point, remember that once you have planted these seeds, it takes persistence and patience for them to mature into interviews and offers. Keep your attitude right and stay on the phone!
Author:
Dave Jensen
500 Foothills South, Suite 2
Sedona, AZ 86336
To reach Search Masters International, contact
career@searchmastersinternational.com
(630) 663-9140
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david_g_jensen@yahoo.com