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During Interviewing for Industry, Scientists in Solidarity hosted professionals from various biotech industry backgrounds, including Human Resources (HR) reps, scientists, and Diversity, Equity, and Inclusion (DEI) consultants, for a Q&A session on navigating the interview stage in applying to biotech roles.
From advocating for better compensation to figuring out how to select which technical skills to highlight during the interview process, our panelists covered a lot and provided VERY helpful insights!
Check out some of the questions that were asked during Interviewing for Industry and their perspectives below.
What do scientists coming out of academia have the hardest time with when they're interviewing for industry?
When selected to come in for an interview, it can be hard to pinpoint the skills and/or qualifications that progressed the applicant into the interview process; thus, making it difficult to select which skills to highlight during interviews/presentations. Therefore, it is important to research the company (e.g., reviewing Job Descriptions, any information on the company's platform(s), etc.) and cater the articulation of your skills to the current needs of the company. Aim for the BIG QUESTION - What can I bring to the table that will benefit the company?
Another aspect of the interview process that scientists have shown to struggle with is the Job Talk. Depending on the position one is applying for, they may be asked to deliver a 45-minute to 1-hour presentation on their past work. One of the biggest mistakes applicants have been observed to make is attempting to condense ALL of their work into this time constraint and not maximizing the allotted time in highlighting the skills the company is looking for. When asked to give a Job Talk, it is important to be very intentional with your time. Don't just talk about your past projects! Also, make sure to highlight the skills you've learned along the way and how you can apply this learning to bridge gaps the company is looking to fill in research/production.
From an HR perspective, what are the most common mistakes scientists make?
In short, putting science first and personality second. While talking about your past scientific experiences is important, it is also very important to show off your most authentic self during these interviews. Remember: while companies are looking for qualified candidates, they are also looking for candidates who will be a good fit for the company culture and the prospective team they would be working with! In addition to interviewing with the hiring manager, you will most likely be interviewing with other members and teams at the Company, and these are typically to gauge whether or not your personality/working style would be complementary to everyone else's. Therefore, definitely make sure to take time to share aspects about yourself outside of the science. Have fun at any coffee hours or lunch gatherings that may be (and will most likely be) part of your interview schedules.
What advice can you give on navigating Salary Negotiations with your hiring manager?
First and foremost, DON'T BE SHY ABOUT ASKING FOR HIGHER COMPENSATION - IT IS OKAY TO ASK FOR WHAT YOU WANT/NEED. The worst thing that can happen is being told 'no.'
When coming from academia, there can be the culture of being "paid" in prestige (e.g., being associated with a high-profile institution) and/or with the opportunity to create new knowledge for the world, potentially making one feel less compelled to negotiate their salary when coming into industry. However, it is important to remember: Economic stability is a VERY REAL AND VALID need!! Think about it: Would I be able to come to work and perform my best if I am constantly worrying about my economic stability? Obviously not. A benefits package is there to compensate you so that you can bring your best self and work ethic to work, and if it is not fulfilling all your needs, it is definitely valid to bring it up with your hiring manager.
A company's flexibility around salary negotiating could be subjected to its current financial state. Is the company's pipeline robust and does it result in high output? Does the company have any products out in the market? These are examples of indicators of a company's success: higher success = more available funding = higher likelihood of successfully asking for a higher salary.
If your request for a salary increase is denied, consider asking for other forms of compensation. Other forms of compensation can include but are not limited to: additional paid time off, work from home day(s), better equity/retirement options, higher 401(k) matching, etc.
To gauge salary ranges for your Job Title, check out job information websites, such as Glassdoor. They can provide salary information based on geographical location and sector, which are both major influencers in salary ranges.
How should you go about evaluating different offers for the same job?
Think about what you want both inside and outside the company.
Outside the company: This could be your compensation and benefits package. Is it fulfilling your needs outside of work? Location can also be a factor - Do you want to live in the city the company is located in? Do you see yourself thriving in that new community?
Inside the company: Is there room to grow in the company? If you are aiming to develop your career (e.g., achieve more senior roles), is there someone at the company (e.g., your manager) who can serve as a good mentor for you? A good manager should not only be your boss, but also a good mentor. Also, consider the culture of the company, is it a culture that encourages and prioritizes the growth/development of its employees, or is it more production-focused? Does the company have the integrity you are looking for?
How do you advocate for yourself if you aren't fully qualified for a leadership position?
This is definitely an opportunity to reflect more deeply on your past experiences and what you've done - sometimes you may have been a leader but don't realize it! DEFINITELY take the time to reflect if you've been invited in for an interview - this shows that the company is invested in leadership qualities they observed in your application that you may not be aware of.
While highlighting leadership qualities, also make sure to highlight outcomes/wins that resulted from your acts of leadership!
What can you do as a candidate to understand more about how positive and inclusive the company culture is?
When gauging the company culture, this is where minor details about/at a company reveal A LOT!
Check the company website - does the company currently have strong inclusion programming (not just the Equal Opportunity Employer statement!)? Just be mindful that it still may be hard to gauge a company's culture at just the digital level.
Observe who currently works there - What does the current company community look like? What does leadership currently look like? These primary hires and leadership structures set the tone for people who work at the company.
Check the company's core values - Does the company explicitly state diversity and inclusion as one of their core values? If so, ask about what actions the company has taken to uphold and practice this value - both in the community and the company's work! Does the company make an effort to train its managers on how to manage a diverse workforce? What structures are in place to foster an inclusive work environment? If the company is performing clinical trials, what are they doing to maximize clinical trial diversity and health equity in their work?
Ask to be walked around the company space - If a company is able to accommodate a visit, this is a good way to get a read on a company's energy and atmosphere, which can help in determine whether or not the company is actively walking their talk. When visiting, observe things, such as: where leadership is placed in comparison to its employees; whether employees eat lunch together or alone at their desks while working; whether there is a a lot of dialogue amongst the community or not; etc..
Pay attention to how your interviewer communicates and what they ask you - Do the topics of conversation and questions being asked match your personal values?
Check in with your connections/networks - Do you know someone who currently works or has worked at the company before? Ask them for their feedback on the company, but remember - knowing their experience may not necessarily predict your experience if you join the company, so remember to keep this in mind when evaluating their feedback.