Dave Jensen’s article in a recent edition of Science Careers entitled “Tooling Up: The Big Disconnect” aptly and cogently pointed out why it has become increasingly difficult for academically-trained PhD life scientists to find jobs in the life sciences industry.
Dave is spot on in his assertion that most life science hiring managers engage in what he terms “pinpoint hiring”— a practice in which employees are hired based on their extant skill sets rather than long term scientific potential and possible contribution to the success of a company. In the good old days before globalization, companies would frequently hire the “best and the brightest”, train them and take the long view that well trained employees will ultimately benefit and add value to their organization. Unfortunately, those days are long gone. Today’s mantra is “what can you do for me today because there may not be a tomorrow.”
As Dave rightly points out, graduate students and postdocs are simply not being trained to meet the needs and demands of most life science companies. An essential ingredient that is missing from current training paradigms is a fundamental understanding of the life sciences industry and how it works. Put simply, students who lack a basic understanding of the pharmaceutical/biotechnology drug development processes will find it increasingly difficult to land an industrial job; regardless of the number of Cell, Science and Nature papers or where you may have received your graduate or postdoctoral training.
In his article, Dave asserts that determining (as early a possible) that an industrial career is right for you may be your ticket to success. Unfortunately, while conducting informational interviews and landing a competitive unpaid company internship may be helpful, only small numbers of graduate students and postdocs have the flexibility or access to these activities. More importantly, most academic researchers engage in basic rather than applied research (which is what life sciences companies are looking for). Consequently, while many students view industry jobs as possible employment opportunities, there simply may not be enough PI or mentors who can help to acquire the applied skill sets demanded by most life sciences hiring managers.
By now, many of you may be thinking: okay we know about the problems how about some practical solutions. So, here goes:
First, there are many online biotechnology courses and certificate-earning biotechnology/pharmaceutical/regulatory affairs course at local community colleges that graduate students and postdocs can take. Yes, I know that you are extremely busy and working 80 hours plus in the lab, but it is your career and nobody else can do if for you. These courses will provide graduate students and postdoc interested in industrial careers with a basic understanding of how the life sciences industry functions. Also, these courses can provide a rich lexicon of industrial jargon—when correctly used in a face-to-face job interview — can make a difference between a job offer or not.
Second, graduate students and postdocs can work together to organize career development symposium, seminars and workshops to obtain a better understanding of the requisite skill sets and training required to improve their competitiveness for industrial jobs.
Third, there are a number of PhD programs that now offer joint degrees in science, business and other disciplines. Choosing to enroll in these programs rather than traditional graduate life sciences programs may be an option for students who already know that an industrial rather than an academic career path is right for them.
Finally, organize and then talk college administration to demand that changes be made to existing graduate training paradigms to improve job preparedness. To that end, it would not be unreasonable to request that alternate career training courses (regulatory affairs, medical writing, project management etc be) be offered to all graduate students and postdocs who may be interested. Also, it may be appropriate (depending upon geographical location of an institution) to request that formal industry-focused company internships are established to allow interested and qualified graduate students and postdocs to participate. And, last, request that all faculty members be required to engage in career development counseling to help them to better understand the job market realities that their graduate students and post docs are currently facing. While this may sound like an odd request, it is important to remember that tenured professors are guaranteed a “job for life.” Consequently, most of them are not particularly concerned about whether or not their PhD students or postdocs find gainful employment after they leave their laboratories. Sadly, many of them (and perhaps rightly so) believe that finding a job is not their problem but yours!
Until next time…
Good Luck and Good Job Hunting!!!!!!!!!!