COLUMN: Research On Career Development

It has been said, "Judge your successes by how much you had to give up to get them." Consider this relative to your last project. Now consider this relative to your last competition. How about your last job?

What was that? Yes, I said your last job. How much did you have to pay to get your last job? In your current job, did you pay in full, up front, for your career satisfaction? And, if you did pay up front, did you get what you paid for?

Let's recall our first scientific job out of school. With diplomas in hand, we entered the interview process, confident in our understanding of the scientific principles that we had just proven we understood. Visions of uncovering cures or innovations, incredible technologies, or new products and processes filled our heads, thanks mostly to the academic system from whence we came.

Whether the job came after the first interview or the tenth, the first company or the eighteenth, the impact of the first few months on the job were eye-opening for most, and somewhat depressing for many. "This is what I went to school for? This isn't science! This isn't research!" The wailing cries are familiar to us all—the sounds of lab assistants and other entry-level employees who find that their important discoveries are still many years off, preceded by years of supporting the senior research staff with basic tasks.

Yet, thankfully, as the months and years go by, the job becomes better. Or does it? Is the job basically the same and we have become less demanding? Have we become more tolerant of the inadequacies, or simply more content with our jobs? In short, have we learned to live with the warts?

Far too often, we work in jobs that have decent financial rewards, yet they do not satisfy us intellectually, physically, spiritually, or emotionally. How much of this could have been avoided had more work, more research, or more questions been addressed before we said "yes" to our current jobs? In effect, would our jobs have been better if we had paid more for them up front?

Today, scientific employers are fighting a difficult battle to recruit and retain the most talented employees. As a potential employee, you should take the time and make the up-front investments required to shift the odds in your favor. Here are some things you may not have thought about that should be a routine part of your employment search Due Diligence:

1. Learn about financial statements. Do you know what a balance sheet is? How about P/E ratios? You will be amazed at what you can learn about a company when you spend a few hours searching the Internet for your prospective company’s financial information. Learn to read stock reports and investor relations’ reports, as well as 10-K and 10-Q statements. Read IPO statements and SEC filings. Tons of research is readily available on your prospective employer. Most researchers don’t have the skills or knowledge to interpret these data. Make it a point to be one of those who can.

2. Learn about the products they make. From my years as a recruiter, I can tell you that far too many job candidates have no clue about the products manufactured by their prospective employers. They don’t know how the products are made, how they fare in the market, or who competes against them. They simply recognize the name of the company and the prestige associated with it. Take a few hours to look at existing products, failed products, and new ones coming down the pike.

3. Learn about their talented people. Take the time to search online patent databases to identify the inventions attributed to the most talented people at your prospective employer. This can tell you an enormous amount about the processes and products the company researches, and the innovations that it values. Search for articles written by these key researchers to learn how they think their innovations will set the direction for their companies. Read the abstracts for trade show talks they have given. Remember, scientists love to talk about what they have done—listen closely and you will better understand how your research goals fit with those of your prospective employer.

4. Read corporate press releases. This is the information the company wants everyone to know about, so naturally you should know about it too—before you interview with them.

5. Read other's comments about them. Is the company a target of the Sierra Club or Green Peace? How about the ACLU or OSHA? This is the information that other organizations want you to know about the company. Federal agency violations and fines are a matter of public record and reveal fascinating insights into the company and their operations. A few hours of research will reveal these to you as well.

6. Get the inside scoop. If you are brave and near the location where you want to work, or if you are really willing to invest time and money into your job quest, this is for you. Contact one of the people you know within the company and ask to meet for lunch. Introduce yourself as an interested fellow professional, and ask what it's like to work at the company—the culture, the work ethic, the research projects, etc. Then shut up and listen. I guarantee it will be the best $30 you have ever spent.

All totaled, if you do the above things, you could spend about 40–60 hours just researching one company. In fact, you are likely to know far more about the company then most of their own employees do.

Imagine the edge this will give you at the interview table! Imagine how well you will present yourself during an initial telephone screening! More importantly, imagine how well you will be able to judge if the company really deserves your time. If you are going to spend half your waking hours at your workplace, shouldn't it be with people you like, doing work you love, for a reason that means something to you?

For those of you who are fortunate enough to have found a job that seems to be a wonderful fit, congratulations! For those who may wonder if there is something else available, just remember, the best time to look for a new job is when you are happy with what you have.

‘Til next time...

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If you’d rather discuss your thoughts about the column offline, you may send comments or questions to managing editor Laura Vandendorpe at lvandendorpe@vertical.net.