BRAC James P Grant School of Public Health的动态

opportunity

In less than 24 hours after posting two PhD positions in my group, I received more than 150 applications with candidates sharing their CVs, educational records, recommendation letters, etc. All these applications arrived via email (an unofficial route), and none were submitted through the official platform. While I appreciate the effort everyone put into their applications, I decided not to read these emails or review their contents. My reasoning is straightforward: the job postings included detailed instructions on how to apply, and I believe that a serious candidate should follow those instructions. If a candidate isn’t willing to spend a few minutes reading the job ad, it raises questions about their attention to detail. I want to ensure that my future team members are proactive and self-sufficient, which is why following the application instructions is so important. I encourage future candidates to carefully read job postings to ensure they meet all requirements. It is your right to inquire about the position but one should not apply through the unofficial channels. #job_application #phdposition, #academicjobs

I have two PhD positions available at UTA to start Spring or Fall 2025. Applicants should submit a cover letter and an updated CV to me via email [email protected]. Please use “PhD at UTA” on the subject line followed by the subject of interest. #research #UTA Two positions announced are in the area of: 1. Flow and transport in porous media 2. Resilience of complex systems

Government Jobs: Recruitment has started for scientist posts, only these have the chance to apply #MostRecent #CSIRCSMCRI #CSIRCSMCRIRecruitment2025 #CSIRCSMCRIVacancy2025 #CSMCRI #CSMCRIScientistRecruitment #governmentjobvacancy #governmentresult #In #re

Here’s how my client landed a Laboratory Assistant job without applying anywhere. (Steal it) 1. Identified Target Companies: We started by mapping out potential research facilities and labs, identifying organisations where her skills would make a real impact. 2. We found key connections—alumni, lecturers, and professionals she had met during her studies - People with shared interests. 3. Developed a Custom Strategy: Combining traditional applications with proactive outreach, she reached out to a lecturer she’d met during a lab visit. The result? The lecturer forwarded her message directly to the Talent Lead. The Talent Lead got in touch, held a phone screening, and called her in for an interview. A few days later, she got the offer. Here’s the thing: She tried the typical approach of updating her resume and sending applications. But the real shift happened when she combined it with proactive follow-ups and targeted outreach. It wasn’t luck. It was strategy. If you’ve been relying solely on applications, think again. A targeted process could be the difference between waiting and winning! #jobsearch #hiring #followup #jobstrategy #Linkedintips #careeradvice ---------------------------------------------------------- P.S. If you're still struggling to reach out to people, I have 2 slots open to work with me 1:1. Check the comments to access yours!

So some adjustments to a CV with experience in academia can infact land a job in industry. Interesting! As long as the requisite skills are clearly displayed in the CV I suppose

An interesting jobopportunity

Learning to articulate your skills and experience in non-academic language is key for researchers seeking to move outside academia.

PhDs - I've looked at 100s of PhD resumes throughout my career. One of the #1 reasons I reject them is when their experience isn't translated into industry terminology. When I'm reviewing resumes, I'm often spending less than 2 minutes scanning through the content. In that two minutes, I'm looking for a pattern of experience. Categorically, words like "PhD Candidate," "Postdoctoral Researcher," "Graduate Researcher," and "Professor" are all academic words. They match a pattern of academic experience. Words like "Assistant" or "Adjunct" get pegged as entry-level or junior skill sets. This is why it's important to translate (but not misrepresent) your academic roles into industry terminology - so it fits the correct schema. Instead of -> Try This PhD Candidate -> Research Specialist Graduate Research Assistant -> Research Analyst Postdoctoral Fellow -> Project Lead These paint a clearer picture of your responsibilities that are categorically more industry-aligned, while also not falsifying what you did. ?? Pass it along - repost to help a friend :) ___________________________ Are you a PhD who needs help fixing your CV / resume to get more interviews? DM me or check out the resume services on my website (www.alma.me/store). #phd #careers #jobsearch #humanresources Alma.Me

What I find interesting/mind-blogging however is, given the years these "academic" roles/terms have existed among mankind, HR still has no appreciation of what those people do.... Is the HR function so isolated in their practice that they cannot at eye-contact with those words know what a PI does for example? Is the academic world existing in some cave or vacuum to not be understood in all these years by HR? I wouldn't want to suggest an arrogance or lack of initiative from the HR function so let me just leave it as a question and say, why doesn't HR know what academia does at least in general... If someone were to write COO on their CV even before spelling our the specific responsibilities they had in that role HR already has a clue what COOs do, why then are they so painfully clueless of academia especially given that academia and PhD are a time immemorial qualification/area? Is it be that HR is complacent or ignorant (or maybe arrogant is the word) ... Why doesn't HR at least have a surface understanding of such an age old qualification/area? What has caused such isolation of information/understanding? But of coz the advise is well received, after all it's the job seeker seeking so they have to make effort to impress/ be seen. But HR should remember they can miss what they looking for (best candidate) because of such industry-normalised (industry here referring to HR practice) complacency/arrogance/ignorance. Could it be that while HR genuinely seeks to find the best candidate, they are "unknowingly" sabotaging themselves? This is one of the examples that further cement my subconscious idea that HR approaches the recruitment exercises with an inflated ego. I have many examples which are subtly evident from some of the so-called "advise to candidates" and some so overt like ghosting candidates after interview. But like I said because the job seeker is seeking, so maybe HR feels above and makes themselves immune to the need to be mutually cooperative ??♀? Like honestly how can in this day and age the HR practice be invested in explaining how they don't know what a PI does in academia? I say invested because this is not the first of such "advices", and also from seemingly seasoned HR practitioners (if their profiles are anything to go by).? P.S: Just expressed my opinion on this post but it's for HR in general not Angela Priest?in particular, though I hope Angela will help me understand this "arrogance/complacency/ignorance" in that area of practice. ( Memory Nguwi?and Tapuwa Mutemachani if you have experience with hiring people from academia in non-academia settings your esteeemed opinion would be appreciated especially from the Zimbabwean perspective)