• INTERVIEWING
WORKSHOP
– May 15th, 2004
1
Tools for Successful
Interviewing
• Luc Teyton, M.D., Ph.D.
Associate Professor,
Department of Immunology
The Scripps Research Institute
• Mary Yaroshevsky-Glanville
Senior Director, Human Capital
Anadys Pharmaceuticals, Inc.
2
Introduction
• Preparation for various aspects of
the recruiting and hiring process
• Topics will include:
– Culture of biotech vs. large
pharmaceutical companies, private vs.
public
– Where to look for jobs
– How to prepare for the screening
interview
– Sample questions
– What to expect from the company on-site
interview
• Academia vs. industry
3
Biotech Company
Culture
• Fast-paced
• Changeable
• More opportunity for creativity,
innovation, and making a difference
• Job is wide in scope - various areas
of responsibility
• Limited financial resources
– May lack stability
• Publicly traded companies are more
established than Private
4
Large Pharmaceutical
Company Culture
• Plentiful financial
resources/company stability
• Reputation is well known
• Structured
• May be slower paced/slower
decisions
• Job may be more limited in scope
and have a very specific job
description
• You will have limited impact
5
Where to look for JOBS
in Industry
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Biospace.com
Company Websites
Jobscience.com
Sciencejobs.com
Chemjobs.org
New Scientist
Conference Websites
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Know Yourself
• What kind of position, company, and
culture are you seeking?
• What is most important to you
(challenge, environment, mentorship,
pay, security)?
• Are you a team player or prefer to
work alone?
• What are your long and short-term
goals?
– How do these fit with the job
opportunity?
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Know Yourself
(Continued)
• Why are you the best candidate?
• What are your strengths and
areas that need development?
• What can you bring to the
organization?
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Hiring Process
• Candidate sends resume to
company (e-copy is preferred)
• Human Resources (HR) reviews
resume and sends it to the
hiring manager
• Hiring manager selects the best
candidates
– May do some reference checking
at this point
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Hiring Process
(Continued)
• Screening interview by HR or
department (may be telephone
interview)
• Second interview is in person and at
the company (usually all day)
– Scientific presentation
– Multiple interviews
• Formal reference checking
• Offer/Negotiation
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Purpose of the
Screening Interview
• Verify facts about your experience
and qualifications
• Explore your:
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–
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Competency
Communication skills
Motivation
Ability to work on a team
Flexibility/versatility
• Immigration status
• Relocation needs
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Preparation for the
Screening Interview
• Know your resume
• Know your accomplishments, skills,
and abilities
• Be able to provide specific examples
and situations
• Expect a question asking your salary
requirements
• Prepare a minimum of 2 questions to
ask interviewer
– Make sure the questions reflect your
interest in and knowledge of the
company
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Interview at the Company
– What to Expect
• Technical Presentation
– Know your data
– Know your audience
– Be prepared for tough questions
• All day process
• Lunch (this is another interview)
• Questions that will probe your “fit”
with organization and work team
• Dinner
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First Impressions
• First 5 minutes of interview are
extremely important
– Firm handshake – don’t be limp!
– Smile and look interviewer in the eye
• Address interviewer as Dr. or Mr./Ms.
– Do not address interviewer by first name
unless invited
• Wait to be asked to sit down
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Grooming/Attire
• Professional/conservative
• Dress for interview, not a day on
the job
• Clothes clean and pressed
• Avoid spicy foods before
interview
– Cannot chew gum during interview
to overcome the spicy foods
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Tips for Women
• Dress suit, pantsuit, or other
business attire
• No perfume
• Jewelry – avoid anything that
jingles
• Conservative, comfortable
shoes
• Pantyhose without runs
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Tips for Men
• Suit or jacket, or neat shirt and
slacks
• No cologne
• Avoid any toiletries that have a
scent (deodorant or after-shave)
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General Tips
• Be prepared for a variety of
questions
– Provide organized, concise, and
clear answers
• Have knowledge about the
organization
• Show interest in the
organization
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More General Tips
• Be confident, but not over
confident
• Convey energy and enthusiasm
– Make sure your body language
does not send a different message
• Be honest
• Be professional
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Types of Questions
• Technical/competency
• Fact-finding/history
• Open-ended questions (tell me
about yourself)
• Why did you …?
• Behavioral questions
– Situation, action, and result
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Sample Questions
• Give me an example of a complex
communication problem that you
faced.
• Give me an example of your
involvement in a team effort that
failed.
– What role did you play?
– What factors led to the failure?
• Describe your planning process
– How did you plan your last experiment?
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Still More Sample
Questions
• What criteria will you use to analyze
our company?
• What would keep you from joining
this organization?
• Now that you have more information
about this position, what do you
think would be a challenge?
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On-Site Interview Tips
• Presentation must be excellent in
content and delivery
– Bring a backup to your soft file, just in
case equipment does not work
• Make sure there are no errors
– Spell check and ask someone else to
proof it
• You must handle questions well
• Be sure you understand the job
responsibilities and advancement
potential
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More On-Site Interview
Tips
• Know the company and ask questions
that will help you decide if this is the
right job and organization for you
• Be courteous and professional to
everyone (the Receptionist and
Administrative Assistant may be asked
for their impressions of you)
• Good table manners at lunch and dinner
• Ask about timing of decision and/or next
step
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After the Interview
(What Happens Next)
• Send a thank you note(s)
• Formal reference checking
• Decision is made
– Offer/Negotiation
– You will receive a regret telephone
call or letter
– Be tactful – you may be considered
for another position
25
Conclusion
• Be prepared
• Be confident of your abilities
and experience
• Be your best, but be yourself!
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Questions?
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