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Archive for September, 2015

Employability skills training and employer led events for UCL researchers

By uczjvwa, on 30 September 2015

UCL_CareersWeekEmployer-Led Careers Skills Workshops

Are you interested in brushing up on key employability skills and meeting/networking with employers who are keen to engage with researchers?

For both academic and non-academic careers, these workshops help you identify and develop core competencies which are vital for you to compete in the job market by demonstrating the transferable nature of the research skills you have acquired.

Day/Date Time Title Employer
Thurs 15th Oct 2:00pm – 4:00pm Introduction to Negotiation Skills Capco
Wed 21st Oct 5:30pm – 7:30pm Case Study Interviews Oliver Wyman
Wed 28th Oct 5:30pm – 7:30pm Networking skills Civil Service Fast Stream
Thurs 19th Nov 2:00pm – 4:00 pm Group Exercises and Assessment Centres PwC
Thurs 26th Nov 5:30pm – 7:30pm Interview technique Ark Schools


To find out more about the programme please go to: http://courses.grad.ucl.ac.uk/course-details.pht?course_ID=928

Research students book a place here: http://courses.grad.ucl.ac.uk/course-details.pht?course_ID=928

Research staff book a place here: https://www.ucl.ac.uk/careers/events/signupform/


Careers in Technology: Employer Forum for PhDs and Researchers

Thursday 29th October 2015 5:30pm to 7:30pm

The aim of this event is to help PhD students and other researchers with their career planning by providing an opportunity to question, to hear from and network with employers that come from a variety of roles within the IT & Technology sector, who are PhD holders themselves. The panel of speakers will give tips on how research students can use their qualifications and experiences to enter this field as well as information about their sector.

Panel of speakers will be:

Dr Salvatore Scellato  – Senior Software Engineer, Google

Dr David Houseman – Quantitative Analyst, G-Research

Dr Paul Loustalan – Patent Attorney, Reddie & Grose LLP

Dr Peter Johnson – Research Scientist, Schlumberger

Dr Nadia Frost  – Senior Solutions Analyst (Business Analysis), Thomson Reuters

To find out more about the programme please go to: http://courses.grad.ucl.ac.uk/course-details.pht?course_ID=2193

Research students book a place here: http://courses.grad.ucl.ac.uk/course-details.pht?course_ID=2193

Research staff book a place here: https://www.ucl.ac.uk/careers/events/signupform/


Find out about the specialist careers support provided by UCL Careers for researchers here: http://www.ucl.ac.uk/careers/specialistsupport/researchers



What do non-academic recruiters really think of PhDs?

By uczjvwa, on 24 September 2015

When it comes to applying to non-academic organisations, the more you know about your target market the better placed you’ll be to tailor your approach to meet their needs. This includes understanding the concerns some recruiters have about candidates who’ve chosen to spend the last few years in academic research. Remember that many people simply don’t know what PhDs actually get up to, and that vacuum of understanding can quickly be filled with a variety of stereotypes.

If this is the situation, your job is to help them get a better understanding of what PhDs do – and more importantly, how your experience can specifically benefit their organisation.

Let’s have a look at three of these stereotypes and ways to counter them.

  1. PhDs are extremely smart, but unworldly, impractical and too narrowly focussed.

The stereotype of the dusty academic surrounded by nothing but test tubes persists. You’re likely to be thought of as highly intelligent – which is a great start! – but removed from the hustle and bustle of the ‘real world’. The recruiter will be wondering if you understand the practicalities of working for a modern commercial organisation. Do you have a realistic view of what you’re getting into? Will you be happy to “roll up your sleeves” and get on with jobs that might not always be terribly interesting?

The concern here is about cultural fit and adaptability. You can address it by proving that you understand the organisation’s culture and have already adapted accordingly. This means managing your image and language at interview – in other words, dress and talk in a way that fits in with the organisation you’re going for rather than the one you’re coming from. It also means being able to talk in depth about your reasons for leaving academia and applying for this job, and perhaps giving examples of other times when you’ve had to adapt to new situations.

  1. PhDs don’t understand business and have no commercial awareness.

This is a huge issue for recruiters and one that you’ll have to address head-on. Commercial awareness is basically understanding how a business works and how you can help it to be more successful. PhDs are often seen as way too far removed from the realities of the ‘bottom line’.

It’s extremely important that show you’ve got this skill, so it’s worth thinking about your non-academic work experience or even situations during your PhD when you’ve had to think commercially – finding funding, for example, or making decisions about a budget. Performing a SWOT analysis on the organisation you’re interviewing with will help you prepare for any strategic questions.

  1. PhDs spend a great deal of time alone and don’t know how to communicate or work in teams.

This goes back to the stereotype of the solitary “ivory tower” researcher. The recruiter will be wondering if you’ll be able to get along with those who aren’t as educated as you, build cross-functional relationships and put aside personal concerns for the good of the business.   The best way to counter this is by providing plenty of evidence of teamwork experience. If possible, draw on both academic and non-academic experiences (hobbies are great fodder for demonstrating softer skills), showing that you’re comfortable working with a variety of different people – and that, at the end of the day, PhDs are pretty much just like anyone else!

– Hilary Moor, Careers Consultant, Careers Group University of London