2020 career resolutions!

We asked the postdoc careers advisers what their top career tips for 2020 are.

Talk to people in your research community (network).

Think prconferenceoactively about speaking to people in a range of situations – conferences, seminars or socially (including following and engaging in key conversations on social media networks).

You will learn about current trends and priorities in the discipline as well as inform the picture of how you fit in your research community.

The more practise you get, the more you will refine how you articulate and position your own research.  This can in turn spark new ideas or bring about opportunities, collaborative or otherwise

Don’t wait until you are applying for a job to update your CV.

computer keyboardAnytime you give a seminar talk, attend a workshop, or do an outreach activity, be sure to jot it down. Keeping a “bucket” CV as you go along can help you to remember the things that you’ve done, even if they seem minor at the time. Having a complete list makes it easier to pick and choose what is relevant for an application, academic or otherwise, at a later date.

Don’t wait for your PI to help you with your career.

Your boss is busy and even with the best of intentions probably doesn’t have the time to think about your career.

That doesn’t mean they don’t care but take the initiative and tell them about your career aspirations.

For example, if you want to apply for a fellowship, let them know as they are much more likely to make the time to help you. Even if they don’t agree to help, it gives you time to look for help outside.

If you are thinking of leaving academia don’t forget more and more PIs are sympathetic to this and have contacts in a range of roles outside. But if you feel that telling them might make your life more difficult, then let other colleagues and friends know about your career aspirations as they might know of contacts who have tried something similar.

people talkingCultivate your connections.

Met anyone interesting over the break?  Someone who has made you think – ‘I’d love to know more about their job/how they got into it/how I could gain relevant experience.’

Follow up while they’ll still remember you.  Drop them a line, wish them a Happy New Year and suggest some dates to catch up.

R&D in industry over the horizon

SunriseR&D in industry isn’t a surprising postdoc career destination but it’s still surrounded by mystery. What are the reasons former postdocs in industry say that they like it? Or there any downsides they are hiding?

This year, we’ve had lots of feedback at the Postdoc Careers Service on what’s it like and what are the key differences to academia.

Shared risk and glory

In academia if your project doesn’t go well and you are struggling to get any results, the burden is on you to fix it, limp on with the project and try to recruit some volunteers to assist. In industry, inherent team work means that you are not holding the whole weight of the project. As one postdoc now in a local biotech put it “If you are struggling (with experiments) the team is struggling with you and everyone is helping you out”. Sounds great but be aware that getting all the kudos for a project is probably off the cards too as the successes rightly need to be shared. So, if a getting the glory on an individual level is your primary driver, academia might be a better fit.

High tech shiny labs

While academia is idea cutting edge territory, industry is doing it on the technology front. R&D firms invest in equipment and technology which postdocs tell us is a step above most academic institutions and a major perk of the job. Time is money, so companies don’t tend to scrimp on the resources you need to get your job done.

stopwatchFast turn around time

Having years to delve deeply into an academic research area is heaven for some and the reason that postdocs go on to be PIs. But if you get more of a kick from shorter time frames, industry will tick that box. Project managers will be giving you targets and deadlines. It might mean that you can’t go down every interesting experimental route but it will mean you know what you have to focus on when which many postdoc tell us they yearn. But that level of organisation comes at a price. Industry postdocs say the number of meetings is a “culture shock”, the work is intense and the expectations are high.

Real world applications in sight

Certainly anyone working in pharma cites helping patients as a key driver, but that applies to all R&D careers across the sectors. Knowing that people will be consuming and purchasing what you research can be a reason to get out of bed even when the projects are tough.

What, no hidden downsides?

Sure, there are downsides. We’re well aware that the people who volunteer to come back to tell us their industry story disproportionally selects those with a positive tale to tell. But we’re keen to hear the downsides too. The downsides are often the reverse of all the positives above, it’s just a matter of your perspective. But if the positives energise you, it’s worth having a look over the horizon.  Find out more about real life postdoc R&D careers industry.

 

Anne Forde, Postdoc Careers Adviser

 

The NHS Scientist Training Programme – Corsten’s story

Originally posted on the unicamcareers blog

A Q&A with Dr Corsten Douglas, who shares her experiences from the NHS Scientist Training Programme

Tell us a bit about yourself. What did you study and what have you been doing since you left Cambridge?

I studied for a PhD in biological sciences at the MRC mitochondrial biology unit. My thesis was ‘The assembly pathway of human ATP synthase’. Since I left the university, I started freelance private tutoring (without an agency), tutoring KS1-4 biology, chemistry and physics, A level biology and chemistry and 11+. After a year of tutoring, I started a full-time job at Cambridge Science Centre as a science communicator. I applied for the NHS Scientist Training Programme just before I got the CSC job.

How did you first hear of the NHS STP programme and what did you learn through Open Days?

I heard about the STP via a friend who was working in the NHS. I learned from going to the open day that my idea to study Ahmed’s Clinical Biochemistry – Frontiers of biomedical science textbook was the correct thing to do, and that getting some experience, even one day, in a clinical biochemistry laboratory would be advantageous.

Which specialism(s) did you apply to, and why?

I prepared for the psychometric tests by revisiting my KS3 maths revision guide that I use for tutoring. I did this because when trying the Talent-Q practice tests, it looked a lot like KS3 maths. In fact, the real test was full of even some simple KS3 maths, such as how to interpret bus timetables. For the logic tests, I printed out the Talent-Q practice tests by doing a screen print of each one, and just looking at them until I found a pattern, taking as long as I needed. I thought it would be best to make a check list of which patterns were found, and then wait a few weeks before taking the Talent-Q practice test again to make sure that I couldn’t just remember the answers and that it was just logic that I was using the answer them. This strategy was probably a good one, as I felt that I got all of the logic questions correct in the real thing.

A PhD is not an essential requirement for these roles. What did you see as the advantages/disadvantages of being a PhD graduate during the selection process?

The advantages of having a PhD were that during the general science station at the interview, I used a lot of knowledge gained during my PhD to answer the questions. I didn’t really see a disadvantage, as the introductory chapter of Nessar Ahmed’s Clinical Biochemistry mentions that clinical scientists may have a PhD in a relevant subject such as vitamin analysis. My PhD was not clinical, but is useful if I specialise in ‘in-born errors of metabolism’.

What does it mean to be ‘white-listed’?

I got a high enough interview score to be employed/accepted, but there weren’t enough spaces/my rank wasn’t high enough initially. If someone drops out, then they use your first choice hospital location to place you. I found out I was successful and got my first choice of locations on 2 August this year, nearly two months after being on the reserve list/white-listed.

Learn more about the NHS Scientist Training Programme at nshcs.hee.nhs.uk/programmes/stp

Practice Talent-Q elements in Job Test Prep, via the Careers Service

Building resilience for your career

Whether you’re worried about having a temporary contract, applying for long-term academic jobs or making the leap out of academia, having a good supply of mental toughness to cope with the career uncertainties of postdoc life is essential.

But how can you build repalm trees in windsilience?

We were really taken by some recent examples of former postdocs who demonstrated the much- prized ability to ‘bounce back’ in real-life situations and even surprised themselves how resilient they were.

When exploring the subject of building resilience, it’s good to draw inspiration from Stoic philosophy  – a central principle of which is that we don’t control and cannot rely on external events, only ourselves and our reactions.  Or as Seneca succinctly put it: “It does not matter what you bear, but how you bear it.”

Resilience in action

Take former postdoc Stacey Jamieson, a speaker at our recent ‘Careers in R&D in biotech and pharma’ event . Stacey didn’t have the ideal circumstances to land her first choice job.  In her video she describes how, due to her immigration status, she had to think around the issue of getting a job where a company would sponsor her.  Unfortunately, the companies that offered this sponsorship were in technical/scientific roles and not in Stacey’s preferred area of Medical Scientific Liaison, (MSL).

By being resilient – researching her options and being open to opportunities where she could use her skillset – Stacey was able to ‘bridge the gap’ between academia and industry for a year in a technical role until she got permanent residency status in the UK.

Things have worked out well for Stacey who is now in MSL, a role ‘where her heart lies.’

At the same event, Winnie Yeung urges you to be brave and apply for industry positions even if you have the challenge of not having all the skills listed on the job description.

You’ll have to be resilient to handle the inevitable rejections, but by highlighting your transferrable skills you may also get the job.  As Winnie says: ‘usually the company will see how your skills will fit with the role.’

Sometimes the resilience-building technique of ‘reframing,’ (a way of viewing and experiencing events, ideas, concepts and emotions to find more positive alternatives – Wikipedia), is needed to check if a perceived challenge or difficulty can be turned to an advantage.

José Teles, a speaker at the event, worried that his diverse background in academia would hamper his chances of moving into industry – a concern that wasn’t borne out in reality.  As José explains in this video, his wide-ranging experience ‘…. turned out to be an advantage in my current role.’

José’s story highlights the importance of ‘reframing’ – seeing your situation from all angles, to build your resilience.  What you might think of as a disadvantage in your career history, may actually be seen by employer as a benefit.

Moving forward

Seneca said that ‘we suffer more often in imagination that in reality.’ By deploying resilience to interrogate challenges -moving problems from the imagination and into the cold light of reality -positive, creative ways of moving-on can be devised.

Have a good supply of resilience is essential to overcoming life’s inevitable hurdles as a postdoc.

Getting help

If you are looking to increase your resilience, the Researcher Development Programme at Cambridge University run workshops which focus on building mental toughness by developing coping strategies to overcome challenges.

Come for an appointment at the Postdoc Careers Service if you feel that the rollercoaster of job hunting and career decision making is depleting your resilience.

Heather Smith

Postdoc team

What salary should I ask for?

The salary expectation question is something we are increasingly coming across at the Postdoc Careers Service. Employers are asking for this information in online applications, cover letters, phone interviews, way before it feels appropriate to talk about money.

Help!

You are asking us how you should handle it. Here are our tops tips to help you navigate this tricky question:

tower of coinsUnderstand why they are asking it

Why on earth do they need to ask such an awkward question before they’ve got to know you?

Well, organisations have salary budgets and the recruiters who first come across you probably have a budget they need to stick to. So, it’s one way of ruling out people who have unrealistic salary expectations. On the other hand, they don’t want to put you off with an offer so low that you’d reject the job out of hand.

Appreciate that they are not setting you a trap, just doing some broad reality checks.

The best tack is to do some salary research before you apply

How much do I ask for?

Yep, it’s the million dollar question but in truth they are not really asking you how much you’d like to earn but what are you worth to them.

The best tack is to do some salary research before you apply.

Our Careers Service alumni platform, Alumni Careers Connect, gives you access to Cambridge graduates who could give you an idea what someone with your experience might expect in this role and sector (as opposed to what they earn).

If you are stuck for time, ask around colleagues or friends for what they reckon people starting in the role should expect. The website Glassdoor is useful to get some insights – people post salary info anonymously. If that doesn’t yield results, the online careers education website Prospects gives average salaries for the entry and longer term progression in a wide range of job types.

How do you present this information to the employer?

If possible, it’s best to give the employer a range, let’s say £5K range rather than one figure.

This gives them a bit of wiggle-room so they don’t feel in a corner. If it’s a conversation rather than a digit to fill in on a form, give them reasons why you think you justify this salary.

Your reasons should be about your value to them and not about your increased costs or inconvenience taking the position.

What’s wrong with asking for more or less than they expect?

Asking for too much means that you sound unrealistic or even arrogant, especially if it is a lot more than your current salary.Happy person

If you are asked about your current salary, though, do mention the benefits of working for your current employer (e.g. pension, annual leave, subsidised childcare).

Asking for too little could give the impression you are not ambitious, and invites them to make a low offer. Keep in mind it takes time to climb up the salary scale.

Your reasons should be about your value to them and not about your increased costs or inconvenience taking the position.

Cultural expectations

Whereas in the UK and a lot of Europe, salary negotiations are uncomfortable for many people, in other countries it’s a must.

For example, in the US you will be expected to negotiate. Do your research on the salary range and also the cost of living in the area.

A former postdoc now working in biotech in the US Bay area said UK based postdocs will be shocked at how much you need to ask for!

It’s a package and not just a salary

Sure, a salary figure is a headline, but what else are they offering?

Many organisations offer other benefits: training, share options, flexible working, health insurance, gym membership. The greatest benefit of all, though, is how the role will help your confidence, career and employability in the longer term. Some people take a lower offer with the prospects of longer term salary benefits and employability.

Later stage salary negotiations

The ideal stage to give you salary expectations is when they have offered you the role.

If you are aiming at the highest figure, give the employer clear reasons why you are worth it. Ask how often and what is the process for salary review.

By Anne Forde, postdoc careers adviser

A new Concordat – are better times ahead for postdocs?

This week sees the publication of the new ‘Concordat to support the career development of researchers’ – a bold and aspirational set of principles outlining how universities ought to manage and support their postdocs. Over the next few months, you’ll probably start to hear more about ‘The Concordat’, as it’s more affectionately known in the wider world of academic administration, and you should certainly begin to feel some of the positive changes that will be driven by it, as Universities start to address the principles they’ve signed up to.

The original idea of hands stacked in agreementa concordat, or agreement, between universities to set standards for supporting and managing postdocs dates back to 1996. The landscape for postdocs has changed enormously in those 23 years, but each new version, one in 2008, and now in 2019, recognises that postdocs are crucial to the success of the UK’s world-class research base, and institutions that employ postdocs should make sure they support them with the many challenges they face.

What does it mean for me?

The latest Concordat goes beyond previous versions in setting out expectations for all the stakeholders involved in creating a healthy research culture. There are obligations for institutions, funders of research, managers of postdocs, and postdocs themselves, divided in to three ‘Principles’.

The first, ‘Environment and culture’, aims to promote an equitable, inclusive and positive research culture by considering issues such as diversity & inclusion, behaviour, wellbeing, and mental health.person reaching the peak of a mountain

The ‘Employment’ principle sets out the importance of transparent and merit-based recruitment, progression and promotion, and effective performance management.

The third principle, ‘Professional and career development’ recognises the importance of access to good professional development and career support in for postdocs aspiring to success in a wide range of careers.

Of course, when you’ve got your head down in a research project, and you’re focused on your next publication, being on top of the policy changes going on at your institution, let alone across the UK academic sector, are probably not top priority.

The good news is that the effects of the Concordat will filter down to all postdocs.

One of the headline obligations is that postdocs will be entitled to 10 days per year of protected time for their own professional development. Alongside expectations that managers will engage in regular career discussions with their postdocs, and that institutions will recognise the broad range of career paths they pursue, this could be the start of real culture change in terms of how we define career success in academia.

The Concordat will be a big driver for change in UK universities, individually and collectively. But it also serves as a useful guidance tool for researchers who want to understand their rights and responsibilities, what they can reasonably expect of their PI and institution in terms of supporting their career. The latest version is brief and accessible – it’s well worth having a look.

At Cambridge, a small working group drawn from across the University, including postdocs, will be putting together an action plan for how we, as an institution, will meet our obligations. Cambridge has a long history of providing world-leading support for postdocs, but there will always be more we can do. Look out over the autumn for our Concordat sessions, where we’ll be helping postdocs to understand more about what it means for them, as well as giving them the chance to have a say in how we make being a postdoc at Cambridge better for all.

More information about the Concordat.

Liz Simmonds is Assistant Head of the Office of Postdoc Affairs, and chair of the Concordat working group at the University of Cambridge.

Getting the most out of conferences

In the weeks leading up to a conference, you are probably focused on preparing what you will present to the attendees, but don’t forget that attending a conference can be a great opportunity to develop your network and facilitate your next career move.

Some research in advance into the delegates attending, the organisations exhibiting and the location of the conference can pay dividends.

If you are trying to develop a career in academia

Are any of the delegates people you would like to employ you (as a postdoc or PI) or host you (as a fellow)?  Reach out to them in advance and try to set up a meeting at the conference.  If you are presenting a talk or poster, let them know.  A quick chat can be easier and more fruitful than a carefully crafted email, particularly if you are looking to change subfields.

If you will be geographically close to any groups or departments you would like to join, try to arrange a visit before or after the conference.  They might like you to give a talk about your work.

Trying to come up with independent research ideas?  At our Fellowship event, Prof George Malliaras suggested attending talks outside your immediate field.

If you are trying to move into R&D in industry

Do any of the delegates work at companies of interest?  Contact them in advance and try to arrange a meeting at the conference.  You could ask a GradLink at the same company to forward an email, or you could reach out through LinkedIn – just make sure your own profile promotes you well.

If you are trying to move into a non-research role

Are any of the exhibitors doing roles that interest you?  You are likely to find journal editors, people working for professional bodies such as the Royal Society of Chemistry, and application specialists for lab equipment and reagents.  Don’t hesitate to ask the presenters about their own careers paths. You will often find former researchers at conferences who can share their own experiences and tips for moving into a non-research role.

Further tips? Last year Claudia Bonfio, a postdoc at the LMB, wrote a great post for The Biochemist Blog on ‘How to be better at networking at conferences’

Sally Todd, postdoc career adviser

From scientist to interactive journalist

Anna Lombardi tells us how she made the transition from postdoc to interactive journalist

Anna Lombardi

Please give us a brief career history

Despite my purely scientific background, I’ve ended up working as an interactive journalist at the Times and Sunday Times. The path I’ve followed to get here has been anything but linear.

After completing my PhD in Physics at the University of Lyon (France) in 2013, I moved to Cambridge, where I joined the NanoPhotonics Centre in the Physics department as a postdoc.

I had the chance to work in an extremely dynamic and stimulating environment, deepening my knowledge of light-matter interaction at the nanoscale and plasmonic sensing.

Despite enjoying the work in the lab, after three years I decided to rethink my career path to pursue my passion for science communication.

Aware that I needed more technical tools to move into this field, I enrolled in a two-year Master in Science Communication at the International School for Advanced Studies in Trieste (Italy) where I first learned about data journalism and visual storytelling.

While studying, I tried to gather experience in as many fields as possible: from science festivals to science publishing,press office activities and event organization. But I soon realised data journalism was something that intrigued me the most, something always in the back of my mind. This is when I started looking for jobs and, in August 2018, I applied for the one advertised by The Times.

Why were you attracted to this role, how did you find it?

The one tdatahing that has never changed throughout my career is a deep passion for numbers.

As a researcher I was used to reading through big sets of data and visualising them in the clearest possible way for publication; no surprise that, while studying science communication, I got particularly interested in the field of data journalism and visual storytelling.

When I came across this job opportunity advertised by The Times online, I immediately applied. As soon as I read the job description, I thought that it would be the perfect match between my scientific and communication skills.

What aspects of your postdoc experience were most useful in securing the job?

My scientific background has been considered a plus throughout the recruiting process.

Analytical thinking and problem solving were highly valued, as well as coding and writing proficiency. These are all skills I have developed and improved as a postdoc.

What do you do in your current role – what is an ‘average’ day ?

On a day to day basis, our interactive team helps reporters analysing and visualising data to
go with their articles.

We realise maps, charts and interactive tools to contextualise a story,to provide extra bits of information, to engage with readers and guide them through complex data, to incorporate live or location data, to create reader-focused datasets.

All these tools are added to the online edition of the paper. We often collaborate with journalists to find stories within big datasets by scraping and coding, and we sometimes write data-based stories ourselves.

What do you enjoy?

We cover several stories every day. I love learning about different topics through data, something that journalism and science have in common.

I also enjoy designing (often through coding) interactive charts and bespoke digital tools that aim at challenging and moving an often too static view of the world.

Any aspects that you don’t enjoy?

The fast pace of a newsroom is certainly thrilling but it can also be overwhelming sometimes for an ex-researcher, used to a much slower paced environment.

What are the main skills you use on a day-to-day basis?

Data analysis, few bits of statistics, as well as coding, communication and visualization skills.

What is your one tip for postdocs who might be considering a move to this sector?

Science and journalism have more in common than you might think: good journalism, as good science, relies on precision, method and clarity. There isn’t much difference between a good chart/graph going into a top peer-reviewed journal or printed in a daily newspaper: they both need to be self-explaining, complete and visually compelling.

Addressing the general public instead of your scientific peers is even more challenging for me, as you can never assume “they should already know” part of the story.

If you are passionate about data but also enjoy telling stories and deepening your knowledge of the world, journalism could be your next destination.

Can we make competition a positive force for science?

As someone whose list of passions in life is topped by science and sport, I was delighted to see Liz Nicholl, Chief Executive of UK Sport, on the bill at a conference on the culture of scientific research. And she wasn’t alone in drawing on the sporting world for inspiration, as Prof Leanne Hodson and her PhD student Pippa Gunn gave an inspirational talk comparing the running of a lab with a rowing eight. All this got me thinking about the parallels between these two worlds, science and sport, especially around the themes of competition and teams. What could we learn from sport to make positive changes in research culture?

relay raceCompetition was a big theme throughout the conference, and among the majority it seemed clear that for science it’s considered a Bad Thing. A culture which prizes the individual glory of a very few was seen to be a major contributor to high stress levels, bad behaviour, and to many young researchers feeling undervalued in their work. But sport – professional sport at least – is unashamedly competitive. We play to win. We also celebrate individuals – the top goal scorer, the gold medallist, the yellow jersey. What makes this more acceptable in sport than in science?

My sense is that it comes down to how we value the team. In team sports, this is clear. An individual might deliver a brilliant performance, but we recognise that he or she did that with the support of their team. And the whole team, including the supporters, share in the result and the glory. ‘Man of the match’ is something for the individual to aspire to, but probably means much less to them than winning the cup or league with their team. Even those competing in individual sports effectively do so as part of a team – team GB for instance. And these teams are recognised, valued and celebrated, as much as the individual, in some cases more. If we think back to our success in the last two Olympic Games, we might remember a few brilliant individuals, but what we really celebrate is the total medal haul of the team.

rowing teamHow does this compare with science? We talk of teams of researchers, striving for shared goals, but in fact a research group is much more a collection of individuals, all working to their own objectives, mainly because they will always be judged as individuals. In navigating the career ladder, it’s all about presenting independent, personal work, and ultimately any big prizes go to an individual or individuals, not a team. When a scientist achieves a major breakthrough, we know there are likely to be many others who have contributed to that work in many different ways. They might be lucky to get acknowledgement from a prize winner, or share in the excitement of having been part of something big, but ultimately reflected glory doesn’t carry much weight on the job market, which is where it needs to count. Like the domestiques of science, postdocs may well end up toiling away for the glory of their lead rider.

So does it make sense to get rid of competition in science? We know that many a major advance in science has been accelerated when multiple research groups have been focused on the same question. But would this aspect of research culture be more palatable if the success could be shared more across the team, as it is in sport? Let’s start giving prizes in science to teams – something that wouldn’t be too difficult to introduce. A bigger culture change, but one we should aim for, is to establish ways to make sure we give credit to everyone who makes a contribution to an outstanding piece of work. This was an idea we heard again and again at Changing Expectations, but if we could really make it happen, the research team finally becomes a real team. If we can do this, we needn’t fear competition, and then like any sports team, we can all play to win.

 

Liz Simmonds

Postdoc Careers Adviser, University of Cambridge

(originally published in ‘Research culture: changing expectations’ – conference report, The Royal Society)

Tips and tricks for building your LinkedIn profile for postdocs

Many postdocs maintain an online presence through a personal website or their research group’s website.

Often, sites such as LinkedIn are perceived as useful only for those fresh out of undergraduate studies or looking for business roles.

However, as the largest job social media site, LinkedIn is becoming more and more critical for those seeking roles outside of academia.

A LinkedIn profile is more than an online CV, it is a major networking tool and online job board. In fact, it is becoming more common for postdoctoral and academic-related roles to be posted through LinkedIn.

LinkedIn can be a powerful tool for exploring and reaching the next step in your career, but first you must take the time to build a good profile.  Luckily it won’t take too long – below are some keys tips for making your profile really stand out.

Top tips:

  • Headshot – A good headshot will not only make you seem warm and approachable, but LinkedIn statistics show your profile is ~27 times more likely to be viewed if you include a photo. It doesn’t have to be formal, but don’t dress distractingly or have a busy background. Don’t forget to smile!
  • Compelling headline– The headline is 120 characters to summarise yourself. Contrary to popular belief, it doesn’t have to be your job title. I can be comprehensive and doesn’t need to include full sentences. Remember LinkedIn uses search engine algorithms to match your profile so think about what keywords you want to include in your headline to make your profile searchable.
  • Succinct summary – This is a slightly longer summary (up to 2000 characters) where you can also include what you are looking for in a role or your career overall. Remember to use relevant keywords here as well!
  • Personalise your URL – it just takes a moment, and makes your profile link more memorable for you and for others.
  • Experience – You probably already have most of this section written as it will most closely resemble parts of your existing CV.
  • Connections – The more people you connect with, the broader your network. LinkedIn works on a degrees of separation (1st, 2nd, 3rd).
  • Groups – Join any alumni groups of universities you have attended, as well as any professional groups that match your interests. Bonus tip: You can directly message someone who is a member of the same group as you – regardless of what level connection they are to you.
  • Media – You can upload presentations, press releases, etc. directly to your profile. There is no need to upload all your publications or your PhD thesis, but if there are key articles or works that you would like to share, these can lend credibility to your skills.
  • Activity – as with all social media, more activity means more input from other users Again, don’t feel compelled to write blog articles and comment on every notification that comes your way, but as with all social media, the more you use it, the more your profile will get promoted.

Find out more in our video

By Sonali Shukla, Postdoc Careers Adviser

Skip to toolbar