由阅兵想到的生物学出路 - 未名空间MITBBS历史存档

由阅兵想到的生物学出路# Biology - 生物学

w*y2015-09-03 07:09

1 楼

前几天去Amgen参观，第一近距离接触制药厂的研发。昨天看了威武的阅兵。突然想到
祖国这么强大，为什么不多设几个比较大的药物研发中心，在中心里多设置一些比较高
薪且稳定的技术员职位，来研发药物。我感觉做药其实不需要什么idea，主要是投入资
金巨大，周期长，且需要大量的重复劳动。这恰好适合国家出面组织啊。我们在海外有
那么多的生物博后，大都是经过严格训练的，都可以回国效力啊。而且一旦开发成什么
重要的药物，完全可以把国家的投入收回来，即造福社会，又解决了一大批千老的就业
，挺好的啊。为什么只国家只招11公这样的所谓高端人才，发一些不实用的paper呢？

e*o2015-09-03 07:09

2 楼

走正步世界第一。
强大我们就不会再美国混吃等死了。

s*c2015-09-03 07:09

3 楼

哈哈，刚想说山寨世界第一。你的更牛。
高中毕业就够用了。

【在 e*******o 的大作中提到】

: 走正步世界第一。
: 强大我们就不会再美国混吃等死了。

s*y2015-09-03 07:09

4 楼

叠被子工种表示不服，比踢正步消耗ATP更少，而且比地球上其他所有国家的代表队加起
来都叠的好

【在 e*******o 的大作中提到】

: 走正步世界第一。
: 强大我们就不会再美国混吃等死了。

n*92015-09-03 07:09

5 楼

生物博后，有什么方面是所谓经过"严格训练"的？？重复性劳动，天朝民工要多少有多
少。更重要的是，这能给天朝面子上争光吗？不争光的事，也不显政绩，官员脑子进水
才干

n*72015-09-03 07:09

6 楼

正解
年少无知的时候总是想国家为啥不这么干那么干
后来发现就是一个问题 who cares？

【在 n*******9 的大作中提到】

: 生物博后，有什么方面是所谓经过"严格训练"的？？重复性劳动，天朝民工要多少有多
: 少。更重要的是，这能给天朝面子上争光吗？不争光的事，也不显政绩，官员脑子进水
: 才干

b*r2015-09-03 07:09

7 楼

药明康德发来贺电

B*r2015-09-03 07:09

8 楼

http://sciencecareers.sciencemag.org/career_magazine/previous_i
After Michelle Milstein was awarded a Ph.D., her friends and family assumed
she would be immune to unemployment. So when her lab at the University of
Michigan lost some of its funding and her postdoc position evaporated, those
closest to her were shocked. It shocked them even more when she didn’t
find a new position right away.
So Milstein went out on the job market, assuming that her Ph.D. would be an
asset. Those three letters after her name, after all, stood for something:
nearly a decade of training and the tenacity, resourcefulness, and smarts to
research, write, and defend a dissertation. “I wasn’t expecting a job to
be handed to me, but I thought my doctorate would at least be worth
something,” she says.
As unemployment stretched from weeks into months, Milstein decided that her
Ph.D. was working against her. “Places don’t want to hire a Ph.D., who
they will have to untrain, and then retrain. They want someone with a
bachelor’s or master’s degree who doesn’t have any bad habits and will
likely be willing to work for less pay,” Milstein says.
On the one hand, Milstein learned she had not received training in the
skills she needed to readily find work outside of academia. On the other
hand she was, in a different sense, overqualified for every job she applied
for. How could she be both overqualified and underqualified? As her job
search continued, she asked herself this question over and over.
The problem, she decided, is with the nature of doctoral programs. They
train you very well in the area of your dissertation topic and award you an
impressive degree, so you’re overqualified on paper. Yet they often—
usually—fail to provide the additional training that makes a candidate
broadly employable. That impressive degree was becoming a ball and chain,
and Milstein had no idea what to do next.
She isn’t alone. As science funding contracts, more scientists than ever
are seeking jobs beyond academia. With just 20% of Ph.D. recipients—fewer
in some fields—eventually getting tenure-track faculty jobs, they have
little choice. But even as companies are hiring—even at a time of
widespread claims of a shortage of candidates with scientific and technical
skills—those with the most advanced training are finding themselves with
few opportunities.
Impressive but not useful
“You would think companies would be thrilled to have such a highly trained
workforce at their fingertips,” says Alison Fisher, who left academia in
2008 after completing a postdoc with the U.S. Department of Agriculture at a
site near San Francisco. The problem, Fisher decided, isn’t so much that
she lacks skills; the challenge is figuring out how to prove to employers
that you have the training and skills they’re looking for.
At first, Fisher naively thought she could complete the transition out of
academia and find full-time employment in about 6 months. “I was open to
lots of different careers. I talked to everyone, did informational
interviews, went to career fairs,” she says. A biotech recruiter at one
career fair looked at her resume and acknowledged it was impressive—but
added that it was not useful for most jobs. “He said that he would have no
idea what to do with me because I would need to be trained, and no one wants
to hire someone that needs to be trained,” she said. “It was really
sobering.”
Getting past the screeners
When Sarah—not her real name—graduated from a major research university
with a Ph.D. in cellular biology, she already knew that she didn’t want to
go into academia. She began applying for jobs online but never heard
anything back. Friends told her this wasn’t unusual and encouraged her to
keep trying. Eventually, she snagged an interview with an organization she
wanted to work with—not via an online application but through a mutual
acquaintance. The interview seemed to go well, and the manager encouraged
her to apply online for the position. Sarah gave the manager a puzzled look.
“I already applied online. Didn’t you get my application?” she asked.
The manager’s reply was shocking: “human resources usually throws out
applications from Ph.D.s because they think Ph.D.s will bolt as soon as
something better comes around,” the manager admitted to her. The manager
didn’t share that view: “I enjoy having Ph.D.s around,” she told Sarah.
In a flash, Sarah understood two things: HR gatekeepers may be screening out
Ph.D.s’ applications before hiring managers get to see them, and at least
some hiring managers are more receptive to the idea of hiring Ph.D.s.
Defeating misconceptions
Danielle Haney, a Ph.D. who now works as a consultant with ETHOS Health
Communications, says that misconceptions about Ph.D.s are common in industry
. “People think that you can’t see the big picture and that you can’t
work with others,” Haney says.
Overcoming such misconceptions requires repackaging yourself, Haney says. “
You need to show people you have transferable skills.” How do you do that?
Get together with like-minded peers and brainstorm. Rewrite your resumes and
give each other tips, Haney urges.
For instance: Instead of listing every publication you’ve ever authored, as
you would for an academic job, summarize your research. Use that valuable
resume space to illustrate skills, especially in writing, communications,
and leadership—skills that are valuable to any company, no matter what
degree you have. Your awareness that you have these skills, and your ability
to sell them on your resume, is a clear indication that you are capable of
transferring them to new tasks. That might be enough to convince a reticent
hiring manager to give you a chance.
Haney also urges applicants to include on their resumes experience obtained
outside of the lab. Haney did her Ph.D. research on AIDS and did volunteer
work with HIV-positive adolescents. She also volunteered in the local school
system to help underprivileged kids learn about science and to increase
their interest in science-related careers. She did it because it was
fulfilling and rewarding, but highlighting it on her resume helped her find
a job.
Sarah echoes Haney’s advice about getting (and advertising) experience
outside of the lab. While she was still a Ph.D. student, Sarah wanted to
take a certificate course in science policy. Her adviser refused to let her
enroll. “She said that it would distract from my work in the lab. But it
would have been a major help in the freelance consulting work I’m doing now
, and I really regret not pushing my case more or even just going ahead and
enrolling anyway,” Sarah says.
An array of nonlab experience may help demonstrate an openness to new
experience and skills, which may reduce an employer’s hesitation about
hiring someone who looks overqualified on paper.
In her own job search, Fisher found that “overqualified” was a relative
term. Sure, she had mastered tasks far more technically challenging than
most she was likely to be asked to do in most jobs. Yet she lacked the
computer programming skills that some biotech jobs required. Having those
skills—and others—would have made her seem well-rounded instead of
lopsided, with exceptional skills in only one area. (Some people call it
getting “T-shaped” or, similarly, “pi-shaped.”) “Tech skills not only
tend to bring people a job, but they can also lead to higher salaries,”
Fisher says.
Fisher finally found her dream job the old-fashioned way: by networking. She
got to know another mother in her son’s preschool class. She—the other
mother—was a manager with a job opening, and Fisher realized that it was
for just the career she was looking for, with lots of opportunities for
detail-oriented, analytical work. Fisher wasn’t fully trained for the post,
but she emphasized the skills she had learned during the course of her Ph.D
. research: collaboration, attention to detail, troubleshooting ability,
tenacity, and project management. The mother/hiring manager saw that Fisher
was a quick learner and decided to give her a chance. “It’s easy to want
to focus on your specific area of research on your resume, but most
workplaces want to see what skills you have, rather than your expertise in
one small area of research,” Fisher says.
Several years later, Fisher believes she is far more satisfied than she
would have been if she had stuck to a more traditional Ph.D. career path.
Still, some nonacademic employers cling tenaciously to their preconceived
notions about what Ph.D. scientists can’t do. “There seems to be an
inability or unwillingness of nonacademic employers to understand how
research experience and skills can and do transfer outside the lab,”
Milstein says.
Milstein’s story doesn’t yet have a happy ending, but the story’s not
over yet. She continues her job hunt, hoping that soon she’ll find an
employer who can see her Ph.D. for what it is: an indication of competence
and a definite asset. “The skills and experience a scientist gains from a
professional career in academia can absolutely be applied and be a huge
advantage in any other career, science or otherwise. However, the hurdle we
face is that people outside of academia aren't able to make the connection,
and only see science and lab work,” she says. The Ph.D. job-hunters job—
and it often is a difficult job—is to convince employers to give you a
chance to show what you can do.