Full transcript
0:04Alright, so we're gonna get started. We're joined, by, in, right now.
0:08Hopefully we'll get our second speaker, to be joining us today. She's running a little late but hopefully gonna be able to make it.
0:16But before we get started, I think it's great to give Emma a little bit better understanding of who's out there in the audience.
0:18There's 254 of you. So it's a little overwhelming on our end to just see that number and we don't know exactly who's out there.
0:31So I have a question for you all that you will be able to answer in the chat. So. Locate the chat and maybe send your answer to everyone just so you can kind of connect and see what everyone is responding with.
0:43You can do that by changing in the chat. Who the message is directed to and just click on everyone.
0:52And so the first question I have is, when you are a little kid, what did you want to be when you grew up.
0:59So when you were a little kid, what was your dream job as a little kid? Oh, a dentist and author, singer.
1:07A lot of doctors out there, movie director, police officer.
1:14Pediatrician.
1:17Fashion designer. Make sure you're sending your responses to the chats. The QA is that for questions to the panelists about their careers later.
1:29A dancer, marine biologist. I'm not seeing a lot of psychologists in here, but You've maybe decided to do that later in your lives.
1:42The veterinarian. I'm assuming. We have a lot of animal lovers. Teacher, dentist, A famous person.
1:55That's a good one. Which. It's a good one as well. We're all over the place.
2:01This is a, this is a good question.
2:08Alright. And I, I have a quick question for you. What was your dream job as a little kid?
2:18Okay.
2:19You know, I remember wanting to be a therapist. Oh, the, route, but I did not go that route.
2:22Alright, excellent. Excellent.
2:28I think I want it to be a lifeguard at 1 point, I have little drawings as a kid of me being a lifeguard.
2:36I think that was probably one of the first ones.
2:41Alright, next question. What is one thing that might prevent you from achieving your career goals? So just a short answer, a phrase.
2:44A word. Set it in the chat. What's one thing that might prevent you? Money, money, money, money, all right, anxiety.
2:54Yeah, I feel that too, motivation. Beer. Time getting burnt out. That's a real one for a lot of people.
3:10Money.
3:13Homelessness. Mental health.
3:26Finances, let's see, time, introversion.
3:31Hi, financial situations, lots of money, knowledge, different one.
3:38Don't like working, us fair.
3:41This system all the texts.
3:48Confidence. Alright, lot of good answers here. A lot of overlap between you all. We share a lot of the same concerns and the same barriers.
3:57So it's interesting to see.
4:01And I'm sure, and I might be able to touch on what she was experienced throughout our career as we go through some questions with her, but just wanna say thank you to everyone for joining us in the audience and very much thank you, Emma, for joining us today.
4:14If we're able to get our second speaker in here today, we'll introduce her as well.
4:17But Emma, Joins us today and, this is a special treat. She was a former student of mine.
4:22Several years ago, and so I get to hear about an update of where you're at in your career.
4:33I'm up, but I'm sure, I'll learn a few new things that I didn't know about you.
4:34So thank you for volunteering your time. And I learned that this is normally your beach time to go walk your dog.
4:44So. That's a pretty good thing or a pretty big thing to give up for this. So thank you for that.
4:48Yes, yes, he's pouting, but he'll survive.
4:52Okay. So we'll go ahead and just jump into it, Emma. Can you give a brief timeline of your professional events for when you were a psychology student to your current job?
5:03Yeah, so first of all, just nice to meet everyone and thank you, Dr. E for the opportunity to speak with you all today.
5:06So like you all, I had received my undergraduate degree in psychology and then I pursued my master's degree in industrial organizational psychology and as Kevin mentioned a former student and basically my career trajectory from there is that we were required to have an internship as part of the program.
5:32So I did have an internship at Genentech, which you may be familiar with. It's a Bay Area biotech pharma company in South San Francisco.
5:42I was an intern there doing kind of like recruitment activities. Supporting their recruitment team and then they actually hired me on full-time, which was really exciting to be converted to a full-time employee.
5:56And so I was a full time R&D recruiter. So I focused on hiring scientists, chemists, biologists, so folks in the R&D field.
6:08I also did a lot of projects just around kind of like talent management and kind of looking at talent pools and trends in the marketplace.
6:17And then one day I was having lunch with our global team members. I met someone from the the UK.
6:25They had an opportunity. With an opening in London and you know I ended up taking an opportunity with the UK affiliate and so this was another recruiting opportunity over there.
6:41So I was in the UK for 3 years. The recruiting opportunity over there was really primarily focused on hiring data science bioinformatics type roles, IT roles.
6:53I also did manage a small team of recruiters over there. And then I had the opportunity to take another role within the company.
6:57As an HR transformation lead. So essentially what that entailed was I was helping the organization through transformation, which is just kind of a nice buzz word to say they were going through a reorg.
7:15Meaning that they were changing the way that their organization was structured, which ultimately means that people may lose their jobs.
7:20So I was helping them through that. I was helping with the change management and kind of all the activities around the transformation in the reorg.
7:30The pandemic hit. And I made the difficult decision to move. From the UK back to the US.
7:38And that's where I landed my current role, which is at Novartis, which is another large biotech pharmaceutical company.
7:47They've got pipelines in like oncology. Cardiovascular neuroscience. And in this current role, I, cardiovascular, neuroscience, and in this current role I am also a recruiter, science, and in this current role, I am also a recruiter, primarily focused also in that transformation space, but the recruitment activities, within that space.
8:03Thanks, Emma. We're getting several questions about, you know, a little bit more detail about what we did before you got into your graduate degree.
8:05So, you know, maybe what made you want to choose I/O psychology. Or, you know, what did you do from undergrad up until that point?
8:20Yeah, so I graduated. I was in my degree and I worked in a lot of different labs actually in my undergrad so I was working in a social psychology lab at the time and I kind of thought I was going to go social psych and my mentor actually said if you don't want to be a professor in social psychology, they kind of steered me away from it and introduced me to I/O as an interesting
8:42field to kind of, you know, apply what you learn into the workforce. And so I was actually my mentor in the lab that I was working at in my undergraduate degree that kind of introduced me to I/O.
8:54I did a bunch of research and was really intrigued by it and essentially went straight from my undergraduate into the master's program.
9:02I had a short job just in the interim. Just while I was waiting for, the master's program to start.
9:10Excellent. And wait another question and and keep sending the questions and this is great. I'll try to incorporate them as we go or we'll save them towards the end.
9:20But you jumped into recruitment after school after graduate school. Was that your first choice or?
9:26Were you looking for jobs in different areas of human resources or management?
9:33Yeah, it's an interesting one because I feel like a lot of recruiters say you don't like go to school for recruiting.
9:38So I think I kind of you kind of land there and so I think it was my internship kind of turning into the recruitment role and that really was kind of recruitment was my kind of niche area in the biotech pharmacy.
9:52And then I slowly started a branch out of that in that transformation role. And I think for myself, I love recruitment and I think, you know, I'm really passionate about helping people find their dream roles, but I also really love kind of the business partnering side of HR and kind of the strategy and kind of looking at the entire employee life cycle versus just the hiring.
10:09So I think right now I'm doing about a 50 50 split. So recruiting was not. What I was seeking, I kind of landed in it and and I still kind of keep getting pulled back into it because I do.
10:25I think it's kind of my comfort zone but I do I love recruitment but I also love kind of the entire HR.
10:28Kind of generalists and HR strategy side of things as well.
10:37What about the fact that you've been in? Research of science, medical. Pharmaceutical industry for a while.
10:43Was that something you were driven for? Did you just also kind of fall into that?
10:51You know, I kind of fell into the Genentech piece, but it, you know, I think for me having how to taste of what it's like to work in the the medical field and kind of in the the healthcare industry.
11:05I stayed that route because for me, you know, finding motivation in your work and I think, you know, kind of tying to your answers about, you know, what's stopping you from your job motivation.
11:17I think for me that's kind of core like I need to be excited when I get up in the morning that I'm making a difference.
11:24I would love to be a doctor but I can't do blood and needles and so for me you know being an HR person where I'm hiring the scientists that are working on the molecule that eventually will get to a patient is very motivating for me.
11:32So I think that's kind of why I've stayed in this industry is there's this intrinsic motivation that you know while I'm in HR there is a connection to the patient at the end of the day.
11:46Yeah, that's such an interesting story that you're, you're able to kind of.
11:50Jump on that kind of sense of purpose of the projects they're working on, even though you're maybe not doing the medical science.
12:00Piece of it. So, thank you. Maybe we'll move on and give a little bit more detail about your daily role.
12:06So we provide a more details about your daily responsibilities, your duties, and your current jobs. So what is a typical day in the your life look like.
12:15Yes, so right now as I mentioned I'm recruiting for of artists and primarily for the last 2 years it's been a lot of recruiting for a transformation that they're undergoing and so essentially my role is actually helping impacted associates so folks who are at risk of losing their job trying to help them find a role within Novartis within the new organization.
12:36So it's actually quite rewarding because it's, you know, trying to help people find a home that already really tied to the mission of the company.
12:43So it's a little bit more focused on the internal recruiting, but what I would say in general kind of a day in the life of a recruiter and what that looks like is that, you know, we, we help create job descriptions with managers.
13:00We post roles, we review a lot of resumes. And then those that need the minimum qualifications of what the job posting looks like, we usually pass on to the hiring manager and if the hiring manager is interested, I usually do like an HR phone screen or an HR video call.
13:14And then if that, you know, is successful, then usually the hiring manager either speaks with them or we put them through kind of an interview either speaks with them or we put them through kind of an interview process and those can be different based on the role in the team.
13:22And those can be different based on the role in the team. And if someone's successful, then I am also part of the offer process.
13:38And if someone is unsuccessful, I'm usually helping provide feedback, to candidates as to why they weren't successful in the role.
13:41So that's kind of high level day to day on the recruitment side. My role also has a little bit of project work, because I am really interested in kind of the HR business partnering side of things too.
13:54So, I'm, 2, projects, I'm, currently, working, on, one, Is, I'm, working, with, our, learning, and, development I'm also revamping our employee recognition program.
14:11So essentially looking at ways we can kind of motivate, engage, and reward employees throughout the year versus just like an annual bonus or things like that.
14:16So kind of focusing on the company culture. And employee engagement.
14:26I'm curious on, how much of your job is in person. It sounds like you're part of a major large organization.
14:33You know, people might be a lot of locations. How much is it remote?
14:39I am actually a hundred percent remote, which you know a lot of companies I think once COVID lightened up you know a lot of companies were asking folks to return back to the office, but the company that I work for is New Jersey based.
14:48So I'm able to work remotely from Southern California, although I adhered to East Coast hours.
14:56So I do have some, early mornings.
15:04So you're meeting a lot of times with people via Zoom during the day or How else are you filling your time?
15:09Well.
15:10Yep. Yeah, primarily zoom calls, all day.
15:15Okay, and do you enjoy the Zoom piece of it or would you rather be working in person?
15:20You know, I think I would like the opportunity to maybe go in like once a week. I do love the flexibility of working from home, but I do miss a little bit of face-to-face interaction.
15:31What I'd also say is like at my other job we were in person and then the pandemic hit and we went remote so we at least kind of build relationships face to face and then went to virtual whereas in this job I've never met anyone in person but I don't think you know it I wouldn't say it's, you know, our relationships aren't as strong, but I do feel like it's
15:52nice to kind of at least meet in person once or twice and then continue the rapport virtually.
15:58Okay. Alright. What characteristics, knowledge, skills or abilities, personality is our most important to do your job well and you could pick one of those characteristics.
16:06Can you explain how you've been able to develop it or improve upon it during your career pursuit?
16:17Yes. Maybe this is too broad, but I would say adaptability. I think for me every day looks very different.
16:25And so I think each day I kind of have to be able to flex and pivot and be agile based on the demands or the project or what's going on.
16:32And so I think that's really key. I think also in HR and as a recruiter you deal with a lot of different people every day so you'll deal with you know leaders.
16:48Managers, external candidates, employees, and that can mean that people have, you know, different personalities.
16:53Or different communication styles or different preferences of how they want to interact. And so I feel like not only my flexing based on maybe the project or the need, but kind of the person that I'm working with.
17:08And I think in in an HR type role, you're kind of in the industry of people.
17:11So you want to be able to kind of be flexible and agile in that. How I've become more adaptable or have hone that skill.
17:22I would say, you know, having, you know, a growth mindset, continuous learning being really receptive to feedback.
17:31In addition to that, probably. Being able to have, you know, good time management, ability to prioritize.
17:40And probably be creative in terms of how you problem solve. And tackle things. And so I'd say it's probably still continuous, but I think because I'm practicing, you know, being adaptable every day, it's.
17:57Continuing to evolve.
18:00I'm curious because Not, not everyone thinks of HR recruitment as a psychology kind of career field.
18:06How are you maybe using or not using psychology skills? In your profession.
18:15Yeah, I, you know, I think it's interesting because when we interview folks, a lot of people think about your being interviewed on your technical skills and capabilities, right, the requirements of the role, but a lot of the processes that I've been a part of and that I've actually helped create is that we also focus on kind of mindsets and behaviors and really understanding people's kind of motivations and their
18:39passions. And I think that's where you start to get into the psychology element of things as you're really understanding who that person is at their core, what they value, and ultimately, you know, finding people that align with the organization that you're recruiting for.
18:53So I'd say that to me feels a lot like the psychology piece and being in the industry of people.
19:00What doesn't feel like psychology is probably a lot of the administrative stuff. So going through CVs and going through, you know, maybe quick phone screens and things like that.
19:08But I do feel like talking to people and interviewing people, you get to make these connections and really I tried to learn who they are at their core.
19:20So that's the psychology piece for me.
19:23You mentioned you're making connections with these applicants. Do you get to stay in touch with them or is your relationship kind of just Once they're in the role, you let, you know, they're often going or are you with them?
19:37As an employee.
19:39So there is kind of a hand off at point of onboarding. I do hire a lot of people, so I would love to say that I, you know, follow their entire journey throughout, but, you know, it's not.
19:51I'm not, I don't have the time to do that unfortunately, but I think. You know, I stay connected with folks on LinkedIn and you know, they reach out if there's like something exciting.
20:01So I do try to stay connected as much as possible. But I'd say there is a handoff when you're a recruiter to the onboarding team usually from that point on.
20:06But in terms of like we use LinkedIn a lot for external candidates and reaching out to external folks.
20:11So I do have a really big network of, you know, potential candidates in the future that maybe are looking for jobs.
20:24Later but not now. So a lot of kind of networking and keeping in touch with folks internally and externally.
20:31Alright. The next question I have is what is the challenge that you face during your career pursuit and how did you address this challenge?
20:43So. I think kind of, you know, going off my last response too when I talked about dealing with, you know, many different people, many different personalities.
20:55You know, we also tend to have a lot of, you know, conflict with different personalities and different employees and different people.
21:02So I would say a lot of, you know, the times there's employee conflict and you know, they'll come to HR.
21:07Come to us to kind of mediate or facilitate and help with conflict. And maybe a recent example of that is that I was managing a project with a team of recruiters and there were 2 recruiters that just really didn't see eye to eye on a lot of things, different working styles, different, didn't see eye to eye on a lot of things, different working styles, different, you know.
21:32preferences. So what I did in that situation as I met with the 2. Recruiters independently just to kind of actively listen here, their side of the story and kind of get a picture of what's going on.
21:44And then I brought the 2 recruiters and myself together, created a safe. You know, environment where they could kind of speak up and where we could co-create and come up with an approach and a solution to solve the problem together.
21:54Essentially what that looks like was kind of re-establishing, you know, roles and responsibilities for the project team, what are the accountability and kind of what are our team operating agreements?
22:10What have we kind of decided our working hours and our time commitments. So it was kind of just re-establishing those things as a group.
22:18That seemed to do the trick. We checked in kind of 2 weeks later things are still running smoothly, but that was, you know, about a month ago.
22:23That happened.
22:30I'm curious, if. People often think your role is different than what it actually is given that they'll know that you're a psychologist and maybe they want to.
22:41Treat you more like a somebody with a clinical background.
22:47Yeah, I think employees. Think HR is just like one. Nebulous thing too. I think they don't understand that, you know, HR, you have a compound benefits team that, you know, manages all the the total rewards and the money and then you have, you know, an HR business partner which kind of deals more with the grievances and the strategy and kind of the managers.
23:12You know, support person, then you have recruitment, which does the hiring. And then sometimes there are other, you know, like immigration departments and other things within HR.
23:22So there's actually a lot of functions obviously, departments and other things within HR. So there's actually a lot of functions, in HR.
23:26So there's actually a lot of functions within HR. So there's actually a lot of functions obviously depending on the company size.
23:28Smaller companies HR might be wearing all different hats, but I think to employees, they just say, oh, I need to contact HR.
23:34So a lot of my job is to triaging to the other, you know, appropriate departments. But I think.
23:41I have a lot of empathy for people so people come to me with a problem and I can help solve.
23:45I also just kind of do that. So maybe I do a lot of stuff outside of my job description to your point.
23:51So the next question I have is what are some ethical or moral dilemmas that you've experienced as the psychologists.
24:02Yes. I think to that tune, you know, people do come to HR when there's a problem or a grievance and usually if it's something that I can triage to play relations or like an HR business partner I will but putting kind of my recruiter hat on.
24:19Probably the most common thing that I see is people want to hire their friends or their. Daughters, sisters, cousins, boyfriend or whatever it may be.
24:27And I think, you know, having a referral is amazing, you know, to have someone refer someone to a job is great.
24:37And then we do look at referrals, you know, with a higher regard. We make sure that there is like a an HR interview.
24:46But we also wanna make sure that we don't undermine the integrity of the recruitment process by kind of letting someone slide in because they know someone.
24:54So I'd say for me kind of upholding true to my integrity is making sure that we continue to have a fair, equitable, transparent process that we look at all candidates.
25:05We make sure we don't introduce biases. Cause at the end of the day we are looking for the best.
25:11You know, most qualified candidate for the role.
25:14Yeah, I can see that being really important with. Kind of a greater push to have more diversity in the sciences.
25:22And so that plays a big role in that making sure there's no biases in the selection process.
25:27Yep.
25:29What's a professional tip you would give your college to age self?
25:36I think embrace networking is probably one of the biggest ones. I think, you know, like attending events like this is incredible.
25:49So for everyone that's here, you know, tonight. This is an amazing opportunity just to network in learn.
25:50It, you know, whether it's something like this or joining like an organization or a club, that's great, but it doesn't even need to be anything that, you know, grandiose, it could be having a conversation with, you know, a friend's parent if they're in an industry that you're interested in.
26:10So. I think networking and having conversations with people does go a long way, you know, using my story of having lunch with a coworker that was in town.
26:21I didn't know that would end in me moving to the UK for 3 years and having, you know, quite an amazing experience and kind of career trajectory off of that.
26:31So I think networking is really key. And I would say coupled with that, you know, for me, like having an internship was also a really incredible experience.
26:39I think it starts to get the work experience building on your resume for one. For It could also turn into a full time opportunity.
26:50Kind of like a foot in the door, but if it doesn't turn into a full-time opportunity, what I would say is the most valuable from an internship is you're getting that practical experience.
27:00In an industry or at a company that you might be interested in and you're gonna learn what you like and what you don't like, you know, you might.
27:10Take a recruiting internship and say, oh gosh, I hate recruiting and that's not what I want to do, but I like.
27:17Compound, you know, so I think having the internship not only helps on the networking side, but you also start to get some real practical experience, you know, whatever industry of psychology are going in to kind of start to get a flavor of where your career might take you.
27:32I appreciate you bringing up the networking piece and I think this this type of event is nice. What I think it really does is it Should give everyone the audience a framework of how to have a conversation with somebody and interview them about what their career journey is like.
27:47So if you're doing an informational interview. Chatting with somebody like Emma and just interviewing them like I am is It's pretty easy too and it's people like being able to maybe talk about their career journey with somebody who's you know, in the beginning stages.
28:03So I think that's a really valuable thing to start doing early in your career. Those are the some of the set questions I have.
28:11We have some questions in the QA and if you're in the audience, please put your questions in the Q&A.
28:12So, please put your questions in the Q&A so and we'll try to get to them.
28:19We'll probably end a little bit earlier. Emma's been holding us down. One person panel today and I appreciate that so much.
28:27But we had a couple of questions in the. The QA about research and maybe research experience that you had in undergrad or in grad school or thesis.
28:39Did any of that, did you do any of that that you think helped you in your career pursuit or was kind of research not very important in your ultimate career success.
28:52Yeah, so I think I mean my undergrad experience. I wouldn't say is as prevalent.
28:59It was social psychology, but I was fascinated by some of the experiments and studies we were running, but probably more relevant was my graduate experience.
29:03So I was actually in Dr. E's lab and dr. Wright's lab and in dr rights lab we were doing a lot of studies on video interviewing and looking at biases, you know, like does like a background, you know, create bias in the process or people's appearance and eye contact.
29:30And so I think that was really, you know, relevant in terms of kind of my careers a recruiter.
29:36So we did a lot of hiring studies in Dr. Rights Lab in Dr. E's lab. We were looking at, I believe it was resilience.
29:50Oh yeah, yeah, it's been a while.
29:51Is that the big thing at the time and then generational differences? Okay, yes, I know. I'm like, what did we what did we do?
29:55And that's what I actually did my thesis on is I was looking at you know generational stereotypes and Well, people make assumptions based on someone's CV if they know they're a millennial or they're a boomer and that you know looking at who was reviewing the CV whether they were a millennial or a boomer and if they identified with generations or not, and if they identified with generations or not.
30:19So we were kind of looking at, you know, generational stereotypes, and not. So we were kind of looking at, you know, generational stereotypes, ages them and those sorts of things which I think was all very relevant is relevant you know in in the field that I that I went into.
30:32Great, thank you for that. And. I think it does depend on ultimately what Path you wanna take to get go forward but I know graduate schools often appreciate research and maybe you're not using all the research skills that you were practicing currently, but, early in your career, I think it can be helpful to.
30:53To get that experience but ultimately I think it does depend on the industry. We had a question, about self doubt or imposter syndrome and if you've head to face that or how have you kind of overcome the concerns of just self doubt or feeling like you're in a poster.
31:16Yes. A lot. I think, you know, for me, I hate the expression fake it till you make it, but I feel like you know Understanding that everybody doesn't know everything and it's okay to say I don't know or to, you know, look things up or things like that.
31:38I think, you know, just giving yourself permission and freedom to do that. I think
31:48Yeah, I think if you have kind of a growth mindset as well. And you're looking at everything like this is learning and you know it's it's no ego to ask your peers or someone you know I think it's just kind of you know, realizing that we're all learning and growing together.
32:05I don't know if that answers the question, but I think. I'm challenged and faced with something new every day and 9 times out of time I have to kind of sit back and think how am I going to tackle this.
32:19Great. Thank you for that. I think also for me a good way to combat it is making sure that I have mentors or a network because talking with somebody who's gone through it before.
32:31Who I respect or is just further along with their career journey and they can. Kind of telling me that this is what I felt like.
32:38It's normal or you're gonna get through it. It's a very reassuring kind of boost that, you know, confidence quite a bit.
32:43By just talking with that network that you've surrounded yourself with. And so I think there's a lot of reasons to have that career network.
32:54You just reminded me too, I think when I first. Was starting my career. I think I emailed you and Dr.
33:02Wright a lot of questions about, can you send me this like, do we, is there any literature on this topic?
33:07My company wants me to put together this slide deck. So I do feel like bridging from kind of academia to industry.
33:11I did lean on, you know, you guys as mentors. And I think, yeah, I think definitely in the beginning of my career.
33:22I didn't know what I was doing and I was definitely asking for help.
33:25Well, we haven't gotten those emails, but recently.
33:28I know, I don't know. I guess I've got it all sorted. No, I do remember asking for a lot of literature from you guys on the latest trends in the industry.
33:37It's all coming back to me. So.
33:41We have a question in the chat. Or in the QA about this working abroad versus working domestic, you know, what if challenges did you face with that?
33:51Were there any that you experienced with it. I think that's a unique opportunity and you know something that a lot of students at SSA are really interested in because maybe they have family that.
34:03Integrated here or they just like to travel. So
34:06Yeah. Generally speaking, I absolutely loved it. And so I would say, you know, if you have the opportunity or you want the opportunity, you know, seek it out and it should come.
34:19But I would say working abroad, you know, it was interesting because there are kind of, you know, cultural differences and even just like little things with office chats and what's appropriate over there, which might be inappropriate here or whatever.
34:32And so I think just, you know, kind of starting to learn what's customary over there was, you know, interesting, but I really grew to love the company culture over there as well as kind of the British.
34:47Culture and being abroad. It also made me realize how much here in the US we are, you know, we maybe don't have work life balance as figured out as maybe they do over seas.
35:03And so there's a lot of things that I learned over there that, you know, I still want to try and bring back over here.
35:09So. Definitely a different. Experience that an amazing experience.
35:17For sure.
35:20Alright, what about a PhD in your field? Is that something that you've thought about?
35:27Is it something that's even thing in your type of industry. Does it you think it could help, you know, somebody in your field or what's your thoughts about a more education?
35:42I feel like Dr. E could probably take this, but I think it just, you know, for me, I you know kinda just went on the industry trajectory and I did contemplate you know going the PhD route but I decided I kind of wanted to stick with with industry it doesn't mean that I I don't still think about going back to school because I love learning and I think it's great but
36:04I think where I'm at now it's probably not required but I think you know there were folks in my program that went on to get their PhDs.
36:08I think some folks kind of that were focusing more on like the, you know, statistical side of things or maybe that they wanted to become a professor and maybe Dr.
36:15E can elaborate more on kind of PhD route but for me I decided to kind of stick with the industry.
36:31Yeah, I think you can be very successful in your industry with a master's degree and I'm curious to kind of keep pulling on that string.
36:40Are you working with people who have a bachelor's in psychology and haven't gone into grad school or are you working with other psychologists?
36:45You know, who, where else is psychology on your team?
36:52Yeah, I would say. Primarily folks have their bachelors and it's a mix.
36:55There are some psychology. I do have some folks that have gotten a master's in like organizational development, which is really similar or they're masters in business.
37:09So it does vary. But yeah, I'm not working with anyone with the PhD in like I/O or.
37:17Organizational development right now.
37:20How does your role differ from somebody who has a bachelor's degree without the further education.
37:28Are they able to do quite a bit of the same stuff?
37:31I think so. I think, you know, It helped me kind of get to where I am today, but that's not to say that if you have a bachelors, you couldn't have the same career trajectory.
37:43I think earlier in my career trajectory. I think earlier in my career I was also more focused on kind of the analytics and things which I've kind of, I think earlier in my career, I was also more focused on kind of the analytics and things, which I've kind of stepped away from a little bit, but I think you can be very successful in HR with the bachelors and psychology.
37:58But I do think there was a lot of stuff that I learned in the master's program.
38:02That you know the literature that I had and the content that I had that I could really apply you know from day one whereas if you don't have that you might just be learning as you go but it's not to say you can't have a successful career by any means.
38:16Yeah, I would agree with that. It kind of opens a door to jump a few steps, but you know, you've also had to devote the last probably 2 years to get a master's degree where people could have gotten experience and.
38:28That could move them up as well. So. Let's switch gears a little bit and again, thanks for talking so much.
38:35I'd like to give you more breaks so you can keep drinking with some water, but it sounds like you're doing well.
38:41We have a some questions about this well being and how do you manage your personal life with your work life?
38:50I mean you're blended together you're working and living all in the same place, so.
38:55You know, how is it that you're recovering and just re energizing after work or before work or during work?
39:04Yeah, I think it is. And I've learned this the hard way to set boundaries and set kind of time, and I've learned this the hard way to set boundaries and set kind of time, you know, for yourself and to create work life balance, which can be really hard when you're working from home because you know your office is kind of.
39:21All around you. So I think what I've done that's been successful is like I have a designated area where I work from and that's kind of, you know, I'm not moving all around the house.
39:33I protect my mornings and This time I go to the beach every evening with my dog. So there's kind of activities that I try to protect.
39:44I would also say, you know, I have 2 different cell phones. You might not have the luxury, but my company gave me a work phone.
39:53You know, they said, do you want us to pay for your cell phone or do you want an extra phone?
39:54And for me, having a designated work phone that you can just put away worse versus having one phone for everything has been pretty life-changing because it's like.
40:06When you don't want it, you can put it away. So I think there's little things like that that you can practice and I just would recommend you know holding strong on your boundaries to try and protect your time and have a work-life balance and I think a lot of that also stems from I think working abroad because I saw practices over there.
40:19A lot better work life bounce than I've seen, you know, in the States. So.
40:31Yeah, I tried to separate things. It sounds like you're better at it. I once, deleted my, email off of my phone so I wouldn't check my email late at night but
40:42Okay, yeah, I think the phone thing is huge because we're all constantly on our phones and if your work stuff is on your personal phone it's like game over you're gonna get an email and it's gonna disrupt your
41:01Yeah.
41:02Yeah, I definitely check my work email all the time, so. Maybe I'll take that bit.
41:05Maybe you have something that has, surprised you. In your career journey, is there anything that kind of threw you for a loop or you know didn't go the way that you expected.
41:14I mean you mentioned that you you know didn't plan necessarily to go into recruiting and ended up there, but is there anything else that maybe surprise you in your whole career.
41:31Put me on the spot.
41:32Oh gosh. Yeah, I was gonna say lots of things. I mean, I think for me, you know, moving abroad was a big thing for me, but I actually think also moving back was quite challenging.
41:42I kind of thought I was going to stay there forever, but I think with the pandemic it threw me for a loop.
41:47So that's more maybe personal than work related. But I think it goes back to kind of being adaptable, you know, tying the thread through there is that, you know, Things change constantly and you just have to kind of be flexible and roll with it and I would say kind of the move abroad and then that kind of sudden move home during the pandemic.
42:11Was unexpected.
42:18Yeah.
42:19Yeah, I think a lot of people are experience that unexpectedness recently with the pandemic changing. Their career journeys completely.
42:24Yeah, definitely not novel to my journey by any means.
42:25So. So let's see, I have a question. I think it's really specific to use since you're a recruiter.
42:38You have an inside perspective. About what you're looking for in a candidate. I know it's for pharmaceutical companies or for science, like our kind of natural sciences.
42:50But, you know, what tips can you give an applicant? No, all that you know and recruitment like what should we be aware of if we're flying for jobs like what's the behind the scenes scoop from a recruiter.
43:04All the insights. You know, I think my biggest thing is read through the job. Description and look for kind of those keywords and look for kind of those keywords of what they're looking for kind of those keywords of what they're looking for and make sure those are on your resume of what they're looking for and make sure those are on your resume because A lot of the
43:19times, especially if a recruiter has a bunch of CDs to get through or resumes to get through, they'll either be scanning really quick for those words.
43:25Or now with AI, they may be running like some kind of if and then search for those keywords.
43:36So I'd say at the minimum. Is make sure you're kind of resume matches up to the job description and one way you can do that without having to like revamp your resume every single time you apply to a job is like having like you know, a personal summary section at the top or maybe a skills section where you can interchangeably update those words based on what they're looking for.
43:53So I would say that's, you know, a big piece just to get through that recruiter screen because sometimes that's the hardest thing to get through is because the recruiter gets 500 applications and they're looking really quickly.
44:03So I'd say, you know, if you feel like you're a good fit for the role, just make sure your resume kind of.
44:19Better understanding of your skill set and what they're looking for.
44:22Yeah, looking just straight at the job description about the knowledge or skills needed. And making sure those buzz words are.
44:30Integrated into your experiences or your interests at least. Really can go a long way. I'm just getting noticed.
44:38So thank you for that. That's a that's a good tip. See.
44:44Well, I want to also be respectful of your time, but I have one more question for you.
44:49Where do you see your career journey going next?
44:53So really good question because I'm starting to feel like I'm like at a crossroads where I'm looking to kind of.
45:02Not do something different, but I'm ready for like a new challenge. So. I'd say I want to kind of continue in the HR space within the biotech pharma industry because I've created my little niche share.
45:14And as I mentioned, I love it and I'm intrinsically motivated but I think I'm ready to kind of Let go of my recruitment.
45:21Responsibilities and start to hone in more and focus in more on the the HR business partner type of work and more strategy and kind of let go of the hiring stuff.
45:27Which I love but I think I want to kind of continue to get more experience across the the HR field.
45:41So
45:42Does that look like just taking on new projects at that type of company or is that something you have to branch out even further and Look at different roles entirely.
45:51Yeah, so I think the opportunities are definitely there with Novartis. I think it's kind of why I'm starting to dabble with the project work to kind of build so I'm already planting the seed.
46:00But I think eventually, you know, if there's an opening for an HR business partner role within the, that would be kind of ideal, you know, company movement.
46:12And that's kind of what I'm leaning towards, but, we will see.
46:17I love the comment of planting the seed because a lot of students ask me where can they look for jobs and I recommend in some cases just trying to get any job at a company you you're interested in working at in the future and maybe it's as a receptionist or an assistant and then you plant the seed about, oh, I'd like to work on this team and let me do it like shadow that person and follow
46:40them and learn a little bit more about the team and you have the inside then track for a position in the future.
46:47That's enough.
46:48And so. Planting that seed by just getting any role in a company is a great approach to moving up or moving.
46:54To a different role. So. But thank you, Emma, so much and if you're in the audience use the chat and send some appreciation, some gratitude towards Emma.
47:05She volunteered her beach time with her dog today and helped us. You know cover a panel all on our own so thanks so much and A lot of love coming towards you in the chat.
47:18I can't even keep up. It's
47:19Yes. Yes, it's overwhelming, but I, you know, thank you for this platform to speak, you know, with you all in connect and I wish everyone all the best in their, you know, with you all in connect and I wish everyone all the best in their, you know, education and what's next for them.
47:38People wanna know what type of dog you have, Emma.
47:41Oh, he's the cuteest. He's a English cocker spaniel, which I, they're very popular in London.
47:49Okay.
47:50So I'm not very popular here. So yes, he loves to swim. So we go to the beach every night and he swims for like an hour.
47:50WellMorning