BioScience Careers

Does your PhD make you feel constrained and limited? Do you sometimes feel as though you’re being funnelled down a narrow tube of super-specialisation?

If your answer is ‘Yes’, you can console yourself with the fact that it’s hardly surprising!

Having reached the pinnacle of the qualification hierarchy (Level 8 in the European Qualifications Framework), you’re now an expert in a very narrow and specific area of knowledge. Indeed, you can barely see the wood for the trees 😊

That’s a bit cheeky, I know, but I wanted to highlight how our broad subject interests, which begin in nursery and primary school and become progressively narrower as we move through the education system.

By the time you reach the PhD, your intellectual horizons may have narrowed to an extraordinarily small corner of the knowledge universe. And that’s precisely what makes you experts.

I say this as someone who didn’t go through with a PhD, but who did spend three years as a research assistant investigating a transport mechanism in plants. My original motivation for taking the post was to make a difference in the world by discovering ways to improve plant nutrition in developing countries.

Needless to say, my research was about as far removed from a real-world application as walking slowly – three steps forward, two steps back – from the UK to said developing countries. Slower, in fact!

And that’s fine for those who relish their research and the intense focus that creating new knowledge affords. Many PhD graduates go on to become research group leaders and professors, delving ever more deeply into their chosen research disciplines, becoming recognised experts in their fields and enjoying it along the way.

Of course, academic careers can broaden too, as researchers take on responsibilities for teaching, leadership, management, mentoring and collaboration. So, while their subject expertise may remain relatively specialised, their professional activities and skills can become much more diverse.

However, for the majority of PhD graduates (and postdocs too), whether through choice or necessity, remaining in the academic part of the funnel is not an option.

And this is where the challenges can begin.

Having spent years progressing through an education system that encourages increasing specialisation, researchers may find that their professional identity has become inextricably linked to their research and academia.

So, it’s hardly surprising that moving beyond academia can be difficult. After all, it’s not simply a matter of finding another job. It may also involve reimagining who you are professionally, recognising the broader value of your skills and experiences, and adjusting to a different working environment.

The process varies enormously depending on individual circumstances.

For example, those who are keen to leave academia and have a career strategy may find it a relief to move into roles such as senior scientist, science communicator or consultant, particularly when these are connected to their research expertise.

Others may feel they’re being forced out because of a scarcity of permanent positions, limited funding or intense competition for academic posts. For them, the transition can be more traumatic, involving a sense of loss as well as uncertainty about the future.

And for those considering careers that have little or no connection to their research discipline, the challenge of recognising their transferable skills, making new connections and presenting themselves convincingly to employers can seem particularly daunting.

But here’s the interesting thing about the career funnel.

Although your subject expertise becomes progressively narrower during your education and research career, your potential career opportunities don’t necessarily follow the same trajectory. In fact, they can become much broader.

The further you move away from your specific research discipline, the more varied the possibilities may become. From academic research to industry R&D, science communication, policy, consulting, management, finance and even careers that have no obvious connection to your PhD subject at all.

Your expertise may have narrowed, but your career horizons don’t have to.

And here’s another thought: you don’t have to wait until you finish your PhD or postdoc to start widening them.

I like to call this process ‘de-narrowing’.

Even while you’re immersed in highly specialised research, you can actively broaden your experiences, interests, skills and professional networks.

For example, you might organise a conference, join a committee, volunteer, mentor students, undertake an internship or placement, participate in outreach activities, collaborate with researchers from other disciplines or connect with professionals working outside academia.

These activities don’t just add transferable skills to your CV. They can also introduce you to new people, different working environments and alternative ways of using your expertise.

Importantly, they can help you begin to see yourself as more than a specialist in one particular research topic.

In other words, you can start exploring the wider end of the career funnel while you’re still in its narrowest part!

So, what’s my take-home message?

• Don’t be hard on yourself if you’re finding it difficult to move into the broader part of the career funnel. Changing direction after years of specialisation isn’t necessarily easy, particularly when your professional identity is closely associated with academia.
• Don’t keep quiet. Seek support from peers, alumni, friends, family and, in particular, professional career advisers and coaches who can help you make sense of your options and develop a way forward.
• Start early. If you know your contract is coming to an end, don’t wait until your final week to take action. Reflect on your interests, skills and values, and consider how these might translate into different career opportunities.
• Don’t limit yourself. Your knowledge of the world of work can expand or restrict your career horizons. The more you discover about different roles, sectors and employers, the more possibilities you’re likely to recognise.
• Don’t feel you have to apply for everything. Try to remain positive, even when you’re feeling uncertain, and give yourself time to explore your options, develop a career strategy and connect with professionals who can offer useful insights.
• Take advantage of career development opportunities. Workshops, coaching, placements, networking events and other professional development activities can be invaluable, especially when they’re freely available through your institution.
• And, above all, start de-narrowing! Look for opportunities to broaden your experiences and perspectives, even while you’re concentrating on your research.

Remember, a PhD may make you an expert in a very narrow field, but it doesn’t mean you’re destined to remain there.

The funnel narrows your subject expertise, but it doesn’t have to narrow your future.

Related posts: Career development – it’s personal
10 ways to find your next job
Career Horizons

Independent thinking, problem solving and critical thinking – these are the top three reasons why employers say they employ PhD-qualified researchers.

In a recent study conducted at King’s College London by Drs Anna Favalessa and Lindsay Parker, (mainly STEM) employers who actively recruit and regularly hire PhD holders said their main reasons for targeting PhDs were not only because of their specific subject knowledge and skills, but equally because they possess a range of professional and transferable skills. Alongside independent thinking (in other words the ability to teach oneself), critical thinking and problem solving, other valued skills included communication and project management.

One employer said, “sometimes people underestimate the value of some of the interactions they have day to day, …. like communicating with your PI … communicating with other members of the lab, when you need equipment, when you need help … those are all important things that people tend to forget when they’re putting together a job application.”

This is great news for PhD researchers, who often say they feel unqualified or unequipped to go into industry and feel intimidated even to approach non-academic employers or make an application.

In a previous blog, I wrote about the importance of valuing transferable skills, but you need to recognise that you have them first! This means using your research and analytical skills on yourself, the researcher.

Don’t focus so much on your disciplinary knowledge and interests, think about how you’re doing your research and everything connected to it.

For example, ask yourself, why am I using this experimental design or this analytical method? Did I find out by critically examining the literature, listening to a talk at a conference, discussions with my supervisor, teaching myself the technique, learning from my experience, analysing the results and deciding on the next steps toward discovery and new findings? Did I need to negotiate for equipment, collaborate with others, make a presentation, carefully and precisely conduct the practical work? And so on ….

Self-analysis is not easy nor is translating your academic-related skills into ‘industry-speak’. You can get help from AI nowadays (but use with caution) and also through self-analysis assessments, such as Science’s MYIDP. For those of you who have access to institutional career support, I would recommend attending workshops, as well as seeking individual career guidance or coaching from a professional careers adviser.

On a less positive note, the surveyed employers also identified the challenges of employing PhD holders: their lack of industry awareness, their communication style and their ability to adapt to a fast-paced working environment.

This, however, was not seen as an impenetrable barrier and they offered advice to PhDs about how they can overcome these challenges:

• Apply your research skills to your job search strategy, by investigating employers’ websites, social media presence and any other sources of information you can find. Networking and connecting, contacting professionals to find out more will add a more personal touch to your research – and, you never know, someone might offer you an unexpected opportunity.
  
  
• Read widely about the world in general – what’s going on politically, financially, socially, etc. so that you have a broader view and context in which to situate yourself.

• Get involved in teaching or outreach in order to practice communicating with non-specialist audiences. When you work in industry and business, you will have to talk with a wide range of people, who need to be able to understand what you’re saying!
  
  
• Take an interest in activities going on around the department/institution/ conferences etc. will give you the opportunity to work in a team, cooperate with others towards a goal, such as organising a seminar series of conference. This will help you to demonstrate your people/communication skills more overtly and, as a bonus, these types of activities are usually fun 😊

So, the take-home message from this survey of employers, which included those employing in roles such as research and development, data science and analytics, consultancy/advisory, stakeholder management, technical/engineering and public engagement, was:

Be optimistic about your chances to succeed in achieving a job in industry/business and value all the peripheral, non-specific skills you’ve been developing ever since you started your PhD!

Related blogs: The skilled researcher
Career development: Intentional vs incidental

I recently ran a workshop at the annual Horizons conference in Göttingen and it got me thinking about the concept of career horizons and its influence on our ability to make informed decisions about our own careers.

Many PhD and postdoctoral researchers wonder how they will know if they like a particular job if they’ve never experienced it. Our experience is necessarily limited, so how can we be sure that our next move will be the right one? Unfortunately, this is sometimes the reason that people can stay too long in one place – fear of the unknown, afraid to take the risk, comfortable in the place that they are.

But how will you know, if you’ve never tried?

My husband and I travel to France quite a lot and we always stay at the same hotel and even in the same room. We always thought this room was the best – we’d always found it comfortable and adequate for our needs. Recently, we were horrified to arrive to find that our usual room wasn’t available and we would have to use another room down the corridor. After trying to negotiate unsuccessfully, reluctantly we searched out the alternative room only to find …. Guess what? It was actually better than our usual room – larger bathroom, better view and altogether more pleasing. What had we been missing out on all this time?

I thought this was a great analogy for the careers that we choose to remain in, because they are comfortable and adequate and serve our needs. We refrain from moving elsewhere in case it’s worse than what we already have. But, what if it were better?

There’s an interesting career concept that maps onto this dilemma of career choice called ‘Horizons for action’, which is part of the overarching careership theory of Hodkinson and Sparkes. It’s one of my favourite career theories (perhaps you didn’t realise that there are dozens of career theories out there!) because it takes account of the fact that we can only see what is on our own horizon, not beyond it. So, with this limited information we make our decisions without really knowing what we’re missing out on – what else could we consider?

There are ways around this and I want to give you some suggestions to help you to look beyond your limited horizons so that you expand your view of what is possible:

1. Read lots of job vacancies. I got into careers work because one day I spotted a job advertisement for a University careers adviser with a scientific background. I read with interest the job description and realised that, instead of what I’d thought a careers adviser does – as experienced from my school days – it ticked all the boxes for me: creative, people-centred, events organisation, research, lots of variety! It was a revelation that changed my whole career path.
2. Attend career fairs both online and in person if you can. To make the most of these events, prepare by investigating the programme and exhibitors attending, as well as looking at their websites, LinkedIn information and so on. You can even link with and contact professionals in the organisation doing the kind of work you think you might enjoy.
3. Use AI (with caution). Once you have a better grasp of your own self-awareness, you can plug some of this information into AI and ask what kinds of roles might suit you. You can use your interests, skills, values, personal characteristics, etc to see what it comes up with. It might surprise you, after which you can investigate some of the suggestions further.
4. Contact alumni from your university or PhD programme, especially those who have left academia, to find out what they’re doing and why they enjoy it. You’ll get personal as well as professional insights that you can perhaps relate to even more because they were at the same institution or on the same programme as you.
5. Look at resources – there are lots of books, websites and podcasts out there with plenty of case studies and examples of non-academic careers. These include, PhD Career Stories, Matteo, and even I have 20 examples in my own book, Career planning for research bioscientists.
6. It’s not so easy to do, but if you’re able to get a placement or internship or even
7. Volunteer to do things that you enjoy, especially during the course of your PhD. If not, reflect on what you naturally enjoy doing. This provides a really valuable insight into what interests and motivates you when there is no money involved! Apply these insights to your career research activity , as they can provide clues to what you like doing (and even what you don’t like too).
8. Finally, if you’re still not really sure of your strengths and interests beyond your disciplinary field, I would recommend attending a workshop or receiving coaching/career guidance to help you with this. There are also resources to help you, such as those featured on my website (with many more blogs associated with self) and Science’s MyIDP.  

Well, I hope that has given you some food for thought and some useful ideas about how you can expand your career horizons. Never forget that, as professional researchers, you have highly developed research skills that can be applied to all aspects of life, not just your research project.

Research yourself. Research the job market. Research other people’s careers.

The more you investigate, the further your career horizon extends – and the more possibilities you give yourself to make an informed choice.

And occasionally, the room down the corridor turns out to have the better view.

“I don’t know if it’s going to work out, but just trying is exciting”.

These were the words of Tom Good in the first episode of the hit TV series, The Good Life, first screened in the 1970s about a man who gives up his job to attempt self-sufficiency with his wife, Barbara.

It always strikes me how little careers and career challenges have changed over the decades. The things we worry about now are the same as 50 years ago and will probably be the same in the next 50 years.

Fear of the unknown tends to be the major concern when considering changing jobs, even if it’s not as drastic as contemplating living off the land.

How will you know if this new job will suit you? How will you adapt to the new work environment? What if you find it too difficult or too boring?

Fear of the unknown can paralyse us into staying with the familiar, even if it leaves us feeling unfulfilled or unhappy. Being risk-averse is a human trait that can hamper career decision making, so that we tend to default back to our so-called ‘comfort zone’, which, in reality, can be very uncomfortable.

It’s strange when you think about it… how did we find ourselves in this situation? As children and young adults we tried out new things all the time. We moved from school to university, to our first jobs. We probably had to move location, move house, make new friends and so on.

These former decisions that we made can be very helpful in guiding us in making today’s decisions by reflecting on how we did it, what/who influenced us and what was our motivation.

It’s likely that we had less ‘baggage’ and fewer factors to consider when we were younger. Perhaps we had no comparison to compel us to step back and stay where we were, rather than make the leap into the unknown. Maybe we had nothing to lose – if it doesn’t work out so be it. Put it down to experience.

No one knows if anything is going to work out in the end, but there are ways you can tread a little more cautiously than your younger self, to reduce the risk, but still retain the excitement of a change:

1. Use your research skills to investigate a new career by reading current and similar vacancy information to find out what the role involves as far as possible.
2. Check out the employers – what does their website say about them? What are they talking about on social media? How many people do they employ and in what types of roles?
3. Make use of AI – ask it about careers of interest and associated careers that maybe you hadn’t considered; ask about potential employers (large and small); find out what the key duties are likely to be, etc.
4. Reflect on your own skills, interests and values to determine whether the career(s) you’re considering really do align with your own capabilities and motivators. A career coach, as well as some online assessments can help you with this process.
5. Connect with and contact professionals already in these roles – alumni from your university or research institute might be a good start. Ask them for information you can’t easily find from other sources, e.g. how did they get into this role? What skills were particularly valuable? Any surprises? Any advice?
6. If you’re planning to move countries, contact people who have already moved there to get some personal/practical advice as well as using sources such as Euraxess.
7. If possible, see if you can arrange an internship/placement or work-shadowing opportunity to get more practical insights – even if a job doesn’t emerge from the experience, you’ll have done some valuable networking. If you realise this career isn’t for you it’s also helped you to narrow down your options.
8. Attend events or join professional associations – if appropriate. Some professions require particular affiliations or certifications and so their associated professional bodies can be a good starting point to find out about how to get into these careers.
9. If it’s comfortable for you, confide in one or two selected friends/colleagues you think would be willing to offer you support mentally/emotionally/practically. I’ve always found it good to talk and share my ideas/concerns with others rather than keeping it all inside – and I’ve reciprocated too.
10. It makes a big difference if you’re leaving your current role because you want to, rather than because you have to. However, any change/transition comes with its associated ups and downs, so be prepared to ride the roller coaster for a while until things settle down.

Related blogs: Cold feet
Feel the fear and do it anyway

Are you a gold medal winner when it comes to networking? Has your networking resulted in a golden set of contacts and placed you at the top of the podium compared to your peers?

Or maybe you’d step down and give yourself a silver or bronze medal. Or perhaps you’d only rate yourself as ‘unplaced’.

There’s a big difference between your networking skills and your current network. You may give yourself gold for networking, but if that hard work isn’t resulting in a network relevant to your career goals it may be time to consider putting your effort into a more targeted approach.

Conversely, you may have a golden network right now that is serving you very well, even though you’re not working particularly hard at it. However, will it still be fit for purpose this time next year, or as you move forward in your current career, or if you change career paths?

Last month I wrote a blog comparing researchers with footballers – this time it’s with athletes.

Gold medal athletes train all the time, every day. They don’t wait until a race is coming up before they start preparing. Similarly, networking is something that should, ideally, be worked at on a regular basis, not just at the point of changing jobs or looking for promotion.

And because it’s not so comfortable for many people, taking a purposeful approach will mean that you don’t get exhausted or overwhelmed. Just as athletes train for a particular sport, your networking needs to be directed towards your preferred career and its associated communities.

That might mean building on one you already have, such as your academic network, which is likely to consist of colleagues, collaborators, other researchers in the field, funders, learned societies and other relevant associations.

Or it could mean scanning more unfamiliar horizons, such as those connected with research in industry and other roles, e.g. medical communications, regulatory affairs or administrative, managerial and enterprising careers.

This is not to say you’ll ignore more random and happenstance interactions as you build your network, but, ideally, your networking should be targeted and purposeful so that it pulls you into relevant communities and brings you into contact with professionals who might be able to assist you with your career plans.

This could be alumni who have already entered the profession and can give you insights into the work environment and cultures, as well as tips to help you to gain entry, or to decide whether you really are interested in this career. It might be an employee that you meet at a conference, a potential employer or a new LinkedIn connection.

Your networking might be in person or online – the first is short-lived, intense, time-heavy and usually involves some financial investment. The second has a greater reach, is free in most cases, and allows you to contribute on a regular basis. Some people are more comfortable with conferences, whilst others prefer their networking to be done in an online setting. It depends on the set-up and situation.

So, if you only placed yourself in bronze position or even if you rated your current network as gold, but only silver in terms of your networking skills, what could you do to improve things? What type of ‘training’ would it involve?

Related blogs: Networking not working?
Are you conference ready?
Get engaged!

Last week, during the FIFA World Cup 2026, I explored the surprising career parallels between footballers and researchers in my Nature Careers article, comparing the two professions in terms of precarity, international mobility, performance pressures and the transition from researcher to research group leader.

The more I thought about it, the more I realised that the similarities don’t stop there. Even on an ordinary day in the laboratory, research groups operate remarkably like successful football teams.

Just like a football squad, everyone has a part to play
Football teams don’t consist of eleven centre-forwards, and successful research groups aren’t built solely from brilliant experimentalists. Diversity of strengths is what makes both teams successful. Some researchers thrive on designing experiments, while others excel at analysing data, troubleshooting complex techniques, writing papers, building collaborations or securing funding. Some naturally lead from the front, while others provide the quiet consistency that keeps projects moving forward.

So, what position do you play in your research group?
Are you the technical genius everyone turns to when a piece of equipment refuses to cooperate? The creative thinker who sees solutions where everyone else sees problems? The mentor who quietly helps new PhD students find their feet? Or perhaps you’re the outreach champion, happy to step onto the conference stage or in front of a camera when science needs a public face. Every research group also seems to have a social secretary; the person who remembers birthdays, organises social activities, brings in homemade cakes and somehow manages to hold the team together when experiments aren’t going to plan.

In football, it’s often the goal scorers who make the headlines. In research, it can sometimes feel as though first authors, principal investigators and conference keynote speakers receive most of the recognition. Yet behind every successful publication lies an entire team whose contributions may be less visible but are no less important. The colleague who developed the protocol, the technician who kept the equipment running, the postdoc who patiently trained others or the administrator who somehow kept the grant on track all contribute to the final result.

Then there’s the manager
Many researchers aspire to becoming a research group leader, imagining greater freedom to pursue their scientific ideas. But, much like a footballer becoming a coach, the role changes dramatically. Success becomes less about your own experiments and more about creating an environment in which others can succeed. Recruiting talented people, securing funding, mentoring staff, managing budgets and setting a clear vision become just as important as scientific expertise. A football manager can’t score goals from the touchline, and a principal investigator rarely produces every figure in the paper. Both rely on building a team capable of delivering results.

Perhaps this also explains why the best research groups, like the best football teams, often develop a recognisable culture. Trust, communication, mutual respect and a willingness to support one another frequently matter just as much as individual brilliance. A team full of stars doesn’t automatically win championships, just as a laboratory full of exceptional scientists won’t necessarily produce exceptional science if collaboration is lacking.

So, where do you fit?
Are you the dependable defender who quietly keeps projects on track? The creative playmaker who generates new ideas? The reliable goalkeeper who spots problems before anyone else? Or perhaps you’re the captain – the person colleagues instinctively turn to when challenges arise.

Whatever your role, remember this: successful science, like successful football, is rarely a solo performance. It’s a team game. And every position matters.

Conference season is almost upon us and, for some, has already started 😊

Maybe you’re one of the lucky ones, who’ll be heading off somewhere nice to meet with fellow researchers, academics and professionals to discuss topics close to your heart?

You’ll be looking forward to immersing yourself in subject matters of interest, meeting other like-minded delegates and generally getting to indulge your passion for your subject.

But before you get carried away (by transport or by your enthusiasm), take a moment to reflect and consider how the meeting is going to best meet your needs. How will you make the most of the time, effort and money invested in this trip?

Here are some tips to help you on your way:

Abstract Thinking

If you haven’t submitted your Abstract* yet, take some time to write something really engaging to draw the attention of the meeting organisers. In this way, you’ll maybe be chosen to present a talk rather than a poster.

Why does this matter?

When you give a talk (and obviously you need to have results to present), you’re in the spotlight. What better way to get noticed by a captive audience?

This is a hugely powerful networking situation because, as a speaker, you’re more likely to attract attention from fellow delegates and it propels you into a position of being an authority on your subject and even being headhunted for your next job.

Not only that, you’re in a session with other speakers, some of whom will perhaps be more senior and established than yourself. This gives you a golden opportunity to network more closely with those who may not ordinarily be very approachable.

Preamble

Preparing** for the meeting is as important as going there. So, what can you do?

Find out who’s organising the meeting – it’s good to get a context and perspective. Quite often, meetings are organised by learned societies, who ask you to join them to get reduced registration. However, if you look at them more closely, you may find other benefits, such as travel grants, awards, competitions and mentoring connections.

Investigate other information about the conference:

Is there a # so that you can follow the organiser’s social media messages?

Have the organisers published their programme and list of speakers? If so, can you identify (and even connect with) any of the speakers, some of whom may even be potential collaborators or new supervisors.

Are there any interesting side programmes and events that you can sign up for that will increase your networking opportunities?

Are they looking for volunteers to assist them, e.g. writing summaries of sessions, reporting on posters, helping with practicalities – this may appeal to some.

Are there any connections you can make ahead of the meeting, e.g. send a friendly email or connection request to fellow delegates. This may sound odd, but I’ve seen PhD students and early career researchers inviting fellow delegates to join them at their poster or in the pub or café (an especially useful way to meet a few friendly faces if you’re traveling solo).

Meeting of minds

What is the purpose of meeting up with people in your field of interest? What’s the point?

Most people would say that it’s to hear about others’ work and to gather information.

And whilst this is true, the main reason conferences exist is so that people can gather together (either in person or online****) to meet each other, exchange ideas and get to know one another better. It’s a great source of potential collaborations and even friendships.

So, how can you improve your conference experience?  Here are some tips:

First of all, be purposeful. Ask yourself, what do you want to achieve by attending this conference? In this way, you’ll have some goals to chase, as well as leaving things open for more random happenstance encounters and experiences.

When you’re a PhD student or junior researcher, you may feel a little low in the conference pecking order (e.g. I’m just a PhD student, I’m only a junior researcher).

Discard this view of yourself and be ready to assert yourself as a valuable contributor to your field. This might be your ability to design and conduct insightful experiments, using methodologies to generate new data in your field, it might be new perspectives on the research field. Remember that you’re the engineers who are using technology to move the field forward, just as much as those more senior to you.

Other delegates are a source of different perspectives on your current knowledge and data, so embrace people’s opinions and ideas, take on board their views and don’t be afraid to defend your own (but not in a defensive way!). You never know, this could be the start of a great professional relationship 😊

You can raise your status during the meeting, not only by giving a talk or a poster, but also by hanging out with your supervisor (if they are attending the meeting). By being in close proximity to them, you will find yourself in a social circle of more senior people, more difficult to access by yourself alone. Another strategy is to seek out researchers who work in a research group of potential interest to you and this can also help to bring you to the attention of their leader.

If you’re successful in making some valuable contacts during the meeting, make sure that you hold on to them by remembering their name (!), getting their contact details and following up on your conversation (just briefly). In this way, you start to build your network ….

So, in conclusion, I hope these tips have been helpful in showing you how to get more out of your conference experience(s) this year. And, of course, one more important tip to add: don’t forget to enjoy yourself too 😊

*Related content: Abstract thinking eye-catching conference Abstract
**Are you conference ready? https://biosciencecareers.org/2024/01/are-you-conference-ready.html
***Learned societies https://biosciencecareers.org/learned-societies
****Get engaged – networking online https://biosciencecareers.org/2021/07/get-engaged.html

I found out something fascinating today, whilst practising my German:

The German word “Selbstbewusstsein” translates into English as both Self-awareness and Self-confidence.

In other words, self-awareness = self-confidence.

This came as quite a quite a revelation to me at first. But the more I thought about it, the more it felt like a powerful insight, especially in the context of career planning.

This connection sits right at the heart of a career planning model, which frames career development around four key elements: Decision-making, Opportunity awareness, Transition learning and Self-awareness (DOTS).

Of these, self-awareness is often described as the starting point – but in practice, it runs through every stage of the process.

When you have a strong sense of who you are – your values, strengths, motivations, and preferences – you can start to make clearer, more confident decisions.

Your opportunity awareness becomes sharper too. Instead of feeling overwhelmed by the job market, you can focus your research, networking, and applications on roles that genuinely fit you.

And when it comes to transition – whether writing applications, building an online presence, or performing at interview – you’re able to communicate your story with much more clarity and conviction.

In other words, self-awareness doesn’t just inform action, it strengthens the belief behind it. In others words, your self-confidence.

So, I can see how self-confidence is interchangeable in German. It makes sense.

If you have high self-awareness, you should feel more confident to trust yourself to manage your wants and desires. This will then help you to take positive and purposeful action, knowing that it is taking you in your desired direction.

Of course, this idea has been around for a while longer than before I posted about it here on LinkedIn!

As Lao Tzu said: “At the centre of your being you have the answer; you know who you are and you know what you want.” And Carl Jung: “Who looks outside, dreams; who looks inside, awakes.”

But it’s a useful reminder in a career context.

When planning your next step, it’s tempting to start looking at the job market, updating your CV and online profile. However, consider starting first with yourself.

Because when self-awareness comes first, self-confidence follows and the rest of the career planning process becomes not just easier, but more purposeful.

If you’re looking to increase/enhance your self-awareness take a look at my blog archive in the comments below, which has a list of blogs related to ‘Self’, and also consider attending career workshops or signing up with a career coach to help you with your self-discovery.  

Wishing you greater self-awareness – and the confidence that comes with it.

Related blogs: Do a selfie to improve yourself
Gifts differing
Value-added careers

“I’ve applied for 500 jobs in two months since graduating.”

That was the headline in a recent BBC article on the challenges graduates face when trying to secure a job straight out of university.

Shocking? Maybe.

Your first instinct might be to blame a tough job market, AI replacing entry-level roles, or simply too many graduates chasing too few opportunities.

My reaction was different:

“Show me that CV”

Because here’s the uncomfortable truth: if you’re sending out hundreds of applications and hearing nothing back, something isn’t working. And unless you change your approach, you’re not job hunting, you’re dropping your CV into a black hole.

The PhD Advantage (that most people fail to use)

Yes, the job market is more competitive than ever. But PhD graduates and postdocs are not just “another candidate.”

You bring:

• Advanced problem-solving skills
• Project ownership and resilience
• Deep analytical thinking
• The ability to manage complexity

That should give you an edge.

But it only works if:

1. You recognise your value, and
2. You translate it clearly for employers outside academia

Most people don’t fail because they lack ability – they fail because they don’t position that ability effectively.

So, what needs to change?

Getting a job is no longer just about submitting applications. It’s about strategy. Here are five ways to move from 500 applications to one offer:

1. Your CV is never “Done”

If I hear someone say, “My CV is ready,” I immediately know there’s a problem.

Your CV is not a static document. It is a targeted marketing tool.

For every application, you should:

• Reorder content based on the job priorities
• Mirror keywords from the job description
• Highlight only the most relevant achievements
• Reframe academic experience in non-academic language

The same goes for your cover letter:
It should not repeat your CV – it should interpret it for the employer.

Think: “Why should they care about my experience?”

2. Keywords now decide your Fate

AI hasn’t just changed jobs – it’s changed hiring.

Employers are overwhelmed by applications, so they’re using AI to filter candidates before a human ever sees them.

This means:

• Keywords matter more than ever
• Generic applications get filtered out instantly
• Tailoring your CV is no longer optional—it’s survival

The good news?
PhDs and postdocs often meet (or exceed) the technical bar.

If you align your application with the job description properly, your chances of getting shortlisted increase dramatically.

3. Networking is no longer Optional

If you’re only applying online, you’re competing with everyone.

But if someone already knows your name, you’re no longer just another application.

Networking helps employers:

• Recognise you
• Trust your motivation
• Remember you during shortlisting

And hiring is a risk. The more familiar you are, the safer you feel.

Start with:

• Alumni networks
• Informational interviews
• Conferences and seminars
• LinkedIn conversations

Don’t think of networking as “asking for a job.”
Think of it as making it easier for someone to say yes to you later.

4. Visibility beats Silence

No one finds opportunities by staying invisible.

You wouldn’t expect to meet a life partner by hiding in a darkened room – the same applies to your career.

For academics, visibility can come from:

• Conference presentations
• Posters and talks
• Conversations over coffee

For those moving into industry:

• Career fairs
• Alumni events
• Online communities
• Informational interviews

And critically:

Your online presence matters.

Make sure you:

• Have a strong, clear LinkedIn profile
• Can explain what you do in 30 seconds
• Communicate your value beyond your thesis topic

If someone asks, “So what do you do?”
You should have a confident, compelling answer ready.

5. Get Help

You don’t have to figure this out alone … and you shouldn’t.

There is real value in:

• Career consultants
• Alumni who’ve transitioned out of academia
• Institutional career services
• Professional coaching

A small change in strategy can make a massive difference in outcomes.

Final Thought

If you’re sending out hundreds of applications with no response, the answer is not to send more. It’s to send better, smarter, more targeted applications, supported by visibility and connection.

Because the goal isn’t to be one of 500 applicants.

It’s to be the one they remember.

If I asked you to rate your professional network in relation to your career goals, what score would you give it out of 10?

Now, how would you rate your networking skills?

When I pose these questions in my career workshops with PhD students and postdoctoral researchers, the average hovers around 5/10 – sometimes lower. That’s not because people lack ability. It’s usually because they lack strategy, clarity, or confidence.

The good news? By the end of the session, most participants feel significantly more capable – not because they’ve suddenly become networking experts, but because they’ve learned that effective networking is a skill, not an innate talent.

Why Networking Matters More Than Ever

We are in a hiring landscape transformed by AI.

Tools now allow applicants to generate tailored CVs and cover letters in minutes. The result? A tsunami of applications for every advertised role.

Ironically, employers, overwhelmed by volume, are increasingly using AI screening tools to filter candidates. This means:

• More competition
• Less human review at early stages
• Greater reliance on keyword matching
• Fewer opportunities to stand out through “cold applications”

Applying online has always involved an element of luck, but now the odds are even longer.

Networking helps you shift from being one of 500 anonymous applicants to being a known quantity. And in hiring, familiarity reduces risk.

Think about it this way: if you needed someone to fix your car, would you choose a random mechanic from a list of 300, or someone recommended by a trusted contact?

Hiring managers think the same way. Known = lower risk.

So how do you make networking work for you?

Here are four tips to get your networking working for you:

1. Target – Be intentional, not accidental

Networking is not about collecting as many contacts as possible. It’s about relevance.

Ask yourself questions, such as “What career direction am I genuinely exploring?”, “Who is already working in that space?” and, even better, “Who do I know who is already working in this space?”

Then ask the more important question: “What value can we offer each other?”

This could mean: Sharing research insights; Offering technical expertise; Contributing to a project; Connecting them to someone in your academic network; Providing thoughtful engagement with their work

Strategic networking means focusing on quality, not quantity. Ten well-chosen connections are more powerful than 200 random ones.

2. Brand yourself – Make your narrative clear

If someone asked, “So what do you do?” could you answer clearly?

Your professional brand is not self-promotion. It’s clarity.

It’s the ability to communicate aspects of yourself, such as: What am I good at; What problems can I solve; What direction am I heading in?

Especially for PhDs and postdocs, this can be challenging. Academic identities are often discipline-specific, but employers think in terms of skills and outcomes.

Instead of:

“I study mitochondrial regulation in zebrafish models.”

Try:

“I analyse complex biological data to identify patterns that inform decision-making.”

Your network needs to understand: What you bring; What you’re looking for; How to remember you

If people are confused about your direction, they can’t help you.

Clarity creates opportunity.

3. Research – Show you’ve done your homework

Before reaching out to someone, do your preparation.

Look at aspects, such as: Their LinkedIn profile; Recent projects; Publications or talks; Company news; Career path

Why?

Because generic outreach gets ignored. Specific outreach gets responses.

Instead of:

“I’d love to connect and learn about your career.”

Try:

“I noticed you transitioned from academia into regulatory affairs at X company. I’m exploring a similar move and would value hearing about how you positioned your research experience.”

Good networking isn’t random chatting. It’s informed conversation.

4. Take it easy – Build before you leverage

One of the biggest networking mistakes is asking for too much, too soon.

If your first message is:

“Can you review my CV, introduce me to your hiring manager, and tell me about open roles?”

You’ve skipped several relationship steps.

Think of networking like building trust. It happens in stages:

1. Initial connection
2. Light conversation
3. Shared interests
4. Occasional check-ins
5. Mutual exchange
6. Then make appropriate requests

Strong networks are built slowly and sustainably.

Networking works best when it feels natural, not transactional.

Final Thought: Networking Is Career Insurance

Networking isn’t just about your next job.

It’s about: Staying visible; Staying informed; Staying connected; Creating optionality

In a crowded, AI-amplified hiring market, networking is no longer optional. It’s your differentiator.

So if your networking score is currently 5/10, don’t worry!

Networking is a skill. Skills can be learned. Strategies can be improved. Confidence can be built.

And the best time to start strengthening your network? Before you urgently need it.