how hard is it to get a research job

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Weighing Up the Options

The pros and cons of a career in research.

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Soon after the completion of a Master's degree or PhD , everybody is faced with the big question: what next? Although it may seem like a natural progression to continue with further research, there are many other careers open to academics in business, education, communications and journalism, to name but a few examples.

So how do you know if research is the right career choice for you? Well, like with most big decisions, a good way of figuring it out is to weigh the pros and cons of an academic career.

Travel and relocation

One big difference between a career in research and most other fields is the expectation of relocation. The first step for a Master's student or PhD who wants a career in research is to find a position at a university in a town, city or country where they are willing to relocate. It is typical for researchers to move to a new city or country every few years, particularly when pursuing postdoc positions. This is the natural consequence of there not being very many jobs to go around.

Pro: Moving around does have its advantages - it is a unique opportunity to travel to new places and experience life in different countries and cultures. One can meet new people and obtain contacts, both of which are extremely rewarding.

Furthermore, moving offers the valuable experience of working at various institutions, which can give insight into how cultures vary across universities. Being part of an institution like a university provides you a pre-existing network to explore, both professionally and socially, which can make settling down in a new region or country a whole lot easier.

Con: Arranging an international relocation is a lot of work, and it can be hard to make new friends and create a social circle in a new city. Moreover, relocating can be stressful on the mind, causing some to struggle, so having adequate support for a move is essential.

Particularly for those with families, relocation may be demanding for other reasons- your partner may also need a job in your new city and new schools need to be found for children, which can be a challenge. If your partner is also in research, some institutions offer dual career programs which help find research positions for both members of a couple.

Independence and interest

Pro: One great advantage of a career in research is how interesting the work is, and the independence one is afforded. If you are able to secure third-party funding, you can organize your own working schedule and priorities, and choose the topics of research which are of most pressing interest to you.

Within many research institutions there is also the possibility of flexible working hours, which can be especially advantageous to those with young children.

Security and career prospects

Con: One particularly difficult aspect of a research career is the lack of job security. Postdocs are typically employed on short-term contracts for two years, and at the end of this period they must find another position. For the ambitious and determined researcher, this can be an opportunity for fast career progression and the chance to work in a variety of labs.

However, this insecurity can be a source of stress for many researchers as there is no guarantee of long-term stable employment. Progressing from a postdoctoral position to a professorship can be extremely competitive, and the number of professor positions can be reduced due to budget cuts, so in tough times there will be even fewer openings available.

Overall, many more PhDs and postdocs are working than there are professorships available, so you must be extremely determined to follow this path.

Transferable skills

Pro: Although the competition for academic positions is so fierce that a career in research may seem risky, in fact the skills one acquires in the performance of research can be transferred to many other fields. Critical thinking skills are highly developed in researchers.

Besides these, researchers may acquire expertise in mathematics or statistics, in written communication, or in poster and oral presentation. All of these skills can be put to use in other jobs, so if a research position is not available, then you still have other career options open to you.

Whether a career in academia is for you or not will depend entirely on your own levels of determination and persistence, along with weighing the pros against the cons of research. In the end, only you can make the choice - but keep in mind the various advantages and disadvantages of going down this particular career path.

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Clinical Researcher

Navigating a Career as a Clinical Research Professional: Where to Begin?

Clinical Researcher June 9, 2020

Clinical Researcher—June 2020 (Volume 34, Issue 6)

PEER REVIEWED

Bridget Kesling, MACPR; Carolynn Jones, DNP, MSPH, RN, FAAN; Jessica Fritter, MACPR; Marjorie V. Neidecker, PhD, MEng, RN, CCRP

Those seeking an initial career in clinical research often ask how they can “get a start” in the field. Some clinical research professionals may not have heard about clinical research careers until they landed that first job. Individuals sometimes report that they have entered the field “accidentally” and were not previously prepared. Those trying to enter the clinical research field lament that it is hard to “get your foot in the door,” even for entry-level jobs and even if you have clinical research education. An understanding of how individuals enter the field can be beneficial to newcomers who are targeting clinical research as a future career path, including those novices who are in an academic program for clinical research professionals.

We designed a survey to solicit information from students and alumni of an online academic clinical research graduate program offered by a large public university. The purpose of the survey was to gain information about how individuals have entered the field of clinical research; to identify facilitators and barriers of entering the field, including advice from seasoned practitioners; and to share the collected data with individuals who wanted to better understand employment prospects in clinical research.

Core competencies established and adopted for clinical research professionals in recent years have informed their training and education curricula and serve as a basis for evaluating and progressing in the major roles associated with the clinical research enterprise.{1,2} Further, entire academic programs have emerged to provide degree options for clinical research,{3,4} and academic research sites are focusing on standardized job descriptions.

For instance, Duke University re-structured its multiple clinical research job descriptions to streamline job titles and progression pathways using a competency-based, tiered approach. This led to advancement pathways and impacted institutional turnover rates in relevant research-related positions.{5,6} Other large clinical research sites or contract research organizations (CROs) have structured their onboarding and training according to clinical research core competencies. Indeed, major professional organizations and U.S. National Institutes of Health initiatives have adopted the Joint Task Force for Clinical Trial Competency as the gold standard approach to organizing training and certification.{7,8}

Recent research has revealed that academic medical centers, which employ a large number of clinical research professionals, are suffering from high staff turnover rates in this arena, with issues such as uncertainty of the job, dissatisfaction with training, and unclear professional development and role progression pathways being reported as culprits in this turnover.{9} Further, CROs report a significant shortage of clinical research associate (CRA) personnel.{10} Therefore, addressing factors that would help novices gain initial jobs would address an important workforce gap.

This mixed-methods survey study was initiated by a student of a clinical research graduate program at a large Midwest university who wanted to know how to find her first job in clinical research. Current students and alumni of the graduate program were invited to participate in an internet-based survey in the fall semester of 2018 via e-mails sent through the program listservs of current and graduated students from the program’s lead faculty. After the initial e-mail, two reminders were sent to prospective participants.

The survey specifically targeted students or alumni who had worked in clinical research. We purposefully avoided those students with no previous clinical research work experience, since they would not be able to discuss their pathway into the field. We collected basic demographic information, student’s enrollment status, information about their first clinical research position (including how it was attained), and narrative information to describe their professional progression in clinical research. Additional information was solicited about professional organization membership and certification, and about the impact of graduate education on the acquisition of clinical research jobs and/or role progression.

The survey was designed so that all data gathered (from both objective responses and open-ended responses) were anonymous. The survey was designed using the internet survey instrument Research Electronic Data Capture (REDCap), which is a secure, web-based application designed to support data capture for research studies. REDCap provides an intuitive interface for validated data entry; audit trails for tracking data manipulation and export procedures; automated export procedures for seamless data downloads to common statistical packages; and procedures for importing data from external sources.{11}

Data were exported to Excel files and summary data were used to describe results. Three questions solicited open-ended responses about how individuals learned about clinical research career options, how they obtained their first job, and their advice to novices seeking their first job in clinical research. Qualitative methods were used to identify themes from text responses. The project was submitted to the university’s institutional review board and was classified as exempt from requiring board oversight.

A total of 215 survey invitations were sent out to 90 current students and 125 graduates. Five surveys were returned as undeliverable. A total of 48 surveys (22.9%) were completed. Because the survey was designed to collect information from those who were working or have worked in clinical research, those individuals (n=5) who reported (in the first question) that they had never worked in clinical research were eliminated. After those adjustments, the total number completed surveys was 43 (a 20.5% completion rate).

The median age of the participants was 27 (range 22 to 59). The majority of respondents (89%) reported being currently employed as clinical research professionals and 80% were working in clinical research at the time of graduate program entry. The remaining respondents had worked in clinical research in the past. Collectively, participants’ clinical research experience ranged from less than one to 27 years.

Research assistant (20.9%) and clinical research coordinator (16.3%) were the most common first clinical research roles reported. However, a wide range of job titles were also reported. When comparing entry-level job titles of participants to their current job title, 28 (74%) respondents reported a higher level job title currently, compared to 10 (26%) who still had the same job title.

Twenty-four (65%) respondents were currently working at an academic medical center, with the remaining working with community medical centers or private practices (n=3); site management organizations or CROs (n=2); pharmaceutical or device companies (n=4); or the federal government (n=1).

Three respondents (8%) indicated that their employer used individualized development plans to aid in planning for professional advancement. We also asked if their current employer provided opportunities for professional growth and advancement. Among academic medical center respondents, 16 (67%) indicated in the affirmative. Respondents also affirmed growth opportunities in other employment settings, with the exception of one respondent working in government and one respondent working in a community medical center.

Twenty-five respondents indicated membership to a professional association, and of those, 60% reported being certified by either the Association of Clinical Research Professionals (ACRP) or the Society of Clinical Research Associates (SoCRA).

Open-Ended Responses

We asked three open-ended questions to gain personal perspectives of respondents about how they chose clinical research as a career, how they entered the field, and their advice for novices entering the profession. Participants typed narrative responses.

“Why did you decide to pursue a career in clinical research?”

This question was asked to find out how individuals made the decision to initially consider clinical research as a career. Only one person in the survey had exposure to clinical research as a career option in high school, and three learned about such career options as college undergraduates. One participant worked in clinical research as a transition to medical school, two as a transition to a doctoral degree program, and two with the desire to move from a bench (basic science) career to a clinical research career.

After college, individuals either happened across clinical research as a career “by accident” or through people they met. Some participants expressed that they found clinical research careers interesting (n=6) and provided an opportunity to contribute to patients or improvements in healthcare (n=7).

“How did you find out about your first job in clinical research?”

Qualitative responses were solicited to obtain information on how participants found their first jobs in clinical research. The major themes that were revealed are sorted in Figure 1.

Figure 1: How First Jobs in Clinical Research Were Found

Some reported finding their initial job through an institution’s job posting.

“I worked in the hospital in the clinical lab. I heard of the opening after I earned my bachelor’s and applied.”

Others reported finding about their clinical research position through the internet. Several did not know about clinical research roles before exploring a job posting.

“In reviewing jobs online, I noticed my BS degree fit the criteria to apply for a job in clinical research. I knew nothing about the field.”

“My friend recommended I look into jobs with a CRO because I wanted to transition out of a production laboratory.”

“I responded to an ad. I didn’t really know that research could be a profession though. I didn’t know anything about the field, principles, or daily activities.”

Some of the respondents reported moving into a permanent position after a role as an intern.

“My first clinical job came from an internship I did in my undergrad in basic sleep research. I thought I wanted to get into patient therapies, so I was able to transfer to addiction clinical trials from a basic science lab. And the clinical data management I did as an undergrad turned into a job after a few months.”

“I obtained a job directly from my graduate school practicum.”

“My research assistant internship [as an] undergrad provided some patient enrollment and consenting experience and led to a CRO position.”

Networking and referrals were other themes that respondents indicated had a direct impact on them finding initial employment in clinical research.

“I received a job opportunity (notice of an opening) through my e-mail from the graduate program.”

“I was a medical secretary for a physician who did research and he needed a full-time coordinator for a new study.”

“I was recommended by my manager at the time.”

“A friend had a similar position at the time. I was interested in learning more about the clinical research coordinator position.”

“What advice do you have for students and new graduates trying to enter their first role in clinical research?”

We found respondents (n=30) sorted into four distinct categories: 1) a general attitude/approach to job searching, 2) acquisition of knowledge/experience, 3) actions taken to get a position, and 4) personal attributes as a clinical research professional in their first job.

Respondents stressed the importance of flexibility and persistence (general attitude/approach) when seeking jobs. Moreover, 16 respondents stressed the importance of learning as much as they could about clinical research and gaining as much experience as they could in their jobs, encouraging them to ask a lot of questions. They also stressed a broader understanding of the clinical research enterprise, the impact that clinical research professional roles have on study participants and future patients, and the global nature of the enterprise.

“Apply for all research positions that sound interesting to you. Even if you don’t meet all the requirements, still apply.”

“Be persistent and flexible. Be willing to learn new skills and take on new responsibilities. This will help develop your own niche within a group/organization while creating opportunities for advancement.”

“Be flexible with salary requirements earlier in your career and push yourself to learn more [about the industry’s] standards [on] a global scale.”

“Be ever ready to adapt and change along with your projects, science, and policy. Never forget the journey the patients are on and that we are here to advance and support it.”

“Learning the big picture, how everything intertwines and works together, will really help you progress in the field.”

In addition to learning as much as one can about roles, skills, and the enterprise as a whole, advice was given to shadow or intern whenever possible—formally or through networking—and to be willing to start with a smaller company or with a lower position. The respondents stressed that novices entering the field will advance in their careers as they continue to gain knowledge and experience, and as they broaden their network of colleagues.

“Take the best opportunity available to you and work your way up, regardless [if it is] at clinical trial site or in industry.”

“Getting as much experience as possible is important; and learning about different career paths is important (i.e., not everyone wants or needs to be a coordinator, not everyone goes to graduate school to get a PhD, etc.).”

“(A graduate) program is beneficial as it provides an opportunity to learn the basics that would otherwise accompany a few years of entry-level work experience.”

“Never let an opportunity pass you up. Reach out directly to decision-makers via e-mail or telephone—don’t just rely on a job application website. Be willing to start at the bottom. Absolutely, and I cannot stress this enough, [you should] get experience at the site level, even if it’s just an internship or [as a] volunteer. I honestly feel that you need the site perspective to have success at the CRO or pharma level.”

Several personal behaviors were also stressed by respondents, such as knowing how to set boundaries, understanding how to demonstrate what they know, and ability to advocate for their progression. Themes such as doing a good job, communicating well, being a good team player, and sharing your passion also emerged.

“Be a team player, ask questions, and have a good attitude.”

“Be eager to share your passion and drive. Although you may lack clinical research experience, your knowledge and ambition can impress potential employers.”

“[A] HUGE thing is learning to sell yourself. Many people I work with at my current CRO have such excellent experience, and they are in low-level positions because they didn’t know how to negotiate/advocate for themselves as an employee.”

This mixed-methods study used purposeful sampling of students in an academic clinical research program to gain an understanding of how novices to the field find their initial jobs in the clinical research enterprise; how to transition to a clinical research career; and how to find opportunities for career advancement. There are multiple clinical research careers and employers (see Figure 2) available to individuals working in the clinical research enterprise.

Figure 2: Employers and Sample Careers

Despite the need for employees in the broad field of clinical research, finding a pathway to enter the field can be difficult for novices. The lack of knowledge about clinical research as a career option at the high school and college level points to an opportunity for broader inclusion of these careers in high school and undergraduate curricula, or as an option for guidance counselors to be aware of and share with students.

Because most clinical research jobs appear to require previous experience in order to gain entry, novices are often put into a “Catch-22” situation. However, once hired, upward mobility does exist, and was demonstrated in this survey. Mobility in clinical research careers (moving up and general turnover) may occur for a variety of reasons—usually to achieve a higher salary, to benefit from an improved work environment, or to thwart a perceived lack of progression opportunity.{9}

During COVID-19, there may be hiring freezes or furloughs of clinical research staff, but those personnel issues are predicted to be temporary. Burnout has also been reported as an issue among study coordinators, due to research study complexity and workload issues.{12} Moreover, the lack of individualized development planning revealed by our sample may indicate a unique workforce development need across roles of clinical research professionals.

This survey study is limited in that it is a small sample taken specifically from a narrow cohort of individuals who had obtained or were seeking a graduate degree in clinical research at a single institution. The study only surveyed those currently working in or who have a work history in clinical research. Moreover, the majority of respondents were employed at an academic medical center, which may not fully reflect the general population of clinical research professionals.

It was heartening to see the positive advancement in job titles for those individuals who had been employed in clinical research at program entry, compared to when they responded to the survey. However, the sample was too small to draw reliable correlations about job seeking or progression.

Although finding one’s first job in clinical research can be a lengthy and discouraging process, it is important to know that the opportunities are endless. Search in employment sites such as Indeed.com, but also search within job postings for targeted companies or research sites such as biopharmguy.com (see Table 1). Created a LinkedIn account and join groups and make connections. Participants in this study offered sound advice and tips for success in landing a job (see Figure 3).

Table 1: Sample Details from an Indeed.Com Job Search

Note: WCG = WIRB Copernicus Group

Figure 3: Twelve Tips for Finding Your First Job

• Seek out internships and volunteer opportunities
• Network, network, network
• Be flexible and persistent
• Learn as much as possible about clinical research
• Consider a degree in clinical research
• Ask a lot of questions of professionals working in the field
• Apply for all research positions that interest you, even if you think you are not qualified
• Be willing to learn new skills and take on new responsibilities
• Take the best opportunity available to you and work your way up
• Learn to sell yourself
• Sharpen communication (written and oral) and other soft skills
• Create an ePortfolio or LinkedIn account

Being willing to start at the ground level and working upwards was described as a positive approach because moving up does happen, and sometimes quickly. Also, learning soft skills in communication and networking were other suggested strategies. Gaining education in clinical research is one way to begin to acquire knowledge and applied skills and opportunities to network with experienced classmates who are currently working in the field.

Most individuals entering an academic program have found success in obtaining an initial job in clinical research, often before graduation. In fact, the student initiating the survey found a position in a CRO before graduation.

• Sonstein S, Seltzer J, Li R, Jones C, Silva H, Daemen E. 2014. Moving from compliance to competency: a harmonized core competency framework for the clinical research professional. Clinical Researcher 28(3):17–23. doi:10.14524/CR-14-00002R1.1. https://acrpnet.org/crjune2014/
• Sonstein S, Brouwer RN, Gluck W, et al. 2018. Leveling the joint task force core competencies for clinical research professionals. Therap Innov Reg Sci .
• Jones CT, Benner J, Jelinek K, et al. 2016. Academic preparation in clinical research: experience from the field. Clinical Researcher 30(6):32–7. doi:10.14524/CR-16-0020. https://acrpnet.org/2016/12/01/academic-preparation-in-clinical-research-experience-from-the-field/
• Jones CT, Gladson B, Butler J. 2015. Academic programs that produce clinical research professionals. DIA Global Forum 7:16–9.
• Brouwer RN, Deeter C, Hannah D, et al. 2017. Using competencies to transform clinical research job classifications. J Res Admin 48:11–25.
• Stroo M, Ashfaw K, Deeter C, et al. 2020. Impact of implementing a competency-based job framework for clinical research professionals on employee turnover. J Clin Transl Sci.
• Calvin-Naylor N, Jones C, Wartak M, et al. 2017. Education and training of clinical and translational study investigators and research coordinators: a competency-based approach. J Clin Transl Sci 1:16–25. doi:10.1017/cts.2016.2
• Development, Implementation and Assessment of Novel Training in Domain-based Competencies (DIAMOND). Center for Leading Innovation and Collaboration (CLIC). 2019. https://clic-ctsa.org/diamond
• Clinical Trials Talent Survey Report. 2018. http://www.appliedclinicaltrialsonline.com/node/351341/done?sid=15167
• Causey M. 2020. CRO workforce turnover hits new high. ACRP Blog . https://acrpnet.org/2020/01/08/cro-workforce-turnover-hits-new-high/
• Harris PA, Taylor R, Thielke R, Payne J, Gonzalez N, Conde JG. 2009. Research electronic data capture (REDCap): a metadata-driven methodology and workflow process for providing translational research informatics support. J Biomed Inform 42:377–81.
• Gwede CK, Johnson DJ, Roberts C, Cantor AB. 2005. Burnout in clinical research coordinators in the United States. Oncol Nursing Forum 32:1123–30.

A portion of this work was supported by the OSU CCTS, CTSA Grant #UL01TT002733.

Bridget Kesling, MACPR, ( [email protected] ) is a Project Management Analyst with IQVIA in Durham, N.C.

Carolynn Jones, DNP, MSPH, RN, FAAN, ( [email protected] ) is an Associate Professor of Clinical Nursing at The Ohio State University College of Nursing, Co-Director of Workforce Development for the university’s Center for Clinical and Translational Science, and Director of the university’s Master of Clinical Research program.

Jessica Fritter, MACPR, ( [email protected] ) is a Clinical Research Administration Manager at Nationwide Children’s Hospital and an Instructor for the Master of Clinical Research program at The Ohio State University.

Marjorie V. Neidecker, PhD, MEng, RN, CCRP,  ( [email protected] ) is an Assistant Professor of Clinical Nursing at The Ohio State University Colleges of Nursing and Pharmacy.

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Barriers to Clinical Trial Enrollment: Focus on Underrepresented Populations

Using Simulation to Teach Research

An Approach to a Benefit-Risk Framework

How to Get Research Experience

New section.

Working in a research setting can help make you a competitive medical school applicant and help you to determine if a career in medicine or medical research is right for you

How do I find a research position?

If you’re currently in college, check with your institution’s science or undergraduate research websites for opportunities to assist with faculty research projects. You can also review faculty bio pages and lab websites for more information. Next, reach out to your immediate network: express your interest in assisting with a research project to your science professors, academic advisor, and your pre-health advisor.

Try exchanging ideas with your peers and upper-classmen for advice on research opportunities at your institution. You can also ask peer advisors, resident advisors, or any fellow premedical students for introductions to principal investigators (PIs). You might even try the “Undergrad-Grad-PI” method. This is where you first reach out to undergraduate students in research labs to learn about their responsibilities; they oftentimes are more responsive. Then, reach out to the graduate or post-doc students to learn about the research question being investigated. After this, read the most recent paper or abstract the lab published. Once you complete these steps, you can approach the PI more confidently and more effectively demonstrate your commitment to and understanding of their project.

Your school’s career center or student employment office may know about research job openings, and they can also offer resume help and go over interview tips and techniques. Remember, opportunities may be on or off campus, full- or part-time, paid or unpaid, or part of a summer program. Once you find a position, you can connect with your school’s fellowships or awards office to inquire about research funding opportunities.

If you’ve already graduated, consider looking into open positions. Research hospitals, universities, and biotech companies are always looking for lab technicians or clinical research coordinators (CRC). Job opportunities are typically posted on the career pages of their websites.

When should I begin gaining research experience in college?

Some premedical students begin their research experiences during their first year of college, and others begin research positions after they have already graduated. On average, most students secure a research position junior or senior year. There are three big factors that will impact this:

• Your level of interest in pursuing research. If you are really excited to investigate a question under a mentor, you might find yourself reaching out to professors early and often. Other students may focus on gaining clinical experience, and therefore wait later in their academic career to start research.
• Readiness for the research project. Different PIs will have different expectations for preparation. A research project might require you to first take coursework in basic lab sciences, statistics, or another advanced topic specific to the project. Other PIs may prefer to train you “on-the-job” through their graduate or post-doc students. This will impact when you are ready to join a project.
• Finding the right research project. There is a process of reviewing different PIs and research projects to find the right fit for you. What subject do you want to investigate? Do you want your research project to take place in a lab or non-lab setting? Is there an independent question you want to investigate with the help of a mentor?

When is the best time to look for a position?

According to Kate Stutz, Ph.D., Director of Pre-Health Advising at Brandeis University, if you’re interested a research position during the academic year, the best time to look for positions is at the very beginning of the semester. There also tend to be a lot of research opportunities in the summer, both paid and volunteer, through set programs like the National Science Foundation’s Research Experience for Undergraduates (REUs). It’s best to start applying for summer research positions in December-February for the upcoming summer. Remember, typically there are more applicants than available spots so get your applications in early. Each undergraduate institution will be different, therefore make sure to connect with your advisors and peers for feedback on when to start looking.

What’s the best way to apply?

The outreach email message that you send to potential research faculty is very important. This message should include a formal introduction of yourself, evidence that you are familiar with their research project(s), and a clear, specific ask. Identify what you hope to contribute to the project. Do you want to clean the glassware or analyze lab findings? Consider attaching your resume as well. Dr. Stutz stresses that networking and persistence are crucial to finding a position. Make sure you’re using all of your network, including your peers and professors, to find open positions. Don’t be afraid to send follow up emails; faculty are very busy and often overlook emails. Sometimes, it can be even more effective to stop by a professor’s office hours to hand deliver your materials and indicate your interest in person.

How should I prepare for an interview?

With any interview, it’s important to make a good impression. Be sure to dress appropriately. Come prepared with a resume. Use your campus career center for advice on proper attire and resume best practices.

Often during interviews, you’ll be asked about your career goals. It’s helpful to be able to speak about the steps you plan to take to meet those goals. Talk about classes you’ve taken, especially upper-level science courses. Speak about your skills, your knowledge of techniques, and the equipment you’ve used throughout your coursework. Be prepared to discuss the lab experiments you’ve completed. If you’ve done any sort of research—even in your coursework—keep track of it. This shows you have experience. Lastly, interviewers often ask candidates if they have any questions. Dr. Stutz suggests asking something that indicates you’ve done your own research into their project. You could ask where they see their research going in the next three years or what challenges they anticipate. You could also ask about expectations for undergraduate researchers; do they expect you to work 20+ hours a week? Full time over the summer? Do they require you to have work study or to sign up for research credits? Asking these questions ahead of time can help you plan ahead and determine if this position is the best fit for you. Check out these  interview resources  for more tips.

Does research experience have to be in a wet lab?

No! Research can be performed in any field or subject. We’ve had successful applicants with research in classics, sociology, history, and policy, as well as applicants with research in biology, biochemistry, and neuroscience. Medical schools value all types of research. Research can take place in a scientific lab that requires advanced devices and procedures to obtain data for analysis. Research can also take place in the humanities or social sciences where participant interviews or surveys are needed to obtain an individual's life perspective. The clinical research field is constantly investigating patient outcomes and how to improve care through clinical trials or analysis of patient data. As a premedical student, consider what question you want to investigate further. Do you want to learn more about how health inequities impact disadvantaged communities in your area, or perhaps you want to know more about the protein channels involved in memory cognition? Once you choose a direction, you can then partner with a research PI for guidance on how to navigate your question. Sierra Perez, Pre-Health Advisor at Brandeis University, shares not to be afraid to get creative with your research question. She has been impressed by the medical school applicants who have created independent questions that address the community needs. “Applicants are recognizing the critical needs of specific populations, such as homelessness, LGBTQ+, veterans, youth with disabilities, etc.,” she stated. “There is also a demand for translational researchers, or individuals who can take complicated bench topics and apply it to the clinical world.”

Is research experience required to be accepted to medical school? 

It depends. Some medical schools are very research focused; they may require a research thesis or have research time built into the curriculum. Other schools are more community or clinically focused; they would rather have an applicant work in a healthcare setting or volunteer at their local soup kitchen than be at the bench moving clear liquids from one test tube to another. Research experience (in whatever discipline) is helpful for developing some of the AAMC Core Competencies , such as critical thinking, quantitative reasoning, scientific reasoning, as well as teamwork and oral communication skills. How much you should engage in research depends on how much you enjoy it once you try it!

The majority of accepted medical school applicants have some form of academic or clinical research at the time they apply. Competence in research has become increasingly important in the medical field to improve patient care outcomes.

You can also review medical school mission statements to see if research is a focus at a particular school. You can read each school’s mission, and the number of accepted students in their most recent class who had research experience, in the  Medical School Admission Requirements . Remember, it’s best to pursue experiences that you’re genuinely interested in, rather than just to check a box, but you may not know if research is for you until you give it a try.  

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Finding an Undergraduate Research Position

Getting research experience during your time as an undergraduate can aid in your pursuit for graduate school or certain career opportunities. There are many opportunities available to conduct research alongside faculty at Columbia or other universities and research institutes.

What types of research opportunities are available to me?

You can gain research experience by volunteering at university research institutes, medical centers, or hospitals. Volunteer positions typically allow for the greatest flexibility in commitment and experience level.

Certain majors allow students to pursue independent research projects during the semester and earn between 1 and 4 course credits. Usually, a proposal must be submitted to the department and the student must complete a culminating project like a presentation or report. Discuss with your department administrator prior to course registration.

Paid Research Assistantships

You may work alongside a Columbia faculty member as a paid research assistant. These positions are competitive and often require some prior exposure to research through coursework or other experiences.

Funded Programs

Funded programs are competitive programs that typically take place over the summer at universities around the country. Students are usually required to work full time (40–50 hours per week) on independent projects under the guidance of a research scientist in exchange for a stipend. Some examples are the  Amgen Scholars Program and  Summer Undergraduate Research Fellowship (SURF) , which are offered through Columbia, as well as the  National Science Foundation Research Experiences for Undergraduates (REU) .

Fellowships

Fellowships provide funds for students to pursue independent research or to work as research assistants on ongoing laboratory projects over the summer at a location of their choice. For example, the Class of 1939 Summer Research Fellowship and the Deresiewicz Summer Research Fellowship provide funding for undergraduates to do independent research.

Senior thesis

Many departments offer the opportunity to research and write a senior thesis. This is typically a year-long independent project developed with the guidance of a faculty mentor. Some departments offer funding opportunities to kickstart your research the summer before senior year. Check your department website for more information about writing a senior thesis in your field.

How do I decide what research area I should pursue?

Ask yourself “what appeals to me”.

One of the first questions to ask yourself is: What broad, fundamental research question appeals to me? Think about your favorite courses, subjects, and publications. Choose and develop research interests that genuinely spark your intellectual curiosity. 

Do your research

To find inspiration, review Columbia’s Centers and Institutes website to search the broad spectrum of research areas supported on campus. Additionally, the websites for individual majors and academic departments usually have a list of professors’ research backgrounds, interests, and current projects.

Talk to others

Talk to your classmates, professors, teaching assistants, advisers, and mentors to get advice and help with brainstorming research areas of interest. Meet with an Undergraduate Research & Fellowships adviser to discuss how to get started and look for opportunities. If you’re a Columbia College student interested in science research, you can also connect with one of the advisors in the Undergraduate Research & Fellowships Office.

How do I find a research position?

There are several ways to find and apply to research opportunities. It’s best to use a variety of methods in your search. 

Search online databases

Use Columbia online databases such as the  Undergraduate Research Opportunities portal and the SEAS  Student Research Involvement Program portal. LionSHARE also shares some on-campus and off-campus research positions. Premed students should use resources like the  Clinical and Research Opportunities page and the  Summer Programs page, for GS, or the Extracurricular/Summer Options page, for Columbia College or SEAS students.

Contact professors doing research that interests you

Identify faculty members pursuing research projects in line with your interests. Find their contact information on their department webpages or in the Columbia directory. Send them a professional email , succinctly outlining your research interests and skills, and expressing your interest in serving as a research assistant. You can also stop by professors’ office hours to discuss their research and express your interest in person.

Apply to a funded program

Apply to Columbia-sponsored programs such as the Summer Undergraduate Research Fellowship (SURF) , Amgen Scholars Program ,  Kluge Fellows Summer Research Program ,  Laidlaw Scholars Program , or Mellon Mays Undergraduate Fellowship . Also, check out external opportunities through the National Science Foundation Research Experiences for Undergraduates (REU) website.

Seek a fellowship opportunity

Look for fellowship opportunities both through Columbia and external sites. Search the Undergraduate Research and Fellowships database or the School of General Studies fellowships database for opportunities.

Discover Columbia’s many research institutes

Review the websites of Columbia research institutes and affiliated research centers , including the The Earth Institute , Weatherhead East Asian Institute , and Institute for Social and Economic Research and Policy . They often list research and fellowship opportunities. The Data Science Institute hosts an undergraduate computer and data science research fair during the fall semester.

Browse Departmental Research Opportunities and resources

Review the list of research opportunities and resources in academic departments on the Undergraduate Research and Fellowships website.

Subscribe to listservs

Subscribe to listservs like the prehealth, prelaw, and prebusiness emails to receive daily alerts of opportunities.

What materials do I need to apply?

To apply, you may need to submit the following documents as part of your application. 

• Resume: Most opportunities will ask you to submit a resume detailing previous research experience, project work, and related coursework.
• Letters of recommendation: Some fellowship and research programs require letters of recommendation. Consider asking current and former professors, teaching assistants, advising deans, and supervisors who can speak to your abilities and strengths. Be sure to give them plenty of time to write the letter.
• Statement of purpose or cover letter:  Some fellowships and research programs require a statement of purpose or cover letter describing your research interests, professional goals, and what skills and experiences you have to offer to the program.

You can find additional resources on applications through Undergraduate Research and Fellowships, including through their events and advising resources.

We’re here to help! Get your resume, cover letter, or statement of purpose reviewed by a CCE career counselor during Quick Questions or a 30-minute counseling appointment .

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September 16, 2022

A Massive LinkedIn Study Reveals Who Actually Helps You Get That Job

Acquaintances, more than close friends, show the strength of “weak ties” when it comes to employment

By Viviane Callier

10'000 Hours/Getty Images

If you want a new job, don’t just rely on friends or family. According to one of the most influential theories in social science, you’re more likely to nab a new position through your “ weak ties ,” loose acquaintances with whom you have few mutual connections . Sociologist Mark Granovetter first laid out this idea in a 1973 paper that has garnered more than 65,000 citations. But the theory, dubbed “the strength of weak ties,” after the title of Granovetter’s study, lacked causal evidence for decades. Now a sweeping study that looked at more than 20 million people on the professional social networking site LinkedIn over a five-year period finally shows that forging weak ties does indeed help people get new jobs . And it reveals which types of connections are most important for job hunters.

The strength of weak ties “is really a cornerstone of social science,” says Dashun Wang, a professor at the Kellogg School of Management at Northwestern University, who was not involved in the new study. For the original 1973 research, Granovetter interviewed people late in their career and asked them about their experiences with job changes. Before his groundbreaking paper, many had assumed that new positions came from sources such as close personal friends who would put in a good word, headhunters who would seek out strong candidates or public advertisements. But Granovetter’s analysis showed that people actually got new jobs most frequently through friends of friends—often someone the job seeker had not known before they started looking for a new position. “That really shook people up because assumptions about how people find the best jobs in life doesn’t look to be true—it looks like actually strangers might be the best contacts for you,” says Brian Uzzi, also a professor at the Kellogg School of Management, who was not involved in the new study.

What gives strangers an edge over friends? Granovetter posited that close connections—people in the same circle—largely have the same facts and professional options at their disposal. But people who belong to different communities can offer a whole new set of information and helpful connections. A mutual friend can act as a bridge, connecting the job hunter to a contact in a different group, which provides new opportunities.

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This explanation was based on observational data showing a correlation between weak ties and job mobility. But correlation is not causation, and in the nearly 50 years since Granovetter first set down his idea, researchers had not proved that an applicant’s weak ties are the specific thing that causes them to nab that new job. Two decades ago, when he was a graduate student, Sinan Aral could not help noticing that gap. “There’s a 500-pound gorilla in the middle of the room of this literature, which is that we don’t have any causal evidence for any of these theories,” says Aral, senior author of the new study, who is now a professor of management at the Massachusetts Institute of Technology. “We don’t know whether weak ties are correlated with goodness [such as new jobs] because weak ties themselves are good or because people who make weak ties have some unobserved characteristics that also make them more productive, have good ideas and get better jobs, promotions and wages.” As Wang puts it, “People use this theory and associated concepts to explain a wide range of phenomena, but there has not been a causal test for whether weak ties are causally linked to job opportunities. And that’s what this paper does.” The study was published in Science on Thursday.

Developing experimental proof of this theory is extremely challenging. To test causality with the rigor of a randomized clinical trial, researchers would have to take two equivalent groups of people, experimentally manipulate their social networks by giving one group more weak ties and the other fewer and then observe whether the groups experienced different outcomes. But Aral and his colleagues discovered that LinkedIn had already done something almost as good. As engineers for the professional networking site tweaked the algorithm for recommending “People You May Know,” they ended up conducting many natural social experiments. In one case, LinkedIn would randomly vary the number of weak-tie, strong-tie and total recommendations that it displayed for users, where the strength of a tie depends on the proportion of mutual to nonmutual connections. This provided a perfect experiment to test Granovetter's idea. The researchers, led by LinkedIn applied research scientist Karthik Rajkumar and M.I.T. graduate student Guillaume Saint-Jacques, analyzed five years of these data, comparing LinkedIn users who were algorithmically assigned more weak-tie recommendations (and therefore formed more weak ties) with those who were assigned more strong-tie suggestions. Next, they estimated how adding a strong or weak tie affected subjects’ subsequent job mobility. Thanks to LinkedIn’s algorithmic experiments, the team could distinguish the influence of tie strength from that of the total number of new ties.

The results not only supported Granovetter’s theory but also added several refinements. First, not all the weak ties were equally helpful. If the strength of a tie depended on the number of mutual contacts, then moderately weak ties where two people shared roughly 10 acquaintances mattered the most. But ties’ strength can also be measured by interaction intensity, or the frequency with which you contact your weak-tie acquaintance. When the researchers examined this metric, they found that the most useful ties were the ones that people did not interact with very often. Finally, the team found that these effects varied by industry: weak ties on LinkedIn were particularly beneficial in digital industries, which tend to involve machine learning, artificial intelligence, robotization, software use, and remote and hybrid work, compared with “analog” industries that require in-person presence.

These results could benefit job seekers pondering how to build and evolve their social networks. For instance, when it comes to LinkedIn’s suggestions of people to connect with, “you may not want to ignore those,” Aral says. “And if you get a recommendation for somebody, and you don’t see what the connection could possibly be,” they still might be worth exploring. “Those are the ... weak ties that might actually be the source of your next job,” he adds.

Despite these results, it’s important not to neglect strong ties, Wang says. This study focused on successes—that is, people who got new jobs. But it did not examine all of the failures and rejections that happened before the success. To persist in a grueling job search, we need strong ties to provide social support . “Only observing successes is going to tell us only part of the story,” Wang notes. “In order to really be successful in the end, you really need your strong ties.” These strong ties are vital for groups such as immigrants, who often form tight-knit communities to deal with the discrimination and other pressures they experience. But this also means that they may have a harder time accessing weak-tie opportunities. “Some of the things that hold immigrant groups or disadvantaged groups back is the very fact that it’s harder for them to have these weak ties,” Uzzi says.

Along with job seekers, policy makers could also learn from the new paper. “One thing the study highlights is the degree to which algorithms are guiding fundamental, baseline, important outcomes, like employment and unemployment,” Aral says. The role that LinkedIn’s People You May Know function plays in gaining a new job demonstrates “the tremendous leverage that algorithms have on employment and probably other factors of the economy as well.” It also suggests that such algorithms could create bellwethers for economic changes: in the same way that the Federal Reserve looks at the Consumer Price Index to decide whether to hike interest rates, Aral suggests, networks such as LinkedIn might provide new data sources to help policy makers parse what is happening in the economy. “I think these digital platforms are going to be an important source of that,” he says.

How to Get a Scientific Research Job in the US (If You Are Coming from Elsewhere)

Growing up in Australia, I remember a common phrase: ‘only in America’. Sometimes this was in reference to bizarre cultural events or phenomena but it was generally accepted that the USA was an extraordinary place, where everything was bigger, brighter, and more outrageous. America has fostered a culture of big ideas and innovation, partly because starting a business is relatively straightforward and an unsuccessful business venture is not necessarily seen as a failure. Life sciences and biotech in America can also take advantage of fast delivery times and increased reagent availability, as many companies producing research products are headquartered in or have a significant presence in the USA.

Based on 2017 statistics , there are 1.4 million employees in life sciences in the USA and more than 2500 biotech companies. Of these 2500 companies, some will be small startups with only a handful of employees while the ‘pharma giants’, such as Pfizer and Merck, employ tens of thousands of people. Add to this the number of prestigious universities and other non-profit institutions conducting research and it’s clear that there’s plenty of potential opportunities for job-hunting scientists in the USA. However, you may be wondering how a non-US citizen can go about finding employment, especially if you’re located in a far-off country.

You’ll hear it 100 times during any job search – network , network , network .

First, make sure that your LinkedIn profile is up to date, accurate, and showcases your skills and experience. No spelling errors, a professional-looking photo, and a short summary about yourself will show that you’re serious about finding a good position. LinkedIn acts as your online resume and allows you to present your best professional face to potential recruiters . Unlike Facebook, it’s perfectly acceptable to connect with people you don’t know personally if their experience is relevant to your own.

Secondly, monitor news in your scientific field. Which academic lab has funding, who raised startup capital, which company has just decided to focus on a drug or product highly relevant to your expertise? A physical presence in the USA could be helpful if you are able to line up contacts to visit while you’re there, but without any job leads it’s a long and probably expensive trip to simply go door knocking.

Online job postings are helpful but don’t be discouraged if you apply and hear nothing back. If you see jobs that don’t quite match your skills but are in your area of interest, try contacting the advertiser to see if they have any other potential positions. This is particularly true for industry jobs, where a company may be hiring multiple people to develop an existing team or project. If the job has been posted by a recruitment agency, the recruiter may be involved in hiring for other companies with similar positions.

If you’re able to connect with a potential employer and secure a job interview, that’s great! If you’re not already in the US, a phone interview is the most common first step. Make sure you are well prepared by taking the time to research the company or institution and the kind of work they do. Always think of several (intelligent) questions to ask your interviewer , as many of your questions will be answered during the interview. If you are being asked to use an app you’re not familiar with (Zoom, Skype, BlueJeans, etc.), make sure you install it on your computer ahead of time and know how to use it.

I’ve recently had an insight into the recruiting process at a small-to-medium size biotech company. If you get an interview, the company or lab is probably already satisfied that you can perform the techniques required for the position (unless you lied on your resume – please do not lie on your resume). The most important considerations are teamwork, integrity, a great attitude and being able to adapt . You may well be asked ‘situational’ questions and it’s great to practice these for any stage of your job search. Don’t just present your skills and experience like a shopping list, give examples: when did you demonstrate teamwork? In what situation did you demonstrate grace under pressure? Don’t be afraid to sell yourself, and practice until you’re able to fluently describe yourself both on paper and in person as a fantastic potential member of a team, not a pipetting machine.

If you are offered a position in the USA, congratulations! However, there are a few more things you need to consider before going ahead.

It’s OK to negotiate when you receive your offer letter. If your new position is in industry, it’s almost expected. An academic salary may be dictated by grant funding or University regulations but that doesn’t mean negotiating is out of the question.

For an industry job, check Glassdoor or other resources to see the average salary for similar positions. Keep in mind that the salaries also reflect the high cost of living in areas such as Boston or San Francisco!

You may be offered a relocation bonus if you’re coming from far away. If you’re not offered relocation expenses, ask if this is possible to help cover the costs of moving to a new country.

When investigating job opportunities or attending interviews, it is acceptable to enter the USA on a visitor visa or ESTA waiver program. However, make sure you have booked your travel to leave the USA and have this information ready if it’s requested when you arrive. Don’t book a one-way ticket into the US unless you have proof (i.e., a visa) of ongoing employment. You may not start work until you exit the USA and obtain a visa and you can’t transition from visitor status to a work visa while inside the USA. U.S. Citizenship and Immigration Services (USCIS) takes these laws extremely seriously – never perform any work, paid or otherwise, unless you have the appropriate visa.

If you’re not a US citizen, you’ll need a work visa. Generally speaking, you need at least a Bachelor’s degree in the relevant field to qualify for a work visa in a scientific setting. Relevant field means directly related to the job you’re applying for – a degree in Business is not sufficient for a position in Neuroscience. Most life sciences institutions or companies, except for small startups, will be experienced in this process and most have their own lawyers to deal with visa applications. Even so, it’s a good idea to have some background information on the visa process.

Keep in mind that the visa process will take some time. A company or university can sometimes apply for premium processing when petitioning the US government for your visa, which will expedite your visa application for an additional fee. However, completing paperwork, scheduling interviews at the US consulate in your home country, and waiting for your completed passport may take weeks or even months.

You need to bring plenty of enthusiasm and flexibility to the table when dealing with recruiters or potential employers. Hiring a foreign national means extra expense and paperwork. Depending on the visa, there may be significant costs to the university or company. Keep in mind that it is illegal for your potential employer to ask you to pay visa filing fees! Both you and your employer will be in breach of the law if you do this, so never deal with any employer that asks you to cover filing fees in any way or implies that your salary will be reduced to compensate. I have been audited by Homeland Security while working as a postdoc and this is the first question I was asked.

It’s also a good idea to consider where in the USA you would be living. The biggest and busiest areas in life science industry are Cambridge, Massachusetts, the California Bay Area, and Seattle. Smaller but still important areas include San Diego, Los Angeles, and various major cities in Texas. Keep in mind that these are some of the most expensive cities to live in the world. As much as postdocs often survive on small stipends, foreign nationals are required to prove that they will have enough money to live on during their stay. If you apply for a visa with an offer for a job that pays very poorly and no existing savings or funds, USCIS may not be convinced that you can support yourself. If you are bringing family with you (husband or wife, US immigration does not recognize unmarried partners), they may be able to work in the USA but obtaining work authorization can take many months.

To conclude, the USA offers fantastic opportunities for scientific job-seekers and living on the other side of the world is not necessarily a barrier to securing a job. Keep in mind some important points:

• Learn how to sell yourself. In general, Americans are very happy to hear about your accomplishments and it’s not seen as poor taste unless you overinflate your abilities or bend the truth!
• Many jobs are never advertised – don’t be afraid to politely approach recruiters, companies or institutions if you feel there could be opportunities
• Without US citizenship, you will require a work visa. Be aware that this process may take time, and never break the rules

With determination and a little bit of luck, you might just find your dream job stateside.

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10 best entry-level remote jobs in 2024, from research.

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Entry-level jobs should be evaluated according to growth potential, wellbeing, and opportunity, not ... [+] just salary

When evaluating entry-level jobs, you might be inclined to consider them based on pay and job flexibility alone, due to the current nature of the employment market. However, it turns out that there are more factors to consider than just the average pay or the flexible nature of the role.

According to a recent WalletHub study, you should think about three core characteristics so that your career is on a solid footing.

That's what WalletHub analysts did when researching entry-level jobs for their recent report on the top entry-level jobs for 2024. They evaluated entry-level jobs according to these three factors:

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Immediate opportunity refers to the entry-level job being in demand, with a significant number of opportunities and higher-than-usual starting salaries.

Growth potential, on the other hand, concentrates on evaluating the probability that the job would be replaced by AI or technology, as well as income and job growth potential, and the likelihood of being provided with on-the-job training.

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Top 10 Remote Entry-Level Jobs

According to their analysis of the data based on 108 entry-level jobs, and their overall weighting in the scoring, here are the top 10 in the list:

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Once thing is clear: if you look at the list above, you will notice that engineers and technicians occupy almost three-quarters of that list.

However, unfortunately, many of these entry-level jobs cannot be performed remotely, due to the nature of the roles. Therefore, here are the top 10 remote entry-level jobs from WalletHub's analysis of 108 job titles:

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These roles are heavily focused on tech, and call for professionals with strong analytical skills, so it is important to bear this in mind when considering your career options this summer.

How To Get A Remote Entry-Level Job In 2024

To secure a remote entry-level job, you'll need a combination of preparation, networking, and targeted job search strategies. Here are some ways you can increase your chances of landing a remote entry-level job:

• Identify your skills and interests : Assess your strengths and what you're passionate about to determine the type of entry-level remote job you're interested in pursuing. It is important to get this right as early as possible because this choice sets the precedent for your career future.
• Learn relevant skills : Once you've identified your skills, you should learn new skills that will place you in a favorable position to work remotely, such as communication skills, collaboration across multiple time zones, and collaborative software.
• Tailor your resume: Ensure you customize your resume and supporting application documents to highlight your relevant skills, experiences, and achievements. In addition to job-specific skills, you especially need to emphasize your ability to work independently, communicate effectively, and manage time.
• Use remote job boards : Remote entry-level jobs can be located in a variety of places, including online job boards, remote job websites (such as We Work Remotely), and company career pages.
• Gain experience: Some entry-level jobs do require some prior experience (ironic, right?) so you'll need to be prepared in the event this scenario occurs. You can gain relevant experience for a remote entry-level job through freelance projects, traineeships, internships, and/or volunteering. Ideally, focus on remote opportunities at this stage so you have a feel for what it's like to work from home, should this experience be needed by a potential employer.

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Use these steps above, be patient with the process, try unconventional approaches, and you will find yourself in your dream remote entry-level job.

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Research: Negotiating Is Unlikely to Jeopardize Your Job Offer

• Einav Hart,
• Julia Bear,
• Zhiying (Bella) Ren

A series of seven studies found that candidates have more power than they assume.

Job seekers worry about negotiating an offer for many reasons, including the worst-case scenario that the offer will be rescinded. Across a series of seven studies, researchers found that these fears are consistently exaggerated: Candidates think they are much more likely to jeopardize a deal than managers report they are. This fear can lead candidates to avoid negotiating altogether. The authors explore two reasons driving this fear and offer research-backed advice on how anxious candidates can approach job negotiations.

Imagine that you just received a job offer for a position you are excited about. Now what? You might consider negotiating for a higher salary, job flexibility, or other benefits , but you’re apprehensive. You can’t help thinking: What if I don’t get what I ask for? Or, in the worst-case scenario, what if the hiring manager decides to withdraw the offer?

• Einav Hart is an assistant professor of management at George Mason University’s Costello College of Business, and a visiting scholar at the Wharton School. Her research interests include conflict management, negotiations, and organizational behavior.
• Julia Bear is a professor of organizational behavior at the College of Business at Stony Brook University (SUNY). Her research interests include the influence of gender on negotiation, as well as understanding gender gaps in organizations more broadly.
• Zhiying (Bella) Ren is a doctoral student at the Wharton School of the University of Pennsylvania. Her research focuses on conversational dynamics in organizations and negotiations.

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Welcome to the white-collar recession

The more you earn, the harder it is to find a job right now

Over the past year or so, pretty much everyone who's looked for a job has told me the same thing: The job market is brutal right now . They've applied to dozens if not hundreds of openings, only to get one or two callbacks. No one's hiring , they tell me. I've never seen it this bad.

Listening to them, you'd think we were in the middle of a recession. But the confusing thing is we're nowhere close to one. Unemployment is near a five-decade low. The economy is adding hundreds of thousands of jobs each month. Wages are growing faster than inflation. By all the standard measures, the job market is doing just fine. So why am I hearing such a different story from people on the ground?

The dissonance finally started to make sense to me when Vanguard, the investment-management company, released its latest report on hiring. By looking at the enrollment and contribution rates of its 401(k) retirement plans, Vanguard is able to calculate a national hiring rate broken down by income level. And what the numbers show is a two-tier job market — one divided between a blue-collar boom and a white-collar recession.

Among Vanguard's lowest earners — those who make less than $55,000 — the hiring rate has held up well. At 1.5%, it's still above pre-pandemic levels. But among those who make more than $96,000? It's pretty depressing. Hiring has slowed to a dismal 0.5%, less than half the peak it reached in mid-2022. Excluding the dip in the early months of the pandemic, that's the worst it's been since 2014. If you make a six-figure salary, it really is a bad time to be looking for a job.

The question here is why . Why are companies hiring so few white-collar workers right now? Several possible explanations come to mind. It might be that fewer people in corporate jobs are quitting right now, which would mean companies have fewer openings they need to fill. It might be that the industries that are struggling the most — tech and finance — are the ones that employ a lot of high-earning professionals. Or it might be that CEOs are making good on their threats to cut back on what they see as corporate bloat — what Mark Zuckerberg has called "managers managing managers, managing managers, managing managers, managing the people who are doing the work."

But there could be a bigger, more worrisome explanation for the downturn in white-collar hiring. Maybe companies are anticipating tough times ahead and trimming their budgets accordingly. "If you need to pull back on costs," says Fiona Greig, the global head of investor research and policy at Vanguard, "pulling back on expensive workers will reduce costs to a greater extent than pulling back on your lower-income workers." Translation: The more you earn when budgets are tight, the less an employer wants to hire you.

Now, you could argue that a slowdown in white-collar hiring doesn't really matter in the current economy, even for white-collar workers. Sure, Vanguard's data show that things are tough for professionals who are looking for a job. But there aren't that many people who actually need a new job right now: The unemployment rate for people with a college degree is 2.1%, and the national layoff rate is below what it was pre-pandemic. When the vast majority of professionals already have a job — and are able to keep their jobs — maybe it's OK that companies aren't hiring.

But that argument doesn't take into account one important factor: What if the job you have is one you hate? I have several friends who are unhappy in their current jobs, but they can't quit because no one is hiring. Some observers have called this combination of lower hiring and less quitting "the Big Stay," suggesting a kind of equilibrium after the chaos of the Great Resignation. But my colleague Emily Stewart has a better name for it: the "trapped in place" economy . I think professionals feel this trapped-in-placeness particularly acutely. After all, it wasn't that long ago that they were enjoying a "take this job and shove it" swagger, which was fun to watch. During the Great Resignation , they knew it'd be easy to find a new job, which meant it'd be easy to walk away from their current one. Even if they weren't planning to leave, the job market gave them a sense of freedom — the feeling that they no longer had to put up with a bad boss, or a brutal workload, or an arbitrary return-to-office mandate.

This, I think, is what explains what people are calling the " vibecession ": the weird state of feeling like we're in a recession even though all the standard metrics show we're not . What we're experiencing is actually a slowdown in white-collar hiring — and white-collar professionals (me and my angsty friends) are the people who shape the public discourse about the economy. "People feel that things are moving in the wrong direction," says Guy Berger, the director of economic research at the Burning Glass Institute, which analyzes the labor market.

And for the most elite professionals, things could get worse before they get better. Berger tells me he doesn't expect a full-on recession anytime soon . But he's keeping an eye on the unemployment rate for people with advanced degrees. Pretty much everyone else is doing OK, job-wise — but there's been a slight uptick for all the smarty-pants with master's degrees and doctorates. They aren't exactly struggling right now. "We're still talking about the people that have the highest pay in the job market and the lowest unemployment rate," Berger says. But for them, hiring is headed in the wrong direction. And as AI tools increasingly encroach on professionals' tasks — writing, coding, coordination, analysis — we'll likely see a lot more weakness at the higher end of the income scale than at the lower end.

This isn't the story we're used to hearing about employment. For decades the economy has been leaving workers with lower incomes and less education behind while professionals have reaped all the gains. But now those roles are reversed, and it's the high earners who are taking the hit. No wonder everyone is confused about how the economy is doing. "We're having some trouble collectively digesting that," Berger says. And the longer the white-collar hiring lull continues, he warns, the more the resentment will build.

"Even if there's no big surge in layoffs, people are just going to get grumpier and more dissatisfied," Berger says. "If it continues for three or four more years, it's going to cause a lot of discontent and low morale in corporate America."

Aki Ito is a chief correspondent at Business Insider.

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This Recruiter Is Sharing Why It's So Hard To Get Hired In 2024, And It Makes A Lot Of Sense

"I was laid off three times last year. It took me seven months to find a job."

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So far, in 2024, the job market has been getting tougher . Layoffs are up, wage growth is slowing down, and unemployment has ticked up to 3.9%.

Frustrated job seekers have taken to social media to share their experiences in this market, including one woman who holds two degrees and speaks three languages but is at the point where she's applying to minimum-wage jobs just to try to make ends meet.

Recently, 26-year-old recruiter Kourtlynn Faith ( @Kourtlynn_ ) has been going viral on TikTok for sharing what she's seeing on the hiring side and why some companies are currently so slow to fill open roles.

Kourtlynn told BuzzFeed that she's been working in recruiting for six years, with experience supporting hiring in tech companies, healthcare, and entertainment.

In a video that's been viewed over 1.4 million times, Kourtlynn begins by sharing her own tough journey in the recent job market. She says, "I was laid off three times last year. It took me seven months to find a job."

According to Forbes, over 305,000 American workers were laid off in 2023.

She continues, saying, "I was not the only person in recruiting or HR that was laid off. If you have a company that has 300 jobs listed, you might only have five recruiters for all 300 of those roles."

Kourtlynn says that in the past, these companies might have had 12 to 15 recruiters working on these roles. Now recruiting teams are working with skeleton crews, so it takes longer to go through applicant résumés. 

She adds, "Every single job I've ever worked at, we have looked through every single résumé. I have never used AI, and I've never used an automated system."

Not only are there fewer recruiters at many companies, but Kourtlynn says they're also being bombarded with résumés. "If you have 300 roles posted, you have 2,000 people applying to each role. How long do you think that takes? Of those thousands of people that apply, maybe more than half of them apply to roles they're not qualified for."

Kourtlynn explains that in the past, it was easier to get hired for jobs where you're not a perfect match to the qualifications. However, now, she says, "Companies are not willing to spend the money or the time to train people."

Kourtlynn told BuzzFeed that she's never seen hiring take this long: "Companies are very slow to hire. They're more strategic and have smaller headcount, which results in spending more time to find the best hire so they don't have to spend more money on resources, training, and high turnover repair."

She says that some industries, like healthcare and customer service, may be moving more quickly to hire simply because they have more immediate needs. However, she notes, "Some major companies are willing to have one person carry the workload of three people (and not adequately compensate for it)."

So, what's a job seeker to do? Kourtlynn shared four things she would do if she were unemployed right now:

1. first things first, kourtlynn says she would go through her résumé and make sure it aligns with the skills in the job postings she's applying to. "if a job posting lists something that i know i can do but i don't have it on my résumé, i will add it. i have multiple resumes saved because my résumé is not one-size-fits-all for the positions posted.".

Kourtlynn recommends using a simple résumé template that's easy for a human recruiter or applicant tracking software (ATS) to scan.

2. Next, she would network, network, network. "At every company I've been at, all referrals must be contacted or interviewed at some point. The referral may not make it past the recruiter to the hiring manager, but you will speak to someone."

"Who you know is equivalent to, if not more important than, what you know."

3. Kourtlynn also recommends being intentional in your job search and targeting only roles you're certain you're a fit for. "At one point, I was applying to every role I saw on LinkedIn — it wasn't until I became strategic that I was able to land a job."

"So many people are applying to so many roles. When you're strategic, it might be you that stands out over thousands of résumés."

4. She suggests applying with temp agencies and staying off the beaten job-board path. "I would go to temp agencies. Research companies and apply on their websites, not through sites like LinkedIn or Indeed."

"I would be creative and, again, intentional in my search. (But please do not blow up a recruiter's inbox asking for updates. Unfortunately, I've seen it work against a candidate rather than for them.)"

And Kourtlynn shared two key tips for anyone who's currently employed who might be job searching soon:

1. "job security is not all that secure right now," kourtlynn says. so she's constantly updating her résumé and building her network, she says, because you never really know where your next exciting opportunity might come from..

If you're not already in the habit of tracking your achievements at work, keeping a running brag sheet can be super helpful for when you need to update your résumé. 

2. She also encourages people to occasionally apply for new jobs, even if they're pretty happy where they are. "I have screened countless people who are currently in a role and are considering other options. It's smart to stay abreast of openings and to keep your interview skills sharp."

If your interview skills feel a little rusty, check out these job interview tips that people swear by . 

Finally, she says that since the job market is tough right now, it's important to keep having conversations about the challenges job seekers face. "The field is flooded with people who NEED a job, and because of that, someone is willing to take a job for less money (I'm making less than I ever have in my career) because we have to survive. I hope that candid conversations around the state of employment and the hiring process will bring about change."

"We have to help each other, those that we see on LinkedIn, our network, our friends, and family."

Are you in the job market right now? Share your experiences with trying to get hired in 2024 in the comments!

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Budget and the Bees

Feeling Stuck? Discover the 12 Brutal Truths Why Job Hunting Is So Difficult Right Now!

Posted: May 10, 2024 | Last updated: May 10, 2024

Job hunting these days can feel like being stuck in a hamster wheel—constantly running but not getting anywhere.

Whether you’re fresh out of college, looking to make a career switch, or just trying to find something that fits a little better , the struggle is real .  So, why is it so  tough  to land a job right now?

1. The Digital Black Hole

Welcome to the age of the digital application process, where your resume often vanishes into a virtual abyss. 

Companies use Applicant Tracking Systems (ATS) to manage the flood of applications , which means if  your resume doesn’t have the right keywords, it  might as well  be a message in a bottle tossed into the sea.

Personalizing your application to each job posting is more crucial than ever to ensure your resume gets the attention it deserves.

2. The Experience Paradox

Ah, the classic catch-22: you need experience to get a job, but you need a job to get experience. 

Entry-level positions asking for years of prior work  seem to be  the norm.  This paradox leaves many new grads and career changers scratching their heads and wondering how to break through the seemingly impenetrable job market fortress.

3. The Rise of the Gig Economy

The job market landscape is changing, with more emphasis on freelance and contract work. The gig economy can offer flexibility and variety, but it also means less job security and fewer benefits. 

For those looking for stable, full-time positions, this shift can feel like navigating a maze with moving walls.

4. Economic Uncertainty

Fluctuating economic  conditions have left many companies tightening their belts, making them hesitant to hire. Budget cuts, layoffs, and the fear of recession can freeze hiring processes, leaving many job seekers in limbo. 

Staying informed about industry trends and targeting  sectors that are growing  can be  key  strategies in these uncertain times.

5. High Competition

You’re not just up against a handful of local applicants; now, the competition is global. 

With remote work becoming more common, your application might  be pitted  against candidates  from across the world .  This heightened competition requires you to  not only stand out but to  shine brightly enough to catch an employer’s eye.

6. Networking Necessity

It’s often not what you know but who you know.  Networking has become an essential part of job hunting , yet it’s  a skill that  not everyone is  comfortable with or good at.  

Building a professional network from scratch can be daunting , but it’s  often the bridge between you and your next job opportunity.

7. Skill Mismatch

The rapid pace of technological change means that the skills in demand are constantly evolving. What was marketable five years ago might now be outdated. 

Continuous learning and upskilling have become necessary to stay relevant in the job market, pushing job seekers to adapt and learn constantly .

8. Longer Hiring Processes

Gone are the days of quick hires.  Now,  the hiring process can be a marathon involving multiple interviews, assessments, and even ‘homework’ assignments.

This drawn-out process can be mentally exhausting and financially straining for job seekers who need to secure a position quickly.

9. The Overqualification Dilemma

Sometimes, you can have too much of a good thing. Being overqualified can deter potential employers who fear you will demand a high salary or leave as soon as a better opportunity arises.  It’s  a  frustrating  predicament  for experienced professionals looking to shift gears or industries.

10. The Impact of Social Media

Your digital footprint can  either  be your ticket to your next job or the roadblock that keeps you from it. Employers often scrutinize potential candidates’ social media profiles before making hiring decisions.

Keeping your online presence professional and aligned with your career goals is more important than ever.

11. Cultural Fit Over Competence

More companies are emphasizing cultural fit and looking for candidates who have the skills and mesh well with the team. 

This  can make the job search more difficult for those who excel technically but might not excel in showcasing their personality in a short interview.

12. Lack of Feedback

Rejection is  tough , but  not  knowing why you  were rejected  is  tougher .   Many organizations  do not  provide feedback to  unsuccessful  candidates, leaving them to wonder what went wrong.  

This lack of communication can prevent job seekers from improving their approach and continuing to make the same mistakes.

Job Hunting is an Uphill Battle

Navigating the job market successfully today means adapting to its ever-changing nature, embracing the challenge, and continuously improving yourself. 

It’s tough out there, but understanding these truths can arm you with the knowledge to enhance your job-hunting strategy. 

Good luck, and may your job search be short and successful!

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Class of 2024, It’s Not in Your Head: The Job Market Is Tough

By Peter Coy

Opinion Writer

Here is a brutal fact for the college class of 2024: There aren’t enough college-level jobs out there for all of you. Some of you will snag them. Others will have to settle for jobs that don’t require a college education. And history shows that many of those who start out in a job that doesn’t require a college education are still toiling in that kind of job a decade later.

One mystery is why college grads’ lifetime earnings are so much higher than those of people with just a high school degree or less, if indeed so many college grads don’t do college-graduate-level work. I’ll get to that in a minute. I’ll also finish on a slightly hopeful note.

I invite college seniors to tell me about your job searches and how you feel about what you learned or wish you had learned in college by filling out the form below. Parents and employers are also welcome to write in. (And forward it to others who you think would be interested in contributing by using the gift link in the article’s share tools.) I hope to feature some of your responses in a future newsletter.

Fifty-two percent of college grads are underemployed a year after graduation, meaning they are working in jobs that don’t require the degrees they earned, according to a February report by the Burning Glass Institute, which analyzes the job market, and the Strada Institute for the Future of Work.

Five years out from school, about 88 percent of those who are underemployed are “severely” underemployed, the report said. These are the top five jobs they’re doing: information and record clerk, supervisor of sales, retail sales worker, sales representative in services, and secretary and administrative assistant.

“Even a decade after graduation, 45 percent of graduates are underemployed,” the report said.

The best way to avoid underemployment is to pick a major that employers want and to complete an internship, Burning Glass found. If you didn’t do those things and you’re a few weeks from commencement without a job lined up … um, potentially not good.

I dug a little deeper into this rather depressing report by interviewing the president of the Burning Glass Institute, Matt Sigelman, along with other labor market experts.

The first thing I asked Sigelman is whether the United States is generating too many college graduates, oversupplying the market and setting up a lot of graduates for disappointment.

“In the immediate term, it’s hard to conclude otherwise,” he said. He added that the supply-demand imbalance has gotten worse in the past four years because the strongest growth has been in jobs that have lower educational qualifications.

In the longer term, Sigelman said, “I do believe that America benefits from having a highly educated work force.” He added: “Demand for talent is not fixed. The center of gravity of our economy is increasingly in the knowledge economy. Jobs follow talent.”

That makes sense. Over time, employers should seize the opportunity to profit by reconfiguring jobs to make full use of the talent that’s currently being underused. They’ve been finding ways to put brains to work since the start of the Industrial Revolution, a time when even a high school diploma was rare and special.

In the here and now, you’re in pretty good shape if you studied computer science, engineering, mathematics or math-intensive business fields such as finance and accounting, according to Burning Glass’s research. Education and health majors are also sought after.

Not so in demand: graduates in public safety and security, recreation and wellness studies and general business fields such as marketing.

Employers are desperate to hire accounting majors, Michael Steinitz, the senior executive director of professional talent solutions at Robert Half International, a human resources consulting firm, told me.

New college grads in general are attractive to employers because they tend to be tech savvy, they cost less and they can be trained for whatever needs employers have, Steinitz said.

Underemployment of college grads is not a new problem. If anything, grads’ prospects are better than usual because of the low overall unemployment rate (3.8 percent in March). In an informal survey by the National Association of Colleges and Employers, 83 percent of employers expected to increase or maintain the rate of hiring of new grads this spring, roughly the same as last year but down from 2022, when employers were hiring aggressively coming out of the pandemic.

I want to come back to the paradox that pay for college grads is relatively high even though they appear to be in surplus. I think the biggest reason is that the average numbers for college grads are pulled up a lot by those who make it big.

There are some blue-collar jobs, such as truck driver and plumber, that pay well but have a flat lifetime earnings profile — that is, a 55-year-old truck driver doesn’t make a lot more than a 25-year-old one. In contrast, white-collar jobs that require college degrees tend to have more growth potential in know-how and thus in earnings.

“College acts as a gateway to professional occupations, which offer more opportunity for wage growth through on-the-job learning,” David Deming, an economist at Harvard’s Kennedy School, writes in the abstract of a new working paper.

The classes of ’25, ’26 and beyond could have it rougher because artificial intelligence could come to perform some of the functions of new hires, knocking out the lowest rungs on the career ladder.

The (partial) solution is to develop a mix of skills that’s hard for A.I. to duplicate. The most successful grads have a combination of technical skills and what might be broadly called people skills, including the ability to communicate in print and in person, motivate and work in teams. Examples from Sigelman: data scientists who are good at writing and humanities majors in marketing who learn structured query language.

“If you were to design universities from scratch” with employers’ needs in mind, Deming told me, they would focus a lot more on teaching teamwork and the broad range of skills that are needed in the workplace.

Such ideas are of little use to today’s jobless seniors, of course. Then again, there will be many opportunities to overcome a poor start. Deming is guardedly optimistic, despite Burning Glass’s warnings. Life is long. He did a quick calculation for me, based on the National Longitudinal Survey of Youth, that about 60 percent of the college grads who start in a non-college-level job find their way into a managerial or professional occupation eventually.

“It’s definitely better to get a good first job than not to get a good first job,” Deming said. But “the jury is out on this idea that if you don’t get a good job right out of college, all is lost.”

2024 college grads, how’s that job market looking?

If you expect to graduate from college this spring or winter, Times Opinion wants to hear from you.

Outlook: Consumers Are Hurting

“The savings rate is falling, and interest paid on mounting debt is spiraling higher, suggesting consumers may be nearing the breaking point,” Dana Peterson, the chief economist of the Conference Board, a business-supported research group, wrote on Friday. She added, “Our call for slower real G.D.P. growth over the second and third quarters still makes sense.” Higher-than-expected inflation has made interest rate cuts by the Federal Reserve to buoy the economy less likely, Peterson wrote.

Quote of the Day

“Complex adaptive systems have the property that if you run them — by just letting the mathematical variable of ‘time’ go forward — they’ll naturally progress from chaotic, disorganized, undifferentiated, independent states to organized, highly differentiated and highly interdependent states.”

— J. Doyne Farmer in “The Third Culture: Beyond the Scientific Revolution,” edited by John Brockman (1995)

Peter Coy is a writer for the Opinion section of The Times, covering economics and business. Email him at [email protected] . @ petercoy