STILL SEARCHING FOR SIGNS OF RECOVERY - C&EN Global

EMPLOYMENT STILL SEARCHING FOR SIGNS OF RECOVERY In tight job market, chemists who look outside the box may find careers that match their skills LINDA R. RABER, C&EN WASHINGTON

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T'S ROUGH OUTTHERE. FOR THE FOURTH CONSECUTIVE YEAR,

the job market for chemists remains depressed. The 2005 C&EN Employment Outlook is our annual package of analysis and anecdotesfromreporters who cover the employment scene. In the opening section on demand, Assistant Editor Aalok Mehta talks to the major players in both the academic and industrial job markets. Industrial hiring is stagnant, andrecruiters 34

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generally predict few newpositions for the coming year. Although the pharmaceutical industry has been fairly resilient in the face of economic hardship, the traditional chemical sector has had no such hick. High raw material costs and the continued erosion of manufacturing capacity in the U.S. have hit the segment especially hard during the economic downturn, so new graduates seeking jobs in the area may continue to have great difficulty C&EN Editor-at-Large Michael Heylin analyzes information from the most recent ACS Salary Survey He reports that unemployment among ACS chemist members in the domestic workforce was at 3.6% this March. This is up slightlyfrom3.5% one year earlier and the highest since ACS starting doing these annual surveys more than 30 years ago. As recently as 2001, ACS members were essentially fully employed, with 1.5% unemployment. Heylin also reports that a record high of 9.1% of chemists don't have full-time jobs. Salaries of chemists who have jobs are HTTP://WWW.CEN-ONLINE.ORG

holding up fairly well, but the Voith and C&EN Chemjobs percentage of chemists receiv­ Manager Nick Wafle take a look ingraises has been on a slight de­ at chemists who have made rad­ cline for the past several years, ical changes midcareer. Some­ as has the size of the increases times the changes have been by received. Raises, however, re­ choice, sometimes not—but all main higher than inflation, ofthe career moves are interest­ Heylin reports. ing. They are an encouraging re­ assurance that training in the The 2004 US. presidential chemical sciences is trans­ election will take place the same week this Employment Outlook EMPLOYMENT ferablefromthe laboratory and classroom to, say, the Antarctic is published. In addition to this OUTLOOK tundra. Employment Outlook, Heylin's article includes an effort to get beyond all They report that working in teams, log­ the furious spin put on jobs data as the elec­ ical thinking, and writingfromresearch tion nears. are strengths that many chemists share. Ίο Departingfromthe "big picture" per­ find anew niche, chemists may need to see spective, C&EN Online Editor Melody themselves in a different light. Assistant Editor Victoria Gilman re­ ports that temporary staffing agencies are helping employers fill the gap when they need skilled scientists quickly for specif­ ic projects and are providing chemical sci­ entists with pertinent employment be­ tween permanent jobs. Thefractionof chemists working in temporary positions has increased, she notes, and some scien­ tists report that they like the variety of positions they canfillby making contract work their career. Other chemists find that the skills gained in temporary as­ signments better position them for per­ manent employment; still others see the assignments as "on the job" opportunities to try out for permanent positions. As a special feature, this year's Em­ ployment Outlook offers readers a guide to conducting a job search in a tight job market. C&EN Associate Editor Corinne Marasco combines her expertise in em­ ployment issues with her reporting skills

to come up with a package that is must reading for chemists who are in the job market or who may be looking for a job in the future—in other words, pretty much everyone. In addition to advice on self-analysis, résumé writing, and interviewing, Marasco lists job-search resources and lets readers know how ACS can help them in their careers. DEMAND Chemists who are just beginning their job hunt will face yet another year of weak hiring. Most of the employers C&EN spoke with about prospects for chemists, biochemists, chemical engineers, and scientists in related disciplines say that not much has changed since last year; many university representatives, however, were cautiously optimistic that there will be minor improvement in the academic job market. PAGE 36

SALARIES & EMPLOYMENT Unemployment among American Chemical Society members and the fraction of members without full-time employment have hit the highest levels since the society started measuring the employment status of its members annually more than 30 years ago. PAGE 41

MIDCAREER TRANSITIONS Making a major midcareer transition can be scary, exciting, exhausting, and, for many, incredibly rewarding. C&EN spoke to chemists who have faced or are in the process of facing major career change. PAGE U

TEMPORARY JOBS A growing segment of the skilled professional workforce—including chemists at all degree and experience levels—is adopting temporary assignments as part of a long-term career path. Some scientists pursue contract work with the ultimate goal of finding their dream job; for others, contracting is their dream job. PAGE 48

JOB SEARCHING IN TOUGH TIMES Anyone who has conducted a job search recently is familiar with the emotional roller coaster that comes with it. The stilltight job market comes with just one guarantee: It will take many interviews to land a job. C&EN has enhanced its annual listing of job-hunting resources with some solid advice on targeting the market and landing a good job. PAGE 50 HTTP://WWW.CEN-ONLINE.ORG

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EMPLOYMENT OUTLOOK

DEMAND STILL SOFT FOR NEW CHEMISTS Industrial hiring will remain depressed, but there is optimism in academia AALOK MEHTA, C&EN WASHINGTON

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Υ NOW, NEARLY EVERYONE IN THE

U.S. has been inundated with competing claims about the coun­ try's economic situation. As one of the tightest presidential elections in recent history winds its way to a conclu­ sion, both major candidates have skirmished numerous times over the state of the U.S. economy and their plans for rectifying its problems. But whatever the claims, signs of recovery are mixed at best. Chemists who are just beginning their job hunt will face yet another year ofweak hiring. Though it is still quite early in the re­ cruiting season, most of the employers C&EN spoke with about next year's prospects for chemists, biochemists, and chemical engineers said that not much has changed since last year; many university representatives, however, are cautiously optimistic. It's difficult to see how things could get worse; 2 0 0 4 was one of the roughest years on record for the chemical industry. According to the American Chemical Society's 2004 Employment & Salary Survey of its members, unemploy­ ment of chemists is a record-high 3.6%, increasing from the 2003 figure of 3.5% and more than two points higher than the banner year of 2001 (see page 41). An air ofunpredictability surrounds the chemical industry, further complicating matters. In addition to continued global 36

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political and economic instability feedstock prices have skyrocketed and may increase significandy this winter. Although compa­ nies are reluctant to comment directly, the U.S. presidential election could also impact the fortunes of the chemical industry The candidates have clashed over a number of topics directly affecting the industry, in­ cluding outsourcing ofmanufacturing jobs, rising health care costs, importing ofcheap­ er drugs, and stem cell research. Still, most chemical companies contin­ ue to recruit even during tough economic times, both as a means to refresh their or­ ganizations with scientists versed in the latest techniques and to replace staff who have retired or have left for other oppor­ tunities. The hardy pharmaceutical indus­ try continues to hire scientists at a steady rate, as its long development cycles tend to overshadow economic effects. Bachelor'sand master's-level candidates—especially chemical engineers —will also find a num­ ber of opportunities. And there seems to be a good deal ofoptimism about the 2005 academic job market. IF ANY SEGMENT ofthe chemical industry has proven resilient during the economic downturn, it's the pharmaceutical industry Still the largest single sector employing chemists, pharmaceutical companies con­ tinue to hire scientists with synthetic or­

ganic and analytical specialties in large num­ bers for drug discovery and development efforts, though few companies are recruit­ ing more aggressively than last year. "My feeling is that the market will be very similar to the last two to three years; you won't see much change in the pharma­ ceutical industry," saysAnabellaVillalobos, executive director ofcentral nervous system medicinal chemistry at Pfizer. "There will be a number of job openings, but I don't know if you'll see any significant growth." Like many pharmaceutical companies, Pfizer will be recruiting at "steady-state lev­ els," she says. The company plans on filling about half-a-dozen positions for Ph.D.-level organic chemists and more B.S./M.S.-level slots in the U.S. The company is also look­ ing for experts in radiochemistry and biotransformations. "I think our situation is not that differ­ entfromthe rest ofthe industry even with our acquisitions," Villalobos says. "I don't think any company is really growing that tremendously" RepresentativesfromGlaxoSmithKline concur. "We are looking to recruit about the same number as last year," says Joseph R. Flisak, team manager for synthetic chem­ istry "Within GSK, there are ample op­ portunities for chemists of all different kinds, chemical engineers, and biochemists." In particular, the company is currently looking for organic chemists, synthetic or­ ganic chemists, analytical chemists, particle scientists, a small number of chemical engi­ neers, and pilot plant operators. The com­ pany is aiming to hire at all education levels. "We have kept up our recruiting efforts even during the mergers in the past," Flisak says. "We are still going full steam ahead." John Primeau, AstraZeneca's director ofinfection chemistry also predicts a sim­ ilar rate of hiring. "There's still a strong need atAstraZeneca for good chemists. In fact, there's still a general need in pharma for chemists," he says. "We're undergoing steady-state growth, and we willfillin skill levels as appropriate." The company is looking for medicinal chemists and a smaller number of analyti­ cal chemists. Though it is currendy focus­ ing on B.S./M.S.-level recruiting, the com­ pany expects to hire at all levels in a similar fashion to last year. "We need synthetic or­ ganic chemists—people who can build molecules and fit into a medicinal chem­ istry environment or a process environ­ ment," Primeau says. "We'd like to contin­ ue to increase our size." Smaller drug companies are also re­ cruiting at roughly the same levels as re­ cent years. "We expect a modest growth HTTP://WWW.CEN-ONLINE.ORG

for ourselvesfornext year," says Alexan- ogists, and some chemical engineers. develop a number of compounds in paral"My perception is that the job market lel for a chance to get into the clinic in a reader Chucholowski, executive director of chemistryforChemBridge Research Lab- has contracted somewhat, but that has sonable amount of time." oratories, San Diego. "This will be at apace been offset somewhat by the slirinkage of Despite the steady levels of hiring, the the talent pool as a result of immigration pharmaceutical industry faces a number of similar to last year's." In addition to synthetic and medicinal issues," Schulz says. "Our needs have been unresolved issues, including concerns about chemists, the company is looking to hire a fairly consistent over the past two years." the importation ofless expensive drugs from Representatives ofRoche were the most outside the U.S. Mergers and acquisitions few analytical chemists to meet some chemistry support needs, such as molecu- optimistic of all the pharmaceutical com­ also continue to dramatically affect the repanies C&EN talked with. "Our recruiting cruiting situation of individual companies. lar modeling and cheminformatics. Although the company is hiring at both outlook is very clearly at a level above that "Pfizer acquired Pharmacia in 2003. the Ph.D. level and the bachelor's/master's of the last fewyears," says Hans Maag, vice This acquisition has had an impact on relevel, Chucholowski is more optimistic president of chemistry at Roche Palo Al­ cruiting, since we made a large effort to reabout the job situation for the latter group. to. But, he adds, "we're one of few compa­ tain top talent during the acquisition," Vil"We are looking for qualified B.S. and M.S. nies recruiting fairly aggressively this year. lalobos says. "Since Pfizer has grown chemists," he says. "If they are good, they In chemistry as a whole, it seems to be an significantly through acquisitions, we have have a much easier timefindingjobs. For average year for recruiting." not been able to grow as muchfromhiring Ph.D.s, we receive many résumés and The company is currently hiring at both from the academic pool." CVs—too many to read It's much harder the Ph.D. and the B.S./M.S. level in medic­ Still, the long development times and to find a job at the Ph.D. level inal chemistry, process chemistry steady demandfornewhealth care products than the B.S./M.S. leveL" help to protect the pharmaceutical indusand computational chemistry "We're currently in the tryfromeconomic vagaries and to ensure Despite its size, ChemBridge process ofincreasing our chem­ that chemists will continue tofindemis facing the same issues as many istry resources by hiring addi­ ployment in the sector for years to come. larger pharmaceutical compational stafTÇ" Maag says. "We rec- "Our hiring situation is a reflection of thé nies. "We're a small organization ognize that to be successful in fact that our basic research produces reand still in a growth mode. We're this industry you need to find sults 10 years down the road," Roche's Maag doing weU," Chucholowski says. and apply good medicinal says. "We try not to be subject to short"But it's now a much more comchemists. Combinatorial chem- term changes in the economic climate." petitive environment. Cost presistry methods have not really sure is tremendous." Although pharmaceuticals have been EMPLOYMENT panned out. We still need to fairly resilient in the face ofeconomic hardOUTLOOK work onfinaloptimization one ship, the traditional chemical industry secIN ADDITION, the company's efforts to recruit foreign-born scientists con- compound at a time, so there is still a con- tor has had no such luck. High raw matetinue to face a number of obstacles. "Sev- siderable amount of work left for smart rials costs and the continued erosion of eral of the highly qualified candidates we medicinal chemists to identify the most manufacturing capacity in the U.S. have were interested in had visa issues that could promising set of candidates. Toxicity can hit the segment especially hard during the not be resolved during the year, so we just also be fairly unpredictable, so we need to economic downturn, so new graduates could not hire them," he says. Such difficulties are not uncommon, WHERE DO YOU WORK? and may even end up changing the fundaMore than 20% of last year's new bachelor's and Ph.D. chemists found mental nature of recruiting chemists. "I full-time work in pharmaceuticals think there will be a continuing challenge to match potential employee skills with laBachelor's bor needs. A specific example: Afewyears 1999a (1,239) ago, when the Η-IB {visa} allotments were 2000 (695) high, it was much easier to hire non-U.S. 2001 (711) citizens tofillin the knowledge gap," says 2002 (497) Andrea M. Schulz, director of human re­ 2003(531) sources at Albany Molecular Research. Ph.D. "The lowering of the Η-IB cap has im­ 1999a(282) pacted our ability to do that, and the on­ 2000 (86) going debate is whether the answer is to 2001 (205) increase the cap or to put more emphasis 2002 (140) on getting out-of-work or unemployed U.S. 2003(142)^ chemists the training they need so they can enter or reenter our workforce." 100 40 60 Percent Albany Molecular will be recruiting Universities & colleges « K-12 teaching Biotech Pharmaceuticals chemists, biochemists, and chemical en­ • Traditional chemical industry6 Other manufacturing • Government0 gineers, with an emphasis on B.S./M.S. Analytical or hospital labs • Other candidates and a limited number of NOTE: Data are for newly graduated chemists working full-time. The number in parentheses after each year is the number of respondents, a Survey categories for some manufacturing segments changed between 1999 and Ph.D.s. In particular, the company is look­ 2000. b Includes agricultural chemicals, basic chemicals, coatings, and inks, personal care products, petroleum, plastics, rubber, soaps and detergents, specialty chemicals, and textiles, c Federal, state, and local. ing for analytical chemists, organic/syn­ SOURCE: ACS's starting salary surveys, 1999-2003 thetic chemists, biochemists, microbiolHTTP://WWW.CEN-ONLINE.ORG

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EMPLOYMENT OUTLOOK At Procter & Gamble, "we ex­ seeking jobs in the area may con­ pect the numbers for the current tinue to have great difficulty. HELP WANTED year will be as good as, if not better, "Like last year, this is not a good Both academic and industrial job postings in than the previous year, and the pre­ year for chemistry, biochemistry, C&EN remain at depressed levels vious year was better than the year and chemical engineering grads," 3 Volume of "positions open" advertising, column-inches before," says Ron Webb, manager says Senyo Opong, staffing manag­ of doctoral recruiting and universi­ er and Ph.D. and science recruiting ty relations. "Vfe're starting to see an consultant at DuPont. Hiring at upswing in our hiring over two fis­ chemical companies is down "due cal years." mainly to the uncertainty in the global economic climate." THE COMPANY continues to hire In particular, "the needs of broadly across the life sciences and DuPont this year are similar to last chemistryfields,though it remains year;" he says. "Our number ofPh.D. 2001 ' 2002 '' 2003 ' ' 2004 ' weak in hiring of chemical engi­ hires has increased significantly the neers. Analytical, bioanalytical, and last fewyears, and we continue to fo­ Volume of "positions open" advertising, column-inches 3 1,000 synthetic organic chemists are in cus on research and development Nonacademic high demand at the company, and for the future ofDuPont. Our lead­ 800 polymer, colloid, and inorganic spe­ ership has responded well to the ur­ 600 cialists will also do well, Webb says, gent need in the renewal of the sci­ as will molecular biologists, bio­ entific workforce." 400 chemists, medical specialists, and DuPont has already begun its pharmacists. campus recruiting season and is 200 looking for chemists, chemical en­ But he tempers that by pointing i ι I I ι ι ι ι ι ι Ι ι i i gineers, biochemists, biologists, ma­ out that the chemical industry is 2001 2003 2004 2002terials scientists, and others at all still "not robust" and that pharma­ a Column-inches published during consecutive periods of four weeks each. degree levels. This year, the com­ ceutical and biotech companies, not pany has a high demand for organ­ traditional chemicalfirms,contin­ ic and polymer chemists and biochemists, U.S. market may just need to find newprod- ue to see the greatest hiring increases. and less need for chemical engineers, ucts and new markets in order to expand." Susan Allen of Chevron Phillips Chem­ though it will continue to hire a few for The company is very specific about its ical Co. says that the company's recruiting specialized tasks. needs during the recruiting season but situation for full-time hires is similar to "We have evolved into a science com­ maintains a good deal of flexibility "We last year and that their available intern po­ pany that is much broader than a chemi­ look for very specific expertise in areas," sitions have slightly increased. The com­ cal company," Opong adds. "But in terms Small says, ^but that doesn't preclude us pany is looking for both full-time Ph.D. ofour frame-of-reference companies, I do from looking at Ph.D.s that have exhibit­ chemists and chemical engineers, in ad­ dition to chemical and mechanical engi­ not think our situation is very different. ed expertise in their field." The uncertain economy is hurting the re­ And he remains optimistic about apos- neers at the bachelor's and master's lev­ newal effort of most of the U.S. manufac­ sible economic recovery. "I think the els. "Chevron Phillips Chemical is in a turing-based companies, and our industry chemical industry in general is coming out better position to hire newgraduates than is no exception." of a trough, but we've been hit hard by hy­ in previous years, primarily because of the Dow tells a similar story "The overall drocarbon costs," he says. "I don't think improved economic climate," he says. market has improved slightly from last that is exclusive to Dow. The market is "Based on feedback from our college re­ year," says Kevin Small, workforce plan­ turning, but it still has a ways to go to get cruiting teams, the job market for chemi­ cal engineers seems to be slightly improved ning leader for North America and Latin to peak condition." over last year. Additionally, the recruiting America. "But we're still in a recovery atmosphere is more time-sensitive, as or­ phase in the industry and in general. The ganizations are quickly moving on the top market is improvingfornew graduates, but students." there is still room for some upswing. As the economy improves, it takes awhile for Chemical engineers continue to boast a that to trickle down through the system number ofadvantages over chemists when into hiring new graduates." it comes to job hunting. For example, a bachelor's degree is the usual terminal de­ But in a significant contrast to DuPont, gree for most companies hiring chemical Dow is seeking mostly chemical engineers, engineers, and employers rarely look for at all levels ofeducation. It also plans on hir­ specialized training or a particular empha­ ing a small number of Ph.D. chemists, es­ sis in course work, as they do for chemists. pecially experts in polymer chemistry "Our Because chemical engineers mostly gp on recruiting level is going to be consistent or to work in industry they also enjoy higher similar to last year, which was lower than average salaries (especially at the bachelor's past years," Small adds. "We're not at full level); in addition, they traditionally have capacity yet. But this may be the new re­ been employed at a higher rate. ality within the U.S. market. Much of our future growth is outside the country The "Good engineers have no problem find38

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ing a job," says Ron Lehman, director of istry departments are searching for multi- versity of Maryland, College Park. "I'm seeing more advertisements and requests manufacturing for Rhodia North Ameri- ple new faculty members. "Overall, I predict a stronger year in coming to my office than last year." ca's home, personal care, and industrial ingredients line. As Rhodia's largest line of 2005 than 2004," says Gregory S. GirolaThe university is doing its part in conbusiness in North America, Lehman's unit mi, professor and chairman of the chem- tributing to that larger pool of academic conducts annual searches for chemical and istry department at the University of openings. "We are recruiting for faculty— Illinois, Urbana-Champaign. "There is ev- this year, next year, the year after that— mechanical engineers. "Even though the chemical industry is idence that the employment opportuni- because of a large number of retirements in some tough times, we have constantly ties for Ph.D. chemists will be better than and because we're in the process of growand continuously been in the job market last year. And the number of faculty open- ing," Doyle says. "Last year, we made sevfor new chemical engineers every year," ings is slowly returning to normal levels as en offers and hired three people. And we Lehman says. "Everybody is struggling universities make up for the reduced pace are hoping to hire three people a year for the nextfiveyears.wThe university is lookright now with high material prices and an of hiring in 2002 and 2003." ing at chemists across the board, in all inability to pass high material costs down 2003 was disappointing because "inalong the value-added chain. But recruit- dustrial employers of chemists increased fields, though it is placing an emphasis on ing efforts are integral to our success as a their recruiting activities but did not of- nanoscience, biomaterials, and other incompany Y>u have to keep the pipeline fer many positions,'' he says. "Essentially terdisciplinary fields. stocked with new talent, or you'll end up all of our students who were seriously Doyle is optimistic about the response with a lack of skill and talent that'll hit you hunting found a position. Owing to the to the job postings. "As ofOct. 1, it appears later down the line." weak job market, some students who pre- to us that there is a higher quality appliThough the company does hire a few ferred industrial jobs accepted postdoc- cant pool this year than we had last year." At Northwestern University, the mood candidates for local positions, many can- toral positions instead, but most who did didates are drawn to the company because so found this fallback choice acceptable, is similar. "The recruiting situation seems pretty similar to the average in the past of its extended rotational program. Rho- if not optimal.'' dia typically hires a number ofengineers in Other academics are also cautiously three years. It's been pretty typical in terms North America for this program, where hopeful. "There seems to be a significant of recruiters coming in," says Hilary A. they work in three or more different posi- number of academic openings this year; Godwin, chairman of the Northwestern tions in at least two locations over a five- industrial openings are harder to assess. University chemistry department. "But year period. "This hones their skills and But what I see now is some level of opti- from casual conversation, it seems comgets them used to different focuses, plants, mism with regard to employment in the panies are actually hiring as opposed to and chemistry," Lehman says. chemical sciences," says Michael P. Doyle, asking just in case. We're pretty optimistic." Northwestern is conducting two faculThe^Çfestinghouse Savannah River Co. professor and chairman ofthe department ty searches, one for a junior position and in Aiken, S.C., looks for similar traits in the ofchemistry and biochemistry at the Unione that is open level, both of engineers it hires. But the comwhich are in the department's pany is more dour about its hirJ0B SEEKERS SUFFER traditional area of strength, ining prospects for engineers as it Number of job openings at ACS's national meeting organic chemistry shifts its business emphasis this employment centers is still way down year to decontamination and "We will openly search in an decommissioning work and enarea and recruitforthe best canTOTAL POTENTIAL INTERVIEWS vironmental restoration. didates," Godwin says. "OurpriCANDIDATES EMPLOYERS OPENINGS SCHEDULED Î999 mary criterion in all searches is "We will probably experience 1,018 118 1,628 2,178 research excellence—a strong a downturn," says Willie Bell, the Anaheim 964 134 829 3,049 New Orleans and innovative research procompany's team leader for em2000 posal is absolutely essential. To ployment. "Well be very low in 1,052 169 1,069 3,367 San Francisco a lesser extent, in some circumour hiring this year. Overall in 156 1,616 3,479 Washington, D.C. 1,057 stances, we look to see if the engineering fields, we'll hire person is able to lead the kinds about 12 to 15 people, and I 2001 of courses we need them to 897 San Diego 1,429 4.299 209 don't see us hiring more than 1,112 1,392 4,377 169 Chicago teach, especially when we're two in chemical engineering. 2002 looking at more interdiscipliWere just not operating facili867 131 436 3,146 Orlando nary candidates." ties as much as we have in the 1,231 137 Boston 521 4,688 past." Cornell University is also running two faculty searches 2003 this year, one for a junior-level ACADEMIC chemical sciences New Orleans 1,151 96 305 1,751e experimental physical chemist 1,374 97 291 New York City departments largely echo the 1,673» 2004 and the other an open-rank sentiments of industrial chemi1,281 271 Anaheim 121 1,605a search for a chemical biologist, cal companies, though a num11 ^AM 107 303 Philadelphia 1,602· says Hector D. Abruna, chairber that C&EN spoke with were man of the university's departoptimistic that both industrial a Figures for interviews scheduled may not be comparable with previous years' because of implementation of a computerized registration and communication ment of chemistry and chemirecruiting and academic resystem, b The National Employment Clearing House officially became the cal biology cruiting will be substantially bet- Chemjobs Career Center beginning with the Philadelphia meeting. SOURCES: American Chemical Society Department of Career Services, ter this year than in recentyears. The large response to the job Chemjobs Career Center And as usual, most large chempostings surprises him, though. HTTP://WWW.CEN-ONLINE.ORG

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EMPLOYMENT OUTLOOK "Last year, we had open searches. Even so, the number of applicants this year is sim­ ilar to last year's," he says. "Given the fo­ cused nature of our searches, I would say that there is a larger applicant pool, and this might reflect a backlog ofpeople stay­ ing in postdoc positions." At Purdue University, "from what I'm hearingfromstudents, the hiring process is going well," says Timothy Zwier, pro­ fessor and chairman of the university's de­ partment of chemistry "One thing I have seen is that the outlook is quite good for academic positions. There seem to be

geted' hires as we used to do in the past," he says. "We now hire the brightest facul­ ty members with strong records of ac­ complishment, irrespective of area of in­ terest, and this approach has been extremely successful." Like Cornell's Abrufia, Girolami is con­ cerned that academic job hunters may start to feel increased competition. "Most of our students still find jobs in indus­ try Those in graduate school over the last four years, however, have been keenly aware of the weak industrial job market, and many have adjusted their career goals," he says. "As a result, compared with a few ENGINEERING A JOB years ago, more of our Traditional chemical companies still employ large students are making numbers of chemical engineers preparations for oth­ er kinds ofjobs, most­ Other Electronics ly in academia." Food 4% 6% At Emory Univer­ Traditional Universities sity, "I get the general 3 chemical & colleges sense that things have 37% 6% been slightly improv­ Federal, state & local ing since 2001. We're government L 6% seeing more recruiters and more job open­ Other Pharmaceutical manufacturing & biotech ings," says Joel M. 15% 12% Bowman, chairman of New chemical engineering bachelor's = 204 the school's chemistry NOTE: Data are for newly graduated chemical engineers working full-time, department. "Our stu­ a Includes agricultural chemicals, basic chemicals, coatings and inks, personal care products, petroleum, plastics, rubber, soaps and detergents, specialty dents seem to be do­ chemicals, and textiles. SOURCE: ACS's 2003 Starting Salary Survey ing well finding em­ ployment," especially good opportunities out thereforstudents with pharmaceutical companies. looking for those positions. And from The university is conducting three fac­ what I can tell, recruiters are coming to ulty searches: Two are inorganic chemistry campus in typical numbers." tenure-track positions, one for a senior The school is conducting two faculty scientist and one at the junior level; the searches, one in analytical chemistry/ad­ other is a lecture-track position in physi­ vanced instrumentation, and the other in cal chemistry inorganic chemistry/materials science. But unlike other schools, Bowman has "We look for candidates that show real not found the academic job market flood­ potential, with a good track record from ed with high-quality applicants. "This is graduate school and postdoc work and a the third year of our inorganic search," he research plan that is both cutting edge and says. "We didn't succeed in the past two shows good prospects for long-term fund­ years—there's some sense that there are ing," he says. "The ability to communicate not enough good quality people out there well, and communicate about science as a to fill positions." teacher and educator, is also important. He also expresses concern about the So is candidates' openness to being part of continuing erosion of talent from tradi­ interdisciplinary teams and how their in­ tional chemistry departments. "It appears terests might dovetail with other inter­ that chemistry departments are now com­ disciplinary research at the university " peting with other departments for the At the University of Illinois, "we search same pool of candidates," he says, point­ for junior faculty every year and typically ing out in particular biochemistry and oth­ hire one or two," Girolami says. "It is too er departments at medical schools. *And early to assess the current pool. Last year, I think we're going to see —we already are however, we saw a very strong group of seeing—physics departments competing for people doing things like single-mole­ applicants." The school has changed its recruiting cule spectroscopy or chemical physics." One effect of the ongoing interest in strategy, " ^ rarely, if ever, conduct tar­ 40

C & E N / NOVEMBER 1, 2004

methods for detecting and countering chemical, biological, and nuclear weapons has been increased funding in the physi­ cal sciences for such research. Chemists— especially those at the bachelor's or mas­ ter's level and those interested in postdocs —therefore might find in­ creased opportunities at government re­ search organizations, including national labs. iC We definitely have a lot of science that applies to homeland security and defense," says Michelle V Buchanan, director of the Chemical Sciences Division at Oak Ridge National Laboratory "I see this as a con­ tinually growing area." SUCH RESEARCH is a small but signifi­ cant factor in the lab's aggressive plans to recruit chemists this year. "We intend to have more of a recruiting effort this year than we have in years past," Buchanan says. "We anticipate openings primarily at the Ph.D. level, but also some at the B.S./M.S. level, in a large variety of subjects dealing with chemistry A lot of this is fundamen­ tal research funded out of DOE's Office of Basic Energy Sciences {BES}." Nation­ al labs, she points out, also hire a large number of postdocs. A large portion of the increase in re­ cruiting stems from the anticipated open­ ing of Oak Ridge's Center for Nanophase Materials Science, one offivenanoscience centers being funded by BES and the first to officially open. The lab plans to fill a number ofpositions in advance of the cen­ ter's opening. In addition, Oak Ridge is looking for a variety of chemists for oth­ er projects—primarily multidisciplinary efforts—including those specializing in separations, polymer science, radiochemistry, mass spectrometry, catalysis, and other fields. Ά lot of the work we do is at the inter­ face between disciplines," Buchanan says. "It's a trademark of Oak Ridge—we real­ ly enjoy getting in and working in new areas and working in multidisciplinary teams." Westinghouse Savannah River Co.'s Bell also points out that the company now operates the newest national laboratory, the Savannah River National Lab, under contract. "That means we will be going out and looking for more Ph.D. candi­ dates—both Ph.D. chemical engineers and Ph.D. chemists," he says. "A lot of that work will be research and development, especially into homeland security and other DOE projects," he adds. *And in order to do the R&D, you have to have the talent." • HTTP://WWW.CEN-ONLINE.ORG

EMPLOYMENT OUTLOOK ways 1% or so of people between jobs or just starting to look for a job. For chemists with jobs, salaries have held up fairly well. The median salary of $87,000 forindividual chemists, as of March 1 this year, was upfrom$83,400 a year earlier. ACS's annual surveys of the starting salaries and employment status of new chemistry graduates indicate that a declining percentage ofthem are finding fulltime permanent employment (C&EN, April 19, page 51). For Ph.D. graduates, this decline has beenfrom45% of the 2001 class to 37% of the 2003 class. These surveys also show softness over the past couple ofyears ingraduates, starting salaries. For instance, the median fulltime salary for 2003 Ph.D. graduates was $68,500. This was upfromthe $68,000 for the 2002 class but still down from $70,000 for the 2001 class. In the overall job scene, according to the Bureau of Labor Statistics* (BLS) measure of employment that is based on monthly payroll data from 400,000 employers, the number of people on payrolls this September was up by 1.8 million from its low in August of last year. But this still left it 940,000 shy of its peak set 42 MICHAEL HEYLIN, C&EN WASHINGTON months earlier. If the recent rate of T S BEEN A TOUGH FOUR YEARS FOR and well above the rate of 1.5% in 2001, growth of about 140,000 workers on payworking people in this country How- which indicated essentially full employ- rolls per month persists, it will be next ever much the statistics on employ- ment. Unemployment never drops to ze- year before total payrolls are back to their ment nationally are spun—and they ro. Even in the best of times, there are al- 2001 peak. are being spun ever more For the eight earlier emfuriously as the days to the presployment dips since World idential elections dwindle—the J0B NUMBERS SINCE MARCH 2001 War II, it took an average of Big declines from employment peak for all chemical national job market has not 29 months to recover from a sectors except pharmaceuticals been pretty since the biggest payroll decline and break back and longest economic boom in into new high ground. If the U.S. PAYROLLS U.S. historyfinallyran out of average timeline for these earMARCH AUGUST steam at the end of 2000. lier dips had been followed THOUSANDS 2001 2004 CHANGE this time, payrolls today would MANUFACTURING3 16,931 14,384 -15.0% Although there has been 971.7 892.4 -8.2 be more than 3 million highsome job growth over the past All chemicals Agricultural chemicals 47.3 36.3 -23.3 er than they were in March year, the total number of peoBasic chemicals 185.8 159.0 -14.4 2001, instead of almost 1 milple on payrolls today is still Paints, coatings & adhesives 76.1 68.3 -10.2 lion lower. lower than it was at its peak Pharmaceuticals 278.2 7.9 300.3 in March 2001. This ongoing BLS's other measure of emResin, rubber & fibers 131.4 110.5 -15.9 pause in overall job growth is ployment, which is based on Soaps & cleaning compounds 128.7 111.2 -13.6 the most prolonged since the data collected from a sample 124.2 Other chemical products 110.1 -11.4 Chemicals minus pharmaceuticals 693.5 Great Depression. 592.1 -14.6 of 60,000 households, shows a 1.74 million gain in the emThe job market for chemists ployment level between March is no exception. And itwill have OTHER SECTORS 252.9 157.9 -37.6 2001 and this September. a particularly challenging path Communications equipment Computers & electronic products 1,852.0 1,351.1 -27.0 Most of this gain has come in to recovery Industrial machinery 158.2 122.1 -22.8 the past 12 months. However, This year's American Chem- Plastics & rubber products 919.9 808.5 -12.1 even this recent rate ofgain of ical Society survey of the salary Primary metals 596.6 463.9 -22.2 about 150,000 per month is and employment status of its Semiconductors & electronic equipment 703.5 460.0 -34.6 352.2 234.1 -33.5 somewhat shy of the rate ofjob members in the domestic work- Textile mills creation needed to keep up force (C&EN, Aug. 16, page 26) 3 132,507 131,567 -0.7% with the built-in growth in the revealed a record-high unem- TOTAL NONFARM workforce due to population ployment rate of3.6%.This rate a Data are for September 2004. SOURCE: Bureau of Labor Statistics growth. is up slightlyfrom3.5%lastyear

SALARIES & JOBS

Jobs for chemists remain depressed as payrolls nationally remain below the peak set in 2001

I

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C & E N / NOVEMBER 1, 2004

41

EMPLOYMENT OUTLOOK

BY T H E

NUMBERS

Jobs, PresidentSp And Politics

E

depressed by a trend toward more arm's-length—nonpaymployment statistics, though seemingly hard and unequivroll—relationships between employers and employees. Time ocal, are always open to interpretation. This is never more will tell. so than during a presidential election campaign, especially A look into the job performance of the 14 Administrations one that comes at a time, like now, when job creation over the since World War II is revealing. When they are ranked by the previous four years has been less than stellar. percentage payroll growth they witnessed, the six Democratic When this happens, it is open season for spinning. As we Administrations take six of the top seven spots. Republican Adhave witnessed in recent months, for the challenger, the spin is ministrations take the fourth spot and the bottom seven. When that the jobs situation is even worse than it looks. For the inthe measure is growth in total employment, the contrast is not cumbent, it is that any weakness is not really the incumbent's as stark. But Democrats fault, that things are not as still take the first and secbad as they seem because THE POLITICAL CONNECTION ond and four of the top sevthere is something wrong Democrats have the edge in creating jobs en spots, and Republicans with the numbers, and that four of the bottom five. the jobs outlook is good beBY PAYROLLS RANK The 1965-68 Johnson Adcause corrective actions CHANGE IN PAYROLLS BY% NEXT ministration had the best have been taken and are CHANGE ADMINISTRATION PARTY MILLIONS PERCENT ELECTION Johnson D 9.8 1 16.5% Didn't run payroll performance, up starting to kick in. 2 Carter D 10.5 Lost 13.1 16.5%. Carter was second at A further opportunity for 3 Truman D Didn't run 5.1 11.4 13.1%. The second Reagan spinning this year is an ap4 Reagan II 10.8 Didn't run R 11.2 Administration saw 11.2% parent shift in the relation5 Kennedy/Johnson D 5.7 Won 10.6 growth. Clinton was the ship between the two BuClinton 1 D Won 6 11.6 10.6 champion in absolute numreau of Labor Statistics' 7 Clinton II 9.4 Didn't run D 11.4 bers with a 23 million payroll employment surveys—of 8 Nixon R 6.0 8.7 Won boost over his two terms. payrolls and of total 9 Lost Nixon/Ford 5.2 6.9 R 10 Reagan 1 R 5.2 5.7 Won The current Administration employment. 11 Eisenhower 1 R 2.8 5.5 Won has a firm lock on the 14th In recent years, these 12 Bush.G. H. W. 2.5 2.4 Lost R and last spot for both paysurveys have moved in reaEisenhower II 13 R 0.8 Didn't run 1.5 rolls and employment. sonable sync, with the em? Bush, G. W. R -0.9 -0.7 14 ployment total about 5% There is no firm connecBY EMPLOYMENT higher than the payroll total tion between jobs performRANK CHANGE IN EMPLOYMENT BY% because it includes farm ance and future political CHANGE ADMINISTRATION PARTY MILLIONS PERCENT workers, the self-employed, fortunes. Clinton attained 10.9% Carter D 9.8 1 and others not included in the White House in 1992 2 Johnson D 7.0 10.0 the payroll count. Over the largely due to a weak econ3 Reagan II 9.9 R 9.3 past four years, however, omy at the time, and he re4 Nixon R 6.6 8.6 these surveys have diverged, tained it four years later 5 Nixon/Ford R 6.4 7.7 with payrolls tending down largely because of a much Clinton II D 9.7 6 7.6 7 Clinton 1 D 8.9 7.5 and employment up. stronger one. Carter, howReagan 1 8 R 6.6 6.6 ever, was not reelected in Traditionally, econo9 Kennedy/Johnson D 6.1 4.0 spite of outstanding growth mists and business ana10 Eisenhower 1 R 2.9 4.8 in both payroll and employlysts have considered the Truman 11 D 2.3 3.8 ment during his one term. payroll data to be more 2.9 12 Eisenhower II 1.9 R And Eisenhower and Reacredible and reliable. But Bush.G. H. W. R 2.9 2.5 13 gan both won second terms the spin now is that the 14 Bush, G. W. R 1.8 1.3 despite lackluster jobs peremployment data have beNOTE: Data for G. W. Bush are through September 2004. formance in their first come the more meaningful SOURCE: Bureau of Labor Statistics term. because payroll data are

The best the chemical community can hope for over the coming 12 months is an end to the deterioration of its job market with, maybe, the first signs of improvement. Chemists should not get too excited about the recent payroll and employment gains nationwide. This is because 56% of chemists responding to this year's member survey work in manufacturing, the sec42

C&EN / NOVEMBER 1, 2004

tor that has borne almost all of the employment decline since 2001. Payrolls in the manufacturing sector peaked in 1979. Between March 2001 and this September they fell a jarring 2.55 million, or 15%. And with no renewal of growth over the past year—just a bottoming out—losses in manufacturing jobs are largely irretrievable, at least for the foreseeable future.

Employment in the apparendy downturn-immune pharmaceutical industry rose from 278,200 in March 2001 to 300300 this September—an 8% gain. But for the rest ofthe chemical industry, it has been all downhill, with a dip from 693,500 to 592,100, or almost 15%, over the period. And it's still going down. It can also be noted that the economy has been growing at a respectable rate of HTTP://WWW.CEN-ONLINE.ORG

EMPLOYMENT STATUS Unemployment among chemists has been high for three years, with record high this year Employed f u l l time Employed part time Postdoc/fellowship Unemployed, seeking employment

1994 91.9%

1995 91.1%

1996 91.5%

1997 93.5%

1998 92.9%

1999 92.9%

2000 92.9%

2001 94.6%

2002 92.2%

2003 92.1%

2004 90.9%

2.5 2.9

2.7 3.6

2.7 2.8

2.1 2.3

2.5 2.3

2.7 2.1

3.0 2.1

2.5 1.4

3.0 1.5

3.0 1.4

3.6 1.9

2.7

2.6

3.0

2.0

2.3

2.3

2.0

1.5

3.3

3.5

3.6

NOTE: As of March 1 of each year. Based on population that excludes those fully retired or otherwise unemployed and not seeking employment. SOURCE: ACS's annual salary and employment surveys

Percent 101

•••_..,

I Part time I Postdoctoral or fellowship I Unemployed, seeking employment

Π

1994 95 96 97 98 99 00 01 02 03 04

EMPLOYMENT OF NEW CHEMISTRY GRADS Full-time permanent jobs are getting harder to find BACHELOR'S 2001 2003 2002 Full-time permanent 31% 9 Full-time temporary 1 Part-time permanent Part-time temporary 3 Graduate/ 47 professional school Postdoctoral Not employed/ seeking employment 6 Not employed/not seeking employment 3

26% 24% 9 10 1 2 6 6 47

49

2001

MASTER'S 2002 2003

49% 6 2 4

38% 5 1 2

41% 6 2 5

33

47

33

2001

PH.D. 2002

45% 3 0 1

45% 6 0 2

44

40

51

2003

37% 5 1 2

__

U.S. EMPLOYMENT

6

7

5

5

10

3

5

4

5

3

1

3

3

4

3

1

HTTP://WWW.CEN-ONLINE.ORG

Job market finally starts to improve after four weak years Mutions 150 Number with jobs

ing either temporary or permanent fulltime jobs. Of the 2001 bachelor's class, 40% accepted such positions. For the 2003 class, this was down to 33%. For mas­ ter's graduates, the corresponding decline wasfrom55% to 47%, and for Ph.D. grad­ uates,from48% to 42%. This year's salary and employment sur­ vey also brings out the evolving profile of the workplace for ACS chemist members, especially the shift toward pharmaceuti-

130

NEW WORKING CHEMISTS GRADUATES

16% 14 14 16 40

29% 22 17 10 22

SOURCES: ACS's 2004 salary and employment survey, ACS's 2004 survey of new college graduates

•I

. . , ι 1111 1111 llllllllllll : 1111111111 :

120! 110

1994 95 9 * 97 98 99 00 01 02 03 OU Millions Number unemployed

III I I I I ι ιιιι mI I I I ί \ I I I I II I I I I 1994 9$ Η 9f 9i 99 i l i i s

li..

INDUSTRIAL EMPLOYERS New graduates are more likely to work for smaller firms NUMBER OF EMPLOYEES Up to 99 100 to 499 500 to 2,499 2,500 to 9,999 10,000 or more

-

U0

NOTE: As of early October of each year. SOURCE: ACS's annual survey of new college graduates

4% or so since the recession, which lasted for only nine months in 2001. However, chemists have oflate been slow to respond to economic growth. The job market for chemists remained quite weak during the first fburyears ofthe 1993-2000 boom. It became truly strong for only one fleeting year in 2001. A key indicator from this year's ACS salary and employment survey is the 9.1% of respondents who have other than a full-time job. This is a record high since the surveys were started in their present form more than 30 years ago. The 9.1% is made up of 3.6% employed part time, 1.9% on postdocs or fellowships, and the record 3.6% unemployed but seeking employment. hi 2001, this total was a far more healthy 5.4%. This consisted of 2.5% with parttime jobs, 1.4% on postdocs or fellowships, and the 1.5% unemployed. The ACS surveys of new chemistry graduates bring out the quite sharp recent decline in the percentage ofgraduates find­

cals and awayfromchemicals. Of respon­ dents under 40 years of age, 32.6% work for pharmaceutical and related concerns and 14.7% for chemical and related con­ cerns. Of respondents over age 40, sub­ stantially fewer, 19.1%, are in pharmaceu­ ticals and relatively more, 17.8%, are in chemicals.

Percent 7 Unemployment rate

6 5

a

II.

J

ι

llllllllllll ft IIIIIIIIIII 1994 95 94 97 75 99 00 01 02 03 04 NOTEi Data are as of September of each year SOURCE! Bureau of Labor Statistics

C&EN / NOVEMBER 1, 2004

43

EMPLOYMENT OUTLOOK WHERE THE JOBS ARE FOR CHEMISTS IN 2004 Younger chemists are more likely to work in the pharmaceutical industry PERCENTAGE AT ALL DEGREE LEVELS WITH FULL-TIME JOBS

UNDER AGE 40

40+

ALL

MANUFACTURING Chemical & related Pharmaceutical & related Other manufacturing

60.0% 14.7 32.6 12.7

53.9% 17.8 19.1 17.0

55.8% 16.9 23.2 15.7

ACADEMIA Universities & four-year colleges Medical & professional schools Two-year colleges Secondary schools & other

21.4 17.1 1.6 0.9 1.8

24.9 18.8 2.1 2.0 2.1

23.9 18.3 1.9 1.7 2.0

NONMANUFACTURING/NONACADEMIA Analytical & research services Government Self-employed Other

18.7 11.9 4.5 0.2 2.0

21.2 8.0 8.6 1.3 3.3

20.4 9.2 7.4 0.9 2.9

NOTE: As of March 1, 2004. SOURCE: ACS's 2004 salary and employment survey

Other significant differences include 11.9% of younger chemists and a much lower 8.0% of older chemists working in analytical/research services and 4.5% of younger chemists and 8.6% of older chemists being in government service. Another evolving shift is in the size of the employers that chemists work for. The 2004 salary survey indicates that 40% ofACS members who are industrial chemists are employed by companies with 10,000 or more employees and 16% byfirmswith fewer than 100 employees. The starting salary survey indicates that only 22% of the 2003 graduates with full-time jobs found them in 10,000-plus employee organizations while 29% found them in the fewer than 100 employee category. Responses to the salary and employment survey question that asks for salaries as of March 1 in both the cur-

SALARIES OF Cl·ÎEMISTS

MEDIAN SALARIES

Younger workers gcit larger raises than older

For all chemists employed full time, sis a group, 2003-04 pay gain comfortably exceeds rate of infla tion

$ THOUSANDS

MEDIAN SALARY 2003-04 INCREASE 2003 2004 AMOUNT

ALL CHEMISTS

$83.4

$87.0

$3.6

%

4.3% $ THOUSANDS

2003

2004

$57.9

$80.0

$82.0

BY GENDER Men Women

60.0 45.2

84.5 65.7

ALL CHEMISTS

1994

2.5%

3.5%

86.0 67.0

1.8 2.0

3.7 4.0

59.7 71.3 90.0

62.0 72.3 91.6

3.9 1.4 1.8

3.4 3.4 3.5

60.0 56.0 50.1

86.0 77.0 63.0

88.0 85.0 62.0

2.3 10.4 -1.6

3.9 4.3 2.1

45.0 45.3 31.5

60.0 58.2 45.0

63.0 5.0 58.7 0.9 36.6 -18.7

3.4 2.6 1.5

55.0 52.4 39.0

76.5 65.8 52.1

76.0 74.5 50.1

-0.7 13.2 -3.8

3.3 3.6 2.5

70.0 64.0 52.0

98.0 91.0 65.4

100.0 95.0 65.1

2.0 4.4 -0.5

3.6 4.0 2.3

147.2

184.2

187.4

BY DEGREE Bachelor's Master's Ph.D.

64.9 73.7 92.4

67.8 76.8 96.4

2.9 3.1 3.9

4.5 4.2 4.3

BY EMPLOYER Business/industry Academia Government

88.4 70.3 82.5

92.2 73.0 86.1

3.8 2.7 3.6

4.4 3.9 4.4

BY HIGHEST DEGREE Bachelor's Master's Ph.D.

44.3 52.0 65.0

BY GENDER Men Women

87.8 70.3

91.4 73.8

3.6 3.5

4.2 4.9

BY ETHNICITY Hispanic Non-Hispanic

BY EMPLOYER Industry Government Academia

73.8 83.7

77.3 87.3

3.5 3.6

4.8 4.3

BY RACE Asian Black White

81.7 70.7 84.1

85.6 73.7 87.7

3.9 3.0 3.6

4.7 4.2 4.3

BY CITIZENSHIP Native born Naturalized Permanent resident Other visa

83.2 88.7 85.3 68.6

86.7 92.5 89.6 72.6

3.5 3.8 4.4 4.0

4.2 4.3 5.1 5.8

BY AGE 20-29 30-39 40-49 50-59 60-69

47.8 68.0 85.9 94.7 96.5

50.8 71.7 89.8 98.3 99.5

3.0 3.7 3.9 3.6 3.0

6.2 5.4 4.5 3.8 3.1

NOTE: As of March 1 of each year for chemists with full-time jobs as of both dates. SOURCE: ACS's 2004 salary and employment survey

44

C & E N / NOVEMBER 1 . 2004

BY DEGREE & EMPLOYER Bachelor's Industry Government Academia Master's Industry Government Academia Ph.D. Industry Government Academia Consumer Price Index for all urban consumers

ANNUAL CHANGE 2003-04 1994-2004

1.7%

2.4%

NOTE: Medians are base annual salaries for chemists with full-time jobs as of March 1 of each year. They are derived from the surveys for each year and so represent yearto-year changes for the entire profession as a group. These changes understate increases for chemists as individuals. SOURCES: ACS's annual salary and employment surveys, Bureau of Labor Statistics (Consumer Price Index, 1982-84 = 100)

HTTP://WWW.CEN-ONLINE.ORG

STARTING SALARIES BY WORK EXPERIENCE 2003 was second year of little or no salary gain for new chemistry graduates BACHELOR'S

MASTER'S

PH.D.

Fewer than 12 months 12-36 months More than 36 months

2001 $32.2 36.0 36.7

2002 $31.0 34.1 40.0

2003 $32.0 35.0 39.0

2001 $43.0 49.1 50.0

2002 $45.0 41.0 55.0

2003 $44.5 45.0 54.0

2001 $69.5 63.0 74.0

2002 $67.5 65.0 70.0

2003 $63.3 72.5 77.5

ALL NEW GRADUATES

$33.6

$32.8

$33.0

$48.0

$50.0

$48.0

$70.0

$68.0

$68.5

$ THOUSANDS

NOTE: Median salaries as of early October of each year. SOURCE: ACS's annual surveys of new chemistry graduates

SALARY GAINS

SALARY GROWTH

Raises are getting harder to come by.

Salaries of both new graduates and working chemists have been growing at about 3.5% per year

PERCENTAGE WHO RECEIVED A RAISE

2001

2002

2003

2004

ALL CHEMISTS

87%

85%

81%

81%

WORKING CHEMISTS

BY DEGREE Bachelor's Master's Ph.D.

85 86 88

82 84 86

83 82 80

81 82 81

BY EMPLOYER Business/industry Academia Government/other

87 88 86

85 86 90

81 80 92

83 74 87

... and they are smaller as well 2001

2002

2003

2004

ALL CHEMISTS

4.9%

4.8%

4.2%

4.0%

BY DEGREE Bachelor's Master's Ph.D.

5.0 4.9 4.8

4.9 4.8 4.8

4.4 4.2 4.1

4.2 3.9 4.0

MEDIAN INCREASE

BACHELORS MASTER'S

MASTERS

PH.D.

$52.0 53.5 53.6 56.2 57.7 61.0 62.0 65.0 68.5 71.3 72.3

$65.0 66.0 68.0 71.0 73.3 76.0 79.0 82.2 85.2 90.0 91.6

$24.0 25.0 25.0 28.0 29.5 30.0 33.5 32.2 31.0 32.0

$30.8 36.0 34.1 37.5 38.5 42.0 41.1 43.0 45.0 44.5

$48.0 50.0 45.0 54.0 59.3 61.0 64.5 69.5 67.5 63.3

—

—

—

AVERAGE ANNUAL GAIN (1994-2004) 3.4%

3.4%

3.5%

3.3%

4.2%

3.1%

1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004

HTTP://WWW.CEN-ONLINE.ORG

PH.D. BACHELORS

NOTE: Median annual salaries for working chemists with full-time jobs as of March 1 of each year and of new chemistry graduates with full-time jobs as of October of each year. SOURCES: ACS's annual salary and employment survey, ACS's annual survey of new chemistry graduates

20- to 29-year-olds to 3.1% for 60- to 69-year-olds. 5.1 5.0 4.3 4.0 For chemists who stay with the 4.3 4.2 3.8 4.0 same employer, there has been a 4.3 4.9 4.0 3.5 decline in the percentage receivNOTE: Median percent salary increases from March 1 to ing raises from 87% in 2001 to March 1 of succeeding years for individual chemists who 81% in 2004. And the median anwere employed full time by the same employer for the period SOURCE: ACS's salary and employment surveys nual salary increase for those receiving one has slipped from 4.9% in 2001 to 4.0% this year. Salary gains for working chemists rent year and the previous year yield the most meaningful and consistent data on from 2003 to 2004 obtained by comsalary gains for chemists as individuals. paring the data from the surveys taken This is because the data for both years each year need to be interpreted carecome from the same set of respondents fully. First, they measure the gains for to the same survey. Also, the median chemists as a group, not as individuals. year-to-year increases obtained this way As such, they largely reflect inflation. include gains stemming from growing Second, year-to-year salary gains deterexperience and responsibilities as well mined as the difference between two much larger numbers, the actual salaries as from promotions. The latest median raises determined obtained from two surveys taken a year this way for chemist respondents were apart and with different member samin the 4 to 5% range for almost all sub- ples, tend to be irregular, especially for sets of the profession. For instance, it subgroups. For instance, the 2003-04 was 4.2% for men and 4.9% for women. salary increase measured this way for The only real divergence is by age. The government chemists was a not crediincreases drop steadily from 6.2% for ble 10.4% BY EMPLOYER Business/industry Academia Government/other

NEW GRADUATES

$44.3 45.4 45.0 49.4 49.6 50.1 53.1 55.0 58.0 59.7 62.0

$ THOUSANDS

The two annual ACS salary and employment surveys are under the purview of the ACS Committee on Economic & Professional Affairs. Since 1996, the member survey has been conducted by Mary W. Jordan, workforce program specialist for the ACS Office of Member Information. The year's survey is based on questionnaires mailed to a sample of 30,000 of the approximately 90,000 society members who reside in the U.S.; are under 70 years of age; and are not in the emeritus, retired, or student member categories. There were 11,600 responses, of which 10,200 were from chemists in the domestic workforce. The latest starting salary survey was conducted byjanel Kasper-Wolfe, workforce research associate for the same office. This year, it was based on a questionnaire sent to almost 8,900 graduates at all three degree levels. A further 1,760 questionnaires were sent to chemical engineering graduates. The total response was 3,500, including 3,000 from chemists. • C & E N / NOVEMBER 1, 2004

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EMPLOYMENT OUTLOOKwith her background alerted her to a posi­ tion at Battelle Memorial Institute in Edgewood, Md. "It's a completely newfieldfor me —working with chemical warfare analy­ sis, destruction, and decontamination for safer, easier, and faster disposal with less damage to the environment. I really like it," MacGregor says. "Battelle is a won­ derful company to work for, and they do important, interesting work." REFLECTING ON what worked for her, MacGregor says, "I know it's a cliché, but networking is what works. Talking to the most people and following up is a huge pain in the neck and is time-consuming but worth it." She points to the ACS Chemjobs Career Center at national meetings as a good place to get your résumé to many employers. NEW CAREERS, NEW COLLEAGUES MacGregor and an emperor penguin in Antarctica. Andrus, the patent attorney, did not consider a legal career until his company was involved in a patent dispute. The case did not end well for his employer, but the company saw in Andrus the makings of a great lawyer. "It was a great opportunity to have the company sponsor my education and mentor me in the patent business." What did the firm see in him? "One, I was willing. Through my participation in the litigation, I showed that I was aware of the demand for and had the speMELODY VOITH AND NICK WAFLEP C&EN WASHINGTON cific skills that were most attractive to that you can apply those skills elsewhere." them, in this case, organic chemistry. I HEMISTS REINVENTTHEMSELVES Making a major midcareer transition was able to really understand the chemall the time. Sometimes they emerge in a different industry; can be scary, exciting, exhausting, and, for istry and relate to both chemists and nona different field of chemistry; many, incredibly rewarding. C&EN spoke chemists to explain and understand the as a lawyer, teacher, or student; to chemists who have faced or are in the invention. Writing skills were paramount, and I had written a number of or even in a totally unrelated profession. process of facing major career change. Many times the transformation is by Susan E. MacGregor's career turned papers and shown that I could commuchoice, but sometimes it is not. south, literally, after she had to leave a bio­ nicate in writing, which is not always Most unemployment figures are just a chemistry position that she loved in a fail­ something chemists can do," he says. Going to law school, however, did not snapshot in time, and it can be difficult to ing company After putting her résumé on see the personal stories behind the num­ the Internet, MacGregor was contacted play onAndrus' strengths. "What I learned really quickly was that the anabers. Charles E. Keller, a Ph.D. process by a recruiter for the US. Antarclytical skills I learned as a scienchemist from Albany, Ν. Υ, was expecting tic Program. "They asked me tist were not very useful in law a different kind of life change recently "I what I knew about Antarctica, school classes." Happily, he gradgot married for thefirsttime, and the very and I said Ί didn't even know uated and passed the California next month I got laid off." Keller, who lost there was any science going on bar exam on his first attempt. his job after a merger, is currently working down there.' " Andrus still thinks of himself as as a scientific temporary employee after a MacGregor had gone back to a chemist. "Scientists generally six-month stint in retail, and he is hoping college whenher two sons were in are mystified as to why anyone tofinda permanent position. high school and continued on to would want to be a lawyer, and With the unemployment rate for get aPh.D. inbioinorganic chem­ chemists reaching 3.6%, more chemists istry She knows what it means to EMPLOYMENT they view me suspiciously," he says. "I have to sell myselfwhen are facing midcareer transitions today than try something different. She OUTLOOK I'm working with an inventor. I in decades. Organic chemist and patent spent twofive-monthseasons as attorney Alex Andrus has a message die senior analytical chemist at the Albert have to convince them that I understand the invention and not be the stereotype of for them: "Be reassured that if you have a Ε Crary lab at McMurdo Station. chemistry background and education, When MacGregor was ready to move the lawyer. When I can keep them out of youVe already achieved academically and on, and move a bit closer to home, she ben­ trouble, it's satisfying." professionally You've already met a very efited from her American Chemical Soci­ Many career transitions involve going stringent test. It should give you confidence ety contacts. A fellow member familiar back to school. After 20 years working in

MIDCAREER CHEMISTS STARTING ANEW

In these challenging times, opportunities await those who can change direction

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the chemical industry Ph.D. chemist Mary next." He believes that the M.BA. degree Francis Beno, 53, attended school full time will give him more options in his industry: to obtain a master's degree in social work "I've always wanted to be a chemist, but from Loyola University Chicago, which is I'm also a realist." noted for its clinical social work. Hugh Fan, a 38-year old Ph.D. chemist, During her career in chemistry, Beno worked for eight years in the microfluidics had volunteered at her local community industry for two différent companies behealth center. In 1990, she made a deci- fore moving into academia. He had ension to change careers and go into social joyed the higher salary offered in industry work. Looking back, she says, a I was work- as well as the real-world applications of ing for a rapidly growing pharmaceutical science, but eventually came to realize that company, and as things became more and he wanted to pursue longer term research more demanding, I couldn't keep both my apart from day-to-day business convolunteer interests and chemistry work at cerns. Around 2001, the same levels. In the pharmaceutical with unemployment work, I was helping others, but it was a bit on the rise due to the downturn in more removed.'' Beno visited the library of her commu- the economy, Fan nity college and started to research careers figured it would be a in social work. She also met with a career good time to make counselor who helped her to explore her his move. talents, decide if the change would work, Fan found out and find the best match. She decided to about an academic go back to school full time. In 1999, Beno position through one finished her studies. She is currently a li- of his article reviewcensed clinical social worker and psycho- ers and is currently an associate professor therapist at a community mental health in the department ofmechanical and aerocenter in Burbank, III, doing therapy with space engineering at the University of individuals, couples, and families. Florida. aMy thought was that engineerWhen applying for a job in her new ca- ing departments probably would apprecireer, Beno had to write a new résumé of ate my industrial experience more than which her volunteer work was an impor- their chemistry counterparts.'' Indeed, Fan tant part. She also had to articulate the found that "my understanding ofchemical connection between her work as a chemist and biological applications is one of my and clinical social work. "I learned that strengths that my department appreciboth jobs rested on some ofthe same skills. ates. Currently, a lot of research is being Specifically it's important for clinical social performed by multidisdplinary teams; unworkers to steep in the data and hold some derstanding lx)th science and engineering ambiguity, and as a chemist I understood is an asset." and enjoyed that." When Ann-Marie Bossong, 37, was finishing her master's degree, she found NEW SKILLS can help hedge one's bets in herself laid off from her pharmaceutical a changing job market. Alton £. Mc- R&D position. A good student, she was Connell, 47, has worked in die rubber busi- offered a fellowship to pursue her docnessfor22 years. He likes his job at Avon torate. But something wasn't sitting right Automotive in Cadillac, Mich., but he's with her. a I got up to the thesis work and not comfortable betting that nothing will was thinking about labs, and I kind of change between now and retirement. "The decided that maybe I didn't want to do problem is that this is a very mature in- this at this point in my life," she says. a It dustry,'' he says. "We've managed to stay would have been very prestigious, but I in business by getting more efficient. As opted out." Throughout her career, she long as you can deliver a part that is com- had been told many times that she would petitively priced in the world marketplace, make an excellent teacher, and "I thought you do okay If it gets to a point where you maybe I could use my passion to teach can't do that anymore, it's a problem" Mc- science." Connell went back to school full time to get Bossong entered a Newjersey program an Μ.ΒΛ. while working at Avon. for career changers that provided an alterMcConnell did not have a change of native route to teaching certification. She heart about his career—he still considers is now the chemistry and physics teacher himselfa chemist. He just wanted to make at Immaculate Conception High School sure not to get into a corner. "In all indus­ inLodi,NJ. tries and for everyone, you have to look Many of Bossong's pharmaceutical colforward to decide what you want to do leagues have also been through upheaval

and change. "This particular transition is not for everyone. It's a lot ofwork. People think you have summers off and have all this free time, but you take work home, you work weekends," Bossong says about teaching. a?ïbu have to have good interpersonal skills to work with administration, parents, and students. It can be exhausting." Bossong is not looking back, however. "I would say 111 stay in teaching for the rest of my career. I really love it. You get an energyfromthe students, and you channel it back to them." Greg Schmidt is currently working toward high school teacher certification aftera20-year career in the chemical industry. He explains: "I'm still a chemist; it has been a wonderful choice and perspectiveforme.But a year ago, at 48,1 asked myself Is this what I want to do till I retire and is this where I want to do it?' and I decided, 'No,' that this really wasn't it." Schmidt had first gotten the notion to teach when he was workingforDow, which held summer workshops for high school teachers. Years later, when he decided to make the change, he contacted the National Science Teachers Association and the Michigan Science Teachers Association (MSTA). Both organizations expressed a tremendous need for chemistry teachers. MSTA recommended that Schmidt enroll in a program at Saginaw Valley State University that aids people with advanced degrees with the transition to teaching. Schmidt is eagerly looking forward to completing his certification at the end of the school year and embarking on his new career. "Chemistry is a wonderful way to view and to experience the world, and teaching is awayforme to give it back. At the high school level, you can bring this richness to a student's early personal development and really impact those students for life." As the great Yogi Berra once said, "When you come to aforkin the road, take it." To do that, midcareer chemists have learned to think more openly and to be flexible in looking at their skills overall, not just in research and science. Working in teams, logical thinking, and writing from research are strengths that many chemists share. To find a new niche, high school teacher Bossong suggests, "you need to see yourself in a different light." •

Making a major midcareer transition can be scary, exciting, exhausting, and, for many, incredibly rewarding.

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EMPLOYMENT OUTLOOK dustries, all of which can have fluctuating staffing needs depending on the consumer economy Right now, Dameris explains, quality-assurance and quality-control spe­ cialists are in particularly high demand. "It's hand-to-hand warfare tofindthe best quality-assurance/quality-control talent," he says. Increased demand for scientific con­ tractors is likely linked to an overall in­ crease in temporary employment figures nationwide. According to data from the American Staffing Association (ASA), agencies in the U.S. employed an average of2.27 million temporary workers per day in 2003, and numbers are rising. In the second quarter of 2004, the number of employed temporary workers reached a daily average of 2.5 million, a 15.9% in­ crease over the same period in 2003. To meet high demand with the best job candidates, staffing agencies must work to address the needs of both clientfirmsand recruited workers. "Contractors want to make sure they are giving their time and energy to a good company, andfirmswant to hire therightpeople because happy em­ ployees are more productive," says Lynn Bierling, a regional director for On As­ VICTORIA GILMAN, C&EN WASHINGTON signment's Northeast sector. HE CONCEPT OF A TEMPORARY JOB Many agencies have developed exclu­ arate divisions, Lanzalotto says, but it did traditionally calls to mind clerical fill scientific openings from the very be­ sive relationships with specific companies assistants, substitute teachers, ginning, mostly for entry-level lab techni­ that look to staffing services as an exten­ and manual laborers. But a grow­ cians. The Y)h Scientific group was creat­ sion of their human resources depart­ ing segment of the skilled profes­ ed in the mid-1980s following an increased ments. Staffing agency Manpower Inc., sional workforce—including chemists at demand from clients for scien­ headquartered in Milwaukee, all degree and experience levels—is adopt­ tific workers beyond the techni­ launched a professional staffing ing temporary assignments as part of a cian level For chemists, Lanza­ division in 1999 that boasts two long-term career path. hubs—one in North Carolina lotto says, demand is currently and one in California—that Datafromthe ACS Department of Ca­ highest at pharmaceutical com­ serve the specialized scientific reer Services show that the number of panies that have adopted tem­ markets in those areas. chemists holding temporary jobs increased porary employment strategies to from 2.6% of the entire chemistry work­ quickly build product pipelines According to regional re­ force in 1995 to 4.1% in 2000, and again and meet milestones in an un­ cruiter Beth Thomas at Man­ certain economic climate. to 4.6% in 2004. power Scientific in North Car­ olina, many of their client Many staffing agencies have caught on EMPL0YMENT companies use contract-to-hire to the trend, and several have specific di­ M0UR CUSTOMERS have em­ OUTLOOK assignments as their primary re­ visions in place to cater to the scientific braced scientific staffing as a market. These agencies serve as employ­ competitive tool," says Peter Τ Dameris, cruitment tool for scientists. Such arrange­ ments are a way for the company essen­ ment matchmakers, recruiting and pair­ president and chiefexecutive officer ofOn ing scientists with contract positions at Assignment Inc., a California-based agency tially to try out a potential employee on client companies worldwide. that specializes in health care and life sci­ the job. In turn, the temporary worker gets According to Jim Lanzalotto, vice ences staffing. Especially when the econ­ exposure and makes contacts within the president of strategy and marketing at omy is unstable, he says, having a mix of industry Philadelphia-based staffing agency Y)h regular and contingent workers can help For example, people interested in Services, his firm was the first to focus firms ensure that they have the right working at the pharmaceutical and entirely on professional placements. Es­ amount of staff available to accommodate biotech firms based in Research Trian­ tablished in 1940, Yoh encompasses shifts in product demand. gle Park, N.C., might gain a competitive eight industry-specific groupings re­ On Assignment, which was founded in edge by contacting Manpower, Thomas quiring advanced skill sets, including Yoh 1985, encompasses two main divisions: Lab says. Instead of sending a résumé into Scientific, Yoh Engineering, and Yoh Support and Healthcare. The Lab Support what she describes as the "big black hole" Health Care. division focuses on serving the biotech, that is a large firm's online application The company didn't start out with sep­ pharmaceutical, and food and beverage in- service, qualified applicants can get in-

REDEFINING CONTRACT WORK

Companies increasingly look to temporary scientists to meet demand in an uncertain economy

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"I was looking for a full-time job, but gain current experience they can put on mostly I wanted steady industry experi- their résumés. "It's a good way to ease back ence," Schuster says. He hopes to enter into the workforce," she says. the pharmaceutical industry and knows Taking temporary assignments as part of that real working experience is a major advancing a career is a new mode of thinkbenefit to pharma job seekers. Con- ing for most job hunters, but the skill sets tracting, he says, will help build his ré- gained from diverse assignments are besumé until a permanent offer comes coming better appreciated by employers. through. "There's an increased awareness and Schuster says for him a staffing agency acceptance of contracting as away to deis little more than a job-search tool. Ac- velop a career," Jock says. "In the past, if cording toJock, nearly 80% ofcontractors a person jumped around between jobs a in the job market think of temporary as- lot, it created a negative perception. Now signments as away to track down full-time it's expected that people have to take employment. Data from ASA show that charge of their own careers" by accepting multiple assignments to learn HOST AGENCIES keep online datanew skills. bases that client companies can access to search available candidates. Still others use contract work as Companies can also submit job dean income source while attending scriptions for recruiters and job school, and many recent grads use seekers to review Agency recruiters contracting to try out a variety of are then contacted to schedule an different jobs and company culinterview with desired individuals, tures before making a full-time or they approach a client company commitment. with individual résumés that they Heather Olson, a contractor thinkfitspecific job openings. through \bh Scientific, has held a mix of temporary and full-time poAccording to Christopher Jock, sitions since graduating from vice president and general manager Philadelphia University with a of Kelly Scientific Resources (KSR), bachelor's in chemistry. "I did his agency is well positioned to un- Lanzalotto Jock some full-time work after getting derstand the needs of its clients because it is an agency of "scientists re- 72% of temporary employeesfinda per- my B.S., but the job was a badfit,"she says. cruiting scientists for scientists." Jock manent job while working for a staffing When she started looking for new opportunities, afriendrecommended "¥bh. She himselfholds a master's in chemistry from agency the University of Utah and says many of But working through an agency can of- started herfirstcontract job placement the approximately 200 staff recruiters fer additional benefits and services beyond three weeks later and, at about the same havefiveto 10 years' experience working simply plucking job descriptions from a time, was accepted to graduate school at as scientists. database. "Our experience has been that Central Michigan University "Even though we have left the lab, we contract workers, whether they are scien"I spent three or four weeks in the job understand that running a lab has a con- tists or engineers, enjoy having an agent and was offered a permanent position, but tinuum of needs," Jock says. Filling these looking out for them, identifying exciting I turned it down to go to school," Olson needs means recruiting top talent from opportunities, and ultimatelyfindingthem says. Recalling her positive experiences multiple scientific disciplines andfromall gainful employment," says Emmett B. Mc- contracting, she decided to return to Ttbh degree levels. KSR, which operates as a Grath, president of On Assignment Lab after earning a master's in polymer chemspecialized business unit ofglobal staffing Support. istry and took an assignment that introagency Kelly Services, counts nearly In addition, more staffing agencies have duced her to a chemist who was starting his 20,000 prescreened scientific profes- been making insurance and savings plans own small business. sionals in its database, and this pool ofcan- available so that people can hold temporary Olson accepted an offer to join the didatesfillsan average of 4,500 jobs each jobsforextended periods without givingup chemist's new firm as a full-time employmonth. the benefits of permanent employment. ee, but again was not entirely satisfied. Now back with Tfoh, she is currendy aeonStaffing agenciesfirstfindcandidates through a variety of methods, such as col- ASIDE FROM justfindinga source of in- tractor for Rohm and Haas in the firm's lecting referralsfromcontacts at compa- come, job seekers can use contract work to medical adhesives group. For Olson, the nies, universities, and professional soci- build a portfolio of skills, either to make contracting experience has been a chance eties; sending recruiters to career fairs; themselves more attractive to future em- to discover the job activities she most enjoys and to apply her experiences to her fuplacing classified ads; and scouring Inter- ployers or to facilitate a career change. net-based job banks. "Contracting is a good start for a B.S. ture career goals. Nathaniel Schuster, an analytical graduate to gain experience," says Elaine "I discovered that I really enjoy being at chemist who recently graduated from M. Diggs, a senior membership associate the bench, especially doing synthesis I)rexelUrirvereitymPhMelphia, was con- in the ACS Membership Division and for- work," she says. "I don't want to do the tacted by a recruiterfrom^bhScientific af- mer ACS career consultant. Diggs also says booking' so much, but I like running someter placing his résumé on several online that people looking to reenter the work- thing through its applications and seeing databases. force can use contracting opportunities to where it can go." • creased exposure through Manpower's direct line of communication with managers in that region. Staffing agencies are not always the first path a company takes when recruiting, but firms often hire agencies tofindsolutions when the going gets tough. "Many times, the customer comes to us because they failed to recruit the best people for their needs," On Assignment's Dameris says. Staffing agencies have the time and resources tofindthe right job candidates so that the client company can focus on its own products and services, he says.

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EMPLOYMENT OUTLOOK

JOB SEARCHING IN A SLOW ECONOMY Getting a job in a tough market is no easy task, so planning and strategizing are crucial CORINNE A. MARASCO, C&EN WASHINGTON

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HE JOB MARKET FOR CHEMISTRY

professionals continues to be a difficult one, and anyone who has conducted a job search recently is familiar with the emotional roller-coaster that accompanies it. The still-tight job market comes with just one guarantee: It will take many interviews to land a new job. E-mail and the Internet were expected to transform the job-search process. Instead ofusing paper and a stamp to respond to job ads, job seekers could e-mail their résumés directly to a recruiter or scan job ads online and apply through an online job board The experience has been great in theory but not so great in practice. The frustrations of searching for a job in a slow economy remain but now are simply happening at "warp speed": • The ease with which candidates can create and send résumés online means that employers trying to fill a post are deluged with responses. Résumé-blasting services also contribute to this situation. • In addition to the giant job boards, such as Aionster.com, niche sites catering to specific professions have sprung up. And as die number ofjob boards has grown sig50

C & E N / NOVEMBER 1 , 2 0 0 4

resist the idea,"Jamie Fabian, career coach at employment websiteJobCircle.com, says. "Branding and being able to identify and market what sets you apart is table stakes. %u need to get yourself into the game and do a good job of it." \bu can't get into the game, though, without agame plan. There is no one right way to land a job, but to increase your chances you need to use a variety of strategies and resources. To begin, you need to conduct a self-assessment to identify your skills, abilities, values, and needs, and you need to identify organizations that will make the best use ofyour talents. Because most of our waking hours are spent at work, it is important to invest some time in conducting a personal assessment. Ask yourself: What is important to you personally and professionally? Do you mind a long workweek? Is relocation an option? WTiat about travel as part of the job? Are you seeking advancement? Are you looking for a challenge in your next situatioa? Or are you perhaps looking for more balance between your personal and professional lives? Then think about the accomplishments you have achieved and the underlying skills you possess. A skill list is important to your job search because you can use it to more easily identify areas where you excel, identifywhich skills match an employer's needs, target your skills to specific jobs, answer questions during an interview, and assess whether aparticular job is agood fitforyou. The results ofyour self-assessment can then be applied to writing your résumé as well as evaluating possible job and career options that interest you.

nificantly, so has the competition for applicants' résumés as well as the competition among applicants using these boards. • Job seekers have become disenchanted with the big online job sites because of out-of-date job listings, unacknowledged inquiries, and the discovery that job hunts conducted solely online YOUR RÉSUMÉ is your biography—your rarely produced jobs. life on paper. Because of the competition With that context in mind, what fol- for jobs, your résumé is competing for atlows is some advice for job searching in a tention along with hundreds of other résumés. "In the heyday ofthe earslow economy, which is the same ly 2000s, people could get hired advice for job searching in a good on the basis oftheir résumé,"Jan economy Cannon, career adviser and auIn 1997, management guru thor of "Finding a Job in a Slow Tom Peters introduced the conEconomy," says. "That doesn't cept of "Brand 'You," an innovawork anymore." Now, an exceltive notion that challenged peolent résumé is only one piece of ple to think ofthemselves as the what's required. chiefexecutive officer ofMe Inc. Just as companies understand Υουι objective is to showcase the importance ofbranding, Pe- EMPLOYMENT your skills to convince aprospecters wrote, to survive and prostive employer to interview you. OUTLOOK per in the new world of work, *Agood résumé is like a popular "our most important job is to be head mar- song," Fabian says. "It has to have a hook. keter for the brand called'Ybu." It may have So a job seeker needs to figure out what been novel then; it's a necessity now the hook is in the résumé. It's not the em"The reality of presenting and market- ployer's job to figure it out; you have to tell ingyourselfis not automatic. Many people them. Once you tell them, you have to do HTTP://WWW.CEN-ONLINE.ORG

it in such a way that makes them want to know more." Ideally, each résumé should be customized to the job you're applying for. Think about how you read a newspaper: %u probably skim the headlines, then read the articles that catch your interest. It's the same with your résumé; it needs to catch the recruiter's interest to convince him or her to read the rest. With hundreds of résumés to review, a recruiter will likely skim the introduction to your résumé then move on to the next if it doesn't catch his or her attention. "Tibu have to position yourselfas the solution to the employer's problem,'' Fabian says. "What does the employer need, and how can you position yourself as the solution? It's harder to recognize whenyou may not be the right fit for a particular employer. Most peoplefindconducting a job search so distasteful that they want to get it over with quickly so they don't have to do it again. The downside is they don't consider their own best interests." Many companies are using databases to store résumés for searching by keywords. Think about how a human or a computer will scan your résumé. What search terms are they going to use to find someone like you? Bear in mind that search terms are used to narrow the field of potential applicants. A keyword summary is therefore an essential component ofyour résumé, either at the beginning or throughout the document, using the common buzzwords in yourfield,along with your degree, specialization, and other unique details. Examining the job ads in C&EN will give you some idea of the terminology being used, including those technical buzzwords. Whether scanned by a machine or read by a human, a well-written, error-free résumé is one of the best job-search tools you can have. "Send a hard copy of your résumé for each one you send by e-mail," Cannon advises, and there are good reasons for doing so. First, your résumé will be seen twice because the two versions will arrive at different times. Second, the formatting styles ofa paper résumé and an electronic résumé are different; the formatting ofa paper résumé is removedfromthe electronic version. Third, a résumé sent by e-mail could be caught by a company's spamfilterand never reach its intended recipient. Gettingyour résumé infrontofthe hiring manager is key Make sure your résumé highlights any transferable skills. Do what you can to tailor your résumé to the position and detail whyyour skills could be an HTTP://WWW.CEN-ONLINE.ORG

asset. 'Your cover letter should try to convince a hiring manager that you're a good fit for the job, even though you may not necessarily meet all the qualifications. Explain what skills you have, and write enthusiastically why you want to do the job and how excited you are about it. "Never send a résumé without a cover letter," Cannon says. Acover letter for your résumé should be addressed to a specific person, whenever possible. More important, she says, you can demonstrate that SOCIETY

you've done your homework by learning about the company "It's an opportunity to highlight the parts of your career that distinguishyou from the competition and what makes you qualified for the job," she says. RESEARCH IS one of the most important tasks in your job search. The skills you developed in searching the scientific literature can also be applied to locating industries, companies, and career paths. Let your interests lead you. For example, conduct a

SERVICES

How ACS Assists Job Seekers

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merican Chemical Society members can take advantage of the many career resources available from the society's Department of Career Services and the ACS Division of Education. The Department of Career Services can help new graduates and experienced chemists reach their professional goals. The department provides such services as résumé reviews and career consulting year-round. Members can contact the department directly at (800) 227-5558 or online through http://chemistry.org/careers. Career Services also maintains an extensive career library of books, videos, and publications. Publications are free to members, and most can be downloaded directly from the department's website: "Interviewing Skills for Chemical Professionals," "Résumé Preparation—Tips for Chemical Professionals," "Job Search Strategies for Chemical Professionals," and "Employment Guide for Foreign-Born Chemical Professionals." Members can also obtain information about salaries and employment by signing up for monthly updates on current data, reports, articles, and news related to the chemical workforce. At ACS national and regional meetings, members can take advantage of services such as mock interviews, which are videotaped and evaluated, and résumé reviews by career consultants. Members also have on-site opportunities at national and regional meetings to interview with employer representatives for available positions. In addition, Career Services offers workshops and presentations on managing an effective job search and career transitioning. Complete information about the products and services offered by Career Services is available at http://chemistry.org/careers. How can you join the world's largest scientific society for just $20? If you are an undergraduate majoring or interested in chemistry, you are eligible to become an ACS student affiliate. The Student Affiliates program promotes professional development, mentoring, and peer support for those majoring in chemistry. Student affiliates receive in Chemistry, the undergraduate career magazine; get discounts on ACS journals; and have access to Chemical & Engineering News, in print and online, and to career and employment services. You can even apply online; go to http://chemistry.org/education/saprogram.html. Another valuable benefit of student affiliate membership is the "Directory of Experience Opportunities," which lists co-ops, internships, fellowship opportunities, and summer jobs for undergraduate chemical science students. The database is also available online at http://chemistry.org/education/epic and can be searched by area of interest, geographic region, and type of experience. Interested in academic careers? ACS has been participating in the Preparing Future Faculty (PFF) program to enhance the preparation of doctoral students for faculty careers. ACS received funding from the National Science Foundation in 1998 that ted to the creation of PFF programs at five universities. The publication "And Gladly Teach: A Resource Book for Chemists Considering Academic Careers" discusses the decision to pursue and prepare for an academic career and is available from http://chemistry.org/education/profes sionai/pffweb.html. ACS also offers continuing education courses for experienced chemists to update their skills and knowledge. Short courses are one- to five-day seminars for chemical scientists and technicians. The courses are hosted at numerous locations and dates on a range of topics of interest to chemical professionals. Short courses are also available as live webcasts and self-paced modules. The complete list of continuing education opportunities is available online at http://chemistry.org/education/professional/index.html. C&EN / NOVEMBER 1, 2004

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EMPLOYMENT OUTLOOK RESOURCES

Books And The Internet Can Inform A Job Search

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any books have been written about the job-search process. Although this is not a comprehensive list, these books can start you on your way. "A Ph.D. Is Not Enough: A Guide to Survival in Science," by Peter J. Feibelman (Perseus Press, 1994.) offers advice for selecting a thesis or postdoctoral adviser; choosing among research jobs in academia, government, and industry; preparing for an employment interview; and defining a research program. "The Academic Job Search Handbook (Third Edition)," by Mary Morris Heiberger and Julia Miller Vick (University of Pennsylvania Press, 2001) takes job seekers step-by-step through the process and provides information about participating in conferences, using the Internet, handling telephone interviews, and cultivating contacts. Sample curricula vitae (CVs), cover letters, and abstracts are included. "Alternative Careers in Science," by Cynthia Robbins-Roth (Academic Press, 1998) describes the various career tracks available to scientists using 23 case studies. Each chapter covers a different career track and includes the basic job description, qualifications, responsibilities, and what career opportunities stem from each position. "Career Management for Chemists," by John Fetzer (Springer Verlag, 2004) pro-' vides commonsense guidance on key career topics such as résumés and CVs, netGoogle search on a particular topic to see I what companies come up.

Most first-time job seekers look to the large chemical employers,forexample, big companies, government labs, hospitals, and nonprofit organizations. Large companies are more visible and easier to research, and much is written about them in stock market analyses and news reports. "Yet small companies—though they don't tend to be household names—produce more jobs. They advertise jobs locally, their businesses are quite specialized, and they may even outsource their human resources function. An often-overlooked source of information is exhibits at American Chemical Society regional meetings, which are especially attractive to smaller companies because they save time and money It's a bonus if they're able to do some informal recruiting at the same time. Ύουι best strategy is tofigureout where jobs are likely to be advertised Most ofthe I 52

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working, and maintaining technical knowl­ edge. The book's origins lay in Fetzer's monthly column, "Building Professional Careers in Chemistry," which runs in the journal Analytical & Bioanalytical Chemistry. "Guide to Nontraditional Careers in Science," by Karen Young Kreeger (Taylor & Francis, 1998) is a practical guide to evaluating and finding career opportuni­ ties in nonacademic research fields. It demonstrates the choices available in which people can use their scientific training for a satisfying professional life. "Jobs in the Drug Industry: A Career Guide for Chemists," by Richard J. Friary (Academic Press, 2000) is a guide for newly graduated scientists at all degree levels to finding a job in the pharmaceuti­ cal industry. The book covers the funda­ mentals of getting an industrial job as a medicinal or process chemist and covers all aspects of a chemist's job within a pharmaceutical or biotechnology compa­ ny. The book also has an index of more than 500 companies as well as informa­ tion about company websites, internship opportunities, and job banks. "Opportunities in Biotechnology Ca­ reers," by Sheldon S. Brown (McGrawHill, 2000) presents an overview of infor­ mation about careers within the field, including training and education require­ ments, salary information, and nonscientific career options.

Fortune 500 companies are relying heavi­ ly on their websites or on employee refer­ rals. Ifyou stick to the big commercial job boards like Monster.com or HotJobs.com, you're bound to miss many openings that are posted only on corporate or association websites. Even smaller companies are like­ ly to have employment information post­ ed on their websites. Don't waste time pointlessly sending your résumé around on the Internet. "There is a misconception that posting a résumé online will bring the jobs to you," Cannon says. "It's a weak strategy, because in a tight job market, human resources departments are inundated with résumés." Mark Mehler and Gerry Crispin of CareerXroads, a recruiting-technology consulting company, found in a recent study that targeted use of the Internet and employee referrals accounted for 60% of external hires in 2003. By 2005, these sources are expected to account for three out of

"Put Your Science to Work: The TakeCharge Career Guide for Scientists," by Peter S. Fiske and Aaron Louie (American Geophysical Union, 2001) is revised and updated from Fiske's "To Boldly Go: A Practical Career Guide for Scientists." The new edition offers practical advice and techniques for finding traditional and nontraditional science careers, including sample résumés and cover letters, and stories of scientists who have moved into second careers. The Internet can't be the basis of your entire job search, but online job boards can expand your reach and your network. Although job seekers automatically think of the large job sites such as Monster.com and Hotjobs.com, scientists may be better served by going directly to niche websites that target this audience. CEN-chemjobs.org is a one-stop job site for chemists. The site combines both classified advertising from Chemical & Engineering News and online-only job ads with profiles of employer companies. The listings include industrial, academic, and government job openings. Job seekers may search or browse the job ads, post their résumés, and take advantage of the large collection of career resources for chemists. Additionally, job seekers will find links to C&EN articles about chemical employment as well as to offerings from the ACS Department of Career Services.

four hires. By that time, they note, an emphasis on the quality of hire by source and how to differentiate it will be critical. According to CareerXroads, employers reported that 68% of their Internet hires came from the company's website. Furthermore, niche job sites were a larger source of hiresfromthe Internet in 2003 than the leading job boards combined. However, not every company tracks every source of hire, and many hires that could not be attributed to other sources were credited to the company website. When you use the Internet to search for jobs and send your résumé, don't confuse activity with achievement. The Internet can bringyou to the company's front door, whetheryou use a niche site or go directly to a company website, but you still have to rely on your interview skills to secure a job offer. Networking is the most effective strategy in any job market. Networking can help HTTP://WWW.CEN-ONLINE.ORG

Chemsoc.org is the Royal Society of Chemistry's job site that features listings for chemistry-related positions in the U.K. and Europe. Chemsoc (http://www.chem soc.org/careers/careers.htm) also offers employment news, career profiles, and links to other resources. Naturejobs.com is run by the journal Nature for scientists in all fields. Naturejobs features an international job database and résumé storage space, as well as special features, general employment advice, and a calendar of events. NewScientistJobs.com and ScienceJobs. com are produced by the publishers of New Scientist magazine and Cell Press journals. Users can focus their searches for chemistry or bioscience jobs by area of concentration and location. Job postings consist of both postdoctoral and full-time positions. ScienceCareers.com is a comprehensive recruitment website published by the American Association for the Advancement of Science and Science magazine. It offers a job database, résumé and CV posting, career advice, and e-mail job notification services. A salary wizard and other salary information are also available. SciJobs.com includes links to career news articles and compiles a weekly database that lists job openings posted on company websites for a variety of scientific positions. A more comprehensive guide, "Resources for Career Management," is available from the American Chemical Society Department of Career Services website at http://chemistry.org/careers.

you obtain information about industry segments and the kinds ofjobs available, give you ideas for brainstorming to develop effective job-search strategies, and yield introductions to new people who may provide even more information, ideas, and iritroductions. Networking is critical and when done well, yields dividends for your search. NETWORKING doesn't mean asking people to find you a job; it means using your connections tofindopportunities to identify and target an employer through personal connections and your résumé. Don't be afraid to use your network. The old saying, "It's not what you know, it's who you know," means more today than ever. Everyone has a network, and the foundation is everyone you know, plus everyone those people know The people you know include colleagues you see regularly—supervisors, clients, professors, classmates, HTTP://WWW.CEN-ONLINE.ORG

vendors, neighbors, for example—and people you may see only occasionally, such as former classmates or colleagues, physicians, or dentists. "People want to be helpful,'' Fabian says. "Talk to everyone you know and let them know what you are looking for. You. have to be willing to ask for help, because this is where you can't do it all by yourself. What's more uncomfortable: talking to someone you don't know or not making a mortgage payment?" Also, think about how you can contribute to your network, not just benefit from it. Information that you learn during your job search is something that you can share with people in your network. One way to extend your network is to become active in professional associations. Identify one or more associations that mesh with your interests, such as the Pittsburgh Conference or the American Society for Mass Spectrometry If you're not already active in your ACS local section or technical division, get going. Make a presentation, submit a poster at a regional or national meeting, or volunteer to serve on a committee. Doing what you can do to make yourself and your abilities visible is effective in building your network. At meetings, talk to speakers after their presentations about their work. Don't forget to have business cards to hand out as you meet and talk to people. Prepare a 30second pitch to tell people about your search and what you're looking for. Ifyou don't advertise yourself, no one else will. Cannon recommends working with other people who are also job seekers, although they don't necessarily have to be in the same field. "Two or more brains are better than one," she says. "There are organized groups like the Five O'QockQub {anationalcareer counseling network}, and state-run employment centers also have group opportunities.The advantage is thatyou never know where a job lead will come from, soyouneed to be talking to as many people as possible because somerx>dy might have aclever idea." Here are three top rules that job seekers need to keep in mind for any networking scenario: Thank the person who provided an introduction for you, and update him or her on your progress. Be clear about exactly how contacts can help you and what a potential benefit could be for them. Avoid last-minute networking—build relationships before you need them. The interview, when you land it, is another point where you can emphasize your strengths. Tdbull likely be asked how your skills are transferable to the job you're interviewing for, so it will be to your benefit

to work out in advance a point-by-point synopsis to address this question. Even if you don't get the job you applied for, ifyou adequately display your skills, a hiring manager may consider you for something else in the company Youi résumé gets you the interview, but the interviewgets you the job offer. The interview is all about three things: Can you do the job, will you do the job, and will you fit in with the organization? "Your résumé can answer the first two questions, but the interview answers the last question. THE HOST IMPORTANT interview questions are not "Why do you want this job?" or "What are your short-term and longterm goals?" Those questions are usually asked to gather some basic information from you. The really important interview questions don't have yes or no answers, but tell stories about you. The preferred method of interviewing these days is the behavioral based interview. Interviewers ask such open-ended questions as, "Can you tell me about a time whenyou had to be creative to solve aproblem at work^These questions are designed to focus on the behaviors you have demonstrated in the past and to determine ifthose behaviors are appropriate for the position you seek. The information you provide tells the interviewer more about your ability to handle certain situations and how you might handle them if they come up again. To handle these questions effectively, you need to have a few good stories to tell about your work experience. A good way to construct your answer is to "build a CAR": Context, Action, Result. First, describe the context ofthe situation. Then, describe the actionyou took, and discuss the results, quantifying them with examples, whenever possible. The quality of your response determines its effectiveness. There will be lots of reasons why you might not get a job offer. It may be as simple as fit; it maybe something more complex that you're not even aware o£ Don't take it personally; rejection is part of the process. Regroup, keep on trying, and be tenacious. "People say no for a variety of reasons that have nothing to do withyou,'' Cannon says. A successful search will include a selfassessment to reviewyour skills, strengths, and interests and how they relate to your career objectives; identifying and exploring career options through research, networking, and information gathering; and developingyour résumé, cover-letter-writing, and interviewing skills. With some planning and strategizing, your job search can have a successful ending. • C & E N / NOVEMBER 1, 2004

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