The community of professionals supporting graduate student and postdoctoral scholar career and professional development is one of the most sharing I have been a part of. So many individuals and organizations have contributed resources and programming online, accelerated by the need to pivot to virtual programming during the COVID-19 pandemic.

This has resulted in an explosion of online tools, resources, and videos focused on a range of professional development topics from navigating the faculty job search to informational interviewing and negotiation. In this post, I will seek to organize and curate some of these resources to better assist graduate students, postdocs, and those who support them.

Resources for Postdoctoral Scholars (and beyond!)
The National Postdoctoral Association (NPA) has a range of resources on their website including a growing resource library (note content is being updated as part of a website refresh in Spring 2022) containing guides on topics from mentorship to career planning. If you are an individual (postdoc, graduate student, faculty member) at an organizational member of the NPA, you can also access these resources and a wealth of webinar recordings for FREE using your institutional email address upon registration as an NPA member.

​Another great program to be aware of if you are current or prospective postdoctoral scholar or individual supporting postdocs is the Postdoc Academy which organizes two different online courses, Succeeding as a Postdoc and Building Skills for a Successful Career on edX. 

The Postdoc Academy’s upcoming online course opportunities are as follows:

• Building Skills for a Successful Career: July 11 – August 28, 2022
• Succeeding as a Postdoc: September 19 – October 30, 2022
  • With optional Postdoc Academy Learning Sessions to facilitate discussion
• Building Skills for a Successful Career: January 9 – February 19, 2023

​ImaginePhD: An indispensable tool for career exploration
ImaginePhD is a FREE online career exploration tool created by members of the Graduate Career Consortium (GCC), a community of professionals working to support graduate students and postdoctoral scholars in their career and professional development. While this website is branded for a humanities and social sciences audience, I would argue it is one of the most powerful career exploration tools out there and useful to researchers in any discipline (myIDP and ChemIDP are also great resources). 

Some highlights from the ImaginePhD platform:

• The general tip sheets are phenomenal! 
  • Topics include: writing a resume, cover letter, informational interviewing, using LinkedIn, and the art of negotiating 
• Complete an interests, values, and skills assessment to learn more about yourself and job families that could be a good fit for you
• Each job family within the platform has dedicated sections to:
  • Explore
    • Contains links to job simulations from InterSECT job simulations
    • Write-ups and Q&As on different careers available and personal perspectives from Ph.D.s who made the transition into those paths
  • Connect
    • Highlights LinkedIn groups and professional organizations to join to increase your ability to network with professionals working in certain sectors or career areas
  • Build Skills
    • Links to trainings and resources to learn more about in-demand skills 
  • Apply
    • Links to job boards PLUS analyzed job descriptions with tailored resumes and cover letter examples
  • In addition, the menu to the right-hand side of the screen displayed within any of the four sections (Explore, Connect, Build Skills, Apply) contains a LIVE Indeed job feed of positions being advertised in this job family. This serves as a great way to see what skills and abilities are being asked for in current job descriptions.
• You can also build a career and training plan within ImaginePhD and export your various goals and deliverables to your digital calendar of choice to stay on track. 

Amazing Content Available on YouTube
Many career and professional development offices have put their content on YouTube, making the excellent advice and resources they share accessible to all. I applaud their efforts and highlight a few of them below. 

University of Pennsylvania Career Services: Job Search Skills Series, many feature Dr. Joseph Barber, GCC Member

• Strategies for a career pivot
• Networking for novices
• Making the most out of informational interviews
• Resume tips
• Cover letter tips
• Interview tips
  • Answering the “tell me about yourself” & “greatest strengths/weakness” questions
  • Answering difficult interview questions
• Finding data on salaries

​In addition, the Informational Interview Guide for Graduate Students and Postdocs from UPenn is an amazingly handy guide to perhaps the single most important action you can take to learn about your career options and build your network.

For the Faculty Job Search
University of Michigan School of Medicine’s Office of Graduate & Postdoctoral Studies professional development team, led by GCC members Dr. Shoba Subramanian and Beth Bodiya, have an amazing “Faculty Corner” Series, which features recorded interviews and professional development talks from expert UM faculty covering issues surrounding academic job preparation, interview and negotiation, lab/time/project/personnel management, funding, publications, and work-life balance.

See also Penn Career Services’ Faculty Job Search Prep Camp YouTube Playlist

As a side note, during my time at North Carolina State University, we curated some tips and resources for navigating a faculty job search on our ImPACKful blog.  

A few other excellent YouTube Channels to follow for career & professional development resources:

• NIH Office of Intramural Training & Education
• Johns Hopkins University’s PHutures Program
• Princeton University’s GradFUTURES
• Duke University Postdoc Services

Additional Online Resources 
The University of California San Francisco (UCSF) Office of Career & Professional Development has a wealth of resources available on their website, organized by different training areas and career goals. Explore some of them at the links below. 

• Start with the resources landing page
  • Basic & Biomedical Sciences resources
  • Social & Population Sciences resources
• Presentation skills resources
• Grant writing resources
• Explore non-academic careers
• Resources for the faculty job search
  • Example faculty job search documents

The Academic Career Readiness Assessment (ACRA) is a powerful resource for those seeking a faculty career after their training. It seeks to capture the minimum level of qualifications a search committee at a research-intensive, teaching-focused, or research and teaching-focused institution expects in a faculty candidate and the level of expertise most desired of candidates in different domains (teaching, research independence, experience working with students, etc). 

Learn more about the creation of the ACRA in this publication. 

I also recommend Vanderbilt University’s Office of Biomedical Research Education and Training (BRET)’s Beyond the Lab Video Series, featuring informational interviews with Ph.D.-holders who have pursued a variety of careers after graduate school or postdoctoral training. These serve as excellent resources to begin exploring available career pathways in addition to modeling some of the questions you may want to ask as part of an informational interview. 

And while the final online resource I am sharing is not from a university, iBiology, a non-profit organization funded by NSF and NIGMS, has an amazing library of professional development videos and self-paced online courses on topics including career exploration, planning your scientific journey (very relevant for early-stage graduate students), and how to give an effective presentation that you should definitely check out! 

Utilizing Online Resources in Career & Professional Development Programming
If you are an administrator or faculty member seeking to provide career and professional development support to graduate students and postdoctoral scholars, how might you leverage the resources I’ve shared above? One approach is to have your students and postdocs watch a YouTube video on a topic of relevance and then spend your time with them discussing the topic in more detail and highlight institutional resources available to them. For example, you might have them watch a video on leveraging LinkedIn in advance and spend your workshop discussing how participants plan to implement the advice they received in crafting their profiles. 

In addition, online self-assessment and career exploration tools like ImaginePhD allow for trainees to do some pre-work before coming to a workshop to discuss career exploration in more detail. I find having workshop participants explore the ImaginePhD platform on their own and then share something interesting they learned with others in a small breakout room opens their eyes to the richness of information and resources on the platform. 

Using online tools and resources can really expand the bandwidth of a small office (or office of one) tasked with supporting graduate students and postdocs. In addition, resources like iBiology’s Mentoring Master Class: Peer Mentoring Groups overview empowers trainees to create their own groups to support one another in their training, job search, and beyond. 

I hope by highlighting these online resources in one place, you can become aware of impactful programs taking place across the United States. Furthermore, now that many programs have moved online and are being recorded and widely disseminated, access to great advice and resources to help you navigate your career and professional development and job search has never been easier. I encourage you, whether you are a professional trying to provide career and professional development support at your institution or a student or postdoc, to take advantage of these resources and join me in thanking the sharing, collegial community of professionals that have made them open for all to access and benefit from. Get exploring today!  ​

“Find your passion. Do what makes you happy.”

We hear this advice all the time and think, yeah, it would be great to find a career one is passionate about, that makes one happy, pays one well, and fits one’s skill set and interests. But is it reasonable to expect this out of one, single job? Maybe, but we Americans are, too often, allowing our careers to define us (termed “workism” in this Atlantic piece and see also this piece by the New York Times), which can be problematic.

The challenges associated with the COVID-19 pandemic that have persisted over the past 13+ months are many and further highlight the fact that work should never come first. People have had to juggle many priorities this past year:

• Trying to stay healthy, physically & mentally, in the face of so many unknowns (though perhaps that is changing with vaccines rolling out at higher numbers)
• Taking care of loved ones, physically & mentally, sometimes at a distance
• Assisting their children with virtual learning
• Striving to stay "present" in their work while often working virtually and juggling the priorities mentioned above
• Having to decide that trying to maintain a job and balance the priorities above is not feasible and needing to take a step back from their career (a major issue for female workers this past year; see also)
• Setting boundaries between "work" and "home" when you work from home, etc...

As we begin to reset our lives as we emerge from this unprecedented event, many are looking to redefine their work lives to achieve greater balance and flexibility. 

In this blog post, I will talk about some of the key aspects of work we find fulfilling. According to the book Drive by Daniel Pink, and based on research by Edward Deci in the 1970s, we perform best when we are intrinsically motivated. The three key factors that determine intrinsic motivation are autonomy, mastery, and purpose. I will break down those three concepts in terms of work satisfaction (I will use my new job as an example; with new reflections 2+ years into it added), but other activities can also fill these human needs.

Autonomy

By autonomy, I mean feeling in control of your situation in life, work, etc. Autonomy in terms of work means not feeling micromanaged in your job, having the ability to prioritize your schedule, and choosing to do things in an order and manner that work for you.

I can say in my current position that I have a lot of autonomy: I decide how to prioritize and order my day, the tasks I need to accomplish, and my larger goals for the Office of Postdoctoral Affairs at North Carolina State University. This is great and a huge plus for my current role.

Now, it isn’t like I have complete autonomy and one shouldn’t expect such autonomy, unless you are self-employed and, thus, your own boss. In my current role, there are still somewhat mundane tasks that I have to do.

For me, that is human resources-related tasks associated with the postdoctoral appointment and hiring processes at NC State. Would I say completing human resource actions in the multi-layered systems at NC State is my passion and makes me happy? No. Is it an essential component of my job and the function of my office (at least as currently defined)? Yes.

Over the past year, my administrative load has INCREASED by at least 30% as we now have additional processes that must be undertaken to hire postdocs given UNC System-wide restrictions on new hires. There have also been more requests by faculty to extend postdoctoral appointments past our 5-year limit this academic year. I have worked to accommodate these requests as these are unprecedented times we are living through and pauses to research projects have necessitated a need for many postdocs to stay in their position longer. In addition, many faculty advisors want to shield their postdocs from a tough job market or a need to move to secure other employment and so I am supportive of them staying here longer until conditions improve. Note, though, that many of our postdocs were able to land jobs in 2020 despite the pandemic. 

The blurred lines between work and home have certainly not helped detach from work...I think I work more now than pre-pandemic. This challenge of disconnecting from work started long before the pandemic but like so many things was exasperated by it. The ability to always be connected to work via one's phone (I probably should discount my work email from my phone Gmail app) has led our leisure time to be turned into what some researchers describe as "time confetti". Time confetti are the little bits of seconds and minutes lost to unproductive multitasking often aided by our devices and super connected world. The term was coined by Brigid Schulte, author of Overwhelmed: Work, Love, and Play When No One Has the Time. 

We live in an age where our attention is increasingly fragmented, which often prevents us from focusing on high-value work AND our personal lives. It is so easy to let those work email pings distract us from being present at home and with our loved ones. We all need to work on being more present and our employers need to more effectively encourage us to disconnect after 5 PM or on the weekends (in fact, France has a law seeking to restrict after-work emails).

Back to my administrative work: I take the approach of framing my human resource tasks as critical to the purpose of my job – to improve the postdoctoral experience. This is important because it ties to another key factor of intrinsic motivation – purpose. I need to review these hire actions to be sure the institution (and the faculty supervisors) are treating postdocs in an appropriate way that both follows our institutional policies but also ensures the postdoc’s best interests are considered.

Despite a taxing year in 2020-2021, I am proud of what my office and our postdoctoral association have been able to accomplish this year to support NC State postdocs from virtual social hours to professional development awards geared toward online learning or networking experiences. Many other institutions have also taken efforts to support their postdocs during COVID. So, in spite of the increased workload and administrative burden, I know I am making a difference by facilitating needed processes to keep our postdocs employed, supported, and connected during a difficult year.   

Life is a matter of perspective and having the right mindset of WHY what your doing is important/necessary can get you through some mundane tasks and tough times.

Mastery

People want to feel like they are making progress in their lives; that they are improving and getting better. Humans seek mastery in their work.

As a Ph.D. student or postdoc, you have spent years mastering your experimental, analytical, and communication skills to produce a dissertation, publications, and conference presentations. It feels good to know you are making progress and, as a Ph.D. student or postdoc, you are keenly aware of how frustrating it feels to not make noticeable progress. And this past year of COVID have certainly interrupted early career researchers' progress and job prospects, which we much seek to address at our institutions (for more see this article & this one).  

​A career is also filled with both sides of the mastery coin: moving forward and spinning one’s wheels. Sometimes it is very clear you are progressing toward mastery in a key task/component of your job or nearing completion of some large project or deliverable. Sometimes, though, you feel like you are not progressing. That is life and sometimes measuring progress is tricky.

So, while a sense of mastery and self-improvement is important for fulfillment, you can define what that means to you. If you feel like you have learned a little more than the day before, that you are a little more comfortable in your role than the day before, then you are making progress. It is often dangerous to put too much stock in measurable progress as it doesn’t usually capture subtle aspects of one’s job. As anyone in the sciences knows, the number of papers one publishes does not, in and of itself, denote the degree of mastery or accomplishment one has achieved in your training. I have only been in my new role for a few months, but I feel like I am making progress in understanding the key responsibilities of my position, including learning how to best interface with key people at NC State and how to interact effectively with our postdoctoral community.
​
In some ways, progress has been made over the past 2 years on the job and in some ways not. It helps, I think, to look back at accomplishments of my office and our postdoctoral population. So, I started at the end of each calendar year to construct a "Postdoc Year in Review" document to highlight the impact of my work. Constructing this document each December and looking back at the 2019 & 2020 versions remind me that much progress has been made by my office.

I know much more needs to be done to improve the postdoc experience here and nationally but progress takes time and effort. I have worked over the past 18 months to advocate for more resources for myself and the postdoc office here and those efforts have been only minorly successful (and further budgetary challenges due to COVID have certainly not helped). I hope that as I continue to build awareness of myself and my work on campus and make connections with more stakeholders, more resources will follow. I continue to persist and strive for what I believe is possible for our office and our postdocs in the future.   ​

Please define mastery and self-improvement in a way that makes you appreciate the slow, incremental progress that accompanies much of work.   ​

Purpose
​
Working toward a larger purpose can help one persevere when times are tough. It allows you to keep in perspective the reason you do the work. Ideally, your career fills your need to be doing work that has a purpose. In my case, I focus on improving the postdoctoral experience at NC State University. I know firsthand that the postdoctoral years can be challenging and filled with uncertainty (even more so now after living through a pandemic that threatens progress and potential job prospects for postdocs), and I hope that I can help current postdocs identify the unique skills they can bring to the workforce and match that to a career that fits them. I will know if I am successful if I see our postdocs moving on to satisfying careers of their own. And that is certainly happening as evidenced in the career outcome data reported in our 2019 & 2020 NC State Postdoc Year in Review documents mentioned earlier. 

All work does not have a higher purpose, though. Sometimes you are in a bull*hit job (which are common in academia, too) or, as others have labeled them, a rent-seeking job—jobs that don’t produce tangible products or results. These jobs are plentiful and involve processing transactions, moving money around, lobbying, etc. While it could be argued they produce something, their value to society is debated. I won’t get into economic theory, but the point here is that it is difficult to find purpose or feel like one is making the world a better place in some careers. That is OK, though, because you aren’t just your career.

Too often in America, we allow our careers to define us. I am as guilty as the next person; I often ask at social or networking functions, “So, what do you do?”. This question doesn’t specifically ask about someone’s job function, but often that is how individuals interpret the question.
​
Perhaps even worse than that question is the awkward response, “well, I am between jobs right now.” A paying job doesn’t have to define what we do with our lives. You can volunteer for an organization you are passionate about, you can stay at home spending quality time with your kids, or you can take time off to travel the country with your loved one(s), making memories along the way. COVID has forced many to reconsider their life priorities and make difficult choices, which while tough in the moment, may ultimately lead people to lead happier, more fulfilling lives. And a new YOLO (you only live once) movement post-pandemic is emerging as younger workers seek greater meaning, autonomy, and real-world experiences (travel).  

I took my new job to be closer to the people who mean so much to me. I plan to frequently visit my aging parents who live on the coast of North Carolina (a 2.5-hour drive from my new job), I will reconnect with old friends from Furman University and UNC-Chapel Hill who live in the area, and I want to see more of my sister who lives a couple of hours away. I also am plan to take the time to visit my other sister in Memphis, TN, from time to time. The flexibility of my new role gives me all these opportunities and I am thankful for that. Furthermore, there is data suggesting recent graduates who value time over money report greater well being and more intrinsically motivated activity pursuits—pursuing work that they find meaningful in itself versus work they seek for financial/status reasons.

You Are More Than Your Work

It is essential to have activities outside of work that give one’s life meaning. What those are will vary from person to person, but you should seek out activities that fill the key components of intrinsic motivation: autonomy, mastery, and purpose.

If you can’t find purpose in your job, you could volunteer for an organization whose mission statement aligns with your interests: tutoring, helping the homeless, advocating to Congress regarding some issue, etc.
​
If you don’t feel like your job allows you to achieve mastery, take up a new hobby and learn how to knit, build a chair, speak a new language, etc.

​If you don’t feel like your job gives you autonomy, take control of some other aspect of your life. Maybe you decide to take up a new exercise routine or re-connect with an old friend you haven’t talked to in a while. Do something that gives you a sense of control and brings with it self-fulfillment.

Keep that COVID hobby you started this past year (it's great for your health) and lean into the increase in empathy and volunteerism that has emerged during and as a result of the pandemic...you will never regret finding ways to help others.  

Final Thoughts

In closing, be careful in your search for the elusive “dream job.” Finding a job that fills the needs of autonomy, mastery, and purpose, plus pays you well and fits your interests and skills is a tough, perhaps an impossible order. The good news is that your job doesn’t have to define you as a person nor should it be your only sense of self-worth or fulfillment. Even the best job has its tough moments, and that is when you need to have other activities (volunteering, hobbies) and roles (sibling, parent, son/daughter, friend) that give your life meaning and purpose. You are more than your job, and you can define what a successful, fulfilling, and meaningful life looks like for you.

Hopefully as we adapt to a "new normal", post-COVID, we will be able to find increased flexibility in our work with potential hybrid roles where we spend some time physically in the office and some time working from home. We need some balance of in-person human connection with our coworkers while also having the capability to work virtually to balance family and personal needs with those of work. And, as the ability to engage with others face-to-face returns, we should also look for ways to collaborate and contribute to something bigger than ourselves by joining groups or volunteering for organizations with a mission we can get behind.

If the past year has taught us anything it is that life is too short to not find purpose in something and seek each day to grow, evolve, and make a difference if only in the smallest way. 365 days of making a 1% improvement in some aspect of the world results in it being 37x better at the end of each year. Whether you make that difference via your job or in the  community at large through volunteer or other efforts, just be sure that you do.​

For Further Reading
The Impact of COVID-19 on Boundary Management, Work/Life Integrations, and Domestic Labor for Women in STEMM, report from the National Academies of Sciences, Engineering, & Medicine

Designing Your Life

• The Book
• Resources
• YouTube Video
• New: Designing Your Work Life Book

The Future of Work Post-COVID
​Prudential's Pulse of the American Worker Survey (March 2021)

The new negotiation over job benefits and perks in post-Covid hybrid work

Other Blog Posts of Interest

• Why you should get involved in things outside the lab/work
• ​The power of human connection
• Giving thanks: Finding personal fulfillment
• More from my NIH BEST Blog Rewind series

While my background is in the biological sciences, during my time working in career and professional development I have learned about career resources for a variety of fields.

Here, I share resources and datasets I am aware of that speak to the career prospects of individuals working outside the biological and chemical sciences, particularly those in the humanities and social sciences.

General Career Resources for the Humanities & Social Sciences

​Modern Language Association Career Resources
​In particular, see their Job Market Data

American Psychological Association - Careers in Psychology Resources


Career Outcomes Data & Insights for the Humanities & Social Sciences

American Academy of Arts & Sciences
Humanities Indicators
​Humanities Indicators - Workforce Data

​American Historical Association
Where Historians Work Database

Closing Gaps in our Knowledge of PhD Career Pathways: How Well Did a Humanities PhD Prepare Them?
Publication from the Council of Graduate Schools' PhD Career Pathways Project

​See the Association of American Universities' PhD Education Initiative Activities Page for a List of Several Ongoing PhD Program & Career Outcome Data Efforts from Institutions, Multi-Institutional Efforts, & Professional Societies.

Despite its name, the Coalition for Next Generation Life Sciences data often contain humanities and social science programs (for example: Cornell Graduate School, Emory Graduate School PhD & Master's data, University of Wisconsin Graduate School, University of Toronto 10,000 PhDs Project). Explore all the data.

The National Science Foundation's Survey of Earned Doctorates also has some data on general workforce trends for Ph.D. recipients by field of study.  

Approximately 2 years ago I was navigating a multi-pronged job search where I considered a variety of career paths to pursue after my postdoctoral fellowship at Vanderbilt University. I am now approaching the end of my second year working in postdoctoral affairs at North Carolina State University, which I began in January 2019. 

This piece about my transition from postdoc to working in postdoc affairs originally appeared in the National Postdoctoral Association's online newsletter, The POSTDOCket, in April 2019. I have added some additional thoughts and reflections in bold (red). 

​Like many postdoctoral scholars, I considered a variety of careers during my time as a postdoc at Vanderbilt University. I applied to tenure-track faculty jobs in fall 2017 and 2018, submitting nearly 25 applications each year (read more in my Tales from the Academic Job Market). I also talked with individuals in my immediate and extended network (via informational interviews) who worked in a variety of areas outside academia: medical writing, medical science liaison, & life science consulting.

Only since fall 2018 did I think that a career in postdoctoral affairs was both an option, and an area where I had the necessary qualifications. In retrospect however, I realize I had been steadily building a portfolio of postdoc affairs involvement and professional development knowledge over the past few years.

I got my first in-depth exposure to postdoctoral affairs while working with the Vanderbilt Postdoctoral Association (VPA) as treasurer in 2016-17 and junior co-chair (vice president) in 2017-18. During that time, the VPA executive board and I worked with our newly centralized Office of Postdoctoral Affairs (OPA) to broaden our programming for a wider postdoc audience.

Although developing programming to be broadly relevant and useful to postdocs from varying fields was a challenge, we made progress in reaching a larger and more diverse population of Vanderbilt postdocs through our social and professional development events. While interacting with postdocs in my VPA leadership roles, I began to understand the range of challenges they faced: international employment issues, family care issues, mental health issues, and lack of supervisor/mentor support, just to name a few.

I have subsequently written about some of the challenges postdocs face on this blog.
​See:

• The Challenges of Being an International Researcher: Implications for Advanced Degree Labor Markets
  
  • Part 1
  • Part 2
• ​​Call to Action: Measuring Postdoc Impact

I can't emphasize enough the value of getting involved in something beyond your work/lab/school while a graduate student or postdoc....you learn so much about other skills you have to offer and, through volunteering, have a chance to give back to your community. 

My exposure to the challenges and various levels of support available to postdocs at a national level was broadened by attending the National Postdoctoral Association (NPA)’s Annual Conference in 2017 and 2018. I learned from other postdoctoral offices and organizations about work that they were doing geared toward improving postdoctoral career readiness (i.e., thinking broadly about career options) and outcomes.

In speaking with NPA poster presenters, I learned how they successfully campaigned for higher starting postdoc salaries, organized joint events with nearby institutions to share costs, leveraged alumni networks, and tracked career outcomes. The importance of using data to campaign for change and track interventions was a key lesson I learned from these interactions.

In my current role, I have begun working on better postdoc career outcomes transparency. In fact, I present data on the subject during our mandatory new postdoc orientation at NC State University. By showing postdocs the range of career fields they can move into early in their tenure, I hope to prompt them to realize there are many successful "next steps" available to them after their time as a postdoc.
​
I have also led the development of a Postdoc Climate Survey we launched this year and hope to leverage this data to continue to advocate for initiatives that improve the postdoctoral experience here at NC State. 

Around the time I was becoming more involved in the postdoctoral community at Vanderbilt and beyond, I became interested in a career in science communication and medical writing. At the NPA annual meeting, I learned about The POSTDOCket, the online newsletter for the organization. I began writing for The POSTDOCket following the 2017 NPA annual meeting, where I profiled a workshop I attended by SciPhD.

Over the next few years, I wrote twelve pieces for the newsletter and continue to contribute to it. My interview with Sam Castañeda, a pioneer in postdoctoral support services and resources at the University of California, Berkeley, was particularly inspiring as I learned more about the impact that postdoc offices can have on improving the postdoc experience through community building, personal and professional support services, and advocating at the state and national level.

​In addition, I began writing about my own journey in career exploration for the NIH BEST blog in fall 2018, in hopes that sharing my experiences of the post-PhD job hunt would help current trainees on the job market.

I now serve on the NPA Board of Directors and liaise with The POSTDOCket team. If you are a postdoc or someone who supports postdocs, contributing your ideas and writing to The POSTDOCket is an excellent way to begin establishing yourself as a thought leader in the postdoc affairs space. Offering helpful advice to postdocs in The POSTDOCket is another excellent reason to write for this outlet.  

I had many great examples of career and professional development resources available to me while a postdoc at Vanderbilt. The Vanderbilt Office of Biomedical Research Education and Training (BRET) offers an incredible array of programming to graduate students and postdocs. During my  time as a postdoc at Vanderbilt I assisted in planning some of this programming. In fact, the people I worked with in the BRET Office at Vanderbilt were the ones who directed me towards a job advertisement for a postdoc program manager position for which they thought I was a good fit. After reading the job description they forwarded to me, it seemed to be a job where I could work to help postdocs feel more “career ready” and simultaneously try to improve institutional resources and support for them, which really appealed to me. 

While applying to this and similar program manager positions, I learned from a contact who I met at the NPA Conference (and on her LinkedIn feed, no less—the power of networking and LinkedIn in action!) of the postdoc program manager position at North Carolina State University—the ideal job for me (based on geographic preference and being nearer to family). The story of my first “real job” offer, subsequent soul searching, and eventual acceptance of my current position can be read elsewhere.

​One organization to keep on your radar if you are interested in a career in graduate or postdoc career & professional development work is the Graduate Career Consortium (GCC).
​I joined GCC shortly after beginning my position at NC State and have found the community very supportive and collaborative. GCCers share resources and ideas about how to help those of us working in PhD career and professional development do our jobs better. Through various committees, GCC members are focused on important topics around grad/postdoc career outcomes as well as developing useful resources for trainees including ImaginePhD, a career exploration platform for the humanities and social sciences. GCC members also share advice on career planning for both trainees and the professionals who serve them through the weekly Carpe Careers column on Inside Higher Ed. In addition, the GCC member message board is great way to learn about job openings in this space. Finally, the GCC offers a trainee membership for grad students and postdocs interested in learning more about a career in grad/postdoc career and professional development. 

Career Exploration, Personal Perspective
​
In Fall 2018, I started writing a series of pieces for the NIH Broadening Experiences in Scientific Training (BEST) Student/Postdoc Blog. As these pieces are no longer accessible online, I wanted to re-share them in a continuing series NIH BEST Blog Rewind. Here, I will add some additional thoughts to what was originally authored in 2018, denoted in bold (dark red) throughout the piece.

Original Publication Date: December 2018                           NEW Perspectives, Comments, & Insights
Part of a series revisiting my NIH BEST Blog pieces. ​

Update: I did end up moving into the graduate/postdoc career & professional development career. Since January 2019, I manage the Office of Postdoctoral Affairs at NC State University. Read more about my transition from postdoc to postdoc affairs professional in this POSTDOCket piece here.
​
I have also taken on leadership positions with the NPA & GCC. Both organizations have bright futures ahead. The NPA recently announced the hire of a new Executive Director and GCC membership is rapidly growing (~15% increase in membership since 2018)...now with over 450 members. It is a great time to get involved in both organizations either as a postdoc (NPA) or budding career/development professional (GCC). ​