Questions related to Career Counseling
I will soon finish my PhD in biomedical research in Spain. I have no previous jobs related to science for my CV/resume. I need to start earning a living as soon as possible, but I want it to be meaningful for my career! I am not sure which career is right for me, but I enjoy research if it includes collaboration or a research group/team. Can you advise me?
How do I begin my research career? Do you recommend doing so in the USA or in Europe (I am a USA citizen), and what are the differences?
Can I have a research career that is not ultra competitive or stressful? Is it better in academia or industry? If it's neither, then can you recommend another science career?
Should I get a temporary job while I am deciding/searching for my preferred long term job, post-doc, etc.?
If you have advice on any of these questions, or know about any low-cost career counseling, I would greatly appreciate it! Thank you so much.
It believed that the following factors affect career development of college students. These are:
1. career counselling
2. environmental factors
3. hereditary factors
4. educational factors
I want to study the relationships of the factors to career development. What kind of statistical technique should I use? Thank you.
Any suggestions on how to pivot to policy making?
I saw that there are PhD about it, but I'm not sure to be qualified for them.
How could I increase the chances of being admitted to one without pursuing another master?
I'm finishing a double master in plant sciences and plant biotechnology at Wageningen University & Research. My specialisations are functional plant genomics and phytopathology and entomology, with a minor in nematology and one still to define (around biophysics and omics).
I did a thesis in nematology at the ETH Zurich, one in plant molecular biology at INRAE (French national institute for Agro-Environmental research) and one still to define at SLU (Swedish Agricultural University).
I'd like to pivot toward policy making, but I only have a few courses about transversal skills such as "Negotiation skills", "Communication & Persuasion", "Scientific Writing" etc. and none about policy itself.
Comment: Has not been done before and therefore may have no chance of success.
Even from very smart people with solid publications in highly referred journals, funny rejection reasons have been seen.
Why many highly successful physicists like Ludwig Boltzmann, Paul Drude, Paul Ehrenfest, Arnold Berliner, Percy Williams Bridgman, Augustus Matthiessen took their own lives at the pinnacle of their careers? Was it because they did not learn to manage stress or there is some other bit of a mystery?
Do every research need to learning to manage stress as it can have life-saving consequences?
I am building an Intelligent Career Counseling chatbot. Which will provide guidance to college graduates in choosing their career path based on their background, Interest Inventories, values Inventories, and aptitude assessment.
Will be happy to work with a volunteer.
If so, how does school support regarding study choice look like? Is there any research about it? Any reference welcome. Thanks.
After hundreds of hours of research and preparation, I'm done with the presentation "Rethinking Career Choice: Why 80,000 Hours should give us Pause"! Feedback (positive or negative) is more than appreciated so please let me know what you think!
Dear Colleagues! How, from your point of view, is possible (and justified) the implementation of the concept of Life Long Learning in a professional (non-academic) business career through the complete withdrawal from a successful business activity, including with the preparation and defense of a doctoral dissertation with subsequent teaching (research) activities? Do you know and can you give examples of such personal career development?
Dear Colleagues! In your opinion, how possible (and justified) is the implementation of the concept of Life Long Learning in the academic field by preparing and defending a second (third, etc.) doctoral dissertation in a new direction for a scientist? Do you know and can you give examples of such a scientific career development?
Dear Colleagues! Is it possible to consider, from your point of view, taking into account the concept of Life Long Learning, a person of the age category 40+ "young scientists", if at that age he only defended his doctoral thesis? And if 50+? And more? Why?
Any suggested model for all over the country...!!!
For secondary schools what format / Design / model, i can follow for making provision of the career education in schools for my whole country?
"Mistake 2: Not building flexible career capital that
will be useful in the future" (80000hours.org Career guide). My question: What are the reasons behind this mistake?
I'm trying to understand what the reasons that lead people to this mistake are. Maybe after we understand the reasons, we would realize that they're not mistakes after all. Or if we still believe they're mistakes, we'll be much able to solve them.
Here are some general reasons:
1. Trade-offs: Advice often neglects to address the trade-off that comes with this advice: For example, "be flexible" ignores the disadvantages of being flexible and the advantages of being "inflexible" (keeping your eye on the goal, avoiding distractions, persistence etc…) and vice versa with persistence advice like "never give up".
2. Unclear evidence or debatable positions
Often contrary or seemingly contrary positions both have evidence.
Do we underestimate or over-estimate the differences between us and others? The "False Consensus Effect" suggests that we under-estimate while the "Fundamental Attribution Error" can imply that we over-estimate the role of personal differences.
So even though the position behind the advice has evidence, it can also be true that the position contrary to the advice has evidence too.
3. Lack of knowledge or effort.
4. More pressing issues
The question then becomes: is : Does the advice that comes with "Not building flexible career capital that will be useful in the future" suffer from general reasons 1+2?
Here are the sub-mistakes of the main mistake:
Some of the reasons that cause people to fall into this mistake (based or influenced by the 80k section though not exactly how they say in all points):
1* Short-term thinking.
2* Not giving career choices enough thought (e.g. English PhD sounds nice so I’m just going to go with it).
3* Underestimating soft-skills: Not Investing in transferable skills that can be used in any job like
A- Deep Work by Calvin Newport. The example given in 80k career guide is writing your daily priorities. I would prefer something like "how to avoid distraction).
B-Learning how to learn
4* Lack of awareness about automation threat.
5* Inaccurate predictions about one’s future interest/opportunities in the chosen career. (e.g) "The End of History Illusion":
So for example, for 5*, it could be the case that General reason 2 "unclear evidence" is implicated it could be (and I don't know it is) that in contrast to the "End of history Illusion", there is a group of personality theorists who claim that we under-estimate how stable our personality is. Or for 3*, general reason number 1 "trade-offs" is implicated. For example (and again I don’t know), it could be the case that the more you focus on developing general skills like "learning how to learn", you become less competitive in non-transferable technical skills because you have less time to focus on that now.
Is there strong evidence that choosing a career that fits one's personality or interests is of primary importance in regards to satisfaction or performance ? (For the purpose of this question, personality and interests do NOT include skills or mental ability)
Here is a list of scholarly statements pertaining to the issue
Please add any important studies or points that I missed. Your thoughts and insights are much appreciated
Here is just one question for you all. It will be very interesting to see your valuable opinions. The question is:
What career would you like to pursue if you were not into research?
I want to ask about courses, certifications or something like that is useful along with PhD in chemistry for personal development and knowledge building as well as those which are helpful in future for career along with PhD ?
We're conducting a survey and your input would be appreciated.
We are looking for individuals who are employed, who have a supervisor/manager at the time of completing the survey, and are thinking of or are going through a career/position change.
Click on or copy the link below to start the survey. If you do not match the above criteria, you can still share the survey with your network to help me gather sufficient data!
I sincerely thank you for helping me out.
P.S. Don't miss Harvard Business School tips on a successful career change at the end of the survey!!!
I have been working on my dissertation research project that aims to explore the concept of 'calling' in Indonesian context, predominantly among the Muslim teachers. In this vein, it seeks to rectify the omission of a focus on non-Western context to study this construct, thus attempting to provide a more nuanced picture of the key facets of calling.
Does anyone perhaps have an interview schedule for examining people's sense of calling in their work from which I can leverage? Of course, it will be tailored to meet the objectives and core questions of my research, and, to uphold our academic values, I can assure for its confidentiality. Hope for your kind support.
Please accept my sincerest thank you in advance.
Please suggest any career choice assessment questionnaire that I can administer to assess students' perceptions and abilities about chosen career.
Studying or doing research abroad is exciting and can be a significant experience for oneself, but how about career benefits in your home Country? Wherver I went and asked colleagues and people, most of them would agree that staying abroad will be beneficial for your career. If you study for obtaining a degree, you will have at least that one. If you go somewhere because of research funding or scholarships, you benefit directly right away while you are there. But how about afterwards? Did it really boost your career in your home country? Was / is it always worthwhile going abroad?
Do we need to regularly assess the employability skills of our students? How often: every end of the term, every end of the academic year, or just once before their graduation? Provided below is the link for our previous study on employability skills. Can you suggest some improvements for a similar study that we may conduct in the future?
I've created some psychological instruments to assess self-image and vocational interests to support early vocational and educational guidance. I'd like to extend my research.
In 2012 Hoare, McIlveen, and Hamilton published a plea to use concepts and techniques from ACT (Acceptance and Commitment Therapy) to Career Development or Guidance. At that moment there were strong arguments, but not yet empirical evidence. What is the situation now? Is there any research that confirms the theoretical arguments? Are there new theoretical insights? Are there projects intended to develop tools for Career Guidance based on ACT? Is anything known about evaluations and/or effects?
With my colleague Albert de Folter I developed a toolkit. It consists of tools, based on or inspired by ACT, for career guidance in schools. We are interested in developing similar tools for adults.
Hoare, P. N., McIlveen, P., & Hamilton, N. (2012). Acceptance and commitment therapy (ACT) as a career counselling strategy. International Journal for Educational and Vocational Guidance, 12(3), 171–187.
We are designing a European Project on this subject and we are reviewing the state of the art. Thanks in advance.
I have been asked to develop an outline and a module on assessment in counselling and I would wish to have suggestions on the topics to include.
I would like to know how this theory can be applied in a counseling setting? What are some of the tenants and worldviews in a counseling setting?
Currently, I am trying to design a mixed methods research with emphasis at the quantitative part to explore the factors influencing counselling self-efficacy of counselling trainees from various Universities in Greece. My intent is to use two counselling self-efficacy questionnaires (one for Career Counselling Self-Efficacy, O'Brien et al., 1997 and another one for Counselling Self-efficacy, Larson et al., 1992) as well as a questionnaire for the demographics in order to test the relationships mentioned in the bibliography among variables such as length of past experience, training and practicum and trainees' self-efficacy. Additionally, I would like to see which is the role of core self-evaluations with a single instrument (Judge et al., 2003).
On the other hand, in the qualitative part, I would like to take several interviews from a small sample of the participants, maybe 15, in order to test if the four sources which form self-efficacy (mastery experiences, vicarious learning, verbal persuasion, emotional state) suggested by Bandura would apply in counselling trainees.
What would you do in this case? Do you find a mixed methods design suitable for this kind of research purpose? Would it be a good idea to have a sample of trainees in career counseling (my specialty) and another one for trainees in counselling psychology?
I am looking forward to your views and ideas.
I work in material science (specializing in TEM microscopy and magnetism). Right now I'm finishing my Ph.D. However, lately I feel a bit dissatisfied with this particular field. I'm very interested in biology (topics like programmed cell death and ageing), however I have doubts whether it's realistic at this point to change my career path.
Do you believe that personal counseling theory and techniques should be incorporated in career counseling sessions? If yes, why? In addition, in your experience and knowledge should career counseling and personal counseling as a process and a scientific field be mixed or complement one each other due to the multiple intertwined roles people have in their life?
I am a Ph.D student.
Employability as our main variable is to measured by 5 component (career development skills, emotional intelligence, general skills, experience, and discipline knowledge).
students constitute the statistical population so we can not choose some variables like job satisfaction as the consequence.
What we can do for the potential overlap between our main variable (employabilty) and consequences and antecedents. because employabilty itself is a extensive concept and components.
Finding a job in academia is already very tough for new graduates considering the funding limitations and extreme competition. What are the reasons in your opinion? What are the consequences of new graduates leaving academia? What can be done to prevent it?
Currently looking at high level footballers who are going through, or about to experience a career transition within their sport. I am wanting to see what suggestions others have regarding interventions to ease these transitions.
About Path Analysis applied in counseling psychology research
From your experience or perhaps, related research are career counseling programs valuable for businesses? If yes, which type of program among coaching, mentoring or career workshops could be more effective? Finally, Is career counseling applied widely in businesses in your country?