PostdocJobs.com -- Postdoctoral positions in microfluidics and biophysics
Postdoc.com
http://www.postdocjobs.com
or
http://www.postdoc.com
---------------------------------
Applications are invited for two postdoctoral research associates to
join an HFSP international project: "Nucleoid proteins and DNA
structure, global regulation of the bacterial transcription network.”
The overall project is a combination of theory and experiment, with
challenges in the engineering of bacteria, microfluidics, optical
trapping and measurement automation, as well as bioinformatic
analysis.
The positions are for one year with the opportunity for renewal
subject to performance and the availability of funds. Candidates
should have either a strong technical background (related to research
in the fields of soft matter physics, biophotonics, or microfluidics)
or a strong experimental track record on gene regulation in bacteria.
Experience in either practical biological laboratory work or analysis
(video/image analysis and modelling) is highly desirable. The
successful candidate will have a PhD in physics, engineering, biology,
biochemistry or a related field.
For more information, please visit:
Me, ...again!
On Mon, 14 Dec 2009, Postdoc.com wrote:
> Postdoctoral positions as posted on "PostdocJobs.com" website:
>
> http://www.postdocjobs.com
> or
> http://www.postdoc.com
>
> ---------------------------------
> Applications are invited for two postdoctoral research associates to
> join an HFSP international project: "Nucleoid proteins and DNA
> structure, global regulation of the bacterial transcription network.”
> The overall project is a combination of theory and experiment, with
> challenges in the engineering of bacteria, microfluidics, optical
> trapping and measurement automation, as well as bioinformatic
> analysis.
>
> The positions are for one year with the opportunity for renewal
^^^^^^^^^^^^
> subject to performance and the availability of funds.
^^^^^^^^^^^^^^^^^^^^^^^
Must be in their terminal year, waiting for competitive renewal.
Candidates
> should have either a strong technical background (related to research
^^^^^^^^^^^^^^^^^^^^^^^^
> in the fields of soft matter physics, biophotonics, or microfluidics)
> or a strong experimental track record on gene regulation in bacteria.
^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^
Sounds like they want someone who already had significant postdoc
experience and to do another postdoc as a low paid, low benefit slave
laborer.
Me, ...again!
Reposted from a post on alt.computer.consultants, authored by an Indian
(Tambi Dude) working at an IT company in the USA, about how they do
interviews, and my answers to his comments.
You guys should notice in the newspapers dealing with job searches that at
a lot of places where they have jobs and are interviewing, that there are
a lot of places now where they make candidates jump through hoops, dance
on their heads, perform magic, then make them come back for multiple
re-interviews, and then not hire them anyway. Its like "target practice"
for the employees of the company so they can take out their frustrations
and anger on someone who can't ever hurt them, so they get treated like
dirt.
=============
On Tue, 15 Dec 2009, Tambi Dude wrote:
> One of our team members quit his job. A very smart American. Now we
> are trying to fill his position. So far I have interviewed 6 along
> with my team members. I didn't interview another 3. That makes total
> 9.
So, does that mean someone else interviewed another 3?
> All candidates are either American citizens or Green Card Holders
OK, how many of each? And, for the GC, where did they come from?
(we
> have told recruiters that no H1B ). I am appalled at the quality of
> these 10+ yr experience in their relevant technology. In particular,
> It gives me infinite pleasure to see them
Both Americans and Green Cards? Where were the greed cards from?
getting screwed at one
> particular technical question I always ask.
So, you are a sadistic person.
There is only 1 answer to
> it and these jokers come up with a different answer each time, all of
> it wrong.
1. So, you are judging quality based on an answer to only one question?
2. Was this some critical question that your whole organization would
disintegrate if someone did not know the answer? And, of course, if it
were a critical answer, would it be very hard to hire some guy and tell
him: "OK, here is the answer, so if you need it on this job, then you can
do the job and if you forget, then we will fire you."
3. You could not find anyone out of nine candidates that you could give
OJT? How did YOU learn the answer to this critical question?
4. I'll bet I can find questions you can't answer. For example: I can go
back the last two years in the NG archives about general knowledge that I
know more about -- much more-- than YOU, discussed right here on this NG.
I have interviewed many people, over my career, for jobs with me and I was
the only person involved in making the decision. I never made a judgement
based on an answer to only one question.
> I asked my manager whether it has been particularly bad this time and
> he jokingly said that only if the wait crosses six months
> (apparently that is still the record).
So, if you can do business for six months, then you really don't need a
replacement. You can do business for 12 months, and even longer.
He said that he is not
> surprised as we have not yet completed a month of hiring process.
>
> No wonder CEOs of MS, Oracle, Intel, CISCO keep pushing for H1B. There
> is lot of quantity in IT market, quality - well that's a different
> matter.
You are a perfect example of the "game-playing" going on in the hiring
process. Mostly the interviews are just a way to take out personal
frustrations, and "play" with candidates as a form of sport, and make the
interviewer feel "superior."
So far, as a "smart" Indian (= YOU, Mr. Tambi Dude), making judgements
about "American IT tallent" (in your subject line), I'd have to say that
you sure don't show much tallent, yourself. And, since you mentioned some
were green cards, then they were not Americans, and by your own words, you
didn't like them, either.
BMJ
>
> Reposted from a post on alt.computer.consultants, authored by an Indian
> (Tambi Dude) working at an IT company in the USA, about how they do
> interviews, and my answers to his comments.
>
> You guys should notice in the newspapers dealing with job searches that
> at a lot of places where they have jobs and are interviewing, that there
> are a lot of places now where they make candidates jump through hoops,
> dance on their heads, perform magic, then make them come back for
> multiple re-interviews, and then not hire them anyway. Its like "target
> practice" for the employees of the company so they can take out their
> frustrations and anger on someone who can't ever hurt them, so they get
> treated like dirt.
Much of what he described sounded familiar. It's kind of like a thesis
defence, isn't it?
As for the legitimacy of those interviews, I'm convinced that many of those
I attended were completely bogus. Either the company already knew who'd
get the job and I was brought in to confirm the decision, or my interview
was held in order to comply with some law or regulation.
Sometimes before I'd leave an interview and would be told when the decision
would be made. As the waiting period came to and end, I'd sometimes call
and ask. Almost always I'd be given a the-cheque-is-in-the-mail answer,
but, in a few cases, that would be followed by some snickering. I knew the
whole thing was baloney but I wanted to hear it for myself.
That sort of response isn't anything new, by the way. When I looked for
work as I was finishing my B. Sc. over 30 years ago, I was interviewed for
a position at a pulp mill. After waiting for two or three weeks, I called
and talked to the HR critter who set up the meeting and asked what my
status was. She told me that the decision letters had gone into the post
but she didn't know what the one for me said. The letter arrived a few
days later and guess whose signature was on it?
After other stunts like that by other companies I applied to at the same
time, I never trusted anybody out of HR again.