#PHN

Tag: #PHN

Employer Spotlight: Mayo Clinic

When students think about careers in healthcare or research, the Mayo Clinic often comes up as one of the most recognized and respected institutions in the world. But beyond its reputation, what makes Mayo especially interesting for students is the range of opportunities it offers across clinical care, research, and innovation.

Mayo Clinic operates as a global healthcare system with major campuses in Arizona (Phoenix and Scottsdale), Florida (Jacksonville), Minnesota (Rochester and surrounding areas), and even internationally in London. This wide presence allows students and early-career professionals to experience different healthcare environments while staying within one organization. Whether someone is interested in patient care, research, or a combination of both, Mayo provides multiple entry points depending on their goals.

One of the most exciting aspects of Mayo Clinic is how specialized and advanced its departments are. For students interested in neuroscience or surgery, the neurosurgery department stands out in particular. The work being done there reflects how modern medicine is evolving alongside technology. Procedures such as awake brain surgery, robotics-assisted operations, intraoperative MRI, computer-assisted brain surgery, stereotactic radiosurgery, and deep brain stimulation are not just concepts from your average science textbook; they are actively being used in patient care. For students considering careers in medicine, especially those drawn to fields like neurosurgery, this highlights the level of precision, innovation, and interdisciplinary thinking involved in the field today.

At the same time, Mayo Clinic is not only a clinical institution, it is also deeply rooted in research. With around 150 research labs, the organization supports a wide range of projects, from basic biological research to advanced medical and computational modeling. This makes it an appealing environment for students who are interested in research pathways, including those considering MD/PhD programs or careers that combine medicine with scientific investigation. The ability to engage with both patient care and research in the same institution is something that sets Mayo apart.

For students looking to enter the workforce after graduation, Mayo Clinic regularly posts early-career opportunities. Roles such as research technologists provide hands-on experience that bridges academic knowledge with real-world application. These positions can be especially valuable for students planning to apply to medical school or graduate programs, as they offer direct exposure to clinical research environments and interdisciplinary collaboration.

However, it is also important for students, especially international students, to be aware of certain considerations. Mayo Clinic does not typically participate in the OPT STEM extension for many positions. This means that students who require work authorization should plan ahead, ask questions early in the application process, and work closely with career advisors to identify roles that align with their eligibility.

Overall, Mayo Clinic represents more than just a workplace; it is an environment where clinical care, research, and innovation intersect. For students in health and medical fields, particularly those interested in neuroscience or research-intensive careers, it offers a glimpse into what modern medicine can look like at its highest level.

Dennis Boakye ’26 is a senior with a major in Neuroscience and a minor in Mathematics. Dennis is the current career peer educator for the Health and Medicinal Professions (HMP) and the Physical and Natural Sciences (PHN) career communities at Lawrence University. Connect with Dennis on LinkedIn.

Your First Job After Graduation Doesn’t Define Your Career

As graduation approaches, it’s easy to feel like everyone else has their future figured out. Some classmates already have job offers, others are announcing big corporate positions, and suddenly, the pressure to secure something immediately can feel overwhelming.

In a recent conversation with a Lawrence alum who now works closely with trauma surgery research teams and helps recruit research assistants, I heard a perspective that many students need to hear: your first job after graduation doesn’t define your career. In fact, especially in healthcare and research, the path after college is rarely linear.

Here are a few insights that stood out from our conversation.

 Why You Might Not See the Jobs You’re Looking For Yet

One thing that surprised me was learning how hiring timelines often work in hospitals and clinical research environments. Unlike many corporate positions that recruit months in advance, hospitals and research teams often don’t post job openings until they are ready to fill them immediately. That means students searching months ahead of graduation may not see many relevant listings yet.

Because of this, constantly refreshing job boards early in the year may not actually be the best use of your time. Instead, the advice was simple: focus on finishing your academic work well, enjoy your final months of college, and begin building connections. Informational interviews with alumni or professionals in your field can be far more helpful than sending out dozens of early applications.

Networking conversations also help you learn what different roles actually look like, which can make your job search much more focused when positions do start appearing.

 What Some Research Roles Actually Look Like

During our conversation, the alum described recruiting research assistants for a trauma surgery research program. The work environment was intense and fast-paced. Because trauma cases can happen at any time, research assistants had to be ready to respond quickly when patients arrived in the emergency department. Their responsibilities included collecting time-sensitive blood samples, transporting them to the lab, processing them, documenting the data, and returning to collect follow-up samples within strict time windows.

These kinds of roles require more than just lab skills. Recruiters look for candidates who can:

  •  Stay calm in high-pressure environments
  •  Communicate clearly with clinical teams
  •  Follow detailed protocols
  •  Work flexible or rotating schedules, including nights

While this example comes from trauma surgery research, it illustrates an important point: many healthcare research roles involve real-world clinical environments, not just traditional bench work. Understanding what these jobs actually require can help students prepare better and decide whether a particular role fits their interests and lifestyle.

 You Probably Have More Options Than You Think

One of the most reassuring parts of the conversation was hearing how flexible career paths in healthcare can be. Many students worry that if they don’t land the perfect job immediately after graduation, they’ve somehow fallen behind. But the reality is that people often move through several roles before finding the one that fits best.

Some graduates start as medical assistants. Others work as research assistants, scribes, or clinical coordinators. Some even take temporary jobs outside healthcare while continuing to apply for positions that better match their goals. And that’s completely normal.

The important thing is gaining experience, learning about different environments, and continuing to move toward the work that interests you. Careers in medicine and research develop over time, not through one single job decision. As the alum put it during our conversation: if you start somewhere and it turns out not to be the right fit, you can always move on and find something different.

 A Final Reminder for Seniors

If you’re a senior feeling uncertain about what comes next, you’re not alone. The transition out of college can feel intimidating, especially in fields like healthcare, where many students plan to take gap years or explore research roles. But the path forward doesn’t have to be perfect right away. Opportunities will appear, connections will grow, and experiences will build on each other. The first step after graduation is just that, it’s a first step, not a final destination.

Dennis Boakye ’26 is a senior with a major in Neuroscience and a minor in Mathematics. Dennis is the current career peer educator for the Health and Medicinal Professions (HMP) and the Physical and Natural Sciences (PHN) career communities at Lawrence University. Connect with Dennis on LinkedIn.

My Experience as an Interviewer: Nadika Sharma

Reviewing three recorded interviews helped me notice some clear patterns in the strongest answers. The best responses were structured and easy to follow, usually using the STAR method (Situation, Task, Action, Result). Students briefly explained the situation they were in, described what they did, and clearly shared the outcome. These answers were both concise and detailed, which made them easier to understand. As a reviewer, I also learned that interview answers are most convincing when they follow a clear flow. When someone explains what happened, what actions they took, and what the result was, the story becomes much clearer for the listener. If the order is mixed up, it can make the answer confusing. I also noticed that body language, eye contact, and enthusiasm in the voice make a big difference, especially in recorded interviews where the interviewer cannot interact in real time.

Thinking about asynchronous interviews from the interviewer’s perspective, it is important for students to stay engaged and energetic so the listener does not lose interest. Speaking clearly, keeping answers organized, and showing genuine interest in the question can make a big difference. Practicing beforehand, timing responses, and avoiding overly long answers can also help keep the interview engaging. For students who feel nervous watching their own recordings, I would encourage them to treat the video as a learning tool rather than something to judge themselves harshly for. Watching the recording can help identify small improvements in clarity, pacing, or body language. Peer feedback can also be very helpful because others may notice strengths you didn’t realize you had. Instead of focusing only on mistakes, students should look at what they did well and use feedback to gradually improve their interview skills.

What Recruiters Really Look for in Interviews (Insights from Emplify Health Career Services)

Recently, I had the opportunity to speak with recruiters from Emplify Health’s Career Services team about what they actually look for in interviews, especially when working with early-career candidates and new graduates. Although Emplify Health hires heavily in patient-facing roles such as nursing, medical assistants, and clinical support, their insights apply far beyond healthcare. Whether you’re applying for a hospital position, research internship, corporate job, or nonprofit role, the fundamentals of interviewing remain the same.

Here are three major takeaways that stood out:

What Recruiters Notice Before You Even Start Answering Questions

Before technical skills, before GPA, before experience, recruiters are already observing something else.

They notice your nonverbal communication.

Do you seem present?
Are you making natural eye contact?
Are you engaged and listening?

Interestingly, they expect candidates to be nervous. Nerves are normal. What matters more is whether you can still communicate interest and professionalism despite that nervousness.

Simple behaviors make a difference:

Making consistent eye contact
Smiling naturally
Nodding while listening
Using comfortable hand gestures
Sitting in an open and engaged posture

These cues signal confidence and interest, even if you’re internally anxious.

For pre-health students, especially, this matters. Healthcare roles are rooted in patient interaction, teamwork, and communication. If you appear disengaged or closed off during an interview, recruiters may question how you would show up in patient-facing environments. The key isn’t to eliminate nerves. It’s to practice enough that your professionalism shows through them.

Why Most Candidates Struggle with Behavioral Questions

One of the most consistent themes recruiters emphasized was behavioral interviewing. If you’ve heard of the STAR method (Situation, Task, Action, Result) or BAR (Background, Action, Result), you already know the structure. What recruiters shared is that many candidates know the format, but don’t fully execute it.

These were the common pitfalls they emphasized:

Rambling through too much background
Not clearly explaining what you did
Leaving out the result
Speaking in “we” instead of “I”

This last one is especially common. Many students, particularly in collaborative fields like healthcare or research, describe what the team accomplished but never clarify their individual contributions.

Recruiters are not asking behavioral questions to hear about your team. They are assessing your competencies.

When answering, focus on:

One specific example
A clear description of your action
The skill you demonstrated
The outcome

Even when asked something broad like “What are your strengths?”, stories stand out more than lists. Anyone can say, “I’m a strong communicator.” Fewer people can briefly describe a moment when their communication improved a patient interaction, resolved a lab issue, or helped a team move forward. Stories are memorable. Bullet-point answers are not.

How to Stand Out (Without Feeling Like You’re Bragging)

A surprising insight from the conversation was this: many candidates are simply too hard on themselves. They assume they don’t have enough experience. They assume their answers aren’t strong enough. They assume perfection is required. For early-career candidates, especially students, that’s rarely true. Recruiters understand that new graduates will not have years of professional experience.

What they are looking for are transferable skills:

Teamwork
Initiative
Problem-solving
Compassion
Communication
Integrity and accountability

And these can come from anywhere:

Lab research
Volunteering
Student organizations
Sports
Leadership roles
Campus jobs

You do not need a hospital title to demonstrate compassion, nor do you need a corporate internship to demonstrate problem-solving. You just need a clear story that shows how you applied those skills.

Another area where candidates stand out is at the end of the interview. Thoughtful questions signal genuine interest. Instead of defaulting to “What does a day in this role look like?”, consider questions that help you assess fit and growth:

What qualities make someone successful on this team?
How does collaboration work within this department?
What does growth look like in this role?

These questions not only show curiosity, they also give you insight into whether the environment aligns with your goals.

One important note: salary conversations are usually best reserved for after an offer is extended. Early discussions about compensation can unintentionally limit negotiation flexibility.

 A Quick Word on AI and Preparation

The recruiters also shared a balanced perspective on AI tools. AI can be a powerful way to:

Generate practice behavioral questions from a job description
Simulate mock interview conversations
Refine resumes and cover letters

But it should support your preparation and not replace your thinking. If AI writes something for you, you must still be able to confidently explain it. Interviewers will quickly notice if you cannot speak naturally about your own experiences. Use AI as a rehearsal partner, not a scriptwriter.

Dennis Boakye ’26 is a senior with a major in Neuroscience and a minor in Mathematics. Dennis is the current career peer educator for the Health and Medicinal Professions (HMP) and the Physical and Natural Sciences (PHN) career communities at Lawrence University. Connect with Dennis on LinkedIn.

Interviewing 101: Advice from Amelia Anderson ’14

I had the pleasure of interviewing Amelia Anderson ‘14 about her experience in interviewing intern candidates. While she is the current Director of the Bennett Prize and Curator of Women’s Art, this was during her time at EAA (Experimental Aircraft Association). 

The first piece of advice Amelia gave was to dress nice and don’t worry about overdressing. This is seemingly simple, but it really means a lot. In an interview, first impressions matter. You get about 20 minutes at the most to impress your interviewers, and they start analyzing you from the moment you walk in. By dressing up, even if it seems to be “too much”, you make a good first impression that you’re professional and you care about the position. Simple things such as making sure your shirt has no wrinkles, making sure it’s tucked in, and swapping your flannel for a clean button up can truly make a difference.

With first impressions, handshakes also matter. Some may think of handshaking as a bit old fashioned or even not as common since Covid-19, but making sure you have a strong handshake shows confidence. Walk into the room with your head held high and radiate confidence! Going to the interview, make sure to print out a copy of your resume, or a few in case you have multiple interviewers. In theory, they should already have read your resume and/or they should have it with them during. But by you handing it to them, it shows you’re prepared. 

Anderson also added that interviewing is kind of like dating. And when you really think about it, it’s very true. First impressions are crucial and the smallest things can make you wish it was over. It’s also about finding the perfect fit, for both parties. You want to make sure as an interviewee, you ask questions. What is a typical day in this role like? What is the work culture amongst the workers? What specific attributes would make someone successful in this role? These are some of my personal favorites, as they go deeper than “how much would I be paid?” (though that is important) and you can learn a lot from the interviewers’ answers. 

Now, what questions would they want to ask you? When I asked Amelia, she had a couple really strong ones that came to mind. How do you handle stressful situations? What was a time you had a conflict with a coworker and how did you fix it? Describe a time when you feel like you failed. These questions are all about your personal responses to situations you would likely encounter at some point in your employment. They want to know if you have conflict resolution skills as well as the ability to learn and grow from mistakes. In your answer, try and focus on the result and what you learned, and how you would apply that to the specific position you’re interviewing for.

Lastly, interviewing is all about you. In my conversation with Amelia, we talked a lot about truly being yourself. You need to come off as more than just another body in the workforce. Humanize yourself. Amelia brought up talking about your interests outside of work. Think about your hobbies and the things you enjoy. Find a way to connect with the interviewer on a professional and personal level. For me, I love to get my nails done, so I always go out of my way to comment on the nails of the person talking with me. Usually then they notice mine and then we have a good two minutes of conversation. Obviously this doesn’t work for every interviewer, but something like that is good to have under your sleeve. 

Overall, interviewing can be stressful and anxiety-inducing. Hopefully, Amelia Anderson’s advice eases that, even if just a little. Always remember to just be yourself and give it your all.

Inside the Mind of a Hiring Manager: A Q&A with Jake Cline (M3 Insurance) 

Landing a job in today’s market requires more than just a degree – it requires strategy, consistency, and hard work. I recently had the opportunity to sit down with Jake Cline, a Talent Acquisition Manager at M3 Insurance, and discuss how students can navigate the application and interview process. 

Jake hires for competitive roles in Sales, Data, and Business. Here is a brief breakdown of our conversation and his unfiltered advice for student applicants. 

Q: What are the specific things you look for in an applicant’s resume? 

Jake suggests that the resume should be no more than a page for easier readability. He also added that he looks for clean formatting that highlights on-campus jobs, office, or work experience, and said that he highly values a student’s campus involvement, including involvement in clubs or organizations, and various related events. 

An applicant’s technical skills and specific projects mentioned in the resume also grab his attention, and he loves to see the applicant’s professional and personal experience where they have used and implemented their skills. 

Q: What do you expect to hear from a student during the actual interview? 

Jake mentioned that he looks for detail-oriented ambiverts. An applicant should have done their homework – get a summary of the company’s background and understand the job description inside and out. 

He also said that preparation is the key, and that an applicant should have at least 6 to 7 questions ready about the role and the company, so that they can ask at least one by the end of the interview and not say you’ve already answered all my questions. Not asking a question is taken as a red flag by the hiring managers. Always try to connect with the interviewer; research about them on LinkedIn beforehand to find possible common interests. Also, if it’s an in-person interview, look proper and come prepared with notebooks and ideas. Look ready! 

Q: What is something that makes an applicant truly stand out to you? 

Jake mentioned that an applicant following up after they submit the application and interviews is valuable to him and reflects the responsive and responsible personality of the applicant. He also said, “You are not being annoying when you check in or follow up; we actually appreciate it”. Sending a thank you note and checking in regularly shows you’re serious. Also, a professional pro-tip is to try to connect with the interviewee and always ask for their contact information or ask for their business before you leave the interview. 

Q: How would you describe the current job market for “Early Talent”? 

Jake has observed that it is high traffic right now for entry-level positions and sees a real lack of networking from candidates. The market is difficult, especially for business majors, and suggests that one should find a niche in the career they want to be in. 

The biggest piece of advice that he had was to secure a position before you graduate. Not having one could look like a red flag to interviewers in the future. He also suggests having real salary expectations for the region in which the company is based. A Wisconsin-based company cannot match the salary level of a company based in New York or Chicago. He also believes it is totally fine to start low, work your way up, and make sure you actually fit the parameters for the job you’re applying for. 

Q: How important is networking, and how should students get started? 

Jake believes that networking is very important, and you can always start from the campus level by attending career fairs, joining fraternities, and getting active in clubs and organizations. 

He believes that you need to present yourself and get in front of the employees, and also work on gaining real experiences at the same time to demonstrate your fit for the role. He also said, “Pave your own path – no one is going to show up at your door, and network as much as you can, start small, and build from there.” 

Key Takeaways: 

Talking with Jake made one thing very clear: experience and effort will always be valued when you submit an application. Whether it’s having 7 questions ready for an interview or showing up to every Career Fair on campus, the students who do the work will be the ones getting the offers in this current job market. 

Computer Science major and Data Science & Mathematics minor at Lawrence University, and the President of the Lawrence University Data Science Club. Connect with Sabin on LinkedIn