老美professor写的postdoc套磁指南，对申请极具参考价值

虽然是写给postdoc applicants的，但里面精彩的观点对PHD申请也都适用。
觉得有价值的求加分哈。


作者是伊利诺伊大学化学系的教授，链接见
http://pubs.acs.org/doi/abs/10.1021/ac402163j


.--原文如下：
In trying to think of an editorial topic to write about this
month, I got distracted by my ever-growing email in-box,
including a number of requests from postdoctoral candidates
who want to work with me. Obviously, one limitation to hiring
a postdoc is the availability of funding; I cannot hire someone if
I cannot afford them. Funding issues aside, the majority of the
postdoctoral applications I receive do not capture my interest,
and I am sure this is true for most faculty.
What is it about a postdoctoral associate application that
catches my eye? Or perhaps more importantly, what is it that
stifles my interest? Many email requests that I receive appear to
be sent by someone who has taken a long list of faculty names/
emails and sent off their application with little thought. How
else can I explain the number of applications I receive from
individuals interested in synthetic organic chemistry or clinical
.1point3acresresearch positions? Perhaps they hope that sending out ten
thousand requests will optimize their chances of landing a
position. In my mind, this approach does not work, as I usually
do not even read such requests after the first few sentences.

My advice to potential applicants: send far fewer but
personalized emails. Read about a faculty member’s research
and tailor your letter to the group. Obviously, include your CV,
prior research accomplishments, your career plans, and how a
position in the group would help move you toward your goals.
Provide details that help sell you, including important
interactions with colleagues, the skills that you bring to the
position, and other key points that may set you apart.

When writing an email to me, for example, I like to know
why you selected my group: was it on the advice of a mentor,
because you like a particular aspect of my research, or hope to
gain a specific skillset? Next, explain what you can do for me.
Most applicants list a myriad of reasons why getting hired is
good for them. Perhaps not surprisingly, I hire people because
it helps my research program. I want an outstanding researcher
and also someone who has good communication skills. Reading
your email is my first opportunity to judge your ability to
communicate well. If you cannot do this effectively, then how
will it work out when you are in the group? Yes, writing such
customized emails takes longer, but at least they will be read
and carefully considered.

Whether your long-term goal is an academic position or an
industrial job, the ability to write proposals is also important.
For this and other obvious practical reasons, outlining ideas on
how to fund your own position is always impressive; it is harder
to turn down applicants who have their own money. Even
without a fellowship in hand, offering to apply for several
fellowships (that you have already researched and know that
you qualify for) distinguishes you from other applicants.
Working with you on a fellowship application to work in my
group allows me to see how well you write and create a
research plan. Someone who has this initiative is harder to turn
down, and I often commit to providing support from group
funds if the fellowship applications are not successful.

A last piece of advice: plan early. I am more likely to have an
open position if I know about your interest six months in advance. Also, I am not sure I want someone in the group who
cannot plan ahead; if you need to find a position in a hurry,
explain why this is the case in your initial email, otherwise your
last minute request appears to be due to a lack of foresight.


If everyone who applied for postdoctoral research positions
followed these guidelines, the applications would receive more
of my time and consideration and deserve a conscientious reply.


Good luck with the process.




Jonathan V. Sweedler

好想真的很有道理，我已经犯了大忌，就是模板化的发邮件，每次改改名称什么的，果然回的人太少了，没有诚意啊！