So basically the raw number of papers is OK but it's certainly not enough to say if they are a strong candidate. Please take what I say though, with a pinch of salt given I'm speaking for a specific few labs in a specific subarea.
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A better way, for what I want to see, is if they meet the requirements and everything on the job listing for the postdoc position, if they can give a job talk, and if they can think on their feet and answer questions.
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They don't have to meet everything on the job listing (other than required ones, those they have to, explicitly in their CV and cover letter, or they get removed from the pile) but if they try to address it all as much as possible that's a huge plus.
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And please everybody: don't lie on your CV. It's so common. Especially with technical skills. People have admitted it to me as well as I've just noticed it on things that are so easy to check. Slips occur but if the distribution is towards making you look better it's noticeable.
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I think skills are a weirdly intangible thing to describe. I'd outline things I've accomplished which evidence the use of that skill (assisted with the preprocessing and analysis of an fMRI dataset; trained several students to conduct fMRI analysis; written analysis pipelines)
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I'm speaking from my limited perspective, which is mainly coding skills. But yes, even fMRI skills is something I've seen somebody lie about on their CV and admit to it in private.
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Replying to @o_guest @DrGBuckingham and
I can elaborate on what other lies I have seen, e.g., people saying they have experience in Python but admit in private they have never coded in Python. Same with git. Does this help clarify?
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Replying to @o_guest @DrGBuckingham and
Also
@froukehe "What for one person are strong fMRI skills are rather limited to another." It's not so much about qualifying as strong or not, just the presence of having done it. More of a binary thing.1 reply 0 retweets 0 likes -
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I mean using it in published work — something you can point to with evidence.
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