IPhO is the organization whose pharmacist members are universally recognized within the pharmaceutical industry as being the most professionally equipped to contribute to the development, commercialization, promotion, and optimal use of medicines.
Alvina Okafor, PharmD Sanofi/HUPIF Global Regulatory Affairs Labeling Postdoctoral Fellow
Talk about diversity, equity, and inclusion in the pharmaceutical industry; what should companies be doing to continue making progress?
Diversity, equity, and inclusion in the pharmaceutical industry are essential for fostering innovation and ensuring that therapies meet the needs of diverse patient populations. To continue making progress, companies should invest in regions with high disease burdens, deeply study how those conditions affect local populations, and use those insights to develop more effective, equitable interventions.
As a career coach, I'm constantly asked this key question: What is the real difference between interview preparation and a mock interview?
The difference between interview preparation and conducting mock interviews is primarily the distinction between knowledge acquisition and performance simulation.
Think of it as learning the strategy of interviewing and understanding what industry employers are looking for in candidates and how that needs to connect with your responses, while mock interviews allow you to practice using these interviewing strategies.
This time of year, as I coach fellowship candidates during their interview process, one of the most frequent questions I get is whether to use the STAR (Situation, Task, Action, Result) method for responding to behavioral interview questions. While its structured format offers significant advantages, relying too heavily on it can create pitfalls. A successful approach lies in understanding its pros and cons, and using it as a guide, not a script.
THE POWER OF STAR
This method is highly effective because it ensures your answer is complete, coherent, and relevant to the interviewer's needs.
Clarity and Structure: It forces candidates to organize their thoughts logically. Instead of rambling, you deliver a concise narrative that clearly defines the problem, your personal contribution, and the measurable outcome. This makes it easy for the interviewer to follow and score.
Demonstrates Competencies: It moves beyond simply describing skills (e.g., "I'm a great problem-solver") to proving them with real-world examples (e.g., "Here is a time I solved a problem...").
Focuses on the Candidate's Role: The "Action" step demands that the candidate use "I" statements, preventing them from generalizing or deflecting credit to a team. It clearly highlights individual contribution and decision-making under pressure.
Quantifiable Results: The "Result" section encourages candidates to include metrics, data, or measurable outcomes. This turns subjective stories into objective evidence of success.
