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HERC Membership Milestone: HERC in All 50 States!

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SAN FRANCISCO, CA – We are thrilled to announce HERC’s nationwide expansion, now offering membership in all 50 states! This strategic decision marks a significant milestone in HERC’s journey, opening doors for colleges, universities, and other higher ed across the country to join our community dedicated to fostering an inclusive higher education workforce.  

After conducting an internal assessment of regional health and membership needs, HERC leadership approved the restructuring and expansion of HERC regions to strengthen our member network, expand the institution types in our region, and help us grow sustainably. 

“Transforming HERC into a nationwide organization with members and job opportunities spanning the United States represents a critical step aligned with the organization’s strategic roadmap,” said Kari Steele, Co-Executive Director and Director of Operations. “This initiative will help stabilize regional budgets and bolster membership figures, particularly in areas with fewer colleges and universities.”

Below is a summary of regional expansions, refining, and consolidations:

State-Level Expansions

  • Greater Texas HERC expanded to Louisiana
  • Northern California HERC expanded to Nevada
  • Southern California HERC expanded to Hawaii

Regional State Lines Restructuring

  • Central Midwest HERC: All of Nebraska included (previously, only the eastern part of the state was included) and Western Illinois excluded (formerly Illinois was split over three regions)
  • Greater Chicago Midwest HERC and Greater Kentucky HERC: Move all of Indiana to Greater Chicago Midwest HERC (formerly Indiana was split between Greater Chicago Midwest HERC and Greater Kentucky HERC)

Regional Consolidation 

  • Greater Washington State HERC to consolidate with Greater Oregon HERC; the new name is Northwest HERC

Regional Consolidation + Expansion 

  • Greater Kentucky HERC to consolidate with Southeastern HERC and expand to Florida; the new name is Southeast HERC

This initiative also underscores the leadership of our lead and partner institutions. Currently, 13 university and system offices fulfilling these roles: Centre College, Columbia University, East Carolina University, George Mason University, Harvard University, Michigan State University, Minnesota State, Princeton University, San Diego State University, University of Buffalo, University of Houston, The University of Iowa, and University of Washington.

“Our lead and partner institutions serve as regional and national champions of HERC’s mission to cultivate, retain, and support a talented and inclusive workforce,” said Autumn Reed, HERC Governance Board Chair and Assistant Vice Provost for Faculty Affairs, University of Maryland, Baltimore County.  “It’s essential that we strengthen these relationships to maintain regional leadership and long-term growth.”

By extending membership to all 50 states, HERC aims to create a truly inclusive community, transcending geographical boundaries and providing valuable opportunities for member institutions from coast to coast.

ABOUT THE HIGHER EDUCATION RECRUITMENT CONSORTIUM: The Higher Education Recruitment Consortium (HERC) is a nonprofit consortium committed to advancing diversity, equity, and inclusion in the higher education workforce. With over 550 colleges, universities, hospitals, research labs, government agencies, and related organizations, HERC works to ensure member institutions are sites of belonging, where all faculty and staff can thrive. HERC provides resources, networking, and outreach programs to attract, hire, and retain a diverse and qualified workforce.

CONTACT: Marcia Silva, Higher Education Recruitment Consortium, marcia@hercjobs.org, 650-417-3193

How To Be Active and Engaged at Work

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Group of higher ed employees engaged at work meeting

Do you feel active and engaged at work? Having a healthy work-life balance is great, but if you don’t feel any connection to your colleagues or your institution’s mission, it may be time to look for a new gig. If you do like your job and are just feeling stuck in your bubble, then consider proactively finding ways to get more involved at work.

Feeling connected to your work may help you feel more productive, creative, and satisfied. Your employer should know that a happy employee can translate to stronger teams and organizational success. However, if your employer doesn’t offer ways for you to be engaged at work, then it’s completely on them for failing to make your experience working there better.

If you decide that you want to try being active, first think about how much time and bandwidth you want to give to something that’s not part of your job description. Then figure out what opportunities are out there (if any) that could work for you. You can learn about ways you can get involved by asking your manager or reaching out to your HR department.

If offered by your employer, here are some ways you can be more active at your job:

Start or Join an Employee Resource Group (ERG)

ERGs, also known as affinity groups or employee networks, are voluntary, employee-led groups within a company that are formed based on shared backgrounds, interests, or experiences. Explore ERGs at your institution to get support, build connections, and foster a sense of community. If you can’t find one that addresses your needs, then think about creating one yourself.

Show Your Interest in Joining a Committee

Different from ERGs, committees are often led by management who set the goals and select members. Oftentimes, a committee is focused on a specific project or outcome, like an event or a new program. By expressing your interest in specific committees, you are letting management know that you want to be engaged and they may decide to invite you to join or at least consider you for future committees and other similar initiatives.

Sign Up for Training and Other Learning Opportunities

Don’t ignore those emails or flyers promoting learning opportunities, such as workshops, lunch-and-learns, or online courses through platforms like LinkedIn Learning. Enhance your skills and prepare to take on new challenges at work through continuous learning. You may also discover new interests and passions to pursue outside of work.

Provide Feedback on Company Policies and Programs

Throughout the year, your employer may invite you to a stay interview (a casual conversation/interview conducted by employers) or to take an employee survey to glean information on your satisfaction with your employer’s programs and policies. Take this opportunity to advocate for issues that matter to you and provide constructive feedback to your employer.

Participate in Team Building Events

From volunteering in the community to thinking collectively about how to navigate an Escape Room, team-building activities can boost morale, deepen relationships, and foster collaboration with your team. You might be skeptical about the effectiveness of these events, but the ones that support team building can be more productive and effective than those solely focused on socializing.

Don’t forget to check with HR on any wellness programs (programs that aim to improve and maintain the health of employees) or even employee referral programs (employees are rewarded for referring qualified job candidates) that you can benefit from.

Your active engagement can potentially increase your job satisfaction and transform your job into a fulfilling, purpose-driven career. But also remember that it’s NOT all on you to get there – your employer should offer these types of opportunities. Additionally, employers must give you the space and support to get involved. If you’re not seeing these efforts, decide if you want to be the person who starts the conversation by planting the seed(s) with your manager or HR department.

Check out more Top Articles on HERC Jobs.

About the Author: Marcia Silva is the director of marketing and communications at the Higher Education Recruitment Consortium. She strives to create engaging, research-informed content that empowers job seekers and employers committed to creating inclusive workplaces. She is passionate about using digital media and technology to encourage participation and strengthen communities.

The Positive Exit: Leveraging the Exit Interview for Mutual Benefit

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Exit Interview: Higher ed professional listening to an HR rep

The time has come to take that next big step in your career, but before you head out the door (or end that final Zoom), you will likely be asked to participate in an exit interview. Exit interviews are a way for employers to gather employee feedback and glean valuable information that they can use to help strengthen their company culture, as well as their employee retention efforts. In a nutshell, your departure serves as a learning opportunity for the employer. But it can be valuable for you too, as well as for your colleagues still working there, so taking the time to make it a constructive experience is good for all parties.

Exit Interview Preparation

First things first – let’s address the practical aspects. Exit interviews are not intended to make you nervous and shouldn’t cause a lot of anxiety or prep time. I often wonder why the triggering term “interview” was chosen for this process. Even though the main goal of the exit interview is to help the employer, this should really be a candid conversation. Fostering a mindset around open dialogue will make the exchange more beneficial to both parties. After all, you have nothing to lose as you’re already leaving the company.

Usually, you’ll know in your gut what key big picture themes from your experience to discuss. Take a few minutes to think through the most effective way to get those important topics across in a constructive manner. If you put yourself in the shoes of the employer, it’s easy to see that they are trying to get ahead of key issues, such as the main reasons for employee attrition. So having that framework in mind as you work on your answers will help ensure your feedback resonates.

On top of that, you can easily research exit interview questions in advance. While all companies are different, there are some common questions that nearly all will ask one way or another (What was the best part of working here? The hardest part? What are you proud of? Did you feel supported? What led to your decision to leave?), and taking a couple of minutes to research those questions is also a quick and practical way to prep.

Keep Your Answers Factual, Courteous, and Sincere

If there was ever a time to practice your diplomacy skills, the exit interview sure represents a good one. You may be tempted to speculate or provide feedback about that coworker you never quite got along with. But sticking to the facts and being respectful is key for a purposeful exit. Choosing your battles will also go a long way—don’t water down your meaningful feedback with petty issues. And just as it’s a good rule to research questions in advance to prep for what you want to say, spending a few minutes reminding yourself about what not to say is recommended as well. You’ll want to think about how to gracefully exit while keeping your personal brand intact.

Stay Positive and Use this Opportunity to Help Others

During an exit interview, you’ve got the ear of someone who cares, and often someone in senior management, so why not keep it positive? This is your chance to address the issues you observed while also offering your unique perspective on solutions. You may not be there to benefit from your own feedback. However, the colleagues you worked with still are and this is also an opportunity for employee advocacy. Why not do what you can to make it better for them? Wouldn’t you prefer to see the issues addressed for the good of your soon-to-be former coworkers?

You can also think about how your exit interview could contribute to the company’s diversity and inclusion goals. You may have a unique perspective on how the employer can advance its efforts in cultivating a more inclusive workplace. All your feedback rolls up to help strengthen the company culture and positively impact the employees.

In addition, especially in more niche careers, it’s a small world out there and you never know when you’ll be working again with employees from the company. You may even want to apply for a job there again in the future—all the more reason to keep things on the up and up as you leave.

As you leave your company, keep in mind that most employers are trying to run successful, prosperous businesses. Better yet, some are even trying to do right by their workers. Your exit interview puts you in the unique position to advocate for the employees still there while also giving you an opportunity for positive closure on one chapter as you move to the next in your career development journey.

Check out Top Articles on HERC Jobs.

About the Author: Sara Jane Todd is a marketing and communications professional with 20+ years of experience across various disciplines and industries. Sara’s biggest passion is developing clear, concise, compelling messaging and branding—ensuring a consistent voice across all marketing touchpoints. She believes that same philosophy applies to how you market yourself.

AI Tools for Job Seekers: From Resumes to Interview Prep

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AI Tools for Job Seekers: Higher ed professional taking a break from job searching

Are you using artificial intelligence to find and land your next job? Everyone seems to be talking about artificial intelligence (AI) tools: how they can make our work easier and how they might impact the workforce in the future. Regardless of your opinions of these tools, you can certainly use them in a positive way to assist you in your job search.

Most of these AI tools for job seekers aren’t free, but many offer a free option or plan with limited access to robust features. Take this opportunity to see how they work and if they deliver a satisfactory product. Then consider if paying for the additional features is worth it for your purposes. Sometimes, the free option is all you’ll need to get started on creating your job application materials.

So, How Do AI Tools Work?

According to ChatGPT, one of the most well-known AI tools, an AI tool “refers to any software or system that utilizes artificial intelligence techniques to perform tasks that typically require human-like intelligence. These tools are designed to simulate human cognitive functions such as learning, problem-solving, understanding natural language, and perception. AI tools can be classified into various categories based on their functionality, including machine learning algorithms, natural language processing systems, computer vision applications, and expert systems, among others.”

Always keep in mind that AI can’t create or replace your authentic story – your background and experiences are yours alone. But you can use it to enhance how you share your story and even help increase the chances that your story will be seen and heard. Use these tools with caution and build in sufficient time to do a thorough review, then edit and correct as needed.

Here are some ways you can use AI to support your job search efforts:

Find Jobs That Match Your Skills

If you’re having trouble finding interesting job opportunities and looking to explore new careers, some tools can serve as a “job matchmaker” for you. The good news is that many of these are free to you; potential employers are paying to find you. Check out Talentprise, and if you’re only interested in remote jobs, try Pyjama Jobs from Kickresume.

Make Your Resume ATS-Friendly

Employers are increasingly using an Application Tracking System (ATS) to collect and review resumes. Make sure your resume is ATS-friendly, such as including keywords from the job posting and formatting resumes for optimal scanning. Popular tools like Rezi, Jobscan, and Kickresume can help prep your resumes for these systems.

Create a First Draft of Your Cover Letter

While resumes highlight the facts of your background and experience, cover letters convey your professional and personal story, as well as your interest in a job opportunity. Relying on AI to tell your story effectively and authentically is trickier. Instead, use it as a tool to produce a first draft cover letter and get ideas on what language to use in communicating your story. Try Rezi, Kickresume, and Cover Letter Copilot.

Get a Professional Headshot

A professional headshot can be used in various places, including for your LinkedIn or other professional networking profiles. When using AI to produce a professional headshot, it’s harder to find free options that look good. Some key differences are the number of photos you must upload, styling options, turnaround time, and how many different headshots you’ll get. Take a look at Aragon, HeadshotPro, and Dreamwave.

Prepare for Job Interviews

All the time you spent preparing your application materials and networking has paid off. A potential employer has invited you for an interview and AI can help you get ready. Use AI to anticipate questions, practice answering them, and get feedback on your responses. Some of these tools can even tailor the questions to the job description and company. Try Interview Warmup from Google, Adzuna, and the Huru app.

This article only scratches the surface of what AI tools are available. There’s a whole slew of other tools you can use after the job interview, like salary negotiation, self-evaluation, and even public speaking.

Remember that tailoring your materials to the specific job that you’re applying for is essential to making it to the next step in securing that job. It’s up to you to make the very human connection between those job posting requirements and your background and skills. Never underestimate the value of having your mentors and peers conduct a final review of your materials before you submit them.

Check out more Top Articles on HERC Jobs.

Interested in higher ed job opportunities? Explore our job board with about 50,000 job postings and sign up for a free job seeker account.

About the Author: Marcia Silva is the director of marketing and communications at the Higher Education Recruitment Consortium. She strives to create engaging, research-informed content that empowers job seekers and employers committed to creating inclusive workplaces. She is passionate about using digital media and technology to encourage participation and strengthen communities.

Why I Work in Higher Ed: Kayla Patterson, Events & Comms

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Why I Work in Higher Ed: Kayla Patterson, Events and Communications Coordinator

The “Why I Work in Higher Ed” series features people working in higher education to get an inside perspective of what they do and what inspires them.

Kayla Patterson started as an academic coach and is currently the events and communications coordinator in the Columbus Promise program at Columbus State Community College. She received a bachelor’s degree in adolescent young adult education–integrated language arts from Bowling Green State University in 2015 and a master’s degree in student affairs in higher education administration (SAHE) from Wright State University in 2022. Prior to pursuing her master’s degree, she was a high school English teacher for 7 years.

Can you give an overview of your career path that has led you to where you are today?

I got my undergrad degree in education and taught English as a high school teacher for seven years. Then in 2020, I started the master’s program at Wright State in their student affairs program. During the fall of 2021, I began thinking about whether I wanted to teach another year and start looking for jobs once I finished my program at Wright State or start applying for jobs even though I didn’t have my Master’s in higher education yet.

So I went with the second route. I looked at what was available, and I found out about the Columbus Promise program, where I work now, at a conference that Wright State paid for me to attend since I was part of the graduate association for the student affairs majors.

What initially sparked your interest in pursuing a career in higher education?

I was really involved in undergrad, like in every position – orientation, admissions, athletics, and res life. In between my junior and senior years in college, I talked to someone in career services, and I was like, I really don’t know what to do at this point. I think I’d be an amazing teacher, but I also like working with students on college campuses. And the person in career services said, “Well the good thing is I think you’d be great at both. There’s no rush, you don’t have to decide now.” At that time, some of my friends were shifting into grad school in student affairs.

I didn’t want to give up on teaching, which is something I have wanted to do since third grade. I really liked teaching English at the high school level. But I realized a few years in, I wanted more, and, in my perspective, there didn’t seem like a lot of opportunities for mobility. I didn’t want to be an administrator. I didn’t want to do curriculum. I looked into Wright State’s literacy degree and one of my teacher friends said, “Think about what you want this degree to do for you. A literacy degree, you could do that now by just getting an endorsement. If you want to get out of K12, you’re going to need something else.” I really enjoyed student affairs and I did my research on what programs were available. So really it just started in college, and then I came back to it later.

How would you describe the main responsibilities and challenges you face in your current role?

When I started with Columbus Promise, I was an academic coach and now I’m the events and communications coordinator. We’re a new program, going into our second year, but we didn’t have anyone to manage events. I asked my manager last year if there was anything else I could do because I wanted more responsibilities.  I started helping with scheduling events for Columbus Promise students, and in May of this year, I became the events coordinator. We have various events throughout the year. We have a kickoff event every semester and an event during finals week to give students survival kits. We do a midterms event where we bring in therapy dogs and relaxing music. We’re really trying to create events and opportunities for students to be engaged and have a sense of community.

My communications role is sending out information regarding their scholarship, financial aid deadlines, or if there are details about upcoming opportunities, like additional scholarships or programs, and upcoming general events. I am also the point of contact for the Columbus Promise students in Basic ESL classes. Students in Basic ESL are part of the Columbus Promise program, but they are in a different situation – they’re taking classes through the non-credit institute first before taking classes for college credit.  Their classes operate on a slightly different academic calendar. I handle these students’ registrations and getting their books.

As far as challenges, for events, it’s getting students to come. I went to a 4-year institution and lived on campus for two of those years, so it was very easy to walk across campus for an event. At a community college, that isn’t the case. For the basic English population, trying to manage their registration and textbooks. We’re trying to change it so that they’re put on a sponsorship where they receive a voucher and they can take more initiative. Right now, I order their books and the professor gives the books to them on their first day in class. It’s a lot of organizing. Last year, we had 15 students and now we have about 37 students.

What are the most satisfying and fulfilling aspects of your job?

Columbus State is a community college, so it’s open access. The Columbus Promise program is similar – students just need to graduate from Columbus City high schools, complete their FAFSA if they’re eligible, and have been accepted to Columbus State. There are very few barriers – no citizenship or GPA requirement – which is really cool because there’s a good portion of students who either didn’t think they could go to college because they couldn’t afford it, or they didn’t think their grades were good enough. We take care of tuition for six semesters and provide academic support. They’re here and they’re trying, and seeing them take advantage of this opportunity is fulfilling. We take care of tuition for six semesters.

Some of the basic ESL students know me well. I’m taking a Spanish language class now and many of the students in the Columbus Promise program taking Basic ESL classes are Spanish speakers. I tell them that I used to be an English teacher, so I can help them with that, and the students are like, “Oh we can help each other – try to say something in Spanish!” It’s fun being able to interact with the students.

Is there any advice you received early in your career that has stuck with you and influenced your approach to work?

In one of the internships that I had, my supervisor asked me if there were any offices or departments that I wanted to get involved with. She said, “Pick four and I’ll get you contacts so you can connect and talk to them.” She really wanted me to have an idea of what different offices and departments did. I spoke with a director in admissions, telling her I was thinking long-term about looking for a job after graduating from Wright State’s program.

I worked full-time during my master’s program, and I was worried that I didn’t have an assistantship and didn’t have the experience my classmates did. I was worried there’d be questions about my experience not being up to par with other people. She was like, “I can train you how to use our system and on admissions speak, but there are certain things I can’t train, like being comfortable working with students or being comfortable presenting in front of a classroom.” That was helpful and gave me some insight. Even if I don’t think I’m qualified, I have other relevant skills and experiences that could still very much help me get that job.

Check out Top Articles on HERC Jobs.

Interested in higher ed job opportunities? Explore our job board with about 50,000 job postings and sign up for a free job seeker account.

About the Author: Marcia Silva is the director of marketing and communications at the Higher Education Recruitment Consortium. She strives to create engaging, research-informed content that empowers job seekers and employers committed to creating inclusive workplaces. She is passionate about using digital media and technology to encourage participation and strengthen communities.

Higher Pay: How to Figure Out and Ask For What You’re Worth

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Higher Pay: Higher ed professional taking with colleagues about market rate salaries

Have you looked for a new job because you wanted higher pay? Or did you learn that a new hire with similar job responsibilities makes more than you? According to the 2023 HERC Job Seeker Survey, the top reason respondents searched for a new job was to secure a higher salary.

Before you start any moves to leave your current institution, you might consider reflecting on what could make you stay and, if staying is a possibility, allow your employer to keep you (oftentimes, it’s truly in their best interest to try).

If getting higher pay is the main thing you want – everything else about working at your current institution is acceptable – then prepare to make the ask and leverage the current movement for pay transparency to your advantage. Pay transparency, which is the practice of sharing employees’ salaries and compensation packages within an organization, has been gaining traction, particularly as a practice to close wage gaps and reduce pay discrimination.

Even if you’re at an institution that doesn’t practice pay transparency, you can still use it as one of the tools to support your ask. There’s no federal requirement to include salary ranges in job postings, but several states and local jurisdictions have enacted pay transparency laws that require employers to disclose that information to prospective candidates and/or current employees.

So, are you ready to figure out what you’re worth? Follow these steps to find out and possibly prepare to ask for a raise and/or promotion:

1. Take stock of your situation

How long have you been at your institution? Do you feel like you’re getting the support you need to do the work? Do you feel connected and valued? Have you seen any evidence that your employer is open to hearing your feedback and possibly changing to meet your needs? Thinking through questions like these will help you decide if you should stay or go.

2. Assess your job description (and title)

Do you have access to the job posting that you applied to when you were first hired or is your original job description saved somewhere? Take some time to draft a description of what you’re doing now and compare it to that original job posting or description. Do they match or are you doing more or doing something completely different? Do the differences warrant a possible job title change, promotion, and/or raise?

3. Track your productivity and successes

Choose a period, like two weeks or a month, to document your daily tasks, completed projects, and any other unexpected requests that you fulfilled. Think about your accomplishments in the past year. How do these align with your original job description versus the new one you’ve drafted? Reference these when you make your case.

4. Research what other employers are paying

Websites like Salary.com and Glassdoor can help you research the current market rate for your job title/type and location. But don’t forget to research what your institution’s competitors are paying. Many institutions are now including salary ranges in job postings. Make a list of other institutions that you’re interested in working at or are in the vicinity, then check if they have job postings for positions like your current job on their own websites or on any job boards like HERCJobs.org. How do those descriptions and salary ranges compare to what you’re doing and getting now?

5. Present your findings and advocate for what you want

Based on all the homework you’ve done, do you believe you deserve a raise and/or promotion? If the answer is a resounding “yes!”, then schedule a meeting with your manager and make your case by sharing all your documentation and research. Your thoughtful approach will be hard to refute and will bolster your manager’s ability to move your case up the chain of decision-makers.

If you’ve done all the above and see no meaningful movement, then you can choose the next step that gets you what you deserve. You will feel good knowing you tried everything you could to stay.

Check out more Top Articles on HERC Jobs.

About the Author: Marcia Silva is the director of marketing and communications at the Higher Education Recruitment Consortium. She strives to create engaging, research-informed content that empowers job seekers and employers committed to creating inclusive workplaces. She is passionate about using digital media and technology to encourage participation and strengthen communities.

Cover Letter Tips for Veterans (Video)

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Cover Letter Tips for Veterans: Higher ed professional working in lab

Need cover letter tips? It helps to first review what the purpose of a cover letter is. It serves as your introduction to the employer and tells your story as it directly relates to the position’s responsibilities and qualifications. The cover letter summarizes what you bring to the employer and the role, however, it should not be a repeat of your resume. 

When crafting your cover letter, think of the entirety of your career as you share why you’re a good fit for the position. And perhaps most importantly, remember that the cover letter helps persuade the employer to invite you to an interview. Just like the resume, each cover letter should be tailored specifically to the job opportunity. 

The video provides cover letter tips and a sample format with a breakdown of each section.

Resource links referenced in the video:

Download our free ebook, Veterans Transitioning Into Higher Ed (Revised Edition) for more information on your shift from military to civilian careers. Explore additional resources for veterans from HERC Jobs.

About the Author: Sara Ermeti has worked in HR leadership for nearly 30 years in various industries such as higher education, NFP, Religious, Financial, Entertainment, and Transportation. She is also an adjunct professor teaching courses in HR and Business. Sara is a certified coach and resume writer offering individual and business consulting through Esperto HR Office.

How to Work Better in a Multigenerational Workplace

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Multigenerational Workplace: Team meeting in progress

“Boomers are bad with tech.”

“Millennials are lazy.”

“Gen X’ers are too cynical.”

“Gen Z’ers don’t want to work.”

We’ve all heard the common stereotypes based on generational birth cohorts, and most of us can summon a personal example in a multigenerational workplace that supports these broad brushstroke statements. While a little intergenerational teasing might be fun when it comes to fashion or knowing why a floppy disk isn’t floppy, decisions that impact our working environments are sometimes made based on these flawed assumptions. Generational differences can become a source of tension or conflict among colleagues and when not addressed can have a tangible impact on how you (and your colleagues) feel about staying at your workplace and possibly looking for a job elsewhere.

With members of five generations currently working, age is the most dominant form of diversity found in the labor force. Of the higher ed professionals and job seekers that took the 2023 HERC Job Seeker Survey, 17% reported being 22-32-year-olds, 30% 33-43-year-olds, 26% 44-54-year-olds, 21% 55-65-year-olds, and 5% 66-76-year-olds. Interestingly, studies have repeatedly shown that the perception of generational differences is greater than actual generational differences. The practical implication of this finding is that we can actually mitigate friction caused by generational differences and leverage age diversity to the benefit of all involved – but first, we have to understand each other.

Each generation is shaped by the social, cultural, and technological developments of its time. Communication styles, work-life balance needs, technology usage, leadership styles, and career expectations may clash, creating the potential for misunderstanding and tension in a multigenerational workplace. Communication plays an essential role in bridging these generational gaps. It helps foster understanding, empathy, and collaboration among employees of different generations.

The Five Generations:

  • Traditionalists/Silent Generation (1928-1945)
  • Baby Boomers (1946-1964)
  • Generation X (1965-1980)
  • Millennials (1981-1996)
  • Generation Z (1997-2012)

Here are some key generational workplace differences to familiarize yourself with[1]:

1. Communication Styles:

Traditionalists/Silent Generation: Tend to prefer formal, written communications such as memos and letters and face-to-face meetings.

Baby Boomers: Likely to appreciate face-to-face and phone conversations. They also adapted to emails as they emerged in the workplace.

Generation X: Comfortable with a blend of communication, including face-to-face meetings, emails, and instant messaging.

Millennials: Favor digital communication, including email, instant messaging, social media, and video conferencing.

Generation Z: Prefer quick, efficient, and digital-first communication, such as texting, social media, and other digital platforms.

2. Work-Life Balance:

Traditionalists/Silent Generation and Baby Boomers: Generally, these generations are more likely to separate work from personal life and may work long hours.

Generation X: They introduced the concept of work-life balance and tend to value the flexibility to accommodate family and personal life.

Millennials and Generation Z: These generations often seek a work-life integration where work and personal life blend seamlessly. They value flexibility and remote work opportunities.

3. Attitude Toward Authority and Hierarchy:

Traditionalists/Silent Generation and Baby Boomers: Often respect hierarchical structures, prefer clear reporting relationships, and tend to value loyalty to the institution.

Generation X: Tend to be more independent, appreciate a flatter organizational structure, and value results over tenure.

Millennials and Generation Z: Often seek a collaborative environment and desire regular feedback. They appreciate leaders who are mentors or coaches.

4. Technology Adoption:

Traditionalists/Silent Generation and Baby Boomers: While many individuals in these generations have adapted to technology, they may not be as comfortable as younger generations. They often prefer traditional methods of doing things.

Generation X: This generation bridges the gap between digital immigrants and digital natives. They adapt to necessary technology but also appreciate analog methods.

Millennials and Generation Z: These generations are digital natives, comfortable with using and adopting various forms of technology, and are often the drivers of digital transformation in the workplace.

5. Views on Job Stability and Career Progression:

Traditionalists/Silent Generation and Baby Boomers: Often prefer job stability and tend to stay with one employer for a longer period.

Generation X: Tend to be more skeptical about job security due to economic recessions and corporate downsizing during their formative years.

Millennials and Generation Z: Generally more comfortable with job-hopping, and they seek continuous learning and career development opportunities.

By taking the time to understand these generational differences, you can help foster an inclusive and harmonious workplace that respects and leverages the strengths of each generation.

Check out Top Articles on HERC Jobs.

About the Author: Jennifer O’Neill is the program manager for the Higher Education Recruitment Consortium. Her background includes multiple roles in higher education, including departmental administration, academic advising, student services, community college governance, and faculty positions at both community colleges and universities. She is passionate about providing sociologically-informed, data-driven educational experiences in any context and enjoys providing others with the tools they need to be more effective in their roles.

[1]  Adapted from OpenAI. (2023). ChatGPT-4 conversation.

Why I Work in Higher Ed: Natali Smith, Admissions Counselor

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Why I Work in Higher Ed: Natali Smith, Admissions Counselor

The “Why I Work in Higher Ed” series features people working in higher education to get an inside perspective of what they do and what inspires them.

Natali Smith is an Admissions Counselor in the Undergraduate Admissions Department at Wright State University. Born and raised in Dayton, Ohio, Natali graduated in December 2022 from Wright State University with a Bachelor of Science in Organizational Leadership and is now working on earning her Master of Science in Leadership Development. In her free time, she enjoys spending time with family and friends, doing retail therapy, reading, and trying new foods.

How would you describe your current role in higher education?

My job as an Admissions Counselor is to be of service to students — whether it’s going to college fairs, visiting high schools, or helping students with the application process. I do lots of outreach, making sure students know their next steps or seeing if they have any questions. I also give admissions presentations, answer phone calls, and communicate by email. I am very passionate about helping others. I want to be able to help others who may have a similar experience or background as me. There are some students who may not have family or other people to help them with the process, like first-generation students.

Can you give an overview of your career path that has led you to where you are today?

If you asked me a year ago, I would not have guessed that I would be working in Higher Education nor Undergraduate Admissions. I went with the flow when it came to my professional career upon graduating because I knew that with my degree and skills, I could go into any field. Previously, I worked for a lot of retail organizations; Apple was the most recent, where I worked as a technical specialist.

As a student, I was very involved on campus. I was a peer mentor and held many leadership positions including President of NPHC, Vice President of Alpha Kappa Alpha Sorority Incorporated, Vice President of The Black Student Union, and more. Due to my involvement, I was really able to build connections and grow my networking skills. From my student involvement, I knew that funding was an issue for a lot of our student organizations. I thought about what we needed to do and who to connect with to get the help that we needed. I began to visit the administration office to find help and I quickly learned that they love when students come to visit them! They were more than happy to help and if they did not have the answer I needed, they quickly connected me with the proper resources.

Along with this, I remember having a conversation with someone in the administration’s office one day. They told me that I was a great student leader and suggested that I consider working in higher education because we need a lot more women, particularly women of color, in higher education so that students who look like me can also have someone to look up to. Also, there’s the advocating piece that I was doing as a student. From being a student to now becoming a staff member, it makes it even easier to get students connected with the help and resources that they need. Lastly, I built a relationship with [Wright State University President Sue Edwards] throughout my time as an Undergrad, and before I graduated, she suggested that I look at the admissions counselor position that they had open at the time.

What initially sparked your interest in pursuing a career in higher education?

From my experience in college, I had to find resources on my own. There is help, but some students don’t know where to start or who to talk to. That’s what sparked me to begin advocating for myself. When I saw other staff members with similar backgrounds like mine trying to help students, that got me interested in exploring careers in higher education. Also, I had a student worker job in the Office of Inclusive Excellence and it helped to see what the administration does and how I could use my connections to help students have a great experience.

I didn’t know what I wanted to do after I graduated, but I developed a passion for helping others. I wanted to impact people’s lives, even with the littlest things, like having conversations with students at college fairs. At one event, a parent remembered me and said that the conversation we had back then really helped with his daughter’s decision to go to Wright State University. You never know how much you can help impact somebody’s life. Having moments like that really helps keep you going, and it’s nice to know that you are having a positive impact on someone’s future.

Is there any advice you received early in your career that has stuck with you and influenced your approach to work?

One of the pieces of advice that really stuck with me is to be a sponge — to always be willing to learn, even if it’s something that I already have experience in or something that I’m not currently interested in. I really have taken that on and no matter what field, like technology or communications, I’m always open to learning because you never know if you’ll need that piece of knowledge later.

Networking is also important. Make those connections – you might need to reach out to someone you know to get connected to someone else. Oftentimes, opportunities come from networking. People may say how important it is to have a good resume, but having those connections can also assist you with getting your foot in the door.

Lastly, don’t be afraid to ask questions. I’m never afraid to ask questions because that’s how I grow. It’s also easy to adapt to new environments if you ask questions – you won’t always know everything. Be open to opportunities for growth and learning, that is the best way to improve yourself both professionally and personally.

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About the Author: Marcia Silva is the director of marketing and communications at the Higher Education Recruitment Consortium. She strives to create engaging, research-informed content that empowers job seekers and employers committed to creating inclusive workplaces. She is passionate about using digital media and technology to encourage participation and strengthen communities.

Resume Writing Tips for Veterans (Video)

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Resume writing tips for veterans

The purpose of a resume is to inform an employer of your qualifications for their open position. If you’re a veteran, you may be wondering how to reflect your military career in a resume. In this video, you’ll get resume writing tips on how to best format your skill set and experiences into a focused resume for positions in higher education. Keep in mind that you should customize your resume for each position that you apply for.

The video breaks down each section of the resume with information on military to civilian jargon, how you can learn more about the knowledge, skills, and abilities (KSAs) for positions and alternative job titles using O*Net, as well as providing sample wording that may be helpful.

Resource links referenced in the video:

Download our free ebook, Veterans Transitioning Into Higher Ed (Revised Edition), for resume samples and more. Explore additional resources for veterans from HERC Jobs.

About the Author: Sara Ermeti has worked in HR leadership for nearly 30 years in various industries such as higher education, NFP, Religious, Financial, Entertainment, and Transportation. She is also an adjunct professor teaching courses in HR and Business. Sara is a certified coach and resume writer offering individual and business consulting through Esperto HR Office.

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