herc jobs logo
Menu
Menu
 
 
 
 
 
 

Greater Missouri HERC Expansion; Now Called South Midwest HERC

by

Washington University in St. Louis

SAN FRANCISCO, CA – The Greater Missouri HERC is expanding to three more states and changing its name to reflect the new expansion. Renamed the South Midwest HERC, the region now includes Missouri, Kansas, Oklahoma, Arkansas, and southern Illinois. This expansion provides opportunities for membership growth, more regional and national member networking and collaborations, increased dual career support, additional thought-leadership opportunities, and more regional programming.

When launched in 2007, the regional HERC was a collaborative of member institutions working to address the many challenges and opportunities of academic recruitment and retention – challenges that remain pressing more than 15 years later.

The South Midwest HERC is composed of nearly 160 individuals from 19 member institutions representing a diverse group of public and private colleges and universities, as well as a medical school and research institute. Dr. Saint Rice, Jr., is the chair of the region’s advisory board.

“Growing our region is critical for HERC to reach and assist institutional efforts to reduce barriers and biases in the hiring process,” said Dr. Saint Rice, Jr., Assistant Dean in the Washington University Olin School of Business and Director of Faculty, Staff, and Community Engagement, Washington University in St. Louis. “A diverse higher education workforce enriches the educational experience and is essential for achieving success at all levels – from the institution and its employees to its students.

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 700 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 Own Your Career Gap with Confidence

by

Higher ed job seeker looking at laptop screen, thinking about how explain a career gap to a potential employer

If you’re job-searching and worried about how to explain a career gap, don’t fret. Find out how you can “own it” and explain your break from the workforce proactively and with confidence.

Let’s start with some good news: If there was ever an easier time to explain a break in your career, it’s gotta be now. Regardless of your reason, with so many people re-evaluating their professions and making changes (have you heard of the Great Resignation?), you’re not alone. And employers are less apt to view a career gap negatively if you can explain it with tenacity and give them reassurance that you’ll be there to stick around in your new role.

There have been a few surveys related to the impact of career gaps on hiring decisions, such as the LinkedIn poll referenced in this article which cites that 79% of hiring managers would hire a candidate with a career gap on their resume. There is hope!

Adjusting Your Framework: Be Proactive and Honest

To effectively explain your gap, it’s essential to come from a place of authenticity. You had good reasons for your break, and you have nothing to apologize for. With this framework, you’ll be ready to address the topic head-on vs. allowing your future employer to come up with their own conclusions.

Resume

Your resume is the first place your future employer will see the gap. Instead of leaving a span of years blank (and up for interpretation), own what you did for those years. Example:

From January 2022 to March 2023, I traveled through Spanish-speaking countries and emersed myself in the language. This had long been a goal of mine to achieve before 2025.

Depending on the reason behind your gap, you may be able to think of a fancy (or at least functional) title for your “job” during that time. My friend had a 7-year gap due to caring for her young kids. She gave herself the title of “Domestic CEO” and used bullets to list tasks that she performed related to her profession. She got the job.

A few tactical pointers:

  • If your gap is long (say 5+ years), consider changing your resume format to highlight your skills vs. line-listing work history by dates.
  • If your break away from the workforce was really long, make sure you’re up to date on the latest resume trends, and don’t accidentally date yourself.
  • For shorter career breaks, you can get rid of months on your resume and focus only on years of employment to buffer the gap.
  • For a career gap that was a long time ago (say 10+ years ago), simply take it off your resume and focus on your most recent positions.

Cover Letter

Your cover letter is a great place to tell your story and alleviate any concerns your future employer may have by highlighting all the skills you learned and strengthened during your time away. How did your professional time off make you know more of what you want to be? Due to your time off, how will you be an even better employee? Did you become an Excel pro or time-management wizard while serving as the schedule-master for your tweenagers? Perhaps you mastered project management and honed your team-building skills while organizing a memorial for a loved one. Did you take any online classes, such as LinkedIn Learning or Udemy courses? See? You didn’t stop learning! These are all things to highlight.

If your situation is more serious or personal, such as having to take time off for an illness, you can mention that and quickly shift to the soft skills you acquired that employers are interested in. For example, adaptability, communication, and problem-solving skills are all worth mentioning.

LinkedIn Profile

Another resource to consider leveraging is LinkedIn Career Breaks which allows you to proactively include your gap on your LinkedIn Profile, select a reason, and even include details about how you spent your time.

The Interview: Know and Practice Telling Your Career Gap Story

The interview portion of the application process is usually the most anxiety-ridden. But with practice, you’ll be ready when the questions come up, or better yet, you can bring up the topic before your interviewers ask. Remember you’re in charge of your story so keep the focus on your experience and how it relates to the role. Think through your situation and practice succinctly talking up the tidbits related to the position. If your gap was truly a break and not due to a compelling competing priority, think through how having the time away helped you grow. Did you volunteer? Did you have so much downtime that you were able to discover your true passion and gain clarity as to why you’re perfect for the position you’re applying for? All these experiences can be phrased to convey how your career break makes you a great hire.

Keep it short (this is not an invitation to overshare) and stay positive. If things get off-track always turn the conversation back to your relevant experience. To help you practice, tap into video resources like this one from Indeed, that show great examples of do’s and don’ts during the interview.

As you prepare for your new career adventure, don’t forget to take a step back and put yourself in the shoes of your interviewer or hiring manager. You’ll quickly recognize that they are asking about your career gap to rule out a bad hire. But you’re a good hire – so lose any negative language or fear and own it. Ensure your future employer that you’ll be here to stick around, and if you’re confident, they will be too.

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: 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.

Shifting the Privilege Conversation to Empower Change

by

Two higher ed professionals having 'the talk' - a discussion about an important concern.

This article is from our partner, Career.Place.

“The talk.”

A phrase that usually evokes an immediate response. Often it brings up memories of that very awkward conversation with a parent or child about the ‘birds and the bees.’

“The Talk” is one of those “if you learn nothing from me, at least know this” moments where a parent conveys to their child a critical piece of information to keep them from making a dangerous, long-lasting, and, in some instances, fatal mistake.

After “The Talk”, we are a little wiser when entering and navigating the world.

But not all talks are the same. There are other topics that fall into “The Talk” depending on who you are. Here are a couple of examples.

“The Talk” extended edition

For women, “The Talk” also includes drink safety. Many girls are taught when at a social event, never accept a drink from a stranger, never let a drink out of their sight, and hold a cup with their hand over it to block anyone from slipping something into it. Why? To avoid the danger of being drugged and all that happens after.

Does this mean all men at parties have a nefarious purpose? Absolutely not. But are there those that prey on women? Absolutely. And so, “The Talk” includes this critical wisdom to protect against those few.

For black men, “the talk” also includes law-enforcement safety. Many black boys are taught that if they have a run-in with a law-enforcement officer that they must always keep both hands visible, they must always obey what is said, and never talk back or be disrespectful in any way. Why? To avoid the danger of aggressive behaviors and all that happens after.

Does this mean all law-enforcement officers have nefarious purpose? Absolutely not. But are there those that are aggressive and dangerous? Absolutely. And so, “The Talk” includes this critical wisdom to protect against those few.

The talk comes in many sizes with many topics. Which topics are covered and how many or how few is privilege.

Privilege is the length of The Talk

In this time of standing up for social injustice, the topic of “privilege” has taken center stage. There are many flavors of privilege – race privilege, socio-economic privilege, gender privilege, etc. But, at their core, one of the most fundamental attributes of privilege is how the world treats us based on who we are. We may all be entering the same room or party or street, but we are not all treated the same way. And the amount of advice our parents give us to navigate that room or party or street is evidence of that inequity.

The question is not “does privilege exist?” (it does). The question is what can we do about those inequities?

The answer: Awareness – Discussion – Action

1. Increase awareness

Part of the challenge of privilege is how unaware many of us are if we are not part of the impacted group. How many men are aware of drink safety? How many non-black males are aware of law-enforcement safety?

Imagine what would happen if we expanded the audience of “The Talk”.

For example, rather than just teaching girls about drink safety, we told everyone about drink safety and why it’s so important for women.

Expanding the conversation (the what, the why, and the so what) to include everyone enables awareness and understanding of the challenge. It opens the door for more productive and informed conversation.

Which brings us to:

2. Promote conversation of solution

Awareness is only the first step. Just because we know a problem is happening doesn’t make the problem go away, and it doesn’t make everyone an ally in the goal of removing the problem. That takes deliberate effort.

In our example of drink safety, imagine now that everyone is aware of the problems that drives drink safety (independent of gender) and are invited into a conversation about what to do about it. How can we, as a community across genders, address the problem? Ideas start flowing, such as training people to notice unattended drinks and speak up should they see suspicious activity.

With ideas there are next steps and community buy-in. Which brings us to:

3. Define and take action

Awareness enables conversation which enables ideas for solutions. But ideas remain powerless without action. Turning ideas into actions that are clear, obtainable, and supported can change the world.

In our drink safety example, imagine that all the ideas are discussed and debated, and a few are selected first. The community commits to a ‘drink awareness’ program where every individual looks for unattended drinks once an hour and removes any they see. Soon, the action of removing unattended drinks becomes habitual and it grows difficult to find an unattended drink, let alone do anything to it.

Bringing it all together

Privilege is very real and very impactful, but it doesn’t mean we are condemned to forever live under its shadow. Taking the approach of awareness, discussion, and action shifts the conversation from the challenge of privilege, to empowering solution. While a challenge impacts some, we can all become part of the solution and change the world.

Check out Top Articles on HERC Jobs.

This content was published with permission from Career.Place.

6 Self-Care Strategies for Job Seekers

by

The process of looking for work can be filled with stress and anxiety. That’s why it’s important to make sure that you take care of yourself too. Keep these self-care strategies in mind as you embark on this journey.

1. Pace yourself.

It’s easy to get overwhelmed by all the tasks facing you (the resume-writing, profiles to revise, the people you need to reach out to, the sites to review, etc.). Try to be systematic in your job search. Set aside specific time in your schedule to accomplish tasks, such as looking through job listings or connecting with your network. Develop realistic goals for yourself and remember to schedule breaks. 

2. Stay away from negative self-talk.

If you don’t hear back from or receive rejections from potential employers, don’t second guess the value of your experiences. Avoid a cascade of negative thinking by focusing on moving forward. Many HR departments are currently understaffed, creating a backlog of emails and applications. Additionally, hiring personnel often have specific information about the position and hiring process that isn’t communicated in the job posting.

3. Get rest.

Feeling rested helps to keep your mood up, decreases brain fatigue, and generally keeps you in a good frame of mind to handle stress. Take breaks from the job search and try to get good, quality sleep. Maintain good sleep hygiene by staying away from screens–phones, TVs, computer monitors–in the hour before bedtime. If you can, observe a regular sleep routine (i.e., have the same bedtime and wake-up time).  

4. Take care of your body.

While it’s always important to get exercise and eat nourishing foods, it’s especially important while you are going through a stressful job search. Try to get outside to soak in some sunshine and vitamin D and eat more fruits and veggies. Consider finding an exercise or activity partner for accountability. A run or bike ride with a buddy, or even a walk and chat over the phone, is a great way to keep in touch with friends and family while getting your body moving. Cooking healthy meals with friends or family also can be a wonderful way to relax and connect.

5. Let go of what you can’t control.

Once you submit your applications or participate in interviews, know that you’ve done your part. Try not to overthink what is happening while you wait for the results of your efforts. This frees up your mind and energy to focus on continuing to move forward with the job search.

6. Celebrate small victories.

The job searching process can be lengthy and unpredictable; it’s hard to know when you will reach the finish line–landing your new job. So remember to enjoy the wins that you do receive when you get them. If you get an interview, celebrate by doing something you enjoy, like taking a hot bath or indulging in a favorite treat.

The job search journey takes however long it will take, and this can be frustrating. But using these self-care strategies to care for yourself mentally and physically will help keep you in a positive frame of mind and ready for opportunities as they come.

Check out Top Articles on HERC Jobs.

About the Author: Shirley Huey, J.D., is a consultant providing research, writing, and strategic development assistance to organizational clients. Her experience includes service on academic and professional hiring, diversity, and professional development committees as well as coaching peers and mentees. She is also a freelance writer, with a focus on her passions: food and culture.

Prep For the Interview: Review These Questions

by

Job Seeker preparing for an interview by reviewing behavioral questions on their laptop.

You have now been invited to your first interview and need to prepare so that you stand out to the employer in a positive way.

Included with your typical interview questions, such as a review of your experience and the reason you are interested in this position, interviewers may also ask ‘behavioral type questions’.  These questions serve to help the interviewer(s) better understand how you have acted in specific situations, as past behaviors are often a good predictor of future behavior. These questions allow them to gauge how you react under stress, how you conduct yourself in the workplace, and your experience with collaboration and leading projects. While questions will center around your actual work experience and achievements, they may also inquire about times when you failed and how you handled failure or making mistakes as well as demonstrated innovative thinking.

Preparing for the interview is critical. Steps to take include:

  1. 1. Studying the job posting and how your experience directly relates to the vacation position’s responsibilities.
  2. 2. Review past projects you have worked on.
  3. 3. Make a list of professional achievements.
  4. 4. Use the STAR Method (below) to help structure your responses.
  5. 5. Practice interviewing and make sure to keep responses under two minutes for each question.

One way to prepare for behavioral questions is to use the STAR method:

S for Situation. Describe the situation where everything happened.

T for Task. Describe the task you had to complete to solve the problem/issue.

A for Action. Explain what actions you took to complete the task.

R for Results. Talk about the results of your actions and try to be as detailed as possible. How did your actions lead to the organization to function better?

While there is no foolproof list of what types of behavioral questions may be asked, we have developed a short list of questions that will aid you in preparing and feeling more confident that you have strong qualifications and meet the requirements of the job.

As you prepare for your interview, take the time to consider how you would respond to certain questions.  While the actual questions that you are asked may be different from our list, try to identify an example for each of the questions below. This will allow you to go into the interview with confidence and a strong recall of your experiences and expertise.

Decision Making/Problem-Solving

  • What process do you use to examine a problem or issue before making a decision?
  • What was the most difficult decision you had to make in the past 3 months, and what made it difficult?
  • Describe a situation that called for you to make a decision that challenged fairness or equity.
  • Have you ever had to make a decision that was unpopular, and if so, what was it? And how did you handle the aftermath of the decision?
  • Describe a problem that you solved for your current or previous employer.  Were others involved and if so, what were their roles and what was the outcome of the decision?
  • Have you ever made a decision that in the end was the wrong one, and if so, how did you handle the outcome?

Leadership

  • What is your leadership style?
  • Describe a time when you demonstrated leadership skills at your employer.
  • How do you manage conflict?
  • Describe the toughest decision that you have had to make as a leader. How did you manage the decision-making process to get to the end result?
  • How do you motivate employees that are underperforming?
  • What approach do you use for delegating?
  • What do you do to promote a positive work culture?
  • Describe a situation or decision that in retrospect you would have handled differently.
  • Describe a decision where you pulled others in to aid in the process.
  • How do you reward or recognize employees for their work? 
  • When choosing to reward or recognize employees what are you looking for to make this decision?
  • What efforts have you made to create diversity in your organization?
  • What efforts have you made to ensure you have an inclusive environment?

Supervision

  • What steps do you take to empower employees?
  • Describe a situation where you had to make an unpopular decision. Or a decision that benefited a few employees but not everyone in the department.
  • Describe a situation where you had to take corrective action with an employee. What was the situation? How did you approach the conversation? What steps and timelines did you put in place for the employee to correct the issue?  Was this process successful?
  • Have you ever had to discharge/fire an employee, and if so, how did you handle the conversation?
  • Describe your experience with an employee that did not have the adequate skills to perform their work, what did you do?
  • How have you handled morale issues in your department? Describe a situation that was occurring and what steps did you take to turn morale around.
  • How do you engage employees to create SMART (Specific, Measurable, Achievable, Relevant, and Time-Bound) goals, and what process do you take to evaluate their performance?
  • Share a situation or problem that you handled where you failed.  What happened and what did you do to change or fix it?
  • What has been your biggest mistake in hiring or promoting someone? What was the scenario that made it a mistake? How did you deal with the situation?

Development – Employee and Yourself

  • What are your thoughts on mentoring? Have you ever mentored an employee? If so, please share the process you have used and what were the outcomes.
  • Do you seek out mentors for yourself? If so, how did you find and approach them to serve as mentors?  What were the benefits?
  • How have you handled an employee that did not want to continue to learn in their field?
  • What do you do to keep yourself abreast of changes in your field, new trends, and innovative ideas? 
  • What have you done in the past year to further your personal/professional development? How did you apply what you learned in your position?

Achievements

  • Describe an important goal that you set in the past and share how you went about achieving that goal.
  • What would you say your three greatest accomplishments have been in your career?
  • What style of supervisor do you work best for? What style is more challenging to work for?
  • How do you define success?

Teamwork

  • Describe the types of teams that you have been a member of. What were you tasked to solve or create? What was your role? Was the team successful?
  • Describe an experience working on a team that was disappointing or where the team failed in the task given to them.  In reflection, what could you have done to have changed the outcome?
  • What has been your experience in both gaining the acceptance of ideas and having your ideas rejected? 

Initiative

  • Describe something that you have done that was innovative or creative.
  • Describe projects or tasks that you developed without being asked or directed.
  • Describe a suggestion you made to improve the way job processes/operations worked. What was the result?
  • How do you deal with employees or colleagues that are resistant to change?
  • Describe a time when you went above and beyond to get the task completed.
  • Describe a situation when you took a risk to accomplish a task or goal. What was the outcome?

Communication

  • Share an example of when you had to present complex information to your supervisor or a group.
  • Share an example of when you had to resolve a difference of opinion with a colleague or supervisor. How did you handle the situation while continuing to show respect to them?
  • Have you ever had to “sell” an idea to your supervisor or colleagues? How did you do it? Were you successful?  If not, what could you have done differently?
  • Share an example of a sensitive situation that you encountered that required you to communicate with intention and empathy.
  • Describe a time when you leveraged your written communication skills to make your point of view clear. 
  • How do you ensure that your colleagues feel they are heard when you are interacting with them in person?  And virtually?
  • Have you encountered a time when actively listening to a colleague was difficult?  What was the result of that interaction?  What would you do differently in the event this happened again?
  • Share an example of a time when you were able to control and filter your emotions in a constructive way amid a difficult situation.

Interpersonal Skills

  • Describe a situation where you had to address an angry employee or manager/supervisor/senior leader. What was the problem, what role did you play in defusing the emotions that were involved and what was the eventual outcome?
  • Share an example of a difficult or frustrating employee that you have worked with, and how did you manage working with them?

Adapting to Change/Flexibility

  • How do you manage stress?
  • How do you manage conflict with colleagues? With supervisors? With senior leaders?
  • Describe a situation where you faced stresses that tested your coping skills.
  • How do you handle when your priorities change quickly? Give an example of when this happened and what the outcome was.
  • Have you encountered a situation where you had to conform to a process or policy that you did not agree with?  Describe the situation and how you navigated it.

Time Management

  • What is more important, meeting a deadline, or missing a deadline to submit quality or accurate information? 
  • How do you prioritize your work?  And how do you manage competing priorities?
  • How do you ensure that you have proper balance in your day? And balance between work and personal life?  How do you do the same for your employees?

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: 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.

3 Ways to Help Staff Feel Valued and Heard

by

Staff Meeting: How to Help Staff Feel Valued and Heard

Good benefits and a healthy work-life balance are important for employee retention, but toward the end of my 18-year career working in Student Affairs supervising teams that supported student wellness, academic success, and career development, these perks were not enough to counteract the pervasive lack of feeling valued that I experienced from my employer. In addition, I was connected to colleagues in social media spaces that were discussing these same feelings, which validated how I felt and forced me to reflect on what I needed in a workplace to feel purpose, self-worth, and enjoyment.

What factors could contribute to a decrease in an employee’s feeling of self-worth? Based on my experience, the following are tips on how to help staff feel valued:

1. Acknowledge and celebrate employee contributions

According to the CUPA-HR 2022 Higher Education Employee Retention Survey, 25% of respondents do not feel that their institution recognizes their contributions. In higher education, there is an inherent focus on academic staff achievement due to scholarship opportunities and requirements. Professional staff’s contribution to student retention and success is often overlooked. We are often invisible labor, because we may not be applying for grants, researching, or publishing. However, our contributions are just as important and vital to the success of the university.

One way to celebrate staff contributions could include creating a culture that acknowledges areas that are running well and not just areas that need improvement.  Each year we review climate surveys and focus on areas that need improvement without celebrating the work done by staff to improve previously weak areas or even areas that continue to run well. In addition, time may not be used to review what is working well to inform how to improve other areas. Taking time to congratulate colleagues and debrief what was done to improve services begins to nurture a culture that celebrates staff achievement.

2. Set employees up for success through clear communications, goal setting, and progress check-ins

In a recent study on employee turnover in higher ed, “[deans] and human resource personnel stated the importance of communication among their coworkers is essential for maintaining employee satisfaction and reducing employee turnover.” Also, “[w]hen management effectively communicates the expectations of employees, they often feel motivated, which can assist in increasing productivity within an organization.”

In addition, the study found that open communication between all levels within an organization increases trust between all employees, which increases staff morale and their sense of value. Organizations that hold town halls, leadership “office hours” for staff to discuss concerns, and supervisors that consistently meet one on one with staff are more likely to retain employees because these are all opportunities for employees to ask questions about the expectations and goals of their work as well as the institution’s goals and strategic plans.

3. Include employees in the decision-making and planning process

Involving employees in planning and decision-making bolsters engagement. According to the Society for Human Resource Management, “Engaged employees are satisfied with their jobs, enjoy their work and the organization, believe that their job is important, take pride in their company, and believe that their employer values their contributions. One study found that highly engaged employees were five times less likely to quit than employees who were not engaged.”

During the uncertain and constantly changing time of the early pandemic, staff were asked to be flexible with changing priorities and quick project turnarounds in order to keep colleges and universities open. Often, decisions were made without input from my team or other areas with more experience than the leadership making decisions.  We were also asked to complete deliverables on short timelines or we would receive communication that the request had changed, eventually leading my team and me to burnout.

Early on, my team and I were open to this style of leadership because we wanted the school to remain open as well as provide excellent services for students, however as the pandemic continued and workplaces evolved, this leadership style did not. As a result, my team and I became fatigued with the constantly changing priorities and the lack of communication related to the rationale for these requests. To efficiently meet the institution’s needs and understand leadership’s rationale for projects, my team and I wanted to be part of the conversation making these decisions.

This quote from a National Association of Colleges and Employers piece resonated with me: “To see a long-term future in the field, staff members want and need reminders of whom they are putting in so much effort to impact; why their work matters to their supervisor(s), department, division, and institution; and how their own values align with the core values of the institution.”

I continue to believe in the power that education has to change people’s lives for the better. However, the future of higher education is uncertain and I hope institutions are able to address employees’ concerns quickly enough so they are able to retain a quality workforce that can help education evolve.

Check out more Top Articles on HERC Jobs.

Interested in higher ed job opportunities? Explore our job board with over 60,000 job postings and sign up for a free job seeker account.

About the Author: Kathryn Ward, AMFT, is an Associate Marriage and Family Therapist who worked in Student Affairs creating wellness, academic success, and career development programs for 18 years before transitioning to the mental health industry. Kathryn is passionate about creating spaces and opportunities where people can improve their quality of life.

How to Get In and Show Up During the Hiring Process

by

Part of the Hiring Process - A job seeker is interviewed by a hiring committee

Applying for a college or university job can be daunting: thick application packets, lengthy timelines, and multiple rounds of panel interviews are all common. The hiring process is a lot, I know; I’ve seen the process unfold from the perspective of an applicant, a hiring committee member, and a hiring committee chair.

There is a method at work here; the hiring process is an important expression of a higher education institution’s commitment to its educational mission and shared governance model for decision-making. This means it is to your benefit as an applicant to think about how to show up throughout the process.  Foremost, it is important that you build and maintain the confidence and trust of the members of the hiring committee.  Read on for a few tips about how to do so.

Do write a professional and error-free resume and cover letter // Don’t assume your comprehensive cover letter will be sufficient to get you the job

Your candidacy will be judged first based on the quality of the documents you submit in the hiring process. These documents are your initial opportunity to show — rather than tell  — the committee members that you are qualified. So, your resume and cover letter should be comprehensive and error-free.  Please note that some institutions may disqualify you from getting an interview if your documents are not professional in appearance or if they show errors in grammar, spelling, formatting, or punctuation. This goes for any other materials you submit too, such as slides and lecture notes.

Next, your cover letter must do more than just express your interest in the position. Ideally, it will provide substantial evidence of how you meet or exceed all the requirements of the job. In my experience, it is common that the cover letter written by successful candidates will be 3 or 4 pages in length. This should allow you to address each and every aspect of the position description without losing your audience.

Finally, remember that the committee can ask questions about anything you put down on paper. If you submit it in writing, it is fair game for the interview.

Do research the students, the college, and the program // Don’t think that all colleges are alike; each higher education institution is unique

After you decide that you want to work in a college or university, take the time to decide which specific institution you want to work at. Then demonstrate your interest by familiarizing yourself with the institution’s mission statement, main initiatives, and the demographics of the student body. Read the website! During the interview, you can distinguish yourself by showing that you have thought about how you will contribute to the college’s efforts to achieve its mission and initiatives and how you will interpret your role and responsibilities in light of the student populations served.

Do consider what your role is in promoting diversity, equity, and inclusion // Don’t ignore your role in building an aware, welcoming, and supportive culture

As part of the process of applying for a job in higher education, you will likely be required to write a statement that explains your experiences with and commitments to serving diverse populations of students. This is one of the most important parts of the application, both for your own self-reflection and to prove that you are qualified and eager to support all students. There are many useful guides online on how to write a diversity statement and I suggest you read them before you begin to write your own. Use this statement as an opportunity to demonstrate that you have the desire to work with diverse students and the desire and level of humility needed to hone this aspect of your craft.

Finally, an education employee’s first responsibility is to students. Whether your role requires you to work in or out of the classroom, your success should ultimately be judged by whether you enhance the learning environment.

In this article, I have tried to share a few of the ways you can focus on this aspect of the job in your application process. I hope the lessons I’ve learned in my decade of sitting as a panelist on hiring committees in higher education will be useful to you as you pursue a college or university career. Happy job hunting!

Check out more Top Articles on HERC Jobs.

About the Author: Jesse W. Raskin, J.D., State of California Single Subject Teaching Credential, is a student-centered Professor at Skyline College in San Bruno, CA, where he received the Meyer Excellence in Teaching Award. Professor Raskin teaches across disciplines in Administration of Justice, Business Law, Paralegal Studies, and Political Science. In addition, he has served as the faculty lead for professional learning and has presented across the state of California on topics including Diversity, Equity, Inclusion, and Justice and Career Education for 21st Century Students.

LinkedIn Poll Results: What We Learned From You

by

Get to LinkedIn polls through the LinkedIn app

Setting actionable goals for the higher ed workplace can be a daunting task. One of our objectives in the past year was to better utilize LinkedIn polls to learn from job seekers and share our findings with HERC members.

In case you didn’t know, the Higher Education Recruitment Consortium (HERC) is a non-profit coalition of over 700 colleges, universities, hospitals, research labs, government agencies, and related non- and for-profit organizations, committed to advancing diversity, equity, and inclusion in the higher education workforce.

With over 20,000 followers, LinkedIn is our largest social media channel to reach our community of job seekers and higher ed professionals. If you participated in any of our polls, we are truly grateful for your input!

Below are some highlighted poll results and actions that we encouraged our members to take in their recruitment and retention efforts:

1. Offer work-from-home and/or flexible schedules

HERC Jobs LinkedIn Poll: What benefit would help you achieve work-life satisfaction?

In the past few years, many offices have seen how work can be taken home and managed successfully. HERC’s LinkedIn poll takers reported that working from home and a flexible schedule are two leading factors in achieving work-life satisfaction. While both may not be options depending on the position, offering either when possible can be a factor in retaining employees who are mostly satisfied with their workplace.

2. Promote interdepartmental hiring

HERC Jobs LinkedIn Poll: Does your workplace support interdepartmental/lateral moves?

A strong number of those polled (54%) said that their workplace either does not support interdepartmental moves, or they are unsure if it is supported. This movement within an organization can offer several benefits to an institution, including talent retention and less onboarding and training time. If an institution already supports this, communicating it to current employees can be an easy way to find candidates.

3. Create a clear understanding of open positions

HERC Jobs LinkedIn Poll: Which part of the job interviewing process is the most important to you?

Surprisingly, for poll respondents, reviewing salary and benefits was not the most important topic to discuss during job interviews. Understanding the role (48%) and learning about office culture (31%) were the priority topics that candidates wanted to address during a job interview. Job seekers want a clear understanding of what the role will entail as well as what type of workplace culture this role will be performing in. Taking steps to alleviate any confusion about the role or workplace can lead to a better candidate pool.

4. Build a healthy workplace

HERC Jobs LinkedIn Poll: What does a healthy workplace culture look like to you?

Having respectful colleagues and collaborative team members were both polled as the highest factors in determining a healthy workplace. Building strong teams and respectful work environments can be some of the most challenging tasks for a human resources department, however dedicating resources to this can easily lead to less turnover.

5. Provide salary transparency

HERC Jobs LinkedIn Poll: Would you be open to your workplace sharing how much every employee makes?

Salary transparency was favorably ranked in HERC’s LinkedIn poll. 74% of users responded, ‘yes, it creates pay equity’ when asked about comfort level with salary transparency in the workplace. In addition to pay equity, it can build a sense of trust between employees and the institution. If an institution is willing, having an open salary workplace can provide a positive benefit to employees. A great way to start engaging job candidates is by including a salary range in job postings.

Check out more Top Articles on HERC Jobs.

About the Author: Connie Castellucci is a higher ed data analyst consultant. Previously she has worked within higher ed departments and nonprofit organizations addressing recruitment, new school development, and member recruitment needs. 

8 Ways to Reboot Your Career Development

by

Higher ed professional reflecting on their career development

When was the last time you thought about your career development? If you’re currently looking for a new opportunity or thinking ahead to position yourself for life changes, now is a good time to review your career goals and take steps to shore up your skills, relationships, and other competencies.

Here are 8 tips on how to refresh your career development:

1. Assess Where You Are and Identify Goals

Take some time, even just an hour or two, to reflect on where you are in your career development. Consider where you’d like to see yourself in 6 months or a year. Let your reflection include not only your job(s), but also your existing skill set, network, accomplishments, and activities. Write your goals down so that you can review them and see how you’ve done in meeting them, or reflect on how your thinking may change over time.

2. Update Your Resume

When was the last time you found yourself at an event, chatting with someone you’d just met, who said “Hey, can you send me your resume?” Instead of going into a state of anxiety and stress and having to revise your resume in a pinch, be prepared by updating your resume on a regular basis. At the very least, track all professional activities and accomplishments (courses taught, attendance at workshops/conferences, publications, participation in panels, awards received, etc.) in one place so that you can easily update your resume as needed.

3. Revise Your LinkedIn Profile

Many professional contacts and potential employers conduct initial reviews of job candidates via an informal scan of their LinkedIn profiles. Make sure that yours is updated, reflecting what kind of work you do, what opportunities you may be seeking, and who you are in a way that is professional and authentic. Consider updating the skills section of your profile since the LinkedIn job search function can be set to alert you to open positions that match your stated skills.

4. Stay in Touch With Past Mentors and Colleagues

Ideally, you engage with your network of professional contacts before you need them to do something. Maintaining contact with people you like and respect is beneficial for many reasons, including the fact that they already know your professional capacities. Reach out to meet one-on-one or in small groups if you are already attending the same conference or workshops. Or send an email sharing a relevant article or information that might be helpful to your contact. These personal touchpoints remind people that you are out there, and they may think of you more readily if they hear of opportunities that are a fit.

5. Keep Your Network Informed

Although discretion may be preferred in some instances, remember that people can’t help you get to where you’re going if they don’t know where you want to go. Because word of mouth and referrals are a powerful means of accessing jobs, including jobs that are not yet publicly posted, you should let people know if you are looking for a new position. Be prepared with an answer when they ask how they can help you and what you are looking for.

6. Develop Your Skills Through a Class

Consider signing up for a course in a skill that you want to develop for professional or personal reasons. There are so many educational providers out there, with a wide range of offerings–everything from language instruction to coding to graphic design to writing to public speaking. Participation in a course will provide you with not only hard skill development, but also an opportunity to expand your network.

7. Ask for Opportunities at Work

There may be opportunities for you to expand your professional skills in your workplace. Let your supervisors know if you are open to learning or taking on new roles and responsibilities. Check with HR about any affinity groups or committees that you can join to grow your internal network and strengthen your skills.

8. Stay Positive and Remember to Pace Yourself

Remember, keeping excited and grounded in your career requires both vigilance and a long game. Make sure you take time to nurture yourself and the important aspects of your life, like friends, family, and health.

Check out more Top Articles on HERC Jobs.

About the Author: Shirley Huey, J.D., is a consultant providing research, writing, and strategic development assistance to organizational clients. Her experience includes service on academic and professional hiring, diversity, and professional development committees as well as coaching peers and mentees. She is also a freelance writer, with a focus on her passions: food and culture.

5 Reasons Why You Really Should Have a LinkedIn Profile

by

Higher ed professional creating her LinkedIn profile

Recently, multiple people have told me that while they use LinkedIn to search for job opportunities, they do not have an actual LinkedIn profile, which surprised me. When I asked why they didn’t, the most frequent answer was that they didn’t see the value of having one.

If you are starting your career or are an experienced professional looking to make a change, having a profile on LinkedIn can be a useful tool to support your career goals. Here are 5 reasons why you should create a LinkedIn profile today:

1. Help Hiring Managers and Recruiters Find You

In addition to posting job opportunities, many hiring managers and recruiters also use LinkedIn to search for potential candidates. By having a completed LinkedIn profile, you’re putting yourself out there and offering hiring managers and recruiters an easy way to find and reach you about their job openings that match your background and experience.

2. Strengthen Your Resume/Application

Including a link to your LinkedIn profile in your resume or application materials provides a chance to quickly show that you have a strong professional network and social media skills. You can also share information that you couldn’t include in your resume or application at this early stage in the process, such as samples of your work or people who’ve given you recommendations.

3. Manage Your Professional Contacts, Past and Present

Colleagues come and go over the years. Whether it’s someone you met at a conference or a person you’ve worked with, having a LinkedIn profile helps you stay connected and get in touch with them if you ever need to.

4. Network, Network, Network

A key benefit of using LinkedIn is being able to leverage your connections for referrals and resources. You can look at your contacts’ connections to see if they or someone they know works at a higher ed institution that you’re trying to get a job at. You can join LinkedIn Groups that align with your experience (e.g., higher ed marketers) or what you’re seeking (e.g., experts in multicultural marketing).

5. Build Your Professional Brand

By being active and engaged on LinkedIn, you are demonstrating your expertise and potentially influencing others. Use your LinkedIn profile to share stories and resources that matter to you to build trust and credibility within your network and beyond.

Make sure you keep your LinkedIn profile updated with your activities and experience. Check out this HERC article on how to use your LinkedIn profile to tell your story.

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.

Find it Fast

Join HERC
HERConnect (Member Login)