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Job Talk HERC's Jobseeker Blog

Job Talk HERC's Jobseeker Blog

HERC's blog for jobseekers, Job Talk, offers tips from experts in the field that will help you with your search and provide the best ways to promote yourself to prospective employers.

Thinking about working overseas? Looking for a new challenge?

global ebook

As an academic, you’re used to the idea of international competition for students. At every university there is a growing cohort of students from around the world, and ongoing efforts to maximise the university’s international reach. From overseas satellite campuses to targeted recruiting, it’s an everyday reality. But alongside these new opportunities for students, there are corresponding opportunities for academics – and, indeed, an international competition for the best candidates.

As academics become increasingly mobile and more

broadase ard for ke a bit more punchy - what  ion ed out in HEI'r systemdemics activitiesuniversities worldwide actively seek those with international experience, a world of opportunity exists for the global academic.

This free ebook from will tell you more about the scale of new global market, help you consider the pros and cons of seeking employment outside your nation of origin, and give you important information that will improve your success rate if you do decide to give working abroad a try.


Who should read this ebook?

Anyone who is considering applying for faculty jobs abroad.

It may also be helpful to staff involved in recruiting academics, as it provides a good overview of the issues they face.

This ebook covers:

·       Academics in the global job market

·       Preparing for an international job search

·       Carrying out your international job search

·       How to present yourself as a strong international candidate

·       Preparing for and succeeding at an international job interviews

·       Success: What you need to do before you go


Download your copy of ‘The Global Academic Careers Guide’ now!


This contribution has been provided by HERC Trustee-level partner, the leading international online recruitment website for academic, research, science and related professions in the UK and worldwide.

This is a question I am often asked by job seekers intent on working at our institution.  My response is “yes” but there needs to be some commonality.   When you apply to a position, within the Business School for example, the only individuals who can see your application are those designated screeners inside the Business School, often the hiring manager him or herself.  With any applicant tracking system, however, central HR folks are able to view how many jobs any applicant has applied to anywhere within the organization over an extended period of time.  You have to imagine, it does look “bad” to have applied to 250 jobs none of which have any resemblance to each other.  I have seen exactly that!   You need to be strategic in your approach and not appear to be a serial-job applicant.  As long as the positions are similar in function there is no  reason you cannot apply to multiple jobs simultaneously inside the same institutions but in different schools and departments.  It is tricky but certainly acceptable.  It is not ill-advised to target a particular college or university in a specific geographic area and make that employer be a major job search focus for you.  However, you need to be thoughtful as to the type of positions to which you are applying ---both the functional area and the level of the position.

Contributed by Paula Goodman, Director of Recruitment / HR Client Services-CUHR at Columbia University

There have been a few online articles of late on interviewees’ legitimate criticism of interviewers.  While I do not condone inappropriate interveiwer behavior and do want you to keep your pride and self-esteem intact, I’d like to shed some insight into what might cause interviewers to behave the way they do.  One reason is pure lack of training.  Savvy employers, higher education included, do provide interviewers with tools to guide them and capture assessments.  Human Resources professionals are more apt to have a structured process with targeted questions.  Non HR interviewers despite being most in need of interview tools often lose them in the shuffle of daily life.  Faculty are also most easily distracted by all else they are working on.  So it becomes an issue of perception on your part.  You could perceive distraction and lack of structured questions as a reflection of interest in you and/or the importance of the position OR you could turn the situation around.  One of the primary goals of an interview for you is to endear yourself to the interviewer.  I certainly do not mean that you should grovel but rather empathize with them and their clearly overworked situation---suggesting how you can help them do all they need to do if hired.  One recent article referred to the “rude” question of how low a salary would someone consider.  I personally get annoyed when a candidate will not give some basic information about salary expectations.  And in career counseling I advise people not to take an unduly large salary cut because it is so hard to recoup later in your career.  When confronted with a salary question, however, it is better for you to offer an honest answer.

In other words, do your self-assessment and your financial assessment at the same time and know in your mind what you really would be willing to accept for your dream job.

Contributed by By Paula Goodman, Director of Recruitment / HR Client Services-CUHR at Columbia University

Thursday, June 4th - 10 PT/11 MT/12 CT/1 ET

We’ve all heard about implicit bias. This webinar will introduce you to 4 basic patterns of bias and provide concrete tips successful women have used to effectively navigate workplaces shaped by subtle bias.  ?


Presented by Joan C. Williams who has played a central role in reshaping the debates over women’s advancement for the past quarter-century. Described as having "something approaching rock star status” by The New York Times, her awards include the Families and Work Institute Work Life Legacy Award (2014), Hastings Visionary Award (2013), American Bar Foundation's Outstanding Scholar Award (2012), the Elizabeth Hurlock Beckman Award (2012), the ABA’s Margaret Brent Award for Women Lawyers of Achievement (2006), the Distinguished Publication Award of the Association for Women in Psychology (2003) and the Gustavus Myers Outstanding Book Award (2000). In 2008, Williams gave the Massey Lectures at Harvard University, delivered in prior years by (among others) Eudora Welty, Gore Vidal and Toni Morrison.   ?

hands typingI do not at all negate the need for job seekers to keep their LinkedIn profiles up to date.  Employers including those in academia are increasingly using LinkedIn to source candidates and find out more about them than resumes might convey.  You should not think, however, that LinkedIn is the only way that potential employers can “check out” candidates.  Especially when someone is looking for a new position inside their own organization, there is no controlling a potential hiring manager from reaching out to people they know inside and asking about you.  Human Resources can and does discourage this type of activity, but it is very hard to enforce.  Unfortunately information gathered in this manner is not necessarily indicative of your performance or your skills and abilities.  In other words, what a potential hiring manager might hear could be non-job related and simply based on prior personal interactions.  Even if you are seeking new opportunities outside of your current organization, the world is small and networks are vast.  You cannot second guess who might know whom.  So what is the answer?  My personal recommendation as noted in some past articles is to carry yourself professionally at all times. This is of great importance for senior opportunities.   You should try to be “nice” to people at all levels.  That might seem simplistic and hard to be on top of at all times since we are all so pre-occupied on the job and at home.   But in the long run managing your daily personal interactions with everyone is equally as important as managing an online profile. Your reputation is “out there” in many different ways.

Contributed by By Paula Goodman, Director of Recruitment / HR Client Services-CUHR at Columbia University

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