herc jobs logo
Menu
Menu
 
 
 
 
 
 

You Spoke. We Listened. Highlights From Our Workforce Survey

by

Question mark and light bulb icons on wooden cubes

This year, more than 1,300 of you shared your experiences, concerns, and hopes for the future of work in higher education through the 2025 HERC Higher Education Workforce Survey (formerly known as the HERC Job Seeker Survey). Whether you’re actively job searching or just thinking about your next step, your input has helped paint a clearer picture of what today’s workforce really needs.

Thank you for making your voice heard. This year’s survey was our most in-depth yet, with expanded questions on flexibility, community, burnout, and career growth. What we’ve learned from you is both eye-opening and inspiring—and it’s already making a difference in shaping HERC’s work and the efforts of our member institutions.

You’re Exploring Options, But Still Value Higher Ed

One major finding: most job seekers are keeping their options open.

  • 51% are looking at multiple industries, including higher education
  • 39% are focused specifically on careers in higher ed
  • Only 10% are seeking jobs exclusively outside higher education

This is an important reminder for colleges and universities: while many of you are still interested in higher ed, you’re also exploring other fields that offer competitive pay, flexibility, and meaningful work. Institutions that want to attract and retain top talent need to clearly communicate their values, growth opportunities, and inclusive culture.

Top Challenges: Pay, Burnout, and Career Growth

While salary continues to be the top concern, other challenges are shaping how job seekers evaluate potential employers:

  • 51% cited salary and compensation as their top concern
  • 46% said they’re experiencing career stagnation
  • 32% reported burnout or work-related stress

These findings reflect what many of you already know: competitive pay matters, but it’s not the only thing. Lack of growth and high stress levels are prompting many professionals to reevaluate where and how they want to work.

Community and Flexibility Make a Difference

One of the clearest themes in the survey was the importance of workplace community.

  • 90% of respondents said having a sense of community at work is important
  • Over 80% believe it directly impacts job satisfaction

When it comes to flexibility, hybrid work stood out as the most satisfying model:

  • 64% of hybrid workers reported high job satisfaction
  • Hybrid employees also felt a strong sense of connection, nearly on par with in-person workers

The message is clear: job seekers value flexibility, but not at the cost of feeling disconnected. A thoughtful hybrid approach can offer the best of both worlds.

Turning Insights Into Action

This survey wasn’t just about gathering data; it’s about making change. At HERC, we’re using your feedback to improve the tools, resources, and programming we offer to support your career journey. We’re also sharing these findings with our member institutions so they can better understand what candidates want and need.

Here’s what’s already underway:

  • New career resources and tools to help you grow
  • More programming for employers on flexibility, career development, and inclusive practices
  • Continued advocacy for healthier, more supportive workplace cultures across higher education

Your feedback helps shape the future of work in higher education. Whether you’re early in your career or a seasoned professional considering your next move, your voice is powerful, and we’re grateful you chose to share it with us. Please participate in our monthly quick polls on LinkedIn (follow HERC on LinkedIn) and our annual job seeker survey (the next one will be in early 2026).

Check out Top Articles on HERC Jobs.

HERC Releases 2025 Workforce Survey Results, Offering Critical Insights to Improve Hiring and Retention in Higher Education

by

San Francisco, CA — The Higher Education Recruitment Consortium (HERC) has released the findings of its 2025 HERC Higher Education Workforce Survey, providing a data-driven snapshot of the needs, concerns, and motivations of current and prospective employees in higher education. Conducted from February 4 to March 2, 2025, the survey gathered input from 1,322 respondents, providing higher education institutions with valuable insights on attracting and retaining talent in a highly competitive market. [The full report, Charting the Course: What the Workforce is Telling Us and What We Can Do About It, is available to HERC members. If you are interested in accessing the report, please contact Marcia Silva – see info at the bottom.]

The findings support what many in higher education have long suspected: that culture, flexibility, and a sense of belonging are just as important as salary, if not more so. Organizations that invest in these key areas tend to keep their employees longer and are more competitive when attracting talent.

“Our members are already doing the hard work, but sustaining progress takes more than commitment. It takes practical tools, trusted insights, and shared solutions,” said Jessica Wise, Co-Executive Director and Director of Programs of HERC. “That’s why we produced this report, to help institutions move from data to direction, and from insight to impact. Real change is possible when we focus on what’s doable and do it together.”

The annual survey, formerly known as the HERC Job Seeker Survey, was expanded this year to provide a more nuanced understanding of workplace experiences. It included new and refined questions on employee connection, community, flexibility, and well-being, creating a more holistic picture of what today’s higher ed workforce expects from their employers.

Higher Ed in a Broader Talent Market

One of the most revealing data points from the 2025 survey is how candidates are approaching their job search:

  • 51% of respondents are exploring opportunities across multiple industries, including higher education.
  • 39% are actively seeking careers specifically within higher education.
  • Only 10% are looking exclusively outside higher education.

These numbers highlight both the challenge and the opportunity for colleges and universities. While higher ed institutions must compete in a broader talent pool, the data makes clear that many candidates haven’t abandoned their interest in higher ed careers. Institutions that communicate their workplace culture, growth opportunities, and mission-driven impact have a strong chance of attracting talent from this highly flexible pool.

Key Findings: What Today’s Workforce Wants

Beyond job search trends, the 2025 HERC Workforce Survey also sheds light on what’s driving job satisfaction:

  • Salary and compensation remain top of mind, cited by 51% of respondents as their primary concern.
  • Nearly half of respondents (46%) report experiencing career stagnation, with limited growth opportunities.
  • Burnout and stress are significant issues, affecting 32% of respondents.

These challenges underscore the need for institutions to make targeted, structural improvements that go beyond compensation. Investments in career development, workload management, and career advancement pathways could yield significant gains in employee engagement and retention.

The Power of Community and Flexibility

The data also highlights the profound role that workplace community plays in employee satisfaction:

  • 90% of respondents say having a sense of community at work is important, with 61% strongly agreeing and another 29% somewhat agreeing.
  • Over 80% believe workplace community directly impacts their job satisfaction.

When it comes to how people work, hybrid work models emerged as the clear favorite:

  • Hybrid workers reported the highest satisfaction rates (64%) while maintaining strong connection scores (52%), nearly on par with fully in-person workers.
  • This pattern held across key indicators such as workplace relationships and a sense of belonging, indicating that limited on-site engagement can preserve community benefits while still offering valued flexibility.

Looking Ahead: From Insight to Action

HERC will use the results of this year’s survey to inform new programming, resource development, and learning opportunities for its member institutions. Member institutions will also receive suggested strategies to enhance their recruitment and retention efforts.

ABOUT THE HIGHER EDUCATION RECRUITMENT CONSORTIUM: The Higher Education Recruitment Consortium (HERC) is a nonprofit consortium committed to improving higher education recruitment practices and workplace culture to strengthen our institutions and serve our communities 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 qualified, multi-faceted workforce. HERC also helps job seekers find, apply for, and succeed in higher education careers through its website, HERC Jobs.

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

Job Search Strategy for Uncertain Times

by

With five generations now in the workforce and competition from both internal and external candidates, securing a job presents its own challenges and sometimes frustrations. In addition, depending on your targeted industry, current funding sources may be uncertain. However, with a focused job search strategy and a willingness to open yourself to alternative possibilities, gaining a job is within reach.

Resume and Cover Letter

Before starting your job search, the most crucial step is to check your resume to make sure it gives a clear summary of your achievements. Examine your current resume using this evaluation to ensure it is no longer than two pages and only includes your last ten years of employment.

Even though your extensive experience might not be adequately represented in a two-page resume, when you apply for jobs, make sure your material is tailored to each one, including relevant keywords from the job posting.

Your cover letter will be reviewed next.  If a cover letter is required for a position, make sure it is no more than one page and concentrates on the experience you have that is directly related to the job description.  Keep in mind that the cover letter should not be a rehash of your resume, but rather an account of how your professional accomplishments meet their needs.  The individual reviewing your resume and cover letter will be able to determine your suitability for their demands if you customize them to each posting’s requirements. 

Job Search Strategy

Developing a job search strategy comes in second.  Focusing on your goals can help you plan and monitor your progress more effectively and save time on sporadic searches. Making both a primary and secondary plan can help you achieve this.  While the secondary plan offers flexibility to expand your search, the primary plan will concentrate on the specifics of the job you want.

Remember that your next job is just that—your next job. It does not have to be the ideal one; it simply needs to be one that will let you keep developing your network and experience while also sharing your expertise and contributing to the success of an organization.

Let’s begin by drafting the main strategy.  It is helpful to list the qualities you are seeking in your next position during this phase:

  • Job status, i.e., full-time, part-time, or limited-term
  • Compensation – best to think of this as a range
  • Benefits that are key for your lifestyle
  • On-site versus remote or hybrid opportunities,
  • Commute preference, including whether relocating is an option. 
  • Consider what job titles fit your goals
  • What industries, or even a targeted list of employers, to focus on
  • And, lastly, outline what may be deal breakers or those elements of a job or industry that are not desirable

Focusing on opportunities that fit your needs is easier when you are clear about what you are looking for.

Clarity and focus are important, but having a backup plan will provide greater freedom.  This may include a departure from your initial objectives, such as taking on shorter-term positions or supplementary job titles, among other things.

Building Relationships or Networking

Building and maintaining long-term relationships is crucial, even if this approach frequently carries a bad connotation and may make people uncomfortable being vulnerable when reaching out. The goal of networking is to build relationships for the duration of your career, not just to inquire about job openings. Building new relationships is important, but do not forget to use your existing network, and do not be afraid to express interest in a new job. Information about the hidden job market—those positions that are open but might not be advertised—will frequently be shared via this network.

Building relationships is essential for understanding the hiring cycles of companies or industries, learning about current and potential job openings that may not be posted, and gaining insight into employers that are not already on your plan, regardless of how much time you spend looking for a job.  Additionally, your new contacts might occasionally be able to recommend others.  Remember that every individual you encounter becomes an extension of your job quest. However, keep in mind that partnerships require both giving and receiving; they are not one-sided.

There are numerous ways to meet new people, even though putting yourself out there might not feel comfortable.  Attending job fairs, joining associations related to your career (e.g., AMA for Marketing, Paralegal Associations, Fundraising Associations, SHRM), contacting your alumni group, going to events with your local Chamber of Commerce YPN, taking part in events that align with your interests and hobbies (e.g., Meetups), and volunteering are all opportunities to consider.

Even though applying online alone might get you an interview, putting yourself out there will increase your chances of securing the job you desire and possibly in a shorter timeframe.

LinkedIn and Social Media

In the same way that you are looking for a new position, businesses also utilize special recruitment efforts. They use social media platforms, like LinkedIn, to post openings and look for passive prospects. Be sure to participate in any forums with employers sharing your objectives. Join groups, interact with others, and actively use the search function to locate peers and job openings.

LinkedIn profiles give you more freedom to describe your whole job experience and much more, whereas resumes must be no more than two pages. Make the most of your profile by telling your narrative in the overview section and then going into depth about your training, credentials, experience, and other relevant information. LinkedIn makes it simple to look for employers and colleagues, as well as build a professional profile.   

Create posts using this resource to establish yourself as an authority in your field.  Being active on all professional and social media platforms is essential to making sure you are seeing the most recent information on job openings and businesses.

Additionally, a variety of job boards are accessible, such as Indeed, Glassdoor, and Zip Recruiter.  You can use job boards to create a general and a targeted job search. However, when you come across a job that interests you, it is best to visit the employer’s website to learn more about their goals and mission, ensure the position is open, and apply directly there.

Tracking

The job search process can take months and involve a lot of applications and ongoing networking. Keeping track of application submissions, their status, the people you have met, and their contact details in a spreadsheet helps you identify what efforts are working and where you need to change your approach.  Keep track of the applications you have sent and establish a file for housing employment postings.  You can review and rehearse from the posting if selected for an interview.

Lastly, please be patient with yourself; it may take three months to a year to find a job.  Employers are becoming more selective in their hiring practices and postings, which can be difficult for job seekers. Still, it can also be comforting to know that you are not doing anything incorrectly.

Check out Top Articles on 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.

Don’t Just List Names – Build a Strong Professional Reference List

by

Checking Professional Reference List

When you update your resume and prepare responses to potential job interview questions, don’t forget your professional reference list! Having a strong list of references can make a big difference in advancing during the job interview process. I recently spoke to an HR recruiter who shared a story of a candidate they were strongly considering. When they reached out to one of the candidate’s references, it turned out the person did not exist.

Whether that candidate told a lie or provided incorrect information, there are three steps you can take to avoid encountering any issues with a potential employer contacting your professional references.

1. Connect and Stay in Touch

The first step is figuring out who to include on your professional reference list. It’s great to have made at least one professional connection at each job listed on your resume, but ultimately, you should aim to have at least three references on your list. Ideally, this person should be your direct supervisor or manager. If this is not possible, choose a direct teammate or a colleague in your department. If that is also not feasible, find someone in another department and be sure to follow Step 3 below.

Again, ideally, you’re already in touch with this person, whether it’s exchanging emails over the years or being connected on LinkedIn. Pro tip: Always try to establish that LinkedIn connection as soon as you sense that the person would be good to have in your professional network.

Make it a point to keep in touch with former colleagues because you never know when you might need to ask them for a favor. If you prefer not to reach out semi-regularly, remember that being connected on LinkedIn means your contacts may see your posts or interactions with others. This serves as a reminder to be active on LinkedIn! Seeing your activity can remind them of you and help them feel more connected since you worked together.

2. Provide Advance Notice and Ask for Permission

Before adding individuals to your professional references list that you intend to provide to a potential employer, ensure you reach out to them and obtain their permission to include them on your list first.  No one likes to be caught off guard by an employer who wants to ask questions about a direct report or a former coworker that they’re not even sure they remember.

Reaching out serves multiple purposes. It gives a potential reference a chance to jog their memory and remember who you are, provides them with time to consider whether they wish to be listed as a reference, and allows you to obtain current contact information (providing outdated or non-working contact details leaves a poor impression on a potential employer).

3. Prep References for Your Success

One of the most underestimated (and arguably the most impactful) steps is equipping your references with tools and resources that support your case for being the best candidate for the position. Share the job listing and explain why you want the role. Help them understand why you are a good fit for this opportunity. Suggest specific projects or skills that you’d like them to communicate to the potential employer.

For a reference that didn’t work directly with you and who may be more of a personal than a professional connection, be sensible and considerate. Provide talking points that speak to your qualifications that they’d feel comfortable speaking to. Consider these questions: In what way did they observe your job performance? How does their viewpoint reflect your professional skills?

Your references are often busy with their personal and professional lives and won’t have the time to reflect on when they worked with you. Giving them talking points and reference materials will make it much easier for them to express what you hope they’ll say, and they’ll genuinely appreciate not having to do all the homework.

With all the different things you must do to apply for and secure a job, putting together a professional reference list can seem like an afterthought. As someone who’s been both a reference and a reference-checker, the individuals you choose and how they speak about you can exponentially increase your chances of getting that new job.

If your professional contacts agree to be a reference, they want to help you get the position and can serve as your greatest cheerleaders. Invest in building strong relationships throughout your career, showing intention and care. When you need them to be a reference, give them the information they need to effectively highlight your qualifications and experiences.

Check out 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.

Busting Myths: Making a Mid-Career Transition to Higher Ed

by

Mid-Career Transitions: Two mid-career professionals having an engaging discussion.

Are you a professional considering a mid-career transition into higher education but worried you might be “too old”? You’re not alone. Many mid-career professionals hesitate to transition into higher education, fearing that universities prefer younger candidates or that adapting to academia will be too difficult.

The truth? Age is an asset, not a barrier. Whether in teaching, administration, student services, or operations, mid-career professionals bring essential expertise that enriches higher ed institutions.

Despite this, myths persist—like the belief that only early-career academics get hired, that mid-career professionals can’t adapt to academic culture, or that younger professionals are more tech-savvy. These misconceptions prevent many qualified candidates from pursuing mid-career transitions into rewarding careers in higher education.

This article will debunk common myths and show why mid-career professionals are a perfect fit for higher ed.

Myth #1: “Higher Ed Prefers Younger Candidates”

A common fear among professionals considering a mid-career transition into higher education is that universities prefer to hire younger candidates—especially recent PhDs or early-career academics. Many assume that if they’re in their 30s, 40s, or beyond, they will be overlooked in favor of younger applicants with more traditional academic paths.

In reality, higher education values experience, not just age. Colleges and universities actively seek professionals with diverse skill sets, leadership abilities, and industry knowledge. Many roles in higher ed—such as faculty positions, academic advising, administration, and student services—benefit from professionals who bring real-world expertise. Institutions are increasingly recognizing the value of hiring individuals who can bridge the gap between academia and the workforce, offering students practical insights and mentorship opportunities.

Additionally, certain sectors within higher education are facing workforce shortages, making now an excellent time for career changers to enter the field. Community colleges, continuing education programs, and online learning platforms are expanding opportunities for professionals with non-traditional backgrounds.

If you have years of experience in business, healthcare, government, or other industries, your skills are in demand. Universities need professionals who can contribute fresh perspectives, enhance student learning, and bring practical applications to academic settings. Age is not a disadvantage—it is a competitive edge.

Myth #2: “Mid-Career Professionals Can’t Adapt to Academia”

Another common concern for career changers is the belief that transitioning into academia is too difficult—that higher education has its own unique culture and that mid-career professionals will struggle to fit in. While academia does have its own norms, adaptability matters more than prior academic experience.

The truth is that many mid-career professionals already have the skills needed to thrive in higher ed. Leadership, project management, and public speaking—skills honed in industries like business, healthcare, government, and nonprofit work—are highly transferable to roles in teaching, administration, and student services. Many professionals already engage in activities similar to academic work, such as training employees, giving presentations, conducting research, or managing large-scale projects.

Successful career changers have transitioned into roles such as adjunct faculty, academic advisors, career counselors, and program coordinators. If you are open to learning and willing to adapt, higher education could be more accessible than you think.

Myth #3: “Technology and Innovation Are for the Younger Generation”

A major concern for some mid-career professionals considering higher education is the belief that today’s universities rely heavily on new technologies—learning management systems, virtual classrooms, AI tools—and that younger professionals are naturally better equipped to handle these changes.

The reality is that adaptability, once again, matters more than age. Many mid-career professionals already use digital tools in their current roles, whether they are managing online meetings, analyzing data, using customer relationship management (CRM) systems, or delivering virtual training. Higher education technology is just another tool—one that can be learned like any other workplace software.

In fact, experience can be an advantage in navigating technology. Mid-career professionals bring critical thinking skills, problem-solving abilities, and a strategic mindset to the adoption of technology. Rather than chasing trends, they focus on how to use technology effectively—which is exactly what universities need. Institutions do not just want tech-savvy employees; they want professionals who understand how to integrate technology in ways that enhance learning and student engagement.

Moreover, many universities offer training and professional development in new technology, so career changers do not have to be experts from day one. What matters most is a willingness to learn.

Myth #4: “Older Professionals Won’t Relate to Students

Many mid-career professionals worry that they will struggle to connect with younger students, believing that universities tend to prefer faculty and staff who are close in age to the student population. This myth can discourage experienced professionals from pursuing roles in teaching, advising, or student services—when in reality, their life experience makes them uniquely valuable.

The truth is that students benefit from guidance beyond academics. While younger professionals may share cultural references with students, mid-career professionals bring something just as important—real-world wisdom, career insights, and mentorship. Many students seek out professors, advisors, and mentors who can provide career guidance, networking opportunities, and life skills that go beyond the classroom.

Additionally, higher ed is not just for young students. Adult learners, graduate students, and career changers make up a significant portion of university populations. Mid-career professionals often relate well to these students because they have navigated career transitions and workplace challenges themselves.

Why Age is an Asset

We have debunked the biggest myths—higher education does not exclusively favor younger candidates, mid-career professionals can absolutely adapt to academia, technology is a learnable tool (not an obstacle), and experience helps you relate to students in meaningful ways. Your career background is an advantage, not a limitation.

If you are considering a career change, take the next step: research higher ed roles, connect with professionals in the field, explore training opportunities, and tailor your resume to highlight your transferable skills. Many mid-career professionals have successfully made the transition—you can too.

Check out Top Articles on HERC Jobs.

About the Author: Shelby Harris is a freelance writer and public sociologist. She holds a master’s degree in Sociology from East Carolina University.

Mindful Media Habits for a Healthier Mindset

by

Mindful Media Habits: Photo of person holding smartsphone with news on screen and laptop screen in background with news headlines

If watching and reading the news is causing anxiety, then you might want to rethink your news consumption. Adopting mindful media habits may help you feel less overwhelmed and decrease stress. While it’s essential to stay informed, it’s crucial to do so within a scope that makes sense for you, especially for your mental health.

Being aware and making a few adjustments to your daily news consumption can have a significant impact on your overall well-being. Here are some tips for staying informed without anxiety:

Limit the Amount of Time Spent Consuming News

Reflect on how much of your day is spent watching the news and scrolling through your social media feeds. Check your phone’s Screen Time or Digital Wellbeing settings to see how much time you spend on your phone and which apps you use the most. Does it seem like too much? A Harvard expert recommends limiting time spent on social media to 30 minutes a day, 15 minutes to political news coverage of any kind, and 30 minutes a day to reading or watching various news sources. If that seems impossible, an alternative approach is to track your time and gradually reduce it by a few minutes every day until you find the amount that feels right and healthy for you.

Pick Strategic Times to Consume News

Avoid consuming news throughout the day and determine when to get your news fix. If the news affects your work, think about doing it in the morning when you first log on to your computer. If staying informed about current events isn’t essential to your daily routine, the early evening, before you begin to wind down, may be a great time to catch up on the news. Oh, and don’t forget to mute “breaking news” notifications too!

Be Mindful and Intentional

Try to steer clear of getting lost in mindless scrolling. Focus on the issues that matter most to you and skip the topics that may be “hot” now but are simply irrelevant to you. Also, stick to the sources you trust and scroll past those that consistently produce content or commentary that triggers you. You can apply that thinking to your friends and other social media connections. You might even think about hiding their posts, or if they consistently share news that frustrates you, consider unfriending them.

Explore a Variety of Sources and News Types

Don’t rely solely on a specific social media account or cable news channel for your news. Add local news or public radio to get community stories. Visit the public library or local bookstores to access traditional media formats, such as print newspapers or magazines. Step out of that tunnel vision and remember that there are other types of news out there, including lifestyle, sports, arts and music, food, entertainment, and human-interest stories.

Focus on Facts; Ignore the Trolls

Often, it’s not the articles or stories that rile people up – it’s reading the comments or seeing the reactions to them. Like, why are multiple people laughing at that tragic story? Trying to make it make sense is a waste of time and does not benefit your mental health.

Turn It All Off and Do Meaningful Activities

Reconnect with yourself through journaling or with your family by engaging in activities like taking daily walks and experimenting with new recipes. Feeling negative about people outside of your circle? Look for volunteer opportunities with local nonprofits or sign up for a class or community event. Embrace experiences that draw you away from your numerous screens and remind you that there’s more to life than news headlines.

For most news enthusiasts, it’s easier to think that news consumption can be managed than actually to do it. But recognizing that it would be beneficial to limit doomscrolling and make an effort to strike a balance between news and mental health is often unavoidable. When it comes to following the news, especially when it starts to feel overwhelming, it’s okay to take a timeout. Do think, “Out of sight, out of mind,” even if it’s just for a couple of hours—every little distraction counts.

Check out 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.

How Women Can Create Visibility and Recognition in the Workplace

by

Visibility and recognition are critical to career success, especially for women who continue to face unique challenges as they climb the professional ladder. Although it may be uncomfortable for many, overcoming barriers to leadership involves addressing visibility head-on. While company culture plays a big role, individual action, or the willingness to advocate for yourself, is vital. This article tackles how to create visibility and recognition for yourself wherever you are, and why it’s essential for your trajectory into leadership.

Why Visibility and Self-Promotion Matter for Women

Visibility means ensuring your skills, contributions, and achievements are seen and recognized by others in your workplace. Many women experience being overlooked or feeling undervalued, despite their contributions, and a lack of visibility is often the culprit. Without visibility, colleagues and leaders may not fully recognize the value you bring, resulting in missed opportunities for advancement, leadership roles, or meaningful contributions to decision-making processes.

According to the 2024 Lean In Women in the Workplace report, despite advancements, parity for women in the workplace is still about 50 years away. This underscores the urgency of proactively building visibility. Yet for many women, the idea of self-promotion can be daunting, often misunderstood as bragging or self-serving. This discomfort may stem from societal expectations or fear of negative perceptions. However, overcoming this initial hesitation can yield powerful results. As women, strategically promoting ourselves is not only beneficial for individual advancement, but it also indirectly empowers other women—when one woman confidently shares her accomplishments, it creates a safe space for others to do the same.

The benefits of increased visibility are substantial:

  • Increased Opportunities: Visibility puts you on the radar for promotions, challenging assignments, and leadership roles.
  • Enhanced Professional Credibility: When your accomplishments are clearly communicated, your professional reputation strengthens.
  • Greater Influence: Visibility enables you to participate in key decisions, enhancing your ability to shape workplace practices.

Practical Strategies to Create Visibility Now

You don’t have to wait for an ideal workplace culture to increase your visibility. Here are three actionable strategies to authentically promote yourself:

1. Leverage Recurring Meetings to Clearly Communicate Your Impact

Performance reviews and regular one-on-one meetings with your manager offer excellent opportunities to highlight your contributions. Always arrive prepared with specific examples demonstrating how your work directly impacts business goals. Clearly articulate these achievements, framing them as solutions or contributions to broader team goals to ensure they are relevant and relatable. While it may initially feel uncomfortable, remember leaders are busy and will appreciate concise insights into your contributions and how relevant they are to the organization’s objectives. Even briefly sharing your achievements in regular check-ins reinforces your professional value and shows that you’re serious about future advancement.

2. Showcase External Recognitions

Don’t hesitate to share external achievements, like awards, certifications, or speaking engagements, with your manager and colleagues. If you’ve already practiced step one above, sharing these achievements may feel natural. If you’re new to this type of sharing, start with quick, tangible steps, such as updating your LinkedIn profile and casually mentioning these milestones in conversations. Sharing external recognitions internally helps colleagues appreciate your full range of capabilities and contributions, and encourages a culture where celebrating professional milestones becomes the norm.

3. Build and Leverage Professional Networks

You’ve read this in so many other articles, but it would be remiss not to mention it again here: your network is invaluable for visibility. Seek mentors, sponsors, and allies who can advocate for your career progression. Regularly update your professional networks—both within and outside your organization—on your projects and successes. Reciprocate by publicly recognizing your colleagues’ achievements, fostering mutual visibility and respect.

Building a Positive Ripple Effect

When you improve your visibility, you encourage and empower others to do the same. One woman’s confident presence often inspires others, fostering a culture of open communication and shared accomplishments. This ripple effect not only enhances your professional development and career prospects, but also transforms workplace dynamics to create a supportive environment that benefits all women.

Conclusion

Creating visibility and recognition begins with your actions today. Small yet deliberate steps can significantly enhance your career by authentically promoting your accomplishments, leveraging strategic opportunities like meetings or reviews, and nurturing your professional networks. Proactively building your visibility now helps pave the way toward meaningful career growth—not just for yourself but for many other women around you.

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.

Panel Interviews 101: Proven Strategies for Success

by

The good news is that you have secured a job interview. The next step is to prepare. Employers often use panel interviews rather than individual interviews to maximize time and allow those that have a say in hiring decisions to meet each candidate.

Panel interviews are conducted in many industries and are often done so that multiple decision-makers and potential team members can meet each candidate at once.  This saves time in the process itself and allows each to ask questions and to learn from what others ask of you. This also allows the panel members to observe how well you interact and react to potentially stressful situations.  While you may need to gain a new job, finding the right culture and work environment is also key to long-term satisfaction.  Watching the panel’s interaction with you and each other can have significant benefits in learning about the organization and if it is the best fit for you.

Here are some tips on what to do before, during, and after the panel interviews.

Before the Panel Interview

Find Out Who’s on the Panel

While it may seem daunting to meet with numerous interviewers at one time, the panel interview does not need to be.  To help ease your nerves, if not offered upfront, ask for the names and positions of each panel member.  Knowing who will be part of the interview will allow you to research panel members, either using the organization’s website or LinkedIn, to understand their background, position, and timeline within the organization.  When you know their role within the organization and how it intersects with the position you are interviewing for, it allows you to plan for responding to questions they may have of you.

Having this information before your interview can aid in easing nerves and feeling more confident in the process. Panel members may include immediate supervisors, team members, the hiring manager, and possibly a senior leader in that division.

Refer to the Job Posting and Practice

Hopefully, you saved the job posting from the time that you applied, as it most likely is no longer posted.  Keeping every posting where you have submitted your resume aids in recalling the details of the job and allows you to properly prepare. 

Next, practice….practice….practice!  If you still have the job posting, walk through the job responsibilities and those bulleted areas in the posting, and draft short responses to each.  Think of the interviewer(s) asking you to share your direct experiences with each bullet.  Once you have your draft, practice interviewing with a friend or family member.  If you do not have anyone available, you can practice in the mirror or use your phone’s video option to record yourself asking the question and then responding to it.  This allows you to playback your video to watch for proper eye contact, listen for filler words such as ‘um,’ ‘a’ ‘ you know’, as well as ensure you are keeping your responses direct and within a 2–3-minute timeframe.

While interviewers will ask about your experience, they may also pose scenarios that may be reasonable to expect in this role and how you would react should that scenario occur with you in the position.  Being confident in all your experiences and knowledge gained through your career and understanding the organization and how the position fits within it will allow you to feel more confident.

As you prepare for the panel,  focus on your reason for wanting to work for that organization and for wanting that role, and remember the goal of each interviewer is to learn more about you than what is on your resume and to begin to make connections between your experiences and how they can make a positive impact on their vacancy. Think of your responses as telling a story, your story, and how it will benefit the work they do. 

Prepare Questions to Ask

Lastly, the panel members will undoubtedly ask if you have any questions for them after the interview.  Before arriving for the interview, think of a few questions to have as a backup that may be of interest, but also actively listen to each panel member during the interview for additional questions to ask.

Be intentional with your questions.  A good question always relates to their expectations of what the candidate selected will accomplish within the first three months on the job.  Their response will allow you to understand if this is a realistic goal for you should you be offered the role.

At the Panel Interview

Only Take What You Need

It is normal to feel some nervousness heading into a panel interview, but try to relax.  Like preparing for any type of interview, it is best to limit what you take in so that you are not overly concerned or fumbling with bags, coats, and so forth. 

Taking a notepad can be helpful, especially if given a multi-step question, to have pre-curated questions to ask after the interview, and to take notes as interviewers share details about the position, organization, and the process in general.  It is best to make sure you have several pens in case one doesn’t work and enough printed resumes just in case.  Whether they have shared upfront or not, be prepared for a possible walking tour of the organization.

If the panel interview is virtual, ensure that you have everything you need (e.g., notepad, pen, a glass of water) within reach.

Be Mindful of Interactions

As you walk into the location where the interview will occur, don’t underestimate the power of the first person you meet and those along the way. Those individuals could be your new colleagues, and they may be asked for their input on your interaction with them as part of the decision-making from the panel. 

As you meet the panel, wait for each to take the lead of offering a handshake, as some may choose a different greeting, which is perfectly ok. It’s best not to force a handshake if one is not offered and/or if they are already seated and it is not conducive to reaching them.

Usually either the lead panel member will introduce everyone or will have each person introduce themselves and how the process will evolve.  As each panel member asks a question, listen carefully and ask for clarification if unsure before responding. While you want to focus on speaking to the person who posed the question, don’t limit eye contact to that person. Rather, make sure to include each panel member in your response.

After the Panel Interview

Send a Follow-Up Message

After you leave the interview, send a brief email thanking each panel member.  It’s best to reach out to each; however, if you are unable to gain the email addresses of each, you can send one note of appreciation to the lead interviewer and ask that they share your gratitude for their time with the others.  If you do send individual emails, make sure they are brief and to the point of your interaction with that person.

Conclude your message by reiterating your interest in the role and working for the organization.

Check out Top Articles on 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.

A Comprehensive Overview of Higher Education Roles

by

Overview of Higher Education Roles: Explore Career Paths in HIgher Ed

Higher education is a vibrant and diverse field offering far more than traditional professor roles. From teaching and administration to student services and operations, this dynamic industry provides diverse paths for professionals seeking meaningful, impactful work. Whether you are passionate about shaping the minds of tomorrow, supporting students’ personal and academic growth, or driving the behind-the-scenes operations that keep institutions running smoothly, there is a role in higher education that could align with your skills and aspirations. 

For career changers, higher education is appealing because it offers meaningful work, opportunities to grow, and a chance to make a lasting impact. With transferable skills like leadership, communication, and problem-solving, you can bring unique value to this industry without needing academic experience. 

This article will explore the many faces of higher education careers, breaking them into four key categories: teaching, administration, student services, and operations. By understanding these roles and the skills they require, you will be better equipped to find your fit in this exciting and rewarding industry. 

Teaching Roles in Higher Education

Teaching is one of the most visible and impactful career paths in the higher education field. Whether you are leading a lecture hall as a professor, instructing smaller classes as a lecturer or adjunct, or supporting course delivery as a teaching assistant, educators play a critical role in shaping the academic journey of students. 

Pathways into teaching roles often depend on your expertise and educational background. For tenure-track professor positions, a PhD and a record of research and publications are typically required. However, many institutions also hire adjunct instructors and lecturers with master’s degrees and bring valuable professional experience to the classroom. Career changers with industry expertise are especially in demand for applied fields like business, healthcare, and technology. 

Transferable skills such as public speaking, curriculum development, mentoring, and translating complex ideas into understandable concepts are vital in teaching roles. If you have honed these skills in other fields, they can position you well for a transition into higher education.

While the challenges of teaching include balancing responsibilities like research, grading, and student engagement, the rewards are substantial. Educators get the opportunity to inspire the next generation, foster critical thinking, and contribute to the intellectual growth of society.

Administrative Roles in Higher Education

Administrative roles in higher education are the backbone of institutions, ensuring that academic programs, student services, and institutional goals are executed effectively. From department chairs and academic advisors to deans and enrollment managers, administrators work across diverse areas to maintain structure and drive progress within colleges and universities.

Pathways into administration vary depending on the level and scope of the role. Entry-level positions, such as program coordinators or academic advisors, often require a bachelor’s or master’s degree and strong organizational skills. Leadership roles like deans or vice presidents typically demand advanced degrees, such as master’s or doctorate, alongside years of experience in education or leadership. Career changers with management, strategic planning, or project coordination expertise can leverage these skills to transition into administrative roles. 

Transferable skills like communication, leadership, budgeting, and team collaboration are essential for success in administration. For example, experience managing teams, creating strategic plans, or leading initiatives in other industries can seamlessly apply to administrative work in higher education.

While administrative roles can be demanding, often requiring long hours and the ability to navigate institutional politics, they offer the chance to shape policies, foster organizational growth, and directly impact the success of students and staff.

Student Services Roles in Higher Education

Careers in student services focus on supporting the personal, academic, and professional development of students. These roles are critical to fostering a positive student experience and ensuring success both inside and outside the classroom. Common positions include career counselors, mental health advisors, financial aid officers, student engagement coordinators, and residence life directors.

Pathways into student services often depend on the specific role. For example, career counselors and mental health advisors may require degrees in counseling, psychology, or social work, as well as relevant certifications (e.g., career counseling or mental health licensure). Other positions, such as student activities coordinators or academic support specialists, may only require a bachelor’s degree and strong interpersonal skills. For career changers, backgrounds in customer service, human resources, or social services can be valuable when transitioning to student-focused roles.

Transferable skills such as empathy, active listening, event coordination, conflict resolution, and problem-solving are essential in student services. Professionals who excel in building relationships and providing personalized support can thrive in this area.

While the challenges of student services include managing crises, balancing administrative duties, and addressing diverse student needs, the rewards are immense. Helping students overcome obstacles, discover their potential, and achieve their goals can be one of the most fulfilling aspects of a higher education career. 

Operations and Support Roles in Higher Education

Behind every successful college or university is a team of professionals managing the essential functions that keep the institution running smoothly. Operations and support roles in higher education encompass a wide range of careers, including IT specialists, human resource professionals, facilities managers, finance officers, and marketing and communications staff. 

Pathways into operations roles depend on the area of expertise. IT professionals may need certifications or degrees in computer science, while HR specialists benefit from backgrounds in talent management and employment law. Marketing and communications professionals typically hold degrees in public relations, journalism, or digital media. Career changers with experience in business operations, project management, or technical fields can successfully transition into these roles. 

Transferable skills such as data analysis, budgeting, crisis management, technical proficiency, and strategic planning are highly valuable in higher education operations. Professionals with corporate administration, IT, or marketing backgrounds can bring fresh perspectives and innovations to educational institutions.

While challenges in operations include adapting to institutional needs, managing budgets, and keeping up with evolving technology, these roles offer stability, professional growth, and the satisfaction of contributing to the overall success of a college or university. Those in operations ensure that faculty, students, and administrators have the resources they need to thrive. 

Finding Your Place in Higher Education

Higher education offers a wide range of career paths beyond the traditional faculty role, making it an excellent option for career changers seeking meaningful work. Whether you are drawn to teaching, administration, student services, or operations, there is a place for professionals with diverse skills and backgrounds in this field.

Many skills gained in other industries—such as leadership, communication, problem-solving, and strategic planning—are highly transferable to higher education careers. Whether you have experience in business, healthcare, technology, or counseling, you can find a rewarding role that aligns with your expertise and passions.

If you are considering a career change, explore opportunities at colleges and universities to see where you might thrive. Higher education is not just about teaching—it is about shaping the future, supporting students, and making a lasting impact.

Explore our free ebooks on job hunting and succeeding in higher education.

About the Author: Shelby Harris is a freelance writer and public sociologist. She holds a master’s degree in Sociology from East Carolina University.

Webinar: Finding & Applying for Jobs in Higher Education

by

Are you ready to pursue a rewarding career in higher education? Watch our webinar, Finding and Applying for Jobs in Higher Education, to explore diverse career opportunities in higher education and discover why this dynamic field may be the perfect fit for your professional goals. In preparation for our upcoming virtual career fairs, we’ll also show you how to make the most of the CareerEco platform. Learn best practices, get a live tour of the platform, and take actionable steps to jumpstart your career journey.

Download the presentation deck.

Interact, network, and explore exciting employment opportunities in higher education at our upcoming HERC Jobs Higher Ed Virtual Career Fairs! Get more info on upcoming events and register for free. 

Find it Fast

Join HERC
HERConnect (Member Login)