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

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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

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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

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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

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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

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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

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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. 

How to Build a Professional Network in Higher Education

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Professional Networks: Two higher ed professionals networking

The higher education field thrives on collaboration, shared knowledge, and community. Networking is one of the most valuable tools for building a successful career in higher education, allowing you to build a reputation, exchange ideas, and stay informed about trends in the field. Yet, growing a professional network is often overlooked by recent graduates and early-career professionals. Whether you aim to secure a position, collaborate on research, or gain guidance from experienced professionals, making the right connections can lead to opportunities you might not discover otherwise. Effective networking helps establish meaningful relationships that provide support, career inspiration, and long-term success.

This article will explore building professional networks in higher education by finding mentors, fostering relationships with colleagues, and actively participating in professional organizations.   

Connect with Mentors

Mentors are an invaluable part of your professional network in higher education. They offer guidance, share their experiences, and help you navigate challenges as you advance your career. Finding and establishing a strong mentor-mentee relationship is one of the most effective ways to grow in your field.

Finding Mentors

Start within your immediate circle. Professors, supervisors, or senior colleagues who have guided you during your education or work experiences are excellent candidates. Attend conferences, academic workshops, or webinars outside your immediate network to meet professionals whose work aligns with your goals. For example, if you are interested in educational policy, seek out scholars or administrators who specialize in that area.

How to Reach Out

When reaching out to a potential mentor, personalization is key. Explain what you admire about their work and how their expertise aligns with your goals. Be clear about why you are reaching out. For example:

“I have been following your research on higher education equity, and it aligns closely with my interests… I would appreciate the opportunity to learn more about your career path and any advice you might have for someone starting in this area.”

Maintaining the Relationship

After you have connected with a mentor, nurture the relationship by scheduling regular check-ins, asking thoughtful questions, and showing genuine gratitude for their time. Share updates on your progress and let them know how their advice has affected your decisions. Building a strong mentor-mentee relationship takes effort, but it is a mutually rewarding experience that can last for years.

Develop Relationships with Colleagues

Colleagues are an essential part of your professional support system. Building strong relationships with them fosters collaboration, shared learning, and long-term connections that can enhance your career.

Start Where You Are

Begin by engaging actively in your academic or workplace environment. Volunteer for team projects, participate in department meetings, and attend social events. Informal interactions, like grabbing coffee or chatting at a networking mixer, often create stronger bonds than formal interactions,

Network Beyond Your Institution

Conferences, panels, and workshops are excellent opportunities to meet colleagues outside your immediate circle. Do not hesitate to introduce yourself, exchange ideas, or share your interests. For example, approach the speaker with a compliment or a follow-up question after a conference presentation that resonates with you.

Stay in Touch

Building relationships requires consistency. Stay connected through LinkedIn or email and check in periodically to share updates or celebrate their achievements. A simple message, such as congratulating a colleague on a publication or promotion, keeps the relationship alive.

Be Active in Professional Organizations

Professional organizations are invaluable for anyone seeking to expand their professional network in higher education. These groups provide access to career resources, professional development, and a broader community of like-minded individuals.

Benefits of Joining Professional Organizations

Membership often includes access to job boards, mentorship programs, webinars, and exclusive networking events. Examples of organizations in higher education include NASPA, the American Association of Colleges and Universities (AAC&U), and regional education associations. Membership helps you connect with others and keeps you updated on trends in your field.

Get Involved

Joining an organization is just the first step. To maximize your experience:

  • Volunteer for committees.
  • Contribute articles or resources to the organization’s newsletters.
  • Submit proposals to present at conferences.

Active participation increases your visibility, demonstrates your dedication, and allows you to establish a professional reputation beyond your institution.

Expand Your Reach

Professional organizations allow you to connect with experts and peers across institutions and geographic locations. These connections can lead to research collaborations, job opportunities, and leadership roles. The more engaged you are, the more you will gain from your involvement.

Build Your Future Through Networking

Networking is a powerful tool that can transform your career in higher education. Connecting with mentors, fostering relationships with colleagues, and engaging actively in professional organizations will create a strong support system to guide and inspire you.

Networking is not about collecting contacts but building meaningful, mutually beneficial relationships. Approach every opportunity with curiosity, effort, and a genuine willingness to learn and share. The connections you form today will shape your future in higher education, opening doors to growth, collaboration, and success.

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.

Share Your Thoughts on Higher Ed Careers & Enter For a Chance to Win

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SURVEY CLOSED

The landscape of employment in higher education is evolving, driven by societal changes, technological progress, and persistent challenges from national and global events. Higher education employers are eager to understand your priorities. Your feedback can significantly shape how they adjust to fulfill the current and future requirements of job seekers.

We produce a comprehensive report with survey findings and recommendations, benefiting our members representing over 550 higher education institutions committed to growing and supporting an inclusive workforce.

If you complete the entire survey and are eligible, you can enter for a chance to win one of eight $50 gift cards (winners will be able to choose a gift card on Giftogram). At the end of the survey, you will have the opportunity to enter your email address for a chance to win.

The survey should take about 10-15 minutes to complete. It will be live from Tuesday, February 4, 2025, until 11:59 pm PST on Monday, February 24, 2025. Please note: Survey prizes are only open to U.S. residents over the age of 18.

Your confidentiality is important to us. All data is stored in a password-protected electronic format. To help protect your confidentiality, the surveys will not contain information that will personally identify you. The results of this survey will be used to communicate job seeker trends to HERC member institutions and to develop new job search and career resources. If you have any questions or feedback about the survey, please contact marketing@hercjobs.org.

Terms and Conditions:

NO PURCHASE IS NECESSARY TO ENTER OR WIN. A PURCHASE DOES NOT INCREASE THE CHANCES OF WINNING.

1. Eligibility: The Campaign is only open to legal residents of the United States of America who are 18 years of age or older as of the date of entry, and is void where prohibited by law. Employees of the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs), its affiliates, subsidiaries, advertising and promotion agencies, and suppliers (collectively the “Employees”), and immediate family members and/or those living in the same household of Employees are not eligible to participate in the Campaign. The Campaign is subject to all applicable federal, state, and local laws and regulations. Void where prohibited.

2. Agreement to Rules: By participating, the Contestant (“You”) agree to be fully unconditionally bound by these Rules, and You represent and warrant that You meet the eligibility requirements. In addition, You agree to accept the decisions of the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs) as final and binding as it relates to the content of this Campaign.

3. Campaign Period: Entries will be accepted online starting on Tuesday, February 4, 2025, and ending on Monday, February 24, 2025. All online entries must be received by Monday, February 24, 2025, at 11:59 PM PST.

4. How to Enter: Enter to win by completing this survey. The entry must fulfill all Campaign requirements, as specified, to be eligible to win a prize. Entries that are incomplete or do not adhere to the rules or specifications may be disqualified at the sole discretion of the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs). Limit one (1) entry per person and per email address. Three (3) potential prize winners will be chosen in a random drawing from among all eligible entries received. You must provide the information requested. You may not enter more times than indicated by using multiple email addresses, identities, or devices in an attempt to circumvent the rules. If you use fraudulent methods or otherwise attempt to circumvent the rules, your submission may be removed from eligibility at the sole discretion of the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs).

5. Prizes: The eight Winner(s) of the Campaign (the “Winner”) will receive one of eight $50 (USD) gift cards selected through a gift card company. The specifics of the prize shall be solely determined by the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs). No cash or other prize substitution shall be permitted except at the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs)’s discretion. The prize is nontransferable. Any and all prize-related expenses, including without limitation any and all federal, state, and/or local taxes, shall be the sole responsibility of Winner. No substitution of prize or transfer/assignment of prize to others or request for the cash equivalent by Winner is permitted. Acceptance of prize constitutes permission for the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs) to use Winner’s name and entry for purposes of advertising and trade without further compensation, unless prohibited by law.

6. Odds: The odds of winning depend on the number of eligible entries received.

7. Winner Selection and Notification: Winner will be selected by a random drawing under the supervision of the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs). Winner will be notified by email within five (5) days following selection of Winner. The Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs) shall have no liability for Winner’s failure to receive notices due to spam, junk e-mail, or other security settings or for Winner’s provision of incorrect or otherwise non-functioning contact information. If Winner cannot be contacted, is ineligible, fails to claim the prize within 7 days from the time award notification was sent, or fails to timely return a completed and executed declaration and release as required, the prize may be forfeited and an alternate Winner selected. Receipt by Winner of the prize offered in this Campaign is conditioned upon compliance with any and all federal, state, and local laws and regulations. ANY VIOLATION OF THESE OFFICIAL RULES BY WINNER (AT THE HIGHER EDUCATION RECRUITMENT CONSORTIUM’S SOLE DISCRETION) WILL RESULT IN WINNER’S DISQUALIFICATION AS WINNER OF THE CAMPAIGN, AND ALL PRIVILEGES AS WINNER WILL BE IMMEDIATELY TERMINATED.

8. Rights Granted by You: You shall indemnify, defend, and hold harmless the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs) from and against any suit, proceeding, claims, liability, loss, damage, costs or expense, which the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs) may incur, suffer, or be required to pay arising out of such infringement or suspected infringement of any third party’s right.

9. Terms & Conditions: The Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs) reserves the right, in its sole discretion, to cancel, terminate, modify or suspend the Campaign should virus, bug, non-authorized human intervention, fraud, or other cause beyond the Higher Education Recruitment Consortium’s, a project of the Tides Center (HERC Jobs) control corrupt or affect the administration, security, fairness, or proper conduct of the Campaign. In such case, the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs) may select the Winner from all eligible entries received prior to and/or after (if appropriate) the action taken by the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs). The Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs) reserves the right, in its sole discretion, to disqualify any individual who tampers or attempts to tamper with the entry process or the operation of the Campaign or website or violates these Terms & Conditions. The Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs) has the right, in its sole discretion, to maintain the integrity of the Campaign, to void votes for any reason, including, but not limited to: multiple entries from the same user from different IP addresses; multiple entries from the same computer in excess of that allowed by Campaign rules; or the use of bots, macros, scripts, or other technical means for entering. Any attempt by an entrant to deliberately damage any website or undermine the legitimate operation of the Campaign may be a violation of criminal and civil laws. Should such attempt be made, the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs) reserves the right to seek damages to the fullest extent permitted by law.

10. Limitation of Liability: By entering, You agree to release and hold harmless the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs) and its subsidiaries, affiliates, advertising and promotion agencies, partners, representatives, agents, successors, assigns, employees, officers, and directors from any liability, illness, injury, death, loss, litigation, claim, or damage that may occur, directly or indirectly, whether caused by negligence or not, from: (i) such entrant’s participation in the Campaign and/or his/her acceptance, possession, use, or misuse of any prize or any portion thereof; (ii) technical failures of any kind, including but not limited to the malfunction of any computer, cable, network, hardware, or software, or other mechanical equipment; (iii) the unavailability or inaccessibility of any transmissions, telephone, or Internet service; (iv) unauthorized human intervention in any part of the entry process or the Promotion; (v) electronic or human error in the administration of the Promotion or the processing of entries.

11. Disputes: THIS Campaign IS GOVERNED BY THE LAWS OF the United States of America AND California, WITHOUT RESPECT TO CONFLICT OF LAW DOCTRINES. As a condition of participating in this Campaign, participant agrees that any and all disputes that cannot be resolved between the parties, and causes of action arising out of or connected with this Campaign, shall be resolved individually, without resort to any form of class action, exclusively before a court located in California having jurisdiction. Further, in any such dispute, under no circumstances shall participant be permitted to obtain awards for, and hereby waives all rights to, punitive, incidental, or consequential damages, including reasonable attorney’s fees, other than participant’s actual out-of-pocket expenses (i.e. costs associated with entering this Campaign). Participant further waives all rights to have damages multiplied or increased.

12. Privacy Policy: Information submitted with an entry is subject to the Privacy Policy stated on the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs) website. To read the Privacy Policy, click here.

13. Winners List: To obtain a copy of the Winners’ names or a copy of these Official Rules, mail your request along with a stamped, self-addressed envelope to: The Higher Education Recruitment Consortium, PO Box 3794, Santa Cruz, CA 95063 USA. Requests must be received no later than March 31, 2025.

14. Sponsor: The Sponsor of the Campaign is the Higher Education Recruitment Consortium, PO Box 3794, Santa Cruz, CA 95063. The Campaign hosted by the Higher Education Recruitment Consortium, a project of the Tides Center (HERC Jobs) is in no way sponsored, endorsed, administered by, or associated with Facebook, Twitter, or LinkedIn.

Key Insights for Career Changers Navigating Academic Culture

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Transitioning into academia from another field can be exciting and challenging, and becoming familiar with academic culture can significantly ease the process. For individuals looking to change careers and enter the field of higher education, understanding academic culture is key. It enables them to navigate the norms, expectations, and practices within academia. Familiarity with these academic standards and values is essential for success in higher education settings.

Understanding Academic Culture

Academic culture refers to the unique norms, values, traditions, and expectations shaping the higher education experience. Academic culture emphasizes research, collaboration, critical inquiry, interdisciplinary engagement, and shared governance. It is also vital to understand that academic culture can vary significantly by institution. For example, research-focused universities may prioritize publishing and grant acquisition, while teaching-focused colleges often emphasize student engagement and classroom instruction.

Key Norms & Expectations To Be Aware Of

Shared Governance, Collaborative Decision-Making, and Intellectual Freedom: In higher education, the decision-making process is usually more collaborative and decentralized compared to other fields because academia emphasizes intellectual freedom, interdisciplinary collaboration, and shared governance. This allows faculty members and administration to all have a role in shaping the institution’s direction, including areas such as academic policies, curriculum design, faculty hiring/promotions, budgeting/resource allocation, and institutional governance.

The Importance of Research and Publication: Grants, research, and publishing all influence career progression and reputation within academia. These are fundamental aspects of academic life and play a crucial role in how scholars advance their careers, gain recognition in their fields, and contribute to the broader academic community.

Teaching as a Core Responsibility: Teaching is the core of most academic roles; it involves course preparation and delivery, curriculum development, and student engagement. Teaching is valued at all institutions, but the expectations for focus on teaching can vary significantly based on the institution type.

4 Tips for Navigating Academic Culture

  • Build relationships and network strategically. Connect with colleagues, mentors, and peers to build a support system and collaborate on projects to establish yourself in the academic community.
  • Learn the language of academia. Taking the time to become familiar with the terminology, publication processes, and teaching conventions will help you communicate effectively, establish credibility, and navigate the nuances of the academic world
  • Embrace flexibility and interdisciplinary learning. Higher education environments thrive on flexibility and innovation, often requiring individuals to work across disciplines or rethink traditional approaches to problem-solving.
  • Seek opportunities for professional development. Enhance your academic credentials and strengthen your skills by attending workshops, conferences, and training sessions.

Embrace the Learning Curve

Transitioning into academic culture is a rewarding journey filled with many opportunities for personal and professional growth. It is also a gradual learning process; it is natural to make mistakes along the way. Academia operates differently from many other fields and adjusting might take time. By taking the time to understand these unique norms and expectations, career changers can ease their transition into the academic environment.

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.

Overcoming Challenges: Breaking Barriers for Women in Leadership

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The path to leadership is filled with unique challenges for women but equally rich with opportunities for growth and empowerment.  Whether it’s breaking stereotypes, navigating work-life balance, or claiming recognition in male-dominated spaces, women in leadership can overcome these barriers with strategic actions and the support of allies. This guide addresses some of the most common challenges and provides actionable solutions for women seeking leadership roles.

Challenge 1: Gender Bias and Stereotyping

Despite progress, gender biases and stereotypes persist in the workplace. Women leaders are often subjected to assumptions about their competence or leadership style, such as being too emotional or not assertive enough.

Solution:

  • Embrace Authenticity: Lead with your unique strengths rather than trying to fit into traditional molds. Authentic leadership builds trust and credibility.
  • Challenge Assumptions: Address stereotypes proactively through your results. Let your achievements speak louder than biases.
  • Engage Allies: Find colleagues who support gender equity and are willing to advocate alongside you in meetings or decision-making forums.

Challenge 2: Work-Life Balance

Leadership roles often come with demanding schedules, and women frequently juggle professional responsibilities with caregiving or other personal obligations.

Solution:

  • Set Boundaries: Clearly define and communicate your working hours to your team. This helps establish realistic expectations.
  • Delegate and Prioritize: Focus on high-impact tasks and delegate where possible. Use tools like task lists or time-blocking to stay organized.
  • Seek Flexibility: Explore options such as hybrid work arrangements or flexible schedules that align with your needs.

Challenge 3: Limited Access to Networks

Professional networks and mentorship are crucial for career advancement, and women are often underrepresented in these spaces.

Solution:

  • Be Proactive: Join professional associations, attend industry events, and connect with peers on platforms like LinkedIn.
  • Find a Mentor: Identify leaders you admire and reach out for guidance.
  • Build Your Network: Create informal groups with like-minded professionals to exchange ideas, share resources, and support one another.

Challenge 4: Pay and Opportunity Gaps

Unequal pay and fewer opportunities for advancement are significant barriers for women aspiring to leadership positions.

Solution:

  • Know Your Worth: Research industry benchmarks and come prepared with data to negotiate salaries and promotions.
  • Ask for What You Deserve: Practice making your case with confidence, emphasizing your accomplishments and their impact on your organization.
  • Target Inclusive Employers: Seek companies with strong commitments to diversity, equity, and inclusion, as they are more likely to offer equitable pay and career growth opportunities.

Challenge 5: Visibility and Recognition

Women often face difficulties in gaining recognition for their contributions or being included in high-profile projects.

Solution:

  • Advocate for Yourself: Don’t shy away from sharing accomplishments in meetings, reports, or one-on-one discussions with supervisors. Visibility is key to recognition, and by basing your accomplishments on demonstrable results, you leave little room for anyone to dismiss your successes.
  • Take Initiative: Volunteer for challenging assignments that align with your career goals and showcase your expertise.
  • Celebrate Successes: Recognize and share other women’s successes, fostering a culture where achievements are valued and celebrated.

The Power of Collective Change

While individual strategies and actions like the above are vital, broader cultural and organizational shifts are equally important. Women can support one another by mentoring peers, advocating for equitable workplace policies, and creating spaces for honest dialogue about challenges and solutions. Organizations, too, must step up by addressing biases in hiring and promotions, implementing transparent pay practices, and fostering inclusive leadership development programs.

Moving Into Leadership

The journey to leadership is challenging but a path worth pursuing. Each step you take—building a network, advocating for yourself, or mentoring the next generation—contributes to breaking down barriers for all women. By embracing your strengths, equipping yourself with actionable strategies, and fostering supportive communities, you can rise to leadership and inspire others to do the same. Whether you’re navigating higher education leadership positions or striving for career growth in other areas, there is a leadership opportunity out there that is just right for 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.

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