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Surviving and Thriving in the Academy

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Working in higher education is a marathon, not a sprint. It is important to take care of yourself so that you not only survive in the academy– but you thrive. Here are some survival tips:

Never Stop Learning

Dr. Cynthia Tyson, Professor in the Department of Teaching and Learning at The Ohio State University, teaches courses in Multicultural and Equity Studies in Education, Early Childhood Social Studies, and Multicultural Literature for Children and Young Adults. Dr. Tyson suggests that you find a mentor and that you know the documents, journals, and resources that impact your work. While you teach, be a lifelong learner. Stay current and contribute to the conversation within your discipline. 

Dr. Claudia Highbaugh, the retired Dean of Religious and Spiritual Life at Connecticut College, reminds us of the importance of making connections. Make friends in the community, and create intentional connections with businesses and community leaders. Network with others in your discipline at other institutions. Design and maintain relationships that support your work and the visibility of the institution in the larger community. It is also critical that we create, sustain, and work hard to foster personal support systems.

Fight for What Matters Most to You

As in all industries, there are political realities in higher education. Choose your battles. Determine if this is the political battle you’re willing to fight for (such as your contract not being renewed, your tenure denied, or your termination from a job), or one that you need to “live to fight another day.” Dr. Tyson advises new professionals to “become a ‘tempered radical’- a person whose approach to surviving in an organization while staying committed to their own identity, cause, community or ideology” (Myerson, 2001).

Keep Your References in Mind

As your career progresses, stay connected to and keep your references apprised of your work as you move from job to job or seek promotions. When your references know you and your work, they can be specific about your accomplishments, and better respond to how your gifts and skills meet the needs of the new position.

Take Care of You

We all have ways of thriving. Audre Lorde wrote in A Burst of Light and Other Essays(1988), “Caring for myself is not self-indulgence, it is self-preservation, and that is an act of political warfare.” Self-care is essential to thriving in the academy.  We must care for our mind, body and spirit as we recognize our call to education. Our gifts and talent remain consistent; the context may change, but we are still incredibly capable. When we meet challenges, we must find ways to center ourselves, learn from our mistakes, clarify expectations, and move on.

Reflect on How You Want to be Remembered

Finally, even as you are beginning your career in higher education, think about what you want your legacy to look like. What do you want your work to do, to change, or to affect? Take note of the students and colleagues that you mentor and support. What have they learned from you? What have you learned from them? Stay in contact with your mentees and supportive colleagues.

About the Author: Leslie Taylor comes from a higher education family. Leslie’s parents are still working, teaching, and mentoring younger faculty members, and her sister is an adjunct professor. Leslie has served as a staff member in religious life, student services, and admissions for 16 years.

Network and Learn from the Comfort of Home!

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Attending conferences and career fairs can be a very effective way to figure out what you want to do next in your career and what steps are needed to get there. This year, these events look very different from what we’re used to. Many of them are happening online, offering works on topics like career planning, virtual interviewing, and salary negotiations. They also have virtual booths for potential employers and companies that provide job resources for you to connect with.

Here’s a short list of virtual events happening this fall:  

Other events and resources:

  • Leading an Intentional Life Online Course: Thomas Edison State University is pleased to offer this course based on the book Time to Get Real! and the Life and Career Planning Model© to help you take some control of your career during these times of changing job markets and massive shifts in the workplace.

Tips for Virtual Interviews

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Virtual interviews are often utilized to conduct interviews at colleges and universities; however, due to guidelines established to prevent the spread of COVID-19, many will conduct all in-person interviews virtually until further notice. Here are a few helpful tips to keep in mind:

Minimize Distractions

Choose a location that is quiet and distraction free. Keep a professional looking notebook and pen handy to jot down any thoughts or questions. Turn off your cell phone to avoid distractions.

Check Your Background

While you are the focus of the call, remember that the interviewer(s) will see objects and decorations in your background. Make sure that your background is professional, appropriate, and best reflects you as a candidate. Clean up the area around your computer to ensure the background on your video is not distracting. Check your lighting. You want enough light that you can be seen clearly, but not too much light that the screen will be harsh or there will be shadows. If using Zoom, consider using a virtual background – you can find more information on how to use virtual backgrounds on Zoom here.

Arrive Early and Test Your Equipment*

Prior to your interview start time, login into the video or call platform to make sure there are no issues with the login credentials or the link provided to you. Test your internet connection. Familiarize yourself with the technology to help avoid technical difficulties.

  • How do you turn on your video camera?
  • Is your microphone muted?
  • Do you have access to a chat box in case there are technical difficulties and you want to communicate with the interviewing team?

Try to avoid using your cell phone camera as a video option, as phone calls and text messages can be unwanted distractions during the interview.

*If you do not have access to the necessary hardware or technology, inform the interview coordinator early so they can make alternative arrangements.

During the Interview

Establish a focal point on the screen near the camera and speak directly into the microphone. Print supporting documents rather than displaying them on a separate screen to minimize unexplained eye movement.  Convey the same level of interest and confidence that you would in an in-person interview.

Remember – this is new to all of us

Virtual interviews are new to many of us. Be patient. Be flexible. Be direct and honest. If errors or glitches with technology occur, let the search committee know and have them repeat their question or assist in resolving the issue.

For more help with virtual interview preparation, we recommend that you visit: Indeed’s Video Interview Guide.

How To Determine if a School or University Is Truly Committed to Diversity

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The job seems perfect. You’re being courted by a top-notch university. You’re dining with deans and grabbing coffee with an eclectic mix of students. You’ve been on Zoom interview after Zoom interview with eager recruiters and hiring managers. Your campus contacts discuss the university’s commitment to diversity and inclusion, and the scenario seems idyllic. You accept the position — only to realize that the inclusive utopia presented to you doesn’t actually exist.

Diversity and inclusion have become buzzwords that most colleges and universities espouse. But how can a job seeker determine if a campus holistically supports diversity before she signs on the dotted line? How does she ascertain whether her campus experience will truly be welcoming?

In this article, three diversity and inclusion experts offer tips to help job seekers look past campuses’ diversity statements to see how they live out these statements in their day-to-day operations.

Look at the Leadership

Job seekers can assess a university’s commitment to diversity by looking at its leadership, according to Dr. Yolanda Lewis, Founder and CEO of I Belong Education Institute, a consulting company that specializes in collegiate retention. Lewis says it’s critical for job seekers to observe: “Are there at least two people of color on the board of trustees? Are there any academic deans of color? Who’s sitting on the president’s cabinet?”

Similarly, Dr. Christine Taylor, vice president and associate provost for Diversity, Equity, and Inclusion at the University of Alabama, urges candidates to investigate whether diversity is concentrated in just a few pockets of the campus or if it’s evident throughout the entire institution.

“It’s one thing to say that we have diverse employees — it is another to look closely at where they are positioned within the organizational structure,” she says. “If people of color are at the bottom rung, and they’ve been there for 10 or 15 years, then that doesn’t necessarily say there’s an opportunity for upward mobility.” Taylor notes that looking at a college’s commitment to developing all of their staff — particularly their staff of color — is a strong indicator of its commitment.

Ask Insightful Questions

Taylor encourages savvy job seekers to ask questions that won’t allow for pat answers. She advises job seekers to move from asking a generic question like “Is your campus committed to diversity?” to instead asking detailed questions like “What are some of the major accomplishments that you’ve had around issues related to diversity, equity, inclusion?” and “What has presented itself as an obstacle to your organization meeting its goals?”

Asking questions that require concrete answers enables job seekers to gauge the depth of an institution’s commitment to inclusion. “Everybody has a [diversity and inclusion] plan because it makes them look good,” says Lewis, but job seekers can assess the commitment to that plan by saying: “I read your plan. Can you give me three concrete initiatives that you hope to implement in the near future?”

Lewis warns job candidates that generic answers or responses like “Oh, we haven’t thought about that” clearly indicate that diversity is the plan only on paper. “That’s the first red flag,” she says. Conversely, Lewis adds that “if that conversation is insightful and it’s not just three or four word answers, then it’s likely that they’re having difficult conversations and that there’s a real commitment.”

Become an Anthropologist

Eddie Freeman, executive director of Human Resources at the University of Texas, Arlington, maintains that it’s prudent for job candidates to closely observe an institution to see if there are areas where “their walk doesn’t match their talk.”

To do this effectively, Taylor suggests that candidates approach their recruitment process like anthropologists. “If you came to campus and you could never speak to anybody, and you just looked around… What do the institutional artifacts tell you about the campus environment?” she asks. “The campus newspaper, the photographs hanging on the wall, who wins campus awards — all of these things tell you a lot about an organization and what it values.”

Freeman agrees, adding: “Look at their website, see what they’re putting out there. You can tell the depth of their commitment by what they have on the website.”

Lastly, Taylor notes that the inclusiveness of a college’s recruitment practices often mirrors the inclusiveness of the broader campus. She says it’s important to track what’s included on your campus tour. She asks, “Does the campus visit take into consideration that you may have wide ranging needs and interest that might differ from other candidates?” Do they include “places that you might want to get your hair done, places of worship, places to dine?” In other words, have they demonstrated that they understand that if hired, “you will be moving not only the 9-5 aspects of your life but your entire life to this community?”

Don’t Forget…

Lewis, Taylor, and Freeman concur it’s important not to overlook best practices like talking with current students, faculty and staff, and asking colleagues and friends about their experiences with a particular institution. Lewis encourages candidates to ask themselves a simple yet crucial question: “How does it feel when you’re walking on campus?” she asks, advising that sometimes a feeling — good or bad — says it all.

About the author: Chanté Griffin is a writer and natural hair advocate whose socially conscious work centers around racial justice. She is a contributing writer for The Root, and her articles, essays, and interviews have appeared in The Washington Post, Ebony, NewsOne, The Los Angeles Times, PBS SoCal, and others.

In her free time, Chanté enjoys creating comedic content about her natural hair journey for The Gram @kinky_coily_comedy and raking up late fees at her local library.

New to crafting a cover letter? What to include and why

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New to crafting a cover letter? What to include and why - HERC

We all know the value of a resume. Even if we have never had to write one, we know what needs to be included, and whether we need to submit one as part of an application is usually very clear. But what about a cover letter? How important is a cover letter when applying for a job and when should you include one?

When they ask for a cover letter

Sometimes it’s very clear that you are to submit a cover letter. If you don’t, you will most likely fail the application process, so it is essential that you follow the guidelines. As part of an application form, you will be asked to demonstrate how you meet the essential criteria of the role. If there is not a clear section and guidance on how to do this, you are best positioned to do so in a cover letter. Take each criterion as it is listed and show how you meet it. This is how you will be scored so address all of the criteria to be in the running for an interview.

When you are not asked for a cover letter

On some occasions, you will not be explicitly asked for a cover letter, so you may be wondering whether you need to include one. In higher education, the answer is always yes. If you must send your resume or application form, it is good practice to send a letter to introduce yourself and make your motivations for the job clear. Even if you think a letter is not required, there is absolutely no harm done if you include one, so why take the risk? A cover letter is a great way to make yourself stand out. After all, with potentially hundreds of applications, it’s a way to help ensure your application package gets reviewed.  

How do you write a cover letter?

Cover letters can seem daunting, but they don’t need to be complicated. Here’s a run down of what to include.

Include contact details

Include personal details (name and contact information) in case your cover letter becomes displaced from your application form or resume. It needs to be clear who you are and that your cover letter has come with other documents. Some people cleverly brand their resume and cover letter so they are similar in appearance.

Have a strong introduction

Your opening paragraph needs to be strong and grab the reader’s attention. Draw them into learning more about your experience through your application package. Present a compelling context for your interest in the position and how it fits into your career trajectory.

Sell yourself

The person reading the cover letter doesn’t want to hear about how the job will help you; they want to know what hiring you will do for them. Clearly state why you are the best person for the position using relevant examples and highlighting your achievements to date. Speak directly about how your skills and experiences apply to the position, particularly the essential criteria.

Close strong

The close of the letter is important. It should be confident and include a call to action. You want the recruiter to contact you so make sure it is clear how to do that and have the confidence to assume they will be doing so in your close.

Keep it professional

As a rule, never start a cover letter ‘hello’ or ‘hi’. This is far too familiar. A cover letter is a professional document so keep it that way or risk getting your application put on the ‘no’ pile before it’s been read. It should be written in a professional tone while also showing a bit of personality.

Review and review again

Think of your cover letter as a writing sample. Correct grammar, punctuation, and spelling are essential. Your paragraph structure should also be easy to follow and your language clear, concise, and compelling. If possible, have a friend or colleague who is a strong writer and editor review your letter and make suggestions.

Conclusion

In short, always include a cover letter. A letter gives a recruiter and hiring committee more information about you, your achievements, and places you firmly in their vision of the position.

Want more CV/resume and cover letter tips? Download our free ebook, How to Apply for Higher Education Careers (Revised Edition).

About the author: Nikki Vivian is a Career Coach and owner of From Kids to Career, which was set up to support women who are returning to a career, or looking to move in a new direction after taking time out to raise a family. Nikki works with Mums to find their true passions and to re-build confidence that can be lost after a break from the workplace. She believes passionately that being a parent does not put you at the bottom of the pile when it comes to your career. Nikki owns CV writing company Confident CV and has 8 years’ experience working in Careers for Cardiff University and works as a writer. Most recently, Nikki is writing content for businesses, organizations, and individuals on how to transition to remote working. She also coaches and delivers online training on this subject.

Now is the time for remote work, so seize the benefits!

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Is it time to think about a permanent remote work situation?

Is it time to think about a permanent remote work situation?

Corona virus has pushed the world into a new way of working. It was a shock to the system with many of us having to learn an entirely different way of managing our workloads from home, amid other family members doing the same, children home from school, and the general anxiety and uncertainty the virus brought with it. While we are still not to the other side, with the dust settling, we have started to get used to remote work and the benefits are showing.

For a long time, remote work has been a buzz phrase, saved mostly for creative freelancers, influencers, and people who work for forward thinking tech companies who are ahead of the times when it comes to working conditions. Employees granted home working as part of a contract in most organizations prior to Corona virus were certainly in the minority. However, a silver lining in the devastation that Corona virus has caused is that remote work opportunities are on the up, now that businesses and organizations have been able to see some of the positives it offers.

Benefits of remote work

It was widely thought that most jobs could not be done remotely but look how we have managed to adapt! From call centers, to schools and universities, to therapy, businesses have adapted and found new ways to continue outside of their usual environment. Many of these have been hugely successful and have benefited both employer and employee. Here are just a few examples:

Cost savings – Without the presence of an office space, businesses are starting to see the money they could save if they were to make use of remote workers instead of insisting everyone is on site. For employees, not having to go to a physical office means less time and cost commuting and saving on the extra costs of childcare for these commuting hours.

More choices – Rather than having staff concentrated in one area because they have to all be within a reasonable distance of their place of work, employees can be based anywhere in the country, even the world, meaning the pool of potential candidates is blown wide open. More choice means the potential to recruit the best talent. For employees, there are more jobs to apply for due to the same reason. No longer are they only able to work for companies who are local. This creates a massive amount of choice and opportunities.

Flexible working – Remote work brings about a certain amount of flexibility for many roles. It may be that time is still set for meetings, teaching, client appointments, etc. but with remote work, employees have more choices in how they structure their day. This is a bonus for the employee and also creates a higher level of autonomy, promoting trust and a happy working environment which can only be good for business.

The time is now

If you are considering remote work, now is a great time. If you have a job that you are currently doing remotely and would prefer to keep it that way, now is the time to approach your employer and state your case about how well it is working before plans are made to revert back to the old way of working. Put your case together stating all the benefits to both you and your employer.

If you are looking for a new remote position, expect to see a lot more in the future. HERC are seeing a variety of remote opportunities so please take a look at the job board as a starting point.

Types of remote work

The type of remote work available now is wide, with many organizations still in work from home mode. Any positions that have been advertised recently are likely to follow the same pattern for the time being, even if it is temporary. Those that are planning on in-person work will have contingency plans for a second wave of Corona virus, so remote work may still be a possibility or at least worthy of a discussion. While traditionally, remote roles were things like tech roles, copy writing and short-term freelance positions, now we are really seeing a large variety including academic roles, teaching roles, research positions and HR jobs. The trend seems to be that the higher the level of a position, the more opportunity for remote work. For example, many manual jobs are just not possible remotely but working in a managerial position that is largely office based lends itself more to working outside of the office environment.

Conclusion

If you have benefited from the current remote work conditions, the good news is that remote work opportunities are increasing. The positive effects of working remotely for many businesses will only serve to see this trend continue. Similarly, if your position has been working well remotely, you have a good case for requesting it continue.

About the author: Nikki Vivian is a Career Coach and owner of From Kids to Career, which was set up to support women who are returning to a career, or looking to move in a new direction after taking time out to raise a family. Nikki works with Mums to find their true passions and to re-build confidence that can be lost after a break from the workplace. She believes passionately that being a parent does not put you at the bottom of the pile when it comes to your career. Nikki owns CV writing company Confident CV and has 8 years’ experience working in Careers for Cardiff University and works as a writer. Most recently, Nikki is writing content for businesses, organizations, and individuals on how to transition to remote working. She also coaches and delivers online training on this subject.

Is now a good time to look for a job?

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Is now a good time to look for a job?

We all know that the job market is a little unsettled right now. Corona virus has forced many businesses to close, recruitment has been put on hold and lots of people have lost their jobs as a result. This has meant that for many there is no choice but to look for a new job. For others, being in lockdown, or changes at work as a result, have given them time to reflect and they have come to the decision that they need to move on from their current position. If this is you, you may be wondering if now is a good time.

A look at the market

Whether looking for a new job is essential to you right now, or whether you are tentatively looking and testing the water, it’s no secret that businesses and organizations are under a lot of pressure and many have had to let people go. Recruitment freezes and cutbacks don’t make for a booming job market but don’t lose heart because there are jobs out there, albeit less than usual. As the economy picks up and businesses get back up and running, job opportunities will be on the up as businesses will be replacing staff they have lost, or rebuilding. Recruitment methods may be very different with many companies utilising technology such as video interviews for a while, but don’t let this put you off if you are serious about a move.

Get prepared

During this time, the best thing you can do if you’re looking to make a move is to start preparing. Start to really think hard about what it is that you really want to do and start laying some plans. Don’t wait for the market to pick up again. When companies and organizations start recruiting, you want to be ready and waiting, with the groundwork done.

Ask yourself some open questions about what you want from your career.

What really lights you up?

What are you really good at?

What is it about your current job that you don’t like?

Are there small things about your role that you’d like to change or are you thinking about a complete change in direction?

If there was nothing standing in your way and money was no object, what would your dream job be?

This is your starting point. Once you know where you really want to be, it will make it easier to narrow your search and have a list of places to approach when the time is right.

Work on your CV/Resume

When you’re ready to start applying for roles, chances are you’ll be asked for a current CV or resume, or at for least the information on it. You don’t want to hold yourself up by messing about with this when recruitment picks up. This is the time to make sure your materials are up to date and ready to use. Don’t stop at your CV and resume either. There is nothing to stop you from also having a template cover letter and any portfolios ready to go as soon as an opportunity presents itself.

Make yourself memorable

If there are no jobs currently available at the organization of your choice, that doesn’t mean you can’t start building connections and getting your name out there so that when a job does come up, you are immediately on the recruiter’s mind. Send your CV or resume and an introductory letter to recruiters and organizations you would like to work for and let them know that you are looking.

Most likely you won’t be able to physically meet anyone right now, but there are still plenty of ways to network online. LinkedIn is great for this so, make sure your LinkedIn profile is up to date and connect to people in your chosen field and to people who work in the organizations you are aiming at. Make sure your profile contains all the right keywords and that your preferences are set to ‘searching for a job’ so that you are easy for recruiters to find when they have something suitable. Join groups, contribute to discussions and be visible.

Upskill

If you have enough time, this is also a great time to upskill. If you’re looking to move to a new field, or to get a position on the next step of the ladder, this is a good time to brush up on your skills and knowledge. Take some courses online or do your own learning. Professional development of any kind will be valuable, and it doesn’t have to be costly.

Take time

Jobs are out there but we know this is a time of recruitment freezes and financial pressure for businesses and organizations, which has had an impact on the job market. That doesn’t mean you won’t be successful though and it certainly doesn’t mean you can’t be prepared for when things pick up. Use this time to figure out your plan going forward.

About the author: Nikki Vivian is a Career Coach and owner of From Kids to Career, which was set up to support women who are returning to a career, or looking to move in a new direction after taking time out to raise a family. Nikki works with Mums to find their true passions and to re-build confidence that can be lost after a break from the workplace. She believes passionately that being a parent does not put you at the bottom of the pile when it comes to your career. Nikki owns CV writing company Confident CV and has 8 years’ experience working in Careers for Cardiff University and works as a writer. Most recently, Nikki is writing content for businesses, organizations, and individuals on how to transition to remote working. She also coaches and delivers online training on this subject.

Stress relief when working remotely: How to scale up social—not physical—contact

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Working remotely certainly has it perks, but it also has some downsides. Most of these revolve around the isolated nature of working outside of an office environment. In absence of a team, remote work can feel very lonely at times. Without a trusted colleague to bounce ideas off of, spur you on, or resolve issues, you may lack motivation and feel like you are coping alone.

When working remotely, how can you relieve the sense of isolation associated with a lack of connection?

When we work side-by-side with others, our coping mechanisms often involve sharing concerns, ideas, and a bit of our personal lives with colleagues. But working alone doesn’t mean you have to be isolated. Here are a few tips to help you relieve stress and scale up on social interaction virtually instead of physically.

Pick up the phone

Communication is key in most organizations, but when working remotely it’s even more important. Phone calls enable you to get an instant response to your questions and talk through ideas and concerns without having to wait between each email/text interaction. You’ll have the satisfaction of problem-solving in a few minutes than over the span of a day (or week!). Hearing a friendly voice does wonders when you are feeling isolated, too.

Video calls

Video calls are one step up from a voice call. Seeing a colleague smiling encouragingly when you are feeling stressed is a huge motivation. With team meetings on Zoom or Skype, you won’t have to stress over problems alone.

Remember that your day isn’t all about work

At your regular workplace, you most likely get a break for lunch and regular breaks throughout the day. When you work remotely, this should be no different. Take time out to connect with people in a way that isn’t through work. Call a friend, have lunch with someone else in your house, or spend some time doing something that makes you feel good and relieves stress.

Get up

Keeping active helps us concentrate and keeps us motivated, as well as having a profound impact on our mental wellbeing. When you feel your energy levels dip, get up and move around. There are a wealth of exercise videos you can do on YouTube or you can even join a class virtually. This will allow you to feel a connection to others throughout the day, even if you’re not physically with them.

Change your perspective

Working at home may come with some negatives, especially if your whole family is home with you and you are expected to home school, parent, and work. Rather than look at how stressful it is, change your perspective. Think of being home as the most positive thing you can do right now. Staying at home as much as possible means you are protecting your family; not going out means you are limiting the spread of COVID-19. This is certainly a difficult time, but it is a sacrifice that could save lives and keep you and your loved ones healthy.

Meditate

Meditation has been found to have massive benefits on beating stress and relieving anxiety. Make sure you take 10-30 minutes out of your day to just ‘be’. If you don’t fancy meditation, just sit quietly with no distractions. If you want to try meditating, learn to ignore the chatter around you and quiet your mind. Focus on your breath, count, or just sit. There are a number of apps like Headspace, Calm, or videos on YouTube that will give you a guided mediation if you’re new to it.

Conclusion

While working remotely requires some adjustments, it doesn’t have to mean working in isolation. Humans are social creatures and we need interaction from others. We just need to get creative about how we do it.

About the author: Nikki Vivian is a Career Coach and owner of From Kids to Career, which was set up to support women who are returning to a career, or looking to move in a new direction after taking time out to raise a family. Nikki works with Mums to find their true passions and to re-build confidence that can be lost after a break from the workplace. She believes passionately that being a parent does not put you at the bottom of the pile when it comes to your career. Nikki owns CV writing company Confident CV and has 8 years’ experience working in Careers for Cardiff University and works as a writer. Most recently, Nikki is writing content for businesses, organizations, and individuals on how to transition to remote working. She also coaches and delivers online training on this subject.

Understanding the Dual Career Search from the Administrator’s Point of View

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The academic job search can be a daunting task. Add the need for two positions for a working couple and it can become all the more challenging.

In a recent HERC webinar, Navigating a Dual Career Search: The Administrator’s Perspective, we learn important aspects of the hiring process along with some fundamental differences between institutions. We’ve outlined the key talking points presented by our panelists as they gave us an inside look on how their universities handle the dual career search.

Understand that each institution has its own policies and procedures.

The dual career search is not a one-size-fits-all situation across universities. This becomes most evident when a candidate wants to know when it is appropriate to ask about dual career resources for their spouse or partner. While some universities welcome this question anytime during the interview process, others will defer this information until after an offer has been made. This is because many institutions will include dual career resources as part of a job offer package. Larger institutions have designated department chairs who will meet with your partner/spouse to discuss career goals. They will work with the departments and offices across the university on behalf of your partner/spouse. In some cases, depending on the type of employment your partner/spouse is seeking, the department chair may have the flexibility to create a new position altogether. 

Ask how long assistance will be available for your spouse or domestic partner.

Some institutions limit their resources to the start of a position, while others will offer their services throughout your duration at the university. Take note whether those resources will become available when needed if your spouse or domestic partner decides to take extended time off.

Your spouse or domestic partner must take initiative.

This cannot be stressed enough! In order to obtain a successful outcome, your spouse or partner must be actively searching for positions and submitting applications. Dual career resources should be used as a supportive tool during this process, however, administrators welcome the use of your own connections in order to look for opportunities. They urge you to be creative and use your social network. 

Know your constraints.

You will need to decide what your constraints are as a family and be realistic with those constraints. As Dr. Joan S. Girgus of Princeton University points out, for many academic hires, “We recruit families, not individuals.” It is important to take in consideration what other resources will be made available to you outside of a designated dual career program. Find out if the institution offers childcare subsidies, workload relief for new parents, or back-up child care programs. 

Don’t discount small, rural institutions during your job search.

While not all locations offer well established dual career programs, they may offer other resources that could prove to be valuable. With a city population of only 10,000, Gustavus Adolphus College is a perfect example. Dr. Brenda Kelly, Provost and Dean of the College, emphasizes that while they do not have their own department designated for dual career situations, they network with other institutions within the region to look for job opportunities. Because they are partnered with Upper Midwest HERC, they also utilize HERC’s dual career resources to help during the search process.  

As you and your partner search for new career opportunities, remember that flexibility is key, both on the part of your family and the university. While you may not be able to recreate your current situation, institutions value what dual career families have to offer. So don’t be afraid to ask questions! Remember to stay focused on your goals, be resourceful, and continue to work as a team.

Want to increase your career opportunities? Take a bite of PIE!

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One of the most pleasurable things I’ve done throughout my career is coach leaders in higher education as they explored their career options and interviewed for new leadership opportunities. As people prepare for taking that next step, it is often helpful to ask them think about their PIE.

What is PIE, you might ask? It’s a useful acronym that I was reminded of by Dr. Damon Williams, author of Strategic Diversity Leadership. PIE stands for Performance, Image, and Exposure.

Performance

Performance, of course, is the baseline for all leaders. When looking for leaders, we are always looking for those who have high performance and high potential. In the words of a colleague of mine, “we are looking for rock stars!”

Here are some questions for you to consider with regards to performance:

  • What are your strengths?
  • What goals are you setting for yourself and how are you meeting them?
  • What difficult or complex projects have you accomplished recently?
  • Are you satisfied not only with what you’ve accomplished, but how you’ve accomplished it?
  • How can you build upon your good performance to make it great?

Image

Image is what you are known for.  It is the personal brand that you project based upon what you do, how you communicate what you do, and how you present yourself to the world. Ask yourself:

  • What am I known for in my work community?
  • What would my supervisor or others say about my knowledge, skills, and abilities?
  • How am I using my expertise and my sphere of influence to be of service to others?
  • Do I project an image of professionalism in my communications, both verbally and in writing?
  • Am I trustworthy? Have I demonstrated reliability, respect, and competence to others?
  • How am I managing first, second, and third impressions? Is there something in my personal appearance that might need to be updated?

Exposure

Exposure is the opportunity to meet with internal and external leaders and groups who aren’t in your normal sphere of colleagues. Positive exposure can build your credibility quickly and open up leadership opportunities that may have been closed to you. Ask yourself:

  • When was the last time I took a risk to speak to leaders or groups outside of my normal work sphere?
  • What possible opportunities do I have in the future to: a) make a presentation; b) lead a project team; c) network with others?
  • How might I initiate a conversation with my supervisor to create new job assignments that would increase my exposure?
  • Is there a particular leader that I could ask about initiating a mentoring relationship?
  • What current job openings are of interest to me and which ones should I apply to?

What parts of PIE resonate with you?

Author: Anita Rios is an experienced consultant and executive coach providing customized talent acquisition and development services and consultation to colleges and universities looking to strengthen their leadership pipeline. She also works with higher education leaders who want to grow their careers with individual leadership development coaching, transition planning, and interview preparation.  Anita is a certified professional in learning and performance (CPLP) and also holds certifications in: EQi, MBTI, DiSC, and StrengthsFinder. Rios Consulting LLC  is a proud partner of HERC. 

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