Marketing Director, Author at Higher Education Jobs - Higher Education Recruitment Consortium

Q&A: How to Apply to Federal Jobs

May 31, 2019 by Marketing Director

The “How to Apply to Federal Jobs” webinar with Smithsonian’s Human Resources Specialists sparked valuable follow up questions—and we wanted to share them with you! Thanks to Lisa Collins, Human Resources Specialist (Recruitment), for answering the webinar attendees’ questions.

What do the various times that jobs are open mean (sometimes one week, sometimes six)? Are those differences significant?

The length of the vacancy announcement will vary depending upon the agency, series, and type of announcement. We will use our past experience with recruitment to advise managers on the best strategies for announcing future positions.

For example, if we announce an entry-level clerical position to all U.S. Citizens, we would expect to have a lot of applicants apply. Therefore, some opportunities may have a shorter announcement period (such as five business days) or limit the number of applicants (such as putting an application limit of 100 applicants). Another position may require very specific work experience. The recruitment may benefit by opening the announcement for a longer period of time.

How can I find federal telecommuting positions?

When you go to USAJobs.gov, click on the blue “search” box. You will then see the filter option. You can narrow your search by using the “telework” filter option.

Another way to see the telecommuting or teleworking options is to read the vacancy announcement. Under the “Location” portion of the vacancy announcement you will see the option for “Telework eligible”. This will help you know if you may be eligible to telecommute or telework.

Learn more about filtering on the USAJobs Help Center.

Does the federal government offer standard benefits, or do they vary by agency?

Federal benefits (such as retirement, health insurance, etc) are standardized across the Federal government. You can review Federal benefits on OPM’s website here.

Is a cover letter still recommended, even if not always read?

You may submit a cover letter with your application. If your application is sent to the hiring manager, they will be able to read your cover letter.

However, your cover letter is not reviewed by the Human Resources Office when we are making determinations regarding your eligibility or qualifications for a position. You will want to make sure that everything that the Human Resources Office needs to evaluate your qualifications is included in your resume.

Learn more about creating your resume on the USAJobs Help Center.

When are background and credit checks performed?

The background check starts when you accept a tentative job offer. Agencies may differ on how they process background investigations. The Smithsonian, for example, will first conduct a suitability check. This process determines if you have the required level of character and conduct necessary to work for the Federal Government. Next, depending on the position’s sensitivity and risk, you will undergo a background investigation.

Learn more about background investigations on the USAJobs Help Center.

If we are disqualified for a position based on experience or education, and we believe we are qualified, how can we learn why this happened?

The Human Resources Specialist assigned to the recruitment will contact you through USAJobs to let you know your qualifications for the position. If you are disqualified for a positions, we will provide you with the reason why you were not qualified. You may contact the Human Resources Specialist if you have any questions regarding the determination.

What specific recommendations would you give to applicants over the age of 60? Does this limit opportunities?

As a general rule, the Federal government welcomes applicants of all ages! Some positions, like those in law enforcement or air traffic control, have a maximum entry age. That age may vary from agency to agency, but generally falls within the range of 34-37 years.

Review the job opportunity announcement or contact the agency directly to find out specific information about the job of interest to you. Learn more about age requirements at the USAJobs Help Center.

If someone is overqualified for federal jobs, would that person be rejected?

No. Applicants are encouraged to apply for any position that they feel qualified for. When the Human Resources Specialist reviews your resume, make sure it’s clear to that person that you’re eligible to apply for the position and that you meet the minimum qualifications required for the position.

Learn more about qualifications at the USAJobs Help Center.

What agencies are searching for employees with science backgrounds?

When you go to USAJobs.gov, click on the blue “search” box. You will then see the filter option. You can narrow your search by using the “series” filter option. You can then narrow your search by a specific series, such as Chemistry.

A quick search for Chemistry brings up results for the following agencies: Smithsonian Institution, Department of the Army, Veterans Affairs, Department of Homeland Security, Department of Health and Human Services, just to name a few.

Learn more about filtering on the USAJobs Help Center.

Returning to the higher education workforce after a hiatus

April 29, 2019 by Marketing Director

Returning to the workplace after taking time out can be a daunting prospect, whatever the reason for your break. It can often feel like starting again, which can be very nerve wracking, whilst also presenting the dilemma of how to address the break on a CV or application.

As stressful as it may seem, the reality is that a career break of any kind should not hold you back. Providing you present your break as a positive experience rather than detrimental to your career, and that you take precautions to ensure you have not let your skillset become outdated, there is no reason why you can’t step back into a role in higher education.

Should you mention the break?

This really depends on a couple of factors. How long was the break? And what was the reason for the break? There are many reasons people take a break from their career including parental leave, taking care of an elderly relative, medical treatment, or a break to travel. Each comes with its own merits.

Length of break

The general rule here is a break less than 3 months does not need to be mentioned, but a break over 3 months should be explained. Taking a lengthy break when working in higher education can mean that your skills and qualifications become out of date. If you have had an extended break, it’s a good idea to do something to keep your skills up to date and to mention this as a positive.

Type of break

The type of break is going to be a big factor in deciding how you address it. If you were on parental leave, for example, there is no need to mention the break at all. Parental leave is often a legal requirement and not considered to be a “break,” as you are still under contract. The federal Family and Medical Leave Act, which covers U.S. employers with over 50 employees, guarantees up to 12 weeks unpaid leave for covered employees experiencing certain medical or family issues, but paid leave varies widely in higher education. Generally, however, if you take an approved leave and your dates of service (hiring/termination) aren’t impacted, you shouldn’t feel obligated to address your leave, as it’s not considered a “break in service”.

However, if you took extended leave, it might be necessary to explain why, but there are plenty of ways to achieve this without your break looking like you chose to make your career secondary. Instead of using the term ‘stay at home mom,’ for example, you can say that you took a break from your career to care for your young family but are now ready to devote more time to your career and are looking for a new challenge. This is also applicable if your break was to care for elderly or sick relatives. Always turn your break into a positive.

If you’ve taken a planned break like a career break to travel, highlight all the positive learning experiences. You may have taken a break from the workplace, but travelling will have equipped you with all manner of skills that will aid you in a role in higher education, including communication skills, planning and organization, experience working with people from a variety of cultures and communities, and language skills, which will always be looked at favourably.

Tailor your CV

Break or no break, when applying for a job, your CV needs to be targeted to the role you’re applying for. Employers want to know you have all the skills and experience they are looking for, and you need to make this clear. If you can demonstrate that you have the necessary skills, a career break will be less likely to be viewed in a negative light, especially if you can highlight skills you learnt whilst on the break as a reason for you to get the job, along with your relevant work experience.

Restructure your CV

If you’ve taken time out from your career, a traditional chronological CV isn’t going to do you any favors. A CV like this lists your professional experience in reverse order, with the most recent at the top. This will only serve to highlight gaps, rather than focusing on what you can do. A skills-based CV can be the solution to this, as rather than listing roles in order, it starts with a detailed skills section which can be tailored to the role you’re applying for, providing evidence of what you can do. With this model, by the time an employer gets to your professional experience section, you’ve already hit them with everything they want to hear, and a break will appear less important.

Conclusion

Don’t get too hung up on trying to compensate for a hiatus. Often, a break can be a positive experience that allows you to learn new skills and take a fresh perspective on things. Instead of being concerned with how to hide a break, concentrate on the positive experiences it has given you and use them to your advantage.

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 work place. 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.

How to Apply to Federal Jobs: Webinar

March 7, 2019 by Marketing Director

The federal job application process can be daunting, as you navigate lengthy online forms and strict deadlines. Through this webinar, you’ll learn how to make your application stand out when searching for jobs at government agencies, labs, and institutions. Learn from the Smithsonian Institution’s Human Resources Specialists.

This webinar covers veterans’ preference, the federal recruiting cycle, and helpful resources from the Office of Personnel Management (OPM). Discover the best times of year to search for, and apply to, federal jobs. You’ll also learn what differentiates the federal job application process from the private or nonprofit sectors.

Whether you’re a recent graduate of a public policy program, a newly retired veteran searching for a second career, or a job seeker considering a career shift, you’ll gain critical knowledge as you explore a rewarding, service-oriented career in the federal government. Federal employers that are HERC members include Argonne National Laboratory, Brookhaven National Laboratory, Lawrence Berkeley National Laboratory, the Naval Academy, the Naval Post Graduate School, the National Institutes of Health, and the United States Coast Guard Academy.

If you would like a transcript for this webinar, please email marketing@hercjobs.org. You may also read follow-up questions and answers from the webinar here.

Presenter: Regina Anderson, Human Resources Specialist (Recruitment)

Regina joined the Smithsonian Institution, Office of Human Resources in December 2012 as a HR Specialist, Business Partner. She provides recruitment and placement services for a variety of museums and research centers for the Smithsonian. Regina currently specializes in outreach and diversity as well as the Schedule A Hiring Authority for Persons with Disabilities. Regina has over 20 years of experience working in Human Resources. She graduated from Virginia State University with a Bachelor of Science in Public Administration (Government) and graduated from the University of Maryland with a Master of Science in (Human Resources) Management.

John Chiu, Jr., Human Resources Specialist (Recruitment)

John Chiu, Jr. graduated from the University of Southern California with a Bachelor of Science in Marketing, and then earned a Master of Business Administration from Georgetown University. John started working for the Federal Government in 2002 and joined the Smithsonian in 2009. He specializes in recruitment and serves as the Systems Administrator for the Smithsonian’s Talent Acquisition System (Monster) and the Pathways Program Officer for the Institution.

Lisa Collins, Human Resources Specialist (Recruitment)

Lisa Collins graduated from the University of Maryland, Baltimore County with a Bachelor of Arts in Psychology and was a member of the National Society of Collegiate Scholars. She has over ten years of experience working in Human Resources. Lisa joined the Smithsonian Institution in August 2016 as a Human Resources Specialist (Recruitment) in the Office of Human Resources. She specializes in the recruitment and placement of Trust and Federal employees with non-competitive hiring authorities, including Veteran and Military Spouse recruitments.

Why veterans should consider careers in higher education

November 20, 2018 by Marketing Director

During his twenty years in the military, Adam Potter’s career path took him from starting as an Airborne Infantryman to his retirement as the Senior Army Guidance Counselor of Butte Military Entrance Processing Station (MEPS). Adam currently serves as Director of the Central Midwest Higher Education Recruitment Consortium (HERC) and as Senior Human Resources Specialist at the University of Iowa.

Here’s why your military experience makes you a strong candidate for a job at a college or university:

Your military job likely has a counterpart in higher education. It takes all kinds of skills and knowledge to run a military operation—and the same goes for college campuses. Think of a college or university as a military installation regarding logistics: At the University of Iowa, we have a police force, logistics team, and facilities management staff. The other day, I spoke to someone looking for a job as a pipefitter. I was able to pull up twelve pipefitter jobs on the HERC website. In higher ed, we have to get past the stereotype that many job seekers (not just veterans) have of higher ed: We’re not just hiring professors, there are plenty of staff and administrative roles.

Apply the commitment and flexibility you honed in the military. Right now, employers are really pushing to hire people with soft skills. A lot of veterans bring this to the table. Veterans understand what it means to embrace an organization’s mission and know what it takes to get the job done. People who are used to working at a fast-op tempo are very flexible. They’re willing to embrace change in the higher ed workplace because they’re used to a constantly-shifting environment.

Seek out veterans’ preference at public institutions. Veterans’ preference won’t guarantee you a job, but it will open up certain venues to finding employment. Find out what veterans’ preference means at your particular institution. For instance, at the University of Iowa, if veterans are applying but not getting interviews, or are interviewed but not getting hired, they can contact our Equal Opportunity Office and ask why. This knowledge may prompt you to update your application materials or finesse your interviewing skills.

Multiple opportunities may be a good fit. I think veterans will be pleasantly surprised at the multiple types of higher ed jobs they’re qualified for. I was talking to a veteran who works for the FBI right now, and he’s looking for a new job opportunity. He could easily transfer to a security director role or become a risk specialist at a large university. Similarly, there are likely many jobs that could fit your specific expertise.

Download our free ebook, Veterans Transitioning Into Higher Ed (Revised Edition) for more information on your shift from military to civilian careers. Explore additional resources for veterans from HERC Jobs.

Tips for veterans applying to higher ed jobs

November 20, 2018 by Marketing Director

Tailor your resume so your military experience translates into the higher education realm. Ensure that your resume is understandable to a civilian audience. Eliminate military jargon and ask a friend to proofread it. Here at the University of Iowa and our affiliated institutions, we are extremely rigid with candidate screenings. We want you to clearly match all the required qualifications for a job, and your resume is the first place we screen for that fit.

Expect a collaborative and friendly culture. Higher ed tends to be a very collaborative environment, so expect multiple interviews, including interviews by committee. The culture in higher ed is warm and welcoming; when I first arrived at the university, we had a lot of celebrations and get-togethers for events. Overall, it was a fairly easy transition from navigating a large military installation to a large public university.

The levels of hierarchy can feel similar transitioning from the military to a large university, but there are fewer rules at the university (and no uniforms).

Practice telling your stories, with a focus on the lessons you’ve learned. I recently read about how a veteran was screened out of a job because of how they responded to a question. The candidate had been in the Air Force and, when asked a question about the value of diversity, said, “When everyone’s in blue, you don’t see color.” The candidate was trying to communicate that everyone in the military ought to be treated equally, but unfortunately worded an answer that seemed to erase the different lived experiences of fellow servicemembers. In the military you work in an incredibly diverse environment, but you may not be used to describing it in a certain way. For instance, if asked about the importance of diverse teams, you can speak about the espirit de’corps that you’ve developed working with people of diverse backgrounds towards the same unifying mission.

When I do job coaching, I encourage candidates to think about their stories. Your interviewers don’t care so much about the details of a particular situation so much as the outcome—how you handled yourself through adversity and what you learned. Focus on standard interview questions: Reflect on a time you had a disagreement with a supervisor or a time you led a team. Think of a story for each of these scenarios plus, most critically, be able to articulate the lessons you learned from your decisions.

Thanks to Adam Potter for the above insights. During his twenty years in the military, Adam’s career path took him from starting as an Airborne Infantryman to his retirement as the Senior Army Guidance Counselor of Butte Military Entrance Processing Station (MEPS). Adam currently serves as Director of the Central Midwest Higher Education Recruitment Consortium (HERC) and as Senior Human Resources Specialist at the University of Iowa.

Equal Pay: How to gain ground in the changing equal pay landscape

October 30, 2018 by Marketing Director

On average, women take home 80 cents to every dollar male workers earn, but the pay gap is far worse for many women of color. This compounds over the course of a career, hampering women’s ability to pay off student debt or save for retirement, and can equate to millions of dollars in lost wages. Some states are moving to close these gender and racial pay gaps. Over the last few years over a dozen states have passed pay equity laws, and cities and executives have also taken action. At the same time, a handful of other states are moving in the opposite direction by banning certain kinds of legislation that would help to close discriminatory pay gaps. What does this mean for job seekers? And how can we leverage these changes to be sure we’re maximizing our earning potential?

Kate Nielson, State Policy Counsel for the American Association of University Women, will unpack these changes and highlight laws and regulations every job seeker should know. We will also take a look at “Work Smart,” AAUW’s new online salary negotiation training to brush up on your negotiation skills, something we can all work on, whether we are in a senior position or just starting out in our career.

Speaker Bio

Kate Nielson manages AAUW’s work on state and local policy. She analyzes legislation, tracks developments and trends in state policy, prepares testimony, and drafts model legislative language. As a part of her advocacy work, she establishes relationships with key state policy makers and coalition partners and develops strategies to advance AAUW’s legislative priorities.

Resources

· American Association of University Women

· Fight for Fair Pay

· Work Smart: Salary Negotiations

· Research report, “The Simple Truth About the Gender Pay Gap”

· State Policy Guide Roadmaps

Out on the Job Search: A Webinar for LGBTQ+ Higher Ed Job Seekers

October 1, 2018 by Marketing Director

Is there a “right time” to come out to a prospective employer? What challenges do dual career gay and lesbian couples face in the academic job market? How can you determine if your future colleagues will welcome not only your talents and work experience, but you? Access this webinar for LGBTQ+ job seekers, led by Rochelle “Shelley” Diamond, and discover how to find an affirming higher ed workplace where you can thrive.

Shelley Diamond is an applications specialist and facility manager of Caltech’s Flow Cytometry/Cell Sorting Facility, and the chair of the National Organization of Gay and Lesbian Scientists and Technical Professionals (NOGLSTP). In the nearly forty years since Shelley was involuntarily outed at work and subsequently let go from her job, much has changed; yet members of the LGBTQ+ community still face significant obstacles when navigating the academic job search. Shelley will share her own experience and those of her peers, while drawing on the latest data on LGBTQ+ job seekers in academia. Shelley hopes to inspire you to bring your authentic self to your job search and your career.

Download the presentation slides

Webinar transcripts available upon request, please email marketing@hercjobs.org