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Gauging Workplace Culture: What to Ask During Your Interview

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Workplace Culture: Graphic of people connected by lines

Evaluating a potential employer’s workplace culture has become essential as having a healthy work-life balance and prioritizing mental health gain importance. In a recent LinkedIn Poll, we asked which factor had most influenced the perception of careers in higher education over the past year. The top response was “workplace environment/culture” (57%), with “compensation and benefits” in a surprising, distant second place (28%).

There are many ways to gauge this through internet research. You can visit the employer’s website to read their “About Us” and “Careers” sections. You can look at the employer’s LinkedIn company page and go deeper by finding their leadership profiles. You can read employee reviews on GlassDoor. All of these are valid methods for gauging an employer’s workplace culture.

Another excellent opportunity to learn about a potential employer’s workplace culture is during the job interview. You should always keep a list of questions in your back pocket when they ask, “Do you have any questions for us?” Include a few questions about what it’s like to work there and what kind of programs and support are available to employees.

Here’s a list of questions to help you assess workplace culture:

Leadership and Values

  • How does the institution reflect its mission and values in its employee policies and programs? How does it embody its mission and values?
  • How does the institution engage with and contribute to the local community?
  • How does the institution make decisions?
  • What challenges currently face the institution, and what steps are being taken to address them?

Employee Communication

  • What is the onboarding process like?
  • How does the institution gauge employee satisfaction and engagement?
  • What tools or systems are in place to support effective communication and collaboration?
  • How does the institution ensure remote or hybrid employees feel included and valued?

Employee Recognition and Career Advancement

  • How are employees’ work and accomplishments recognized?
  • What opportunities exist for professional development or career advancement?
  • How does the institution invest in employee growth and learning?

For the Hiring Manager (often the new hire’s direct supervisor) 

  • What is your leadership style?
  • How do you handle conflict?
  • What do you do when there is more work to be done than there is time to do it?
  • What qualities do your best employees have that make them stand out?
  • How would you describe the work-life balance at this institution?
  • How would you describe the organization’s workplace culture in three words?

For Potential Future Co-Workers/Colleagues

  • How would you describe the overall work environment?
  • Do you feel you have access to the information you need to do your job effectively? 
  • Do you feel your workload is manageable, or are you often overwhelmed?
  • Do you feel encouraged to provide feedback on your managers and colleagues?
  • Have you noticed a high turnover rate in the department?
  • What do you love about working here?

Evaluating workplace culture is no longer just a “nice-to-have” in the job search process—it’s a necessity. By conducting online research and asking thoughtful questions during job interviews, you can gain valuable insights into whether a potential employer aligns with their values and priorities. In an era where the workplace environment tops the list of career influencers, taking the time to assess an organization’s culture can be the key to building a fulfilling and balanced career.

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.

Listening and Learning: Strategies for Receiving Feedback

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Receiving Feedback: Two higher ed professionals exchange and discuss feedback on a project.

Asking for and receiving feedback, while a necessary step in finalizing a project, can be humbling and deflating, depending on your disposition. For example, when you’ve finished the first draft of a report, the time to celebrate that checkmark on your to-do list can be fleeting – you know the next step is to share your draft with peers for their honest feedback. There may even be multiple rounds of feedback. You might feel a little anxious and vulnerable. Will people love the draft report, or will you get it back with many red lines and questions?

The mental load of waiting for, reviewing, and processing feedback is often underestimated. As someone who constantly has their work looked at by others with a critical eye, I always take a deep breath before I dive into their feedback.

Here are a few strategies that I use to get in the right mindset for receiving feedback:

Consider the Source of Your Feedback and the Focus of Their Review

Is this person an expert on the topic that your report addresses? Did you ask for their feedback because they can offer a particular perspective? Did you provide guidance on what to look at, such as a point made in a section or the report’s overall tone? Reminding yourself of your reviewer’s background and experience and what you asked them to review can help you prepare for what types of feedback you might get. It’s never fun to be blindsided by what your reviewer decided to focus on in your report.

Don’t Take It Personally

Of course, you could still be blindsided by the feedback you receive. Try not to think of all those red lines as personal attacks on your knowledge and skills. Remember that your reviewer believes their feedback will help make your piece better. Also, remember that a reviewer’s feedback could be a personal preference instead of a substantive suggestion. You don’t have to agree with and implement any of it unless perhaps it’s from your direct manager or project lead.

Ask for Clarification as Needed

Sometimes, feedback can get muddled up in tracked changes and comments, and that confusion can lead you into a downward spiral of frustration and ill feelings. If the input is unclear, don’t waste time figuring it out on your own. Ask the reviewer to confirm your understanding by providing more information. An actual conversation might also help clear things up quickly and efficiently.

Process Feedback and Be Open to Ideas

After reviewing and discussing a person’s feedback, take the time you need to process it. You don’t have to make any decisions immediately. Also, when you’ve put so much time and effort into something, it can be hard to believe your first draft was unsatisfactory or incomplete. A reviewer might suggest adding other content or going in a different direction, which can be challenging to digest. However, don’t shut down the ideas immediately, especially if they have the potential to strengthen and elevate your piece.

Recognize When You’ve Made a Mistake

I find that when I get a lot of unexpected, suggested revisions and questions, it’s likely because I didn’t communicate what I was trying to accomplish or I flat-out misunderstood the assignment. Don’t get hung up on what went wrong. Instead, acknowledge the mistake and focus on what you can do in your next draft to correct it, whether implementing a reviewer’s feedback or starting from scratch with a clearer understanding of what needs to be addressed.

Receiving feedback is not always fun but is necessary for career development and growth. What kind of a career journey would it be if you weren’t constantly bombarded with positive and negative feedback? While usually fruitful, not all feedback sessions can lead to improvements. And sometimes the process can linger and impact how you feel about your work and the people who shared their feedback. Use this opportunity to reflect and learn, then move on to the next draft or project.

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.

Assessing An Employer’s Commitment to Your Career Growth

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Higher ed job candidate assessing an employer's commitment to career growth

When you’re on the hunt for a new job, it’s easy to get caught up in the excitement of finding a company that seems like a great fit. But if you’re on a path to growing your career, it’s important to consider whether the employer is genuinely committed to cultivating your professional development. Are you ready to invest in your future or just looking for a paycheck? Here are five tips to help ensure you don’t sign an offer without knowing if the organization is the right fit in the long run.

1. Pay Attention to the Language Used in the Job Description

Sometimes, you can tell a lot about a company’s approach to career growth just by carefully reading the job description. Companies that value internal promotions often use language that reflects this, such as “growth opportunities,” “career pathing,” or “room for advancement.” They may also highlight mentorship programs or ongoing training as part of the role.

If a job description is heavy on immediate tasks and responsibilities without mentioning future growth, it might be a sign that the company is more focused on what you can do for them right now rather than how they can help you develop in the long run.

2. Check Their Track Record Ahead of Interviewing

One of the most telling signs of a company’s commitment to career growth is its history of promoting from within. Do your own research on LinkedIn to look at the profiles of current employees and see if they’ve moved up the ranks over time. If you notice that many employees have stayed with the company for several years and have held multiple positions, that’s a good sign the company supports career growth. You can also check company review sites like Glassdoor to see what current and prior employees say about the organization. Another great way to get a sense is to find their “company culture” or “about” page on their website. If a company really does care about employee growth, you’ll likely see highlights about how they invest in their employees.

3. Ask About Professional Development Opportunities

During an interview, don’t hesitate to ask directly about the company’s track record. You can phrase it like, “Can you share examples of employees who have advanced within the company?” or “What percentage of leadership roles are filled by internal candidates?” Companies that prioritize internal promotions are usually proud to share this information. A company serious about career growth will have a culture of investing in professional development.

You can also ask about opportunities for training, mentorship, and continued education. For example, some companies offer internal training programs or subscriptions to companies such as Udemy and Coursera. Some good questions include, “What kind of training programs do you offer?” or “How does the company support employees who want to gain new skills or certifications?” Companies that have structured training programs, budgets allocated for conferences, and/or tuition reimbursement are additional great indications that they are invested in keeping you onboard for a long time and helping you develop skills for the future.

If the conversation is moving along smoothly, you can dive deeper by asking more specifics, such as how often promotions happen, what percentage of employees are promoted internally, and/or whether the company uses performance reviews as a tool for growth.

4. Observe the Interviewer’s Responses and Attitude

During the interview process, pay close attention to how the interviewer responds when you ask about career growth. Are they enthusiastic and detailed in their responses, or do they seem vague and hesitant? An interviewer who genuinely believes in the company’s commitment to internal promotions will be able to give you clear examples and speak passionately about the opportunities available. Watch for red flags like vague answers or overly general responses, and listen for signs of a formalized process for promotions and career development. If that’s not offered, ask how frequently promotions are assessed and what advancement paths are available. You’re looking for solid signs that the company takes career growth seriously.

5. Consider the Size and Structure of the Company

While this isn’t a hard and fast rule, larger companies often have more resources for training and development, as well as more layers of management, which can provide more opportunities for advancement. That said, smaller companies might offer faster promotions due to their more flexible structure and the need for employees to take on multiple roles. Take some time to really reflect on your career aspirations and consider the kind of company culture and the structure you’ll need. For example, larger companies may offer defined promotion pathways but require patience, whereas smaller organizations or teams might offer quicker advancement in a less structured way.

If you’re committed to further career growth, choosing a company that supports your long-term goals is crucial for your job satisfaction and motivation. By prioritizing career growth in your job search, doing your homework, and asking relevant questions, you’ll be equipped to evaluate the type of company that aligns with your vision of career growth. After all, it’s not just about a job— investing a little time and effort will set you up for long-term growth and a rewarding career.

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.

Your Guide to Landing and Excelling in Remote Jobs

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Higher ed professional working remotely

During the Pandemic, many people found themselves working remotely by necessity, but fast-forward to today and the early kinks of working away from the office have been ironed out—motivating people to stay remote or seek full-time positions that will allow it. In fact, the rise in interest in remote work, driven by key perks such as increased flexibility and better work-life balance, has completely transformed the job market. Ready to make remote work your calling? These steps will help you prep for a remote role, show you where to look, and help you thrive away from a traditional on-campus/office setting.

Tailor Your Resume and Cover Letter

A good starting point for your new remote work adventure is to spend some time updating your resume and cover letter to highlight any previous remote work experience and relevant skills. Specify that you’re looking for remote work and think through examples of projects you managed remotely to ensure your remote successes are featured prominently. Include the remote-relevant tools you’ve mastered like Zoom, Google Drive, and Microsoft Teams. Ensure your materials leverage buzzwords specific to remote job postings, such as “remote team collaboration,” “virtual project management,” “telecommuting,” and “digital communication.” Using keywords and phrases like these will ensure that your application shows you understand the landscape and will help you stand out to potential employers.

Jump Into the Remote Work Search

You can always search for full-time remote positions using the usual websites, such as LinkedIn, Indeed, and Glassdoor, but don’t stop there. It this new remote world, several new resources have cropped up. Here are some of the reliable and reputable platforms that specialize in remote listings:​

In addition to applying for traditional company roles, you may want to explore some of the available freelance platforms like Upwork and Fiverr. Depending on the type of position you’re looking for, starting with remote contract work can give you more experience and opportunities to build your remote work portfolio, and ultimately make you more attractive to potential employers.

While you’re searching, networking should always be part of your plan. Tap into your existing connections, but you can also explore remote work-related networking groups and meetups. Engaging in these communities can lead to job referrals and valuable insights into the remote job market, as well as offer great ways to socialize and build a community once you have found your new remote job.

Succeeding in Remote Interviews

Technical preparedness may sound like an obvious first step but it’s easy to take technology for granted. Ensure you have a stable internet connection and functional hardware available wherever you’ll be taking the interview. Familiarize yourself with the video conferencing tool your future employer uses (typically Zoom and Microsoft Teams) to avoid any surprises or technical issues during interviews. To create a professional environment, set up a quiet, clutter-free interview space and dress just as professionally as you would for a live interview. Practice reminding yourself to maintain good posture and eye contact to make a positive impression, and read up on other important and practical tips.

It will be very important to take some time to practice your answers to the more common remote interview questions, such as:

  • Why do you want to work from home?
  • Have you worked remotely in the past?
  • How do you stay organized and connected from a virtual workspace?
  • What kind of digital collaboration tools have you used?

You’ll want to hit on themes around time management, self-motivation, remote collaboration, and adaptability. Your goal is to effectively demonstrate your ability to work independently and efficiently while still being a reliable and communicative teammate, so be sure you are armed with plenty of examples from your experience.

Thriving in a Remote Work Environment

Once you’ve landed your remote dream job, set yourself up to thrive just like you would for any other position. As a practical starting point, make sure you have an ergonomic setup for productivity and comfort, and create an organized workspace with minimal distractions conducive to focus and efficiency. Foster effective communication and collaboration by becoming an expert at utilizing the company’s preferred virtual communication tools, and set regular check-ins with key team members.

While feeling connected will be vitally important, so will setting clear boundaries to achieve the work-life balance you set out for. You may need to schedule regular breaks or task yourself to get up and walk around the house between meetings since you won’t have other people around you making that happen organically. Many people also benefit by adding a “shutdown” time on their calendar and when it’s time, literally shutting down/closing their computers and moving away from their desk area helps keep a divide between work and home (without leaving your “building”). Make a plan that will work for you so that you’ll stay productive and motivated while protecting your personal time.

If you’re willing to adapt and prepare, the remote work revolution offers unprecedented opportunities for flexibility and work-life balance—fundamentally transforming how we approach our careers. With the right preparation and mindset, you can navigate this new landscape confidently and ultimately thrive in a new remote role.

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.

Essential Tips for Navigating Virtual Career Fairs

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Virtual Career Fair Illustration

Have you attended a virtual career fair and found it less valuable or unhelpful in your job search? Completing key tasks before, during, and after the event can help you maximize the benefits of these unique opportunities.

Before the Virtual Career Fair

Set Up Your Profile: Like a CV/resume database on a job board, virtual career fair exhibitors can access attendee profiles throughout the event. Create a profile highlighting your skills and experiences, and clearly state what you’re looking for.

Scan the Employers List and Do Research: Employers also set up profiles, which may include current job openings, resources, and options to schedule private chats. If an employer doesn’t have a profile, visit their website for information about the employer and to review open positions.

Prepare Questions: Create a list of general questions to ask representatives, as well as specific ones for employers you’ve researched. In virtual/chat rooms, other attendees can see your questions, so be mindful of what information you share.

Update Your Application Materials: Ensure your resume, cover letter, LinkedIn profile, and other relevant materials are current. Be ready to tailor these documents to match job descriptions before submitting them to employers.

Check Your Tech and Prep Your Space: Many virtual job fair platforms enable employers and job seekers to use video and audio. While not required to participate this way, you might want to find a quiet, professional space if you plan to use your camera and microphone.

During the Virtual Career Fair

Be Proactive with Your Questions: If you enter a seemingly quiet, inactive virtual room, don’t hesitate to ask your prepared questions. Check previous messages to see if your question has been addressed or if past discussions spark new questions.

If It’s Busy, Return Later: One benefit of virtual career fairs is the flexibility to visit anytime during the event. If a room is crowded or the chat is busy, explore other employers, check out resources, or take a break. Some platforms may allow you to email a representative who can follow up with you later—use this feature if available.

Stay Engaged: Take advantage of the resources provided by employers. Employers might also host webinars or private chats during the job fair—sign up for these if these options align with your interests.

Take Notes: Keep track of follow-up tasks, such as job opportunities you’re interested in, resources you have questions about, and, most importantly, contact information for representatives.

After the Virtual Career Fair

Follow-Up: Review your notes to identify any post-event actions. Look over the final employer list to see if you missed anyone or need to research other employers. Keep an eye out for follow-up emails from the event host or employers, as they may offer resources or request actions to help you make the most of the event platform and the connections you made.

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

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.

The Dos and Don’ts of Salary Research

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Higher ed job seeker conducting salary research on laptop

Negotiating a salary with a potential employer can be stressful. Uncertainty about a job’s salary history, differences in benefits offered by potential employers, and variances between industries can all add to the stress. However, with the right tools and preparation, like salary research, you can confidently reach out with a well-supported salary request that will be met with serious consideration.

Below are some ideas on how to get a salary you are happy with, and some areas to avoid to succeed in your negotiations.

Do your research

Whether you are applying for a role familiar to your current work experience or starting out in an entirely new industry, it is important to research the salary range of the role in question.

Don’t rely on one source. Using one resource to guess the expected salary for your position can lead to inaccuracy and confusion. Knowing what to expect can make you a confident candidate when it’s time to negotiate salary. Having as much salary information as you can find, along with your expectations of what you need to accept an offer, will not only save time but also allow the HR counterparts to provide you with clear answers as you consider the whole deal they offer.

Start internally with resources available from the potential workplace. Look at any public salary postings on their website, as well as any salaries of positions above or below yours.

Next, research salaries for the job title while being as specific as possible. Indeed , Glassdoor, and Payscale are a few options that can provide some general information. For vague job titles, try to use the job description to identify the salary range for a job title closest to the description. Being mindful of criteria such as years of experience, job responsibilities, and location, helps in understanding what the salary range will be.

Lastly, reaching out to colleagues and mentors in the field and asking for an informational meeting to discuss salary expectations and strategies can be helpful to understand the range you should expect given your credentials.

Don’t generalize

In your negotiations, using generic salary ranges for job positions, ignoring differences in cost-of-living value by state, and generalizing a broad range of jobs (i.e., market analyst vs. marketing sales representative salaries) can leave a lot to be desired. Instead, try to benchmark the anticipated salary with comparable companies and determine what works for you.

Are you ok with a lower salary if it means more time off, or a higher retirement contribution? Will you accept a higher salary if you know bonuses have not been given out in the past few years? Setting up the information you have against comparable salaries and your own expectations will allow you to clearly identify what you want to achieve in overall job compensation.

Do bring everything to the table

Once you have brought together your research, you can now confidently go into your salary negotiations with ease. Go in with a range you are comfortable with, and know that some industries have less common negotiable items that can affect your decision. Determine beforehand what you will be willing to trade for a lower salary if needed.

Once a position is offered, you can request to see any relevant job salary histories involving the position, as well as a recap of annual salary raises or bonuses given in the past few years in the department.

If you have received multiple job offers, discuss this in the negotiations. However, make sure that the information you share with the HR team is accurate. They are well-versed in comparable salaries and will know if you are fabricating any inflated sources.

Check out Top Articles on HERC Jobs.

About the Author: Connie Castellucci is a higher ed data analyst consultant. Previously she has worked within higher ed departments and nonprofit organizations addressing recruitment, new school development, and member recruitment needs. 

Announcing the Launch of the HERC Jobs Brand

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HERC Jobs Brand Launch

We are thrilled to announce the launch of our new job seeker brand, HERC Jobs! This milestone marks a significant step forward in our ongoing mission to support job seekers in the higher education sector.

Our long-standing brand was created for the Higher Education Recruitment Consortium (HERC), the membership association representing colleges, universities, and related groups committed to building an inclusive higher education workforce. From that commitment, we developed a website featuring a job board and free career resources for job seekers.

For the last few years, we’ve engaged in internal discussions about developing a dedicated brand that represents and communicates our offerings to job seekers.

We adopted a new, yet familiar name—HERC Jobs—in July 2024. This new branding, accompanied by a fresh logo, will gradually roll out across all our channels and materials for job seekers. More immediately, you will see this new branding in the launch of our inaugural HERC Jobs Higher Ed Virtual Career Fairs.

We are excited about this new chapter and confident that HERC Jobs will significantly enhance our ability to connect you with rewarding careers in higher education. Stay tuned for more updates as we roll out our new branding and continue to support your career aspirations!

If you’re new to HERC Jobs, we offer these tools and resources to help you find your ideal job in higher education:

Career Advice

Explore career resources for tips and tools for job searching, career planning, networking, and leadership building. Download our free ebooks and get our monthly newsletter (sign up using the web form on this page or at the bottom of our homepage).

Job Board

Browse job postings or use our search tool to find faculty, staff, and executive positions, including IT, finance, logistics, administrative, and healthcare jobs. Sign up for a free account to apply for jobs and access other tools and resources.

Job Seeker Profile

Employers (i.e., colleges, universities, and other higher education institutions) can search for candidates using our resume/CV database. To be included in our resume/CV database, you must create a job seeker profile.

Custom Job Alerts

After you create a free account, create a job alert to get email notifications whenever new jobs fitting your criteria are published on HERC Jobs. You can set up multiple job alerts and change or delete them easily.

Dual Career Resources

Use HERC Job’s dual career search to find jobs that meet both your and your partner’s job search criteria. Check out a list of institutions with dual career campus programs.

2024 Survey Results: Changing Preferences of Job Seekers

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There was a lot of media attention on higher education leadership and on-campus activities this year. Has this impacted the appeal of working in higher education? Do job seekers feel connected and valued at their current workplaces? What would tempt them to look for a new job? Does diversity and inclusion still matter to them?

Our annual job seeker survey aims to gain insight from current and potential employees in higher education and identify practical and effective strategies employers can use to find, select, and keep staff and faculty.

As higher employers face an aging workforce and competition from non-higher ed sectors for job candidates, they are continually working to meet the needs and expectations of job seekers today.  Based on the results of our 2024 HERC Job Seeker Survey, we published a report with insights and recommendations for HR, academic affairs, and diversity leaders, encouraging them to pay attention to what job seekers across different stages in their careers want, including pathways for career advancement, flexible and remote work, and an inclusive, thriving workplace culture.

Below, we highlight some of our survey findings and takeaways.

Who Responded

The survey had 1,434 respondents, who reported these demographics:

  • 78% hold master’s degrees or higher
  • 42% are people of color
  • 19% are individuals with disabilities
  • 6% are veterans
  • 69% are women; 30% are men
  • 15% are 22-32 years old, 28% 33-43, 26% 44-54, 25% 55-65, 6% 66-76
  • 56% are staff/administrators, 25% faculty members, 9% are graduate students/postdocs, 11% are currently working as both staff/administrators and faculty members

Most job seekers do not feel connected and valued at work

We asked job seekers if they agree or disagreed with this statement: “I feel connected and valued at my current workplace.” More than half of respondents (56%) agreed with the statement, while 25% disagreed and 19% were unsure.

The higher education workforce can be tempted to look for another job

When what would tempt them to look for another job, the top four answers were compensation and benefits (77%), work-life balance (54%), team dynamics and culture (35%), and professional development (34%).

Job seekers are open to opportunities across industries

When asked to describe their current job search, 50% of respondents said they were looking for a career in many industries, including higher education, 41% were looking for a career in higher education only, and 9% were looking for a career outside of higher education.

Diversity, equity, and inclusion remain a top priority

Despite recent attention on DEI efforts in higher ed, most minority & underrepresented (86%) and white (74%) respondents noted that diversity and inclusion policies were important to them. According to survey respondents, salary and compensation equity, having a positive reputation from current employees, and demonstrating that diverse faculty/staff can advance in their careers are the top three indicators of an employer’s commitment to DEI.

Your input about working in higher ed matters to us. Please participate in our monthly quick polls on LinkedIn (follow HERC on LinkedIn) and our annual job seeker survey (the next one will be in early 2025).

Check out Top Articles on HERC Jobs.

Higher Ed Job Seekers Want to Feel Valued, Work-Life Balance, Inclusive Workplace

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2024 HERC Job Seeker Survey Report Cover Image

New Report Reveals Key Priorities – Higher Ed Employers Need to Address Aging Workforce and Rising Competition from Non-Higher Ed Sectors

SAN FRANCISCO, CA – As higher education employers continue to assess the impact of recent media attention on higher education, limited budgets, and competition from external employers, a new report from the Higher Education Recruitment Consortium (HERC) provides timely insights into the higher education talent community, including what benefits are most attractive and the impact of campus culture on job interests. [The full report is available to HERC members. If you are interested in accessing the report, please contact Marcia Silva – see info at the bottom.]

The new publication, “2024 HERC Job Seeker Survey Report: What Matters Most – Insights from the Higher Education Talent Community,” shares key takeaways and recommended actions for human resources, academic affairs, and diversity leaders to improve their efforts to find, select, and retain staff and faculty.

The report strongly encourages higher ed employers to pay attention to what job seekers across different stages in their careers want, including pathways for career advancement When looking for a new employer, job seekers place high importance on the ability to advance their careers internally, with 51% stating that it’s very important and 34% stating that it’s somewhat important. These numbers shift significantly when we analyze responses by race/ethnicity, with 63% of Hispanic/Latine(x)(o)(a)/Spanish job seekers, 66% of Black/African-American job seekers, and 72% of Asian job seekers stating that internal career advancement is very important.

“These findings underscore how policy and other structural decisions impact workforce inclusion efforts,” said Jessica Wise, HERC Co-Executive Director. “For instance, we saw a marked difference between the importance of elder care and access to mental health care for specific demographics.”

Job seekers also want employers to recognize the value of current employees – while nearly 75% of job seekers say that improved compensation and benefits could tempt them to seek new employment, only 5% say that there’s nothing their current employer could do to make their role enjoyable.

Other highlights from the report findings include:

  • The active job seeker market has shifted from the trends seen in previous years. The number of respondents who are actively seeking a new job has fallen from 47% in both 2022 and 2023 to 40% in 2024, while those who are open to the right opportunity has continued to slowly but steadily increase, moving from 38% in 2022 to 42% in 2024
  • When asked to describe their current job search, 9% of respondents indicated that they are exclusively looking for jobs outside of higher ed and 41% indicated they are looking for jobs in many industries, emphasizing competition from other employers as well as an opportunity to better retain the current workforce. 
  • The year-over-year data shows that while work modalities are still shifting, the landscape continues to look very different from the norms prior to the pandemic. While in-person work hasn’t changed much, job seekers with flexible/hybrid work modalities have increased from 14% in 2023 to 19% in 2024. With 38% of respondents in remote or flexible roles and the demand for more such opportunities, this is an area of the workforce landscape that seems unlikely to revert to pre-pandemic norms.

The rise in restrictive legislation hasn’t weakened job seekers’ emphasis on potential employers’ policies regarding diversity, equity, and inclusion – 77% of respondents say that DEI policies are very or somewhat important when searching for employment.

“Higher ed employers must develop holistic policies and programs that attract and retain a diverse workforce,” said Wise. “Job seekers continue to place high importance on inclusive workplaces where they are valued, can grow their careers, and thrive as individuals and contributors.”

ABOUT THE HIGHER EDUCATION RECRUITMENT CONSORTIUM: The Higher Education Recruitment Consortium (HERC) is a nonprofit consortium committed to advancing diversity, equity, and inclusion in the higher education workforce. With over 550 colleges, universities, hospitals, research labs, government agencies, and related organizations, HERC works to ensure member institutions are sites of belonging, where all faculty and staff can thrive. HERC provides resources, networking, and outreach programs to attract, hire, and retain a diverse and qualified workforce.

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

Why I Work in Higher Ed: Tiana Carter, Project Manager

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Why I Work in Higher Ed: Tiana Carter, Project Manager

The “Why I Work in Higher Ed” series features people working in higher education to get an inside perspective of what they do and what inspires them.

Tiana Carter wears multiple hats at Michigan State University. She is a project manager for the university’s Infrastructure Planning and Facilities unit and a research assistant at MSU’s College of Natural Science.  Her career at MSU began 12 years ago, progressing from administrative assistant to office manager, project manager, and eventually co-director of the MSU Women of Color Community.  Tiana graduated from MSU with a Bachelor of Science degree in Neuroscience.

What initially inspired you to consider a career in higher education?

As I received promotions throughout my tenure at the University, I decided to stay in higher education because of the impact I can make on the next generation of students and MSU’s reputation overall. I’ve worked on several campus initiatives and had the opportunity to create efficiencies and fill gaps.

What are some benefits that you’ve found working in higher education?

Higher ed supported me through achieving a bachelor’s degree in Neuroscience while working full time as a project manager in construction.

Can you give an overview of your career path that has led you to where you are today?

I started working in a campus café as a temporary, on-call employee while taking classes at Lansing Community College. I was looking for something more sustainable and decided to send a mass email to various departments on campus with my resume attached. The MSU Infrastructure Planning and Facilities unit responded to me looking for a receptionist. I worked as a receptionist in the construction department until I applied for a full-time position as an Operations Coordinator in 2015. After getting the full-time Operations Coordinator position, I continued to take on more responsibility and my position evolved into a project manager. In 2020, I briefly moved to the MSU WorkLife Office and later returned to the Construction department in 2021 with a similar position. In 2023, I achieved a bachelor’s degree in Neuroscience while working full-time at MSU.

How would you describe the main responsibilities and challenges you face in your current role?

As a project manager, I am responsible for managing the scope, budget, and schedule for each project I’m assigned to. Each project is different, and my involvement can vary in stakeholder communications, design and engineering oversight, organizational strategy, vendor and material procurements, and process efficiency. I am a key stakeholder responsible for initiating and creating all capital projects in multiple systems currently at $35 billion in construction activity. All of my responsibilities require consistent communication, an ability to take initiative, and resourcefulness. The biggest challenges are navigating varying stakeholder priorities and gaining consensus on streamlining processes to support efficient work.

What are the most satisfying and fulfilling aspects of your job?

The nature of my job allows me to work with so many different partners across campus, that we get to learn about current research and campus-wide priorities. I love being a part of something that impacts people now and for lifetimes beyond me.

Most recently, I played a critical role in developing the Multicultural Center on campus, the first freestanding multicultural building at Michigan State University. Together with Brian Mullen, the project manager, I facilitated listening sessions, presented to the board of trustees, managed the organization of the budget and scope, and scheduled and maintained regular stakeholder engagement strategies. I’m excited to see this facility positively impact MSU’s campus culture for generations. In addition, I have been a co-director of the MSU Women of Color Community for 2 years and have developed programs and networking opportunities to support the University’s goals of creating an inclusive environment by retaining diverse talent.  

Is there any advice you received early in your career that has stuck with you and influenced your approach to work?

A few things. Be willing to take initiative and be resourceful! Try to educate yourself or find the answer before asking a colleague. In addition, try to connect the dots. Meaning, bring together information from different sources. Be open to opportunities – honing in on your professional goals and knowing the steps to get there is important. Networking is important – it can be extremely beneficial to keep a good team of mentors and people you look up to or strive to be like professionally.

How would your coworkers describe you?

Trustworthy. Reliable. Knowledgeable. Has Integrity.

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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.

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