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How to Build a Professional Network in Higher Education

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Professional Networks: Two higher ed professionals networking

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

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

Connect with Mentors

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

Finding Mentors

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

How to Reach Out

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

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

Maintaining the Relationship

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

Develop Relationships with Colleagues

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

Start Where You Are

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

Network Beyond Your Institution

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

Stay in Touch

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

Be Active in Professional Organizations

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

Benefits of Joining Professional Organizations

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

Get Involved

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

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

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

Expand Your Reach

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

Build Your Future Through Networking

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

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

Check out Top Articles on HERC Jobs.

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

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

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SURVEY CLOSED

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

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

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

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

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

Terms and Conditions:

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Key Insights for Career Changers Navigating Academic Culture

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

Understanding Academic Culture

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

Key Norms & Expectations To Be Aware Of

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

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

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

4 Tips for Navigating Academic Culture

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

Embrace the Learning Curve

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

Check out Top Articles on HERC Jobs.

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

Overcoming Challenges: Breaking Barriers for Women in Leadership

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

Challenge 1: Gender Bias and Stereotyping

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

Solution:

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

Challenge 2: Work-Life Balance

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

Solution:

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

Challenge 3: Limited Access to Networks

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

Solution:

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

Challenge 4: Pay and Opportunity Gaps

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

Solution:

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

Challenge 5: Visibility and Recognition

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

Solution:

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

The Power of Collective Change

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

Moving Into Leadership

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

Check out Top Articles on HERC Jobs.

About the Author: Sara Jane Todd is a marketing and communications professional with 20+ years of experience across various disciplines and industries. Sara’s biggest passion is developing clear, concise, compelling messaging and branding—ensuring a consistent voice across all marketing touchpoints. She believes that same philosophy applies to how you market yourself.

Why I Work in Higher Ed: Amelia DeRynck, Grants Programs

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Why I Work in Higher Ed: Amelia DeRynck, Grants Program Coordinator

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.

Amelia DeRynck began her career in higher education in April 2020 at the University of Iowa. She served as a Financial Aid Counselor and Scholarship Coordinator for three and a half years in the Student Financial Aid office, then transitioned to be an Academic Records Specialist in the Office of the Registrar for 1 year. She recently moved to Minnesota and now works for the University of Minnesota as a Grants Program Coordinator at the Institute on the Environment, where she started in October 2024. She holds a bachelor’s in social work from the University of Illinois and a masters in public affairs from the University of Iowa.

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

I have always known I wanted a career to be in the public sector and that I wanted to help people, though I didn’t always have a clear vision of where that would take me. I graduated from the University of Illinois with a bachelor’s degree in social work and after a few years working in the direct service field, I landed a position as a grants manager with a community foundation. While I loved the role of administering funds to organizations to carry out community projects, I knew I wanted to pursue a graduate degree and departed from that position after being accepted into the masters of public affairs program at the University of Iowa. I acquired a disability as a teen which disqualified me from driving, so I sought a full-time position on the campus that would enable me to attend classes during the day and not have to miss extra work due to travel.

I began working as a financial aid counselor, helping students access financial support for their postsecondary education. After 3.5 years, I shifted to working with academic records in the registrar’s office for a year before moving out of state. I am currently working at the University of Minnesota in the Institute on the Environment as a Grants Program Coordinator, which brings together some of my greatest passions and strengths! I love administering awards to ambitious teams within the university community who thoughtfully design competitive research projects with the goal of honing their knowledge around sustainability and furthering environmental justice within Minnesota and beyond.

What initially sparked your interest in pursuing a career in higher education?

The knowledge and experiences I gained while concurrently studying and working at the University of Iowa were what sparked my interest in pursuing/continuing a career in higher education. With my role of helping students navigate the intricate, often perplexing financial aid environment while struggling through my own graduate courses, I began reflecting on my career path. I knew my future was advocating for acceptance and accessibility for all, but I began to realize that I wasn’t giving myself that same grace I wanted for others.

I didn’t disclose having a disability, and thought working twice as hard to get half as far as my peers was just a harsh reality I had to accept. I did not seek disability accommodations that would enable me to be prosperous in my educational and career aspirations. Thus, I found myself needlessly burnt out and ready to give up on my goals.

As I reflected, I realized it wasn’t sustainable to continue disregarding available support and reached out to access accommodations to set myself up for the success I knew I was capable of. Higher education strives to be inclusive and accessible to employees and students alike. The acceptance, support, and sense of community fostered on college campuses have inspired me to preserve the same spirit for others by continuing in this realm of work.

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

Although I am still learning the duties of my new role, the biggest aspect of my work will be managing the institute’s granting portfolio, including all aspects of a large annual granting program during the spring semester and a smaller-scale granting program that awards once a semester. Having past experiences in student financial aid and community grant making, I can expect that not all applicants receiving an award for their educational experiences will be a challenge. Another challenge will be identifying ways within these programs to build a robust portfolio that emphasizes inclusive, engaged scholarship and environmental justice.

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

The most satisfying aspect of my job is knowing that the behind-the-scenes work I do is positively impacting the research and educational aspirations of my community, both on campus and within the Twin Cities. I appreciate the autonomy I’m given in this role that allows me to manage projects, build working relationships with colleagues and students, creatively solve problems, and do fulfilling work that I am genuinely excited about—that is, lifelong learning and environmental sustainability!

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

Someone once said to me, “Work smarter, not harder,” and I think that has stuck with me through the years! As a disabled employee, I have had to find unique ways to maintain productivity with each new task more than nondisabled peers may have to. Because of this, I have become an expert at finding creative solutions to complete my work which has involved embracing technological changes and building efficiencies. Another influential piece of advice is a quote by Gandhi that has stuck with me since an advisor recited it in social work school— “be the change you wish to see in the world.”  This has influenced my commitment to public service and has strengthened my approach to problem-solving (which is crucial in the ever-changing higher education landscape) by providing constant motivation to adapt and overcome challenges that impact my community.

Is there anything else you’d like to share about your career journey that we haven’t covered yet?

Never sell yourself short. Don’t underestimate your own abilities, and certainly don’t forget your worth. It is important to stay humble but realize the value you bring to every situation and don’t minimize what you’ve achieved.

For years I avoided applying to work at a higher education institution because I doubted myself and my abilities to contribute to an intellectual environment. It’s hard sifting through all the mixed messaging society throws at us, especially if you identify as a member of a marginalized group. However, after joining the vast community of higher education professionals, I realized how dynamic and diverse the people and roles are and regretted not jumping in sooner! If you think you might be interested in joining this field, I encourage giving it a try! 

Check out Top Articles on HERC Jobs.

Interested in higher ed job opportunities? Explore our job board and sign up for a free job seeker account.

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.

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