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How to Keep Up With Industry Trends and Skill Requirements

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Continuous Learning: Higher ed professionals keeping up with industry trends in a classroom setting

Staying stagnant in a career is rarely the position one wants to take. If you want to move forward or build off what you’re learning in your workplace, you can bolster your resume with continuous learning. Continuing education and professional development can build upon what is already established so that you can remain a strong candidate regardless of your present career position.

Who can benefit from continuous learning

Unless you are nearing the end of your career, it is often a good choice to grow your knowledge and skillset within your industry. The following types of employees certainly would benefit from career learning-

  • The Career Climber – You are ready to move upward and have a strong foundation in education, combined with a solid work history. Now you find yourself in a position where you want to stand out for the next role in your career, whether internally at your current company or with a new company that is hiring. Adding professional development learning to your resume not only shows hiring managers that you are invested in your career growth, but it can also help keep you relevant in a pool of other strong candidates.
  • The Career Pauser – Childcare needs, mental health sabbaticals, eldercare help, and other life events are all reasons that might lead people to pause in their career track. If you find yourself in this stage, then taking steps to remain relevant in the workforce can make the eventual transition back much easier. While some may not have the time or resources to make a big commitment, taking time for a few webinars, free learning courses, or networking lunches are all great ways to build content for your next resume update. 
  • The Career Assessor – You can tell from the company culture that your job is unstable. You might be seeing the signs of forthcoming layoffs and are looking for ways to ensure that you remain employed as long as possible. Even if layoffs are inevitable, having more talking points for any potential interviews is an excellent way to add to your strong skillset.

Funding your career growth

Money can often be a roadblock to career education advancement. Continuing education courses are often expensive, depending on your financial budget. While some careers, such as nursing and law, require continuing education, others are left on their own to foot the bill. Here are some options that can make the expense easier to handle:

Employer-funded – Many companies that are invested in their employees offer continuing education reimbursement as a non-salary employee benefit. Some companies even provide college course credits to their employees, which is a valuable resource that can help you toward your goal. For employees who do not outwardly have this benefit, it is still ok to reach out to your employer for financial help. Make the case for how the program/seminar/etc. will directly impact your role and, in turn, the institution’s goals, and hopefully your employer will consider supporting you in this route.

Tax benefits – As previously mentioned, some careers require continuous education. Others may be independently building their career through continuing education. For those who are paying for their educational pursuits, there are some tax adjustments and deductions available to ease the cost. Be sure to study your own tax rules and how they apply to your situation before relying on this benefit.

Free alternatives – Not everyone can afford to add another cost to their current budget. If you find yourself unable to find room in your financial situation for the cost of professional development, consider free alternatives. It may take some research, but free courses can be found online. For example, if you are a market researcher looking to learn how to develop surveys, but the cost of survey design platforms is too high, start with SurveyMonkey. Colleges often host alumni events with learning opportunities that are free to alumni. And finally, networking with a colleague can also be a great way to learn about industry trends, thought leaders, and other resources.

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. 

5 Ways to Always Be Ready for a Job Change

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Unexpected Job Change: Graphic of key with tag attached that says Preparation is the key

A job change is sometimes part of your strategic career growth plan, and sometimes, well, it becomes a necessity because of something completely outside of your control. And let’s be honest, that latter scenario somehow also seems to occur at exactly the wrong time in your life. So, what is a professional to do? The answer is in fostering a philosophy to always be ready so that when it is time for you to make a move—whether by choice or not—you don’t find yourself in the overwhelming abyss of having to spend hours and hours polishing up your resume, updating your LinkedIn profile, networking out the blue, and more.

Here are 5 things to make part of your ongoing professional maintenance routine:

1. Keep your LinkedIn profile updated

Reviewing your LinkedIn presence is a great starting point since LinkedIn has become such a relevant place where employers search for candidates, but there’s so much you can do on LinkedIn that it can be overwhelming. Take a step back and make sure your basics are all set first. From there, you can focus on the section detailing your current job and ensuring that the information is still relevant and representative of all your skills, as well as any growth you’ve achieved. If it helps, put yourself on a schedule to do one update every week or month. For more tips on optimizing your LinkedIn profile, check out our free webinar.

On those days when you’re not feeling up to a task related to adding text content, choose a different type of activity, such as updating your background or headshot, or posting an industry-relevant update to your network. The goal is to keep your content fresh and that doesn’t always have to be about adding or editing bullets. Worried about what your current employer will be thinking when they see all your awesome new updates? Simply turn off notifications so your changes aren’t blasted to your LinkedIn network.

2. Regularly review your resume

You’re already off to a good start updating your resume if you’re following the guidance above regarding your LinkedIn profile since some of the content will overlap. Simply set up a regular interval for updating your resume too—it’s so much better than saving it for when you’re under stress and in dire need of a new job. One tangible way to make your resume updates easier is to keep a list of key accomplishments that you update at least once a month and only include activities that may be resume-worthy. Then, you can take those achievements and more easily update your formal resume every six months or so.

3. Continuously cultivate your network

True networking isn’t something you do only when you need it. Keeping in touch with professionals that you respect should be part of a continuous process. Your long-term professional relationships can provide you with valuable career insights, support, and advice. In fact, these trusted sources can also be your allies to review your resume and LinkedIn profile.

To get practicable about your networking efforts, set yourself a calendar reminder to reach out on regular intervals—whether it’s a quick text, a comment on one of their career-related social media posts, or an invitation to meet up for coffee. This proactive and ongoing approach will not only be a huge benefit when you really need it but will also enrich your professional life with different perspectives. If you need help cultivating a network from scratch, there are several resources available to help you identify contacts, hone your pitch, and more, such as the steps to building your online network in this article and the tips to strengthen your network in this article. Don’t forget to make sure all your networking contacts are part of your LinkedIn network too.

4. Keep learning

In today’s fast-paced environment, stagnant skills really shouldn’t be an option. There are so many easy ways to ensure you’re staying on top of new trends and learning new tools. Set up a folder with bookmarks to the best blogs for your industry and scroll them once a week. Take a Udemy or other comparable course once a quarter. Find a social media influencer relevant to your industry and commit to following what they have to say (bonus to also engage with them). Join a relevant group and enhance your engagement in your current or desired new field. Learning doesn’t have to be getting your Masters – learning can be as simple as ensuring that you have a pulse on the latest trends and tools and embrace them in your work. This will show current and future employers that you’re curious and adaptable to change.

5. Clean up your social media accounts

For most industries, paying attention to what you’re conveying on social media is more important than ever. Simply put: if you have an online presence, remind yourself to periodically check your accounts and make sure the content is reflective of the image you’d want to portray to any future employer. Consider removing or privatizing content that might undermine your professional image. Finally, strive for consistency across platforms in terms of professionalism and messaging. As a bonus, you can curate a professional, industry-specific social media presence to show your enthusiasm about your career path, which in turn will make you more visible to prospective employers.

If you’re feeling too busy to accomplish all these ideas, pick the one or two you know you can stick to for now and establish a rhythm. Only you will know which would be best for your specific industry or job role. Once you get into the habit, adding another item to the repertoire won’t be as big of a deal. And, ultimately, making a career change won’t be as daunting or stressful, and could even become an empowering fun challenge.

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.

Job Search Support: Choosing Professional Services

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Professional Services for Job Seekers: Professional resume writer gives advice to their client.

The following is the second article of a two-part series on using professional services to advance your candidacy in today’s competitive job market.

In our last article on using professional services, we spoke about the competitiveness in today’s job market and the advantages of hiring a professional to help prepare your application documents, such as a targeted resume, CV, and cover letter.

When seeking to hire a professional to assist in preparing your application documents a general internet search will highlight a plethora of options.  However, knowing the best fit for your needs may require a different approach.

Here are some tips for researching and hiring a professional for your job search.

Q: What should I look for when researching professional job seeker services?

It is important to spend time upfront researching individuals providing these services to ensure you hire someone with experience and knowledge of the current market demands.  Changes that have occurred over the years have shifted what hiring officials/search committees want to see in candidate applications that have moved from an extensive career history to a condensed work experience and an accomplishment-focused resume if applying to staff jobs, and a thorough compilation of your academic work for faculty positions.

Rates for writers vary greatly depending on location and the package of services offered, with rates lower for those seeking entry-level positions versus those in C-Suite roles.  A quality writer will offer ample information on their website to help you make preliminary decisions. In addition, they will offer free 15–30-minute consultations where you can learn more about their process and ask clarifying questions.  It is important to research and compare what each writer offers, especially when it comes to their background and experience.  Someone who simply took a certification class without proper background and experience may cost less, but, in the end, may not be able to best serve your needs.

Q: What should I consider when selecting a professional? What questions should I ask them? 

The first piece of advice is to ensure they offer a complimentary consultation to allow you to learn about their process and to ask questions to make an informed decision on who you choose.  Going through an organization (such as those suggested above) provides confidence that you are speaking with someone dedicated to their profession who is engaged in ongoing education and follows a strong code of ethics. 

Before the initial consultation, review their website in full to aid in developing questions and gaining knowledge of their experience.  Their website will usually show services provided and fee structures which is helpful information to know upfront. Next, use LinkedIn to gain perspective on the professional’s background and whether they have worked in a hiring, academic, or human resources capacity, as it shows they have a deep understanding of the hiring, recruitment, and negotiation process which provides a well-rounded background that will serve your best interests while providing sound advice.  

This initial conversation will allow the writer to ask questions regarding your goals to assess how they can be of benefit and to understand your total needs for your search, which may include creating a package of services.

Once you set up that initial consultation, the following are questions to ask that will allow you to make an informed decision on who to hire as hiring a professional is an investment and you want to make sure you are working with someone who can best meet your career goals and needs.

  1. What certification and training do you hold in this field?
  2. What associations do you belong to that allow you to keep up with current expectations and trends?
  3. Do you have expertise in any particular industries or professions? 
  4. What types of resumes or CVs do you usually write, i.e. career level and/or specialty such as executive, medical, academic, veteran to civilian?
  5. How long have you been providing these services?
  6. Could you share more on the design options that you offer for formatting a resume, CV and /or cover letter?  And do you have samples that you could share?
  7. Do you specifically work with those seeking academic/faculty positions?
  8. If I am seeking academic positions do I need a LinkedIn profile and what are the benefits of using the platform?
  9. What is your initial impression of my resume, CV, cover letter, and/or LinkedIn profile and what improvements do you recommend?
  10. What is the process and timeline for receiving a final product and what formats will you provide to me?
  11. How many revisions are included in the original fee, and how do you handle updates as my career grows?
  12. Who will be performing services should I hire you and how frequently will they communicate with me?
  13. What services do you offer and what are the costs, i.e. do you offer ala carte services or packages and if you bundle services can they be made specifically to my needs?

Lastly, be careful of writers who over-promise. A professionally written document or online profile will showcase your experience and accomplishments clearly and concisely and will reflect the current trend that those in hiring positions are using; it will not guarantee that you will gain an interview, or a job offer.  In addition, the resume, CV, and cover letter are not a ‘one and done’ version. As you search for jobs you must ensure your documents are customized to each position. 

Check out the Top Articles on HERC Jobs.

About the Author: Sara Ermeti has worked in HR leadership for nearly 30 years in various industries such as higher education, NFP, Religious, Financial, Entertainment, and Transportation. She is also an adjunct professor teaching courses in HR and Business. Sara is a certified coach and resume writer offering individual and business consulting through Esperto HR Office.

Strategies for Researching Potential Employers

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Job seeker researching potential employers on their laptop

Have you found some interesting job opportunities or are you preparing for a job interview? Researching potential employers is crucial to understanding their workplace culture and whether they align with your career goals and values. It’s amazing how much information is accessible if you know where to go and what to look for. Here are some effective ways to conduct this research:

1. Visit the Company Website

The institution’s official website is the best place to start your research. Go to their About section for information about their mission, vision, values, and key leadership. Check out their newsroom/press releases to learn about any recent news or updates about the institution’s achievements, challenges, or initiatives. Their employment section may have specific information about their workplace culture and employee benefits.

Other Things to Look For

Programs/Services: Familiarize yourself with the institution’s programs/services, populations served, and competitive landscape (for example, what makes them different from other institutions in the region). Knowing their business model and market position can also help you tailor your application materials and interview responses.

Financial Health: An institution’s financial health can give you a sense of its stability and growth opportunities. Research the institution’s financial health and performance by looking for its annual financial reports and any data about student enrollment trends or changes in tuition rates.

2. Find Employees, Past and Present

Former and current employees of an institution can offer candid feedback about the workplace culture, work environment, leadership, and overall employee satisfaction. An essential step in the job search process, you can find this intel through various channels.

Employee Reviews: Websites like Glassdoor, Indeed, and Comparably provide employee reviews and ratings of companies. Get insider perspectives on workplace culture and a realistic portrayal of the day-to-day experiences of working at the institution.

LinkedIn Profiles of Employees: By searching for the institution on LinkedIn, you can find employees on LinkedIn to get insights into their professional backgrounds, roles within the company, and any shared connections you may have. This can also give you an idea of the institution’s organizational structure and leadership team.

Networking: If you happen to be connected to or have a shared connection with current or former employees, reach out and see if they’d be willing to share their experiences working at the institution. Attend networking meetups, career fairs, and other events where you might meet people affiliated with the institution.

3. Check Out These Other Sources

Social Media: Follow the institution on social media platforms like LinkedIn, Facebook, and Instagram. Their posts can provide insights into their company culture, recent activities, and how they interact with their community.

Media Outlets/Publishers: Search for news articles in national and local newspapers, industry publications, and other media outlets that mention the institution to help you ascertain its market position, recent achievements, challenges, and plans. You can also gauge the institution’s reputation within the higher education sector and among its competitors. Look for awards, recognition, or any controversies affecting its reputation. You can also research local economic trends to help you assess the institution’s financial health.

By researching potential employers using numerous sources, you can get a comprehensive understanding of an institution and make an informed decision about whether it can provide a workplace where you can thrive, grow, and be truly valued.

Check out more 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.

Why I Work in Higher Ed: Sabrina Small, Human Resources

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Why I Work in Higher Ed: Sabrina Small, HR Director

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.

Sabrina Small is the Director of Human Resources at the School of Social Work at Columbia University in the City of New York. Born and raised in Brooklyn, New York, Sabrina graduated from SUNY at Stony Brook with a Bachelor of Arts in Sociology and earned a Master of Arts in Organization and Leadership from Teachers College at Columbia University. Sabrina currently lives in Queens, NY and enjoys spending time with family and friends, attending live music events, and trying new foods.

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

Shortly after completing my undergraduate degree, I started in passenger service for an airline at JFK Airport. Moving forward in the ranks over a 2-year period, I became the training coordinator for that station, equivalent to the headquarters for that airline. My role entailed organizing and facilitating open houses, setting up and conducting interviews and training sessions, onboarding, and processing hiring forms. So that was my introduction to Human Resources.

Working in the airline industry was exciting but unpredictable and, as I began to plan for my future, I sought opportunities that could provide more stability.

A close friend reached out to me about an opportunity at Columbia and it happened to be as an HR coordinator at SIPA, the School of International Public Affairs. This was my introduction to academia and I have enjoyed being a part of the community for over 20 years.

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

Previously, I had not thought about HR work in a higher education setting, but when I began working at SIPA, I realized that I enjoyed it. Since I was relatively new to the workforce, I didn’t have a lot of information or comparisons to make. I was just excited about the prospect of working in an academic setting because of the positive experiences that I had in my time as an undergraduate, and working at Columbia was a chance to prolong that experience. SUNY Stony Brook was an amazing 4 years! I met my husband there and many of the friendships that I formed during that time remain today and are now considered extensions of my family. I enjoy the energy of the academic environment and the opportunities to have an impact and make significant positive contributions, not just to the university, but to society at-large.

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

What I have observed over time about the role of human resources offices within an organization is that, traditionally, the work was heavily transactional, process-focused, and task-driven. The current function of HR roles has significantly evolved, and we’ve been called to serve a much broader purpose that considers the organization holistically, particularly since the COVID-19 pandemic. We’ve been required to do and balance more with respect to individual employee needs as policies and guidance change at levels that are not within our control. Keeping the HR toolbox current and ready, for application to a wide variety of situations to achieve the best outcomes, is the biggest challenge that I’ve recently experienced in this profession.

What I’ve learned over time is that there are varying definitions of human resources across industries. The purpose that HR serves at an organization is tied to the mission of that organization and the vision for leadership’s plan.

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

I remain motivated by any positive impact that I’m able to make, whether it be as simple as implementing a basic system or process that helps to streamline and increase productivity, or if it’s career guidance that I offer to someone that allows me to see their career progression. I am particularly grateful when I can offer this kind of help, because I understand and have appreciated the benefits of being on the receiving end of that guidance.

At this stage in my career, I seek opportunities that align why I’m working with what I’m doing. The societal contributions that the Columbia School of Social Work (CSSW) continues to make, will benefit generations to come.  This motivates me to keep pushing, even when the work can sometimes be challenging.

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

I think that what helps me the most is reminding myself to pace myself. There’s much to do and many needs to be met, but it’s not possible to meet them all at the same time. Frequent readjustment, recalibration, and reorganization of your work are necessary to avoid burnout.

HR offices are often small units that serve a large number of constituents within an organization. Currently, I am on a team of 4 that manages the HR needs of a school of approximately 500+ employees at any time. The work of an HR practitioner requires that we lead with compassion and understanding as we engage and interact with people in our respective employee populations.

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

At every level you achieve in a career, there’s always something new to learn and these are growth opportunities. Remain open, particularly in higher ed settings, as there’s a lot of flexibility to be leveraged. I’ve seen people discover new skill sets and create a need around them, which can cause a new position or unit to emerge.

Lastly, one piece of advice I received that has stayed with me, is to trust myself and not be afraid to be me. Building trust as an HR Practitioner is of critical importance to one’s success in that role. Generally, I’ve found that people appreciate authenticity as it may help to make you feel more accessible and relatable to them, which allows for lines of communication to open and for meaningful connections to be formed.

Check out Top Articles on HERC Jobs.

Interested in higher ed job opportunities? Explore our job board with about 50,000 job postings and sign up for a free job seeker account.

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.

A Practical Approach: Answer 4 Questions to Give Clear Directions

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Leader giving clear directions and distributing materials to teammates

Good communication skills are valuable in all aspects of life. Communicating clear directions at work can greatly impact the workplace, affecting the success of projects and defining strong leadership.

A lack of good communication from a manager can negatively affect employee morale. In a recent LinkedIn poll, we asked what the most positive sign of a good manager was. The top response was “Gives Clear Direction” (47%), followed relatively distantly by “Ensures Manageable Workloads” (33%).

When giving instructions to a direct report or coworker, being as clear as possible about the who, what, when, where, why, and how can help both parties be efficient and effective. As you compose that email or prep for the meeting or phone call, consider answering these four questions they might have:

1. Why are you telling me this? Why does this matter?

Have you ever had a higher-up approach you to discuss something and after a few minutes, you still don’t know why you’re part of the conversation? Providing the context of your request from the very beginning can quickly and easily clear that confusion. Share any goals and objectives that you have and explain that you need their help to achieve them.

2. What do you want me to do?

    Now that the person knows you want something, lay out exactly what you need them to do and what your expectations are. What is the task you want this person to complete? Are there other people or resources that this person can leverage? Is there an example they should reference? Make sure they understand the task and ask if they need anything clarified.

    3. What work has already been done? What will happen after I complete the task?

      Understanding the process from start to finish can help a person better understand what their efforts contribute to, what resources/information are already available, and may even spark their ideas on how to improve the process. Knowing what will happen after they complete their task also establishes transparency and accountability.

      4. How urgent is this? Is there a deadline?

        Be mindful of other tasks and projects that this person may be juggling. Let them know if this is an urgent request requiring immediate attention or if the timing is flexible. When possible, provide a due date. This helps the person prioritize their workload as they try to meet your needs.

        Quick Tips for Emailing Clear Directions

        Given our reliance on emails at work, here are a couple of quick tips to improve your email communications when giving instructions or making a request:

        • Include Key Details in the Email Subject Title: Email inboxes can be inundated with emails, real and automated, all vying for attention. To make your message stand out and quickly convey your directions, include an action statement and deadline in the subject title. For example: “Review/Provide Feedback on Draft Article by 10/8”
        • Keep Emails Brief; If It’s Getting Too Long, Try Another Channel: No one enjoys reading long emails, and nobody likes writing them either. If you find yourself crafting a message and feeling it’s taking too much time or becoming uncomfortably verbose, consider making a phone call or scheduling a meeting instead.

        Always conclude by letting them know they should reach out if they have questions or need support. Additionally, if it’s a complex task with multiple sub-tasks, consider scheduling check-ins throughout the process to monitor progress and address any concerns.

        Check out more Top Articles on HERC Jobs.

        About the Author: Marcia Silva is the director of marketing and communications at the Higher Education Recruitment Consortium. She strives to create engaging, research-informed content that empowers job seekers and employers committed to creating inclusive workplaces. She is passionate about using digital media and technology to encourage participation and strengthen communities.

        How to Give Constructive and Actionable Peer Feedback

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        A higher ed professional giving peer feedback to another colleague

        If your company conducts peer-to-peer feedback during their performance review cycles, chances are at some point you’ll be tasked with providing an evaluation for one of your teammates. This may make you a little uncomfortable, especially if the person is someone you work closely with or are friends with. However, it’s a crucial process for fostering a positive and productive work environment and ensuring your team’s collective long-term success. Let’s break down how you can approach the review so that it positively impacts the employee and your team, while also ensuring your feedback is actionable.

        Timely Feedback

        Providing feedback in a timely manner is important because you can nip issues in the bud before they escalate to real problems for the person or your whole team. It gives you a chance to report a recent issue that will be more motivating for the employee to address and correct than speaking to something that happened a long time ago. Some companies only conduct reviews yearly and managers may purposively select different people to provide peer-to-peer feedback each time there is a review cycle. This makes it even more important to provide feedback while the opportunity is in front of you. Letting it fester means you’ve deprived the employee of learning from it and acting toward improvement – which doesn’t do them, you, or the overall team any good.

        Effective Communication

        So, how do you deliver your valuable feedback? First off, coming to it with empathy is key. Imagine yourself receiving feedback and how it may make you feel. What would put you on the defense vs. make you curiously absorb it with an open mind? What would make you want to take action to improve your performance? Simply taking this imagination exercise seriously, and then crafting your feedback accordingly, will put you well on your way to delivering feedback that will resonate.

        Typically peer-to-peer reviews are conducted in writing, but if your company encourages in-person reviews, brushing up your active listening and understanding non-verbal cues skills are also important.

        Constructive (vs. Destructive) Feedback

        Constructive feedback involves providing tangible input aimed at fostering growth and improvement – and ties back to the team’s goal or the employee’s specific role. It focuses on remaining professional while presenting specific behaviors or outcomes you’ve observed without making the review personal. You can also review examples of constructive feedback in action if you’re having trouble with crafting your message. Conversely, if you deliver feedback that is vague, personal, or too general, the feedback is likely to be destructive to the employee’s performance and motivation.

        The Good ‘Ol Sandwich Approach

        The Sandwich Approach is a well-known way to deliver feedback and works well for a lot of situations—and peer-to-peer is no exception. It’s a great way to make the delivery feel safe and remind the recipient of their positive qualities or team contributions. To deliver a “sandwich,” you simply deliver the feedback in the order of positive-negative-positive. Begin by highlighting something that went well that gives you an opportunity to acknowledge your peer’s strengths. Then, move on to a specific area of improvement you observed that you feel could have been handled more effectively. Use clear, actionable, encouraging language, and provide examples to illustrate your points. Then “sandwich” the feedback by concluding with positive reinforcement about the employee’s strengths, bringing everything back to the collective success of the team.

        Continuous Improvement

        An organization or team that solicits peer-to-peer feedback is likely committed to continuous improvement—which is a great thing for everyone’s professional growth as well as long-term team cohesion. Getting comfortable with delivering your observations by using the above approaches means you’ll be doing your part to encourage the idea that everyone can contribute to the team’s goals and the organization’s growth – regardless of position.

        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.

        Using Professional Services for Your Job Search

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        Early career professional writing notes in conversation with a professional resume writer

        The following is the first article of a two-part series on using professional services to advance your candidacy in today’s competitive job market. Access the second article on how to select a professional service here.

        In today’s competitive job market, you may find it advantageous to pay professionals who provide resources and support to build highly marketable application documents (such as resumes, curriculum vitae (CV), and cover letters) and LinkedIn profiles.

        Let’s start with the basics of securing a job. The fact is you have only one chance to make a strong impression, especially with the use of applicant tracking systems (ATS) and the limited time available for those serving in hiring roles to thoroughly read the details of each resume/ CV and cover letter.  On average, your documents will be quickly scanned in 6-10 seconds to determine if you meet the basic qualifications of the position.  This is where hiring a professional can make a significant difference in how your candidacy is judged.

        Getting a job has never been easy.  And, for many, it may seem like it is only getting harder, especially as competition is far greater when considering remote opportunities, internal candidates, and now five generations (traditionalists, baby boomers, Gen X, millennials, and Gen Z) in the workplace. Any one of these challenges, or several combined, will certainly play a factor in the success of any job search.

        What this means for job seekers is that employers have larger pools of candidates that include those who are accomplished and known in their careers and industry. But this is not to say that gaining a new or higher-level job is impossible; it just means attention is needed in the approach that is taken. 

        Q: Why should I pay for professional services? Are the reasons for someone who’s just starting their career different for someone who considers themselves mid- or late-career?

        With the increasing number of candidates in the job market, it can be beneficial to hire an experienced professional who can take an objective view of your current documents to customize and tailor your achievements according to what hiring officials expect to see in today’s market.  Additionally, many recruiters/talent specialists/search committees utilize LinkedIn to locate “passive” job candidates.

        Candidate pools today can range from 50 to 1,000 + applications, all of whom believe they are the perfect candidate. Hiring a professional to develop your documents can help frame your experience and accomplishments using keywords, phrases, and information that will help push your documents through an ATS.  These professionals understand what employers seek and know what questions to ask about your experience to identify key elements of your story that are engaging and persuasive.

        That said, even with the best-framed documents, you should always be open to personalizing and tailoring them to match the needs of each position you apply for – there is no one-size-fits-all resume/CV or cover letter. Also important is to recognize that a professional provider can only develop documents from your experience. What you have done to this point in your career is what you bring to an employer. They can better package what you have to offer an employer. 

        Q: What’s the best way to find a professional for my job application support?

        Your resume and/or CV is your story; it communicates what you have accomplished in your career.  A writer will spend time understanding your strengths, achievements, and goals to create a document that showcases what you bring to an employer.

        Whether your focus is advancing in your current industry, making a career change, or simply gaining a job, be it your first job, a different job, or coming out of unemployment, ensuring that your job application documents are well-prepared, professional, and customized will help you to stand out among your peers. This is where hiring a qualified and experienced professional trained in job seeker services can make a difference.  

        While you can use the internet to quickly search for a ‘resume writer’, a better tactic is finding an organization that provides training and certification and utilizing their directory to find an expert to ensure you are working with someone that best fits your needs. While many people are promoting themselves as ‘resume writers’, it would be wise to research writers’ certifications. A couple of notable respected organizations, include but are not limited to, the Professional Association of Résumé Writers & Career Coaches™ (PARWCC) and the National Resume Writer Association (NRWA). As you are considering writers, look at their career history, for example using LinkedIn to find out what range of experience they have and ask questions related to their expertise.

        Q: Are there any free or nominal-cost services and resources that I can use?

        While hiring a professional to assist in writing your resume, CV, cover letter, or LinkedIn profile can save time and make a significant difference in the quality of your documents and online professional presence, I would be remiss if I did not mention that most college, universities, and trade schools offer career support services to both current students and alumni. These services may be housed in either the campus career services center or the alumni office.

        Some of their services may include:

        • access to job search strategies that include job boards
        • invitations to campus career fairs
        • resume, CV, and cover letter workshops and reviews
        • webinars on topics, like interviewing, negotiating offers, etc.
        • networking events with both fellow alumni and businesses the office has partnered with
        • guest speaker and professional development workshops
        • virtual job seeker resources
        • curated career guides for different market needs

        In addition, often for a small fee, you may have access to career coach/counselor/career advisors, mentorship relationships, career assessment tools, career transition guidance, and discounts on certificate or continuing education programs.

        To understand what tools and resources are available to you, reach out to both the career services and alumni offices where you graduated.

        In part two of this series, we will discuss the best strategy for finding a qualified and trusted professional to aid you in your job search as well as questions to ask as you narrow your search.

        Check out the Top Articles on HERC Jobs.

        About the Author: Sara Ermeti has worked in HR leadership for nearly 30 years in various industries such as higher education, NFP, Religious, Financial, Entertainment, and Transportation. She is also an adjunct professor teaching courses in HR and Business. Sara is a certified coach and resume writer offering individual and business consulting through Esperto HR Office.

        Managing ‘Cultural Taxation’ and Combating Burnout

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        Download our free ebook, “Having Our Say: Black Voices on Working in Higher Education,” featuring stories from Black faculty and staff at different career stages and in a variety of roles at colleges and universities across the U.S. Through their stories, you’ll learn how to survive and thrive in the academy. The following article is from the ebook.

        Work-related burnout is so prevalent that it’s now recognized as a condition by health officials. Burnout among workers from underrepresented groups presents its own unique challenges. Experts, however, say you can prevent and recover from burnout if you recognize the signs and implement key self-care practices.

        Recognizing the signs of burnout

        “Signs can include apathy or a general lack of caring about the work that you’re doing,” says Jo Teut, Assistant Director of Diversity & Inclusion Programming at Centre College in Kentucky. As a diversity specialist, Teut has witnessed this pattern firsthand in faculty and staff on various campuses.

        Shanza Isom, Assistant Professor in James Madison University’s Department of Social Work, echoes Teut’s assessment. “One sign is when you see people coming to work and you can tell they don’t want to be there; it just seems like it’s a chore.”

        If you’re starting to devalue your job or lack the motivation to succeed at work, you could be experiencing burnout. Isom says this lack of engagement inevitably leads to a loss of energy, which in turn fuels the apathy. A clear indicator of burnout, she says, is when “you start the day feeling the way people leave a day.”

        Another indicator is prolonged negativity, says Teut. “Having a super negative attitude all the time about everything” often points toward workplace burnout.

        Causes of burnout

        While the causes of burnout vary, staff and faculty from underrepresented groups typically experience two specific stressors: “cultural taxation” and heavy workloads.

        Cultural taxation is the extra work faculty and staff of color take on by being the ethnic representation on university committees and serving as unofficial diversity consultants on campus. While the campus benefits from their presence and voices, workers are not compensated for these tasks. Instead, this tax leads to a second stressor—a heavier workload.

        “When you’re the only one [of an underrepresented group] or one of a few, students who are like you tend to seek you out,” says Isom. “So then you find yourself doing extra advising, extra mentoring.”

        Teut says that many staff take on this extra responsibility because they understand that if they don’t, no one else will—or sometimes, can. Teut adds, “You can’t stop because if you do, the work won’t get done.”

        This extra responsibility often goes unnoticed, according to Isom: “We have an added workload responsibility that’s not recorded anywhere. It’s not a part of your regular workload requirements. It’s not a part of our faculty plan.”

        Self-care solutions

        Self-care is a viable option, even if you consistently manage a heavy workload. Isom advises workers to talk to their supervisors about their extra responsibilities and figure out how to include this work on their annual report. She says that “keeping track of the number of [student] requests and what they came by for” helps you track your time and clearly show your supervisor your additional commitments.

        Teut also encourages workers to understand “what’s negotiable about your job and what’s not.” Isom agrees that negotiating work commitments is critical to preventing burnout. “It’s important to have a clear understanding of what’s a job requirement versus a request, and knowing what you can say ‘no’ to.” She adds that once you understand what’s negotiable, you can set boundaries to create a more sustainable work-life balance.

        Isom also urges university employees not to ignore the basics: eating lunch, taking a stretch break, leaving your desk, and even doing shoulder rolls are simple best-care practices you can implement daily to alleviate stress.

        Another key preventer of burnout is a solid support system. Teut insists it’s critical to “find those people who share your identity that you can talk with.” These people can offer advice, support, and if cultivated—can grow into a coalition that can advocate for systemic change throughout campus, the kind of change that can alleviate the burnout you’re experiencing. If your campus doesn’t already offer an Employee Resource Group, you (or your budding coalition) might consider advocating for one.

        Moving forward

        By building a support system, strategically navigating the cultural tax, and caring for your body, you will be able to meet the needs of your campus and maintain a healthy work-life balance. Teut offers a wise reminder often overlooked, “Higher ed can always hire someone else, but you can’t get your life back.”

        Download our free ebook, “Having Our Say: Black Voices on Working in Higher Education”

        About the Author: Chanté Griffin is a writer living in Los Angeles. Her socially conscious work centers race, culture, and education. When she’s not writing, she’s either trying to read one of the two dozen books piled next to her nightstand, or pretending she’s really active on The Twitter @yougochante.

        HERC Membership Milestone: HERC in All 50 States!

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        SAN FRANCISCO, CA – We are thrilled to announce HERC’s nationwide expansion, now offering membership in all 50 states! This strategic decision marks a significant milestone in HERC’s journey, opening doors for colleges, universities, and other higher ed across the country to join our community dedicated to fostering an inclusive higher education workforce.  

        After conducting an internal assessment of regional health and membership needs, HERC leadership approved the restructuring and expansion of HERC regions to strengthen our member network, expand the institution types in our region, and help us grow sustainably. 

        “Transforming HERC into a nationwide organization with members and job opportunities spanning the United States represents a critical step aligned with the organization’s strategic roadmap,” said Kari Steele, Co-Executive Director and Director of Operations. “This initiative will help stabilize regional budgets and bolster membership figures, particularly in areas with fewer colleges and universities.”

        Below is a summary of regional expansions, refining, and consolidations:

        State-Level Expansions

        • Greater Texas HERC expanded to Louisiana
        • Northern California HERC expanded to Nevada
        • Southern California HERC expanded to Hawaii

        Regional State Lines Restructuring

        • Central Midwest HERC: All of Nebraska included (previously, only the eastern part of the state was included) and Western Illinois excluded (formerly Illinois was split over three regions)
        • Greater Chicago Midwest HERC and Greater Kentucky HERC: Move all of Indiana to Greater Chicago Midwest HERC (formerly Indiana was split between Greater Chicago Midwest HERC and Greater Kentucky HERC)

        Regional Consolidation 

        • Greater Washington State HERC to consolidate with Greater Oregon HERC; the new name is Northwest HERC

        Regional Consolidation + Expansion 

        • Greater Kentucky HERC to consolidate with Southeastern HERC and expand to Florida; the new name is Southeast HERC

        This initiative also underscores the leadership of our lead and partner institutions. Currently, 13 university and system offices fulfilling these roles: Centre College, Columbia University, East Carolina University, George Mason University, Harvard University, Michigan State University, Minnesota State, Princeton University, San Diego State University, University of Buffalo, University of Houston, The University of Iowa, and University of Washington.

        “Our lead and partner institutions serve as regional and national champions of HERC’s mission to cultivate, retain, and support a talented and inclusive workforce,” said Autumn Reed, HERC Governance Board Chair and Assistant Vice Provost for Faculty Affairs, University of Maryland, Baltimore County.  “It’s essential that we strengthen these relationships to maintain regional leadership and long-term growth.”

        By extending membership to all 50 states, HERC aims to create a truly inclusive community, transcending geographical boundaries and providing valuable opportunities for member institutions from coast to coast.

        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

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