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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

        How To Be Active and Engaged at Work

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        Group of higher ed employees engaged at work meeting

        Do you feel active and engaged at work? Having a healthy work-life balance is great, but if you don’t feel any connection to your colleagues or your institution’s mission, it may be time to look for a new gig. If you do like your job and are just feeling stuck in your bubble, then consider proactively finding ways to get more involved at work.

        Feeling connected to your work may help you feel more productive, creative, and satisfied. Your employer should know that a happy employee can translate to stronger teams and organizational success. However, if your employer doesn’t offer ways for you to be engaged at work, then it’s completely on them for failing to make your experience working there better.

        If you decide that you want to try being active, first think about how much time and bandwidth you want to give to something that’s not part of your job description. Then figure out what opportunities are out there (if any) that could work for you. You can learn about ways you can get involved by asking your manager or reaching out to your HR department.

        If offered by your employer, here are some ways you can be more active at your job:

        Start or Join an Employee Resource Group (ERG)

        ERGs, also known as affinity groups or employee networks, are voluntary, employee-led groups within a company that are formed based on shared backgrounds, interests, or experiences. Explore ERGs at your institution to get support, build connections, and foster a sense of community. If you can’t find one that addresses your needs, then think about creating one yourself.

        Show Your Interest in Joining a Committee

        Different from ERGs, committees are often led by management who set the goals and select members. Oftentimes, a committee is focused on a specific project or outcome, like an event or a new program. By expressing your interest in specific committees, you are letting management know that you want to be engaged and they may decide to invite you to join or at least consider you for future committees and other similar initiatives.

        Sign Up for Training and Other Learning Opportunities

        Don’t ignore those emails or flyers promoting learning opportunities, such as workshops, lunch-and-learns, or online courses through platforms like LinkedIn Learning. Enhance your skills and prepare to take on new challenges at work through continuous learning. You may also discover new interests and passions to pursue outside of work.

        Provide Feedback on Company Policies and Programs

        Throughout the year, your employer may invite you to a stay interview (a casual conversation/interview conducted by employers) or to take an employee survey to glean information on your satisfaction with your employer’s programs and policies. Take this opportunity to advocate for issues that matter to you and provide constructive feedback to your employer.

        Participate in Team Building Events

        From volunteering in the community to thinking collectively about how to navigate an Escape Room, team-building activities can boost morale, deepen relationships, and foster collaboration with your team. You might be skeptical about the effectiveness of these events, but the ones that support team building can be more productive and effective than those solely focused on socializing.

        Don’t forget to check with HR on any wellness programs (programs that aim to improve and maintain the health of employees) or even employee referral programs (employees are rewarded for referring qualified job candidates) that you can benefit from.

        Your active engagement can potentially increase your job satisfaction and transform your job into a fulfilling, purpose-driven career. But also remember that it’s NOT all on you to get there – your employer should offer these types of opportunities. Additionally, employers must give you the space and support to get involved. If you’re not seeing these efforts, decide if you want to be the person who starts the conversation by planting the seed(s) with your manager or HR department.

        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.

        The Positive Exit: Leveraging the Exit Interview for Mutual Benefit

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        Exit Interview: Higher ed professional listening to an HR rep

        The time has come to take that next big step in your career, but before you head out the door (or end that final Zoom), you will likely be asked to participate in an exit interview. Exit interviews are a way for employers to gather employee feedback and glean valuable information that they can use to help strengthen their company culture, as well as their employee retention efforts. In a nutshell, your departure serves as a learning opportunity for the employer. But it can be valuable for you too, as well as for your colleagues still working there, so taking the time to make it a constructive experience is good for all parties.

        Exit Interview Preparation

        First things first – let’s address the practical aspects. Exit interviews are not intended to make you nervous and shouldn’t cause a lot of anxiety or prep time. I often wonder why the triggering term “interview” was chosen for this process. Even though the main goal of the exit interview is to help the employer, this should really be a candid conversation. Fostering a mindset around open dialogue will make the exchange more beneficial to both parties. After all, you have nothing to lose as you’re already leaving the company.

        Usually, you’ll know in your gut what key big picture themes from your experience to discuss. Take a few minutes to think through the most effective way to get those important topics across in a constructive manner. If you put yourself in the shoes of the employer, it’s easy to see that they are trying to get ahead of key issues, such as the main reasons for employee attrition. So having that framework in mind as you work on your answers will help ensure your feedback resonates.

        On top of that, you can easily research exit interview questions in advance. While all companies are different, there are some common questions that nearly all will ask one way or another (What was the best part of working here? The hardest part? What are you proud of? Did you feel supported? What led to your decision to leave?), and taking a couple of minutes to research those questions is also a quick and practical way to prep.

        Keep Your Answers Factual, Courteous, and Sincere

        If there was ever a time to practice your diplomacy skills, the exit interview sure represents a good one. You may be tempted to speculate or provide feedback about that coworker you never quite got along with. But sticking to the facts and being respectful is key for a purposeful exit. Choosing your battles will also go a long way—don’t water down your meaningful feedback with petty issues. And just as it’s a good rule to research questions in advance to prep for what you want to say, spending a few minutes reminding yourself about what not to say is recommended as well. You’ll want to think about how to gracefully exit while keeping your personal brand intact.

        Stay Positive and Use this Opportunity to Help Others

        During an exit interview, you’ve got the ear of someone who cares, and often someone in senior management, so why not keep it positive? This is your chance to address the issues you observed while also offering your unique perspective on solutions. You may not be there to benefit from your own feedback. However, the colleagues you worked with still are and this is also an opportunity for employee advocacy. Why not do what you can to make it better for them? Wouldn’t you prefer to see the issues addressed for the good of your soon-to-be former coworkers?

        You may have a unique perspective on how the employer can advance its efforts in cultivating a more inclusive workplace. All your feedback rolls up to help strengthen the company culture and positively impact the employees.

        In addition, especially in more niche careers, it’s a small world out there and you never know when you’ll be working again with employees from the company. You may even want to apply for a job there again in the future—all the more reason to keep things on the up and up as you leave.

        As you leave your company, keep in mind that most employers are trying to run successful, prosperous businesses. Better yet, some are even trying to do right by their workers. Your exit interview puts you in the unique position to advocate for the employees still there while also giving you an opportunity for positive closure on one chapter as you move to the next in your career development journey.

        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.

        AI Tools for Job Seekers: From Resumes to Interview Prep

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        AI Tools for Job Seekers: Higher ed professional taking a break from job searching

        Are you using artificial intelligence to find and land your next job? Everyone seems to be talking about artificial intelligence (AI) tools: how they can make our work easier and how they might impact the workforce in the future. Regardless of your opinions of these tools, you can certainly use them in a positive way to assist you in your job search.

        Most of these AI tools for job seekers aren’t free, but many offer a free option or plan with limited access to robust features. Take this opportunity to see how they work and if they deliver a satisfactory product. Then consider if paying for the additional features is worth it for your purposes. Sometimes, the free option is all you’ll need to get started on creating your job application materials.

        So, How Do AI Tools Work?

        According to ChatGPT, one of the most well-known AI tools, an AI tool “refers to any software or system that utilizes artificial intelligence techniques to perform tasks that typically require human-like intelligence. These tools are designed to simulate human cognitive functions such as learning, problem-solving, understanding natural language, and perception. AI tools can be classified into various categories based on their functionality, including machine learning algorithms, natural language processing systems, computer vision applications, and expert systems, among others.”

        Always keep in mind that AI can’t create or replace your authentic story – your background and experiences are yours alone. But you can use it to enhance how you share your story and even help increase the chances that your story will be seen and heard. Use these tools with caution and build in sufficient time to do a thorough review, then edit and correct as needed.

        Here are some ways you can use AI to support your job search efforts:

        Find Jobs That Match Your Skills

        If you’re having trouble finding interesting job opportunities and looking to explore new careers, some tools can serve as a “job matchmaker” for you. The good news is that many of these are free to you; potential employers are paying to find you. Check out Talentprise, and if you’re only interested in remote jobs, try Pyjama Jobs from Kickresume.

        Make Your Resume ATS-Friendly

        Employers are increasingly using an Application Tracking System (ATS) to collect and review resumes. Make sure your resume is ATS-friendly, such as including keywords from the job posting and formatting resumes for optimal scanning. Popular tools like Rezi, Jobscan, and Kickresume can help prep your resumes for these systems.

        Create a First Draft of Your Cover Letter

        While resumes highlight the facts of your background and experience, cover letters convey your professional and personal story, as well as your interest in a job opportunity. Relying on AI to tell your story effectively and authentically is trickier. Instead, use it as a tool to produce a first draft cover letter and get ideas on what language to use in communicating your story. Try Rezi, Kickresume, and Cover Letter Copilot.

        Get a Professional Headshot

        A professional headshot can be used in various places, including for your LinkedIn or other professional networking profiles. When using AI to produce a professional headshot, it’s harder to find free options that look good. Some key differences are the number of photos you must upload, styling options, turnaround time, and how many different headshots you’ll get. Take a look at Aragon, HeadshotPro, and Dreamwave.

        Prepare for Job Interviews

        All the time you spent preparing your application materials and networking has paid off. A potential employer has invited you for an interview and AI can help you get ready. Use AI to anticipate questions, practice answering them, and get feedback on your responses. Some of these tools can even tailor the questions to the job description and company. Try Interview Warmup from Google, Adzuna, and the Huru app.

        This article only scratches the surface of what AI tools are available. There’s a whole slew of other tools you can use after the job interview, like salary negotiation, self-evaluation, and even public speaking.

        Remember that tailoring your materials to the specific job that you’re applying for is essential to making it to the next step in securing that job. It’s up to you to make the very human connection between those job posting requirements and your background and skills. Never underestimate the value of having your mentors and peers conduct a final review of your materials before you submit them.

        Check out more 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.

        Why I Work in Higher Ed: Kayla Patterson, Events & Comms

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        Why I Work in Higher Ed: Kayla Patterson, Events and Communications 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.

        Kayla Patterson started as an academic coach and is currently the events and communications coordinator in the Columbus Promise program at Columbus State Community College. She received a bachelor’s degree in adolescent young adult education–integrated language arts from Bowling Green State University in 2015 and a master’s degree in student affairs in higher education administration (SAHE) from Wright State University in 2022. Prior to pursuing her master’s degree, she was a high school English teacher for 7 years.

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

        I got my undergrad degree in education and taught English as a high school teacher for seven years. Then in 2020, I started the master’s program at Wright State in their student affairs program. During the fall of 2021, I began thinking about whether I wanted to teach another year and start looking for jobs once I finished my program at Wright State or start applying for jobs even though I didn’t have my Master’s in higher education yet.

        So I went with the second route. I looked at what was available, and I found out about the Columbus Promise program, where I work now, at a conference that Wright State paid for me to attend since I was part of the graduate association for the student affairs majors.

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

        I was really involved in undergrad, like in every position – orientation, admissions, athletics, and res life. In between my junior and senior years in college, I talked to someone in career services, and I was like, I really don’t know what to do at this point. I think I’d be an amazing teacher, but I also like working with students on college campuses. And the person in career services said, “Well the good thing is I think you’d be great at both. There’s no rush, you don’t have to decide now.” At that time, some of my friends were shifting into grad school in student affairs.

        I didn’t want to give up on teaching, which is something I have wanted to do since third grade. I really liked teaching English at the high school level. But I realized a few years in, I wanted more, and, in my perspective, there didn’t seem like a lot of opportunities for mobility. I didn’t want to be an administrator. I didn’t want to do curriculum. I looked into Wright State’s literacy degree and one of my teacher friends said, “Think about what you want this degree to do for you. A literacy degree, you could do that now by just getting an endorsement. If you want to get out of K12, you’re going to need something else.” I really enjoyed student affairs and I did my research on what programs were available. So really it just started in college, and then I came back to it later.

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

        When I started with Columbus Promise, I was an academic coach and now I’m the events and communications coordinator. We’re a new program, going into our second year, but we didn’t have anyone to manage events. I asked my manager last year if there was anything else I could do because I wanted more responsibilities.  I started helping with scheduling events for Columbus Promise students, and in May of this year, I became the events coordinator. We have various events throughout the year. We have a kickoff event every semester and an event during finals week to give students survival kits. We do a midterms event where we bring in therapy dogs and relaxing music. We’re really trying to create events and opportunities for students to be engaged and have a sense of community.

        My communications role is sending out information regarding their scholarship, financial aid deadlines, or if there are details about upcoming opportunities, like additional scholarships or programs, and upcoming general events. I am also the point of contact for the Columbus Promise students in Basic ESL classes. Students in Basic ESL are part of the Columbus Promise program, but they are in a different situation – they’re taking classes through the non-credit institute first before taking classes for college credit.  Their classes operate on a slightly different academic calendar. I handle these students’ registrations and getting their books.

        As far as challenges, for events, it’s getting students to come. I went to a 4-year institution and lived on campus for two of those years, so it was very easy to walk across campus for an event. At a community college, that isn’t the case. For the basic English population, trying to manage their registration and textbooks. We’re trying to change it so that they’re put on a sponsorship where they receive a voucher and they can take more initiative. Right now, I order their books and the professor gives the books to them on their first day in class. It’s a lot of organizing. Last year, we had 15 students and now we have about 37 students.

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

        Columbus State is a community college, so it’s open access. The Columbus Promise program is similar – students just need to graduate from Columbus City high schools, complete their FAFSA if they’re eligible, and have been accepted to Columbus State. There are very few barriers – no citizenship or GPA requirement – which is really cool because there’s a good portion of students who either didn’t think they could go to college because they couldn’t afford it, or they didn’t think their grades were good enough. We take care of tuition for six semesters and provide academic support. They’re here and they’re trying, and seeing them take advantage of this opportunity is fulfilling. We take care of tuition for six semesters.

        Some of the basic ESL students know me well. I’m taking a Spanish language class now and many of the students in the Columbus Promise program taking Basic ESL classes are Spanish speakers. I tell them that I used to be an English teacher, so I can help them with that, and the students are like, “Oh we can help each other – try to say something in Spanish!” It’s fun being able to interact with the students.

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

        In one of the internships that I had, my supervisor asked me if there were any offices or departments that I wanted to get involved with. She said, “Pick four and I’ll get you contacts so you can connect and talk to them.” She really wanted me to have an idea of what different offices and departments did. I spoke with a director in admissions, telling her I was thinking long-term about looking for a job after graduating from Wright State’s program.

        I worked full-time during my master’s program, and I was worried that I didn’t have an assistantship and didn’t have the experience my classmates did. I was worried there’d be questions about my experience not being up to par with other people. She was like, “I can train you how to use our system and on admissions speak, but there are certain things I can’t train, like being comfortable working with students or being comfortable presenting in front of a classroom.” That was helpful and gave me some insight. Even if I don’t think I’m qualified, I have other relevant skills and experiences that could still very much help me get that job.

        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.

        Higher Pay: How to Figure Out and Ask For What You’re Worth

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        Higher Pay: Higher ed professional taking with colleagues about market rate salaries

        Have you looked for a new job because you wanted higher pay? Or did you learn that a new hire with similar job responsibilities makes more than you? According to the 2023 HERC Job Seeker Survey, the top reason respondents searched for a new job was to secure a higher salary.

        Before you start any moves to leave your current institution, you might consider reflecting on what could make you stay and, if staying is a possibility, allow your employer to keep you (oftentimes, it’s truly in their best interest to try).

        If getting higher pay is the main thing you want – everything else about working at your current institution is acceptable – then prepare to make the ask and leverage the current movement for pay transparency to your advantage. Pay transparency, which is the practice of sharing employees’ salaries and compensation packages within an organization, has been gaining traction, particularly as a practice to close wage gaps and reduce pay discrimination.

        Even if you’re at an institution that doesn’t practice pay transparency, you can still use it as one of the tools to support your ask. There’s no federal requirement to include salary ranges in job postings, but several states and local jurisdictions have enacted pay transparency laws that require employers to disclose that information to prospective candidates and/or current employees.

        So, are you ready to figure out what you’re worth? Follow these steps to find out and possibly prepare to ask for a raise and/or promotion:

        1. Take stock of your situation

        How long have you been at your institution? Do you feel like you’re getting the support you need to do the work? Do you feel connected and valued? Have you seen any evidence that your employer is open to hearing your feedback and possibly changing to meet your needs? Thinking through questions like these will help you decide if you should stay or go.

        2. Assess your job description (and title)

        Do you have access to the job posting that you applied to when you were first hired or is your original job description saved somewhere? Take some time to draft a description of what you’re doing now and compare it to that original job posting or description. Do they match or are you doing more or doing something completely different? Do the differences warrant a possible job title change, promotion, and/or raise?

        3. Track your productivity and successes

        Choose a period, like two weeks or a month, to document your daily tasks, completed projects, and any other unexpected requests that you fulfilled. Think about your accomplishments in the past year. How do these align with your original job description versus the new one you’ve drafted? Reference these when you make your case.

        4. Research what other employers are paying

        Websites like Salary.com and Glassdoor can help you research the current market rate for your job title/type and location. But don’t forget to research what your institution’s competitors are paying. Many institutions are now including salary ranges in job postings. Make a list of other institutions that you’re interested in working at or are in the vicinity, then check if they have job postings for positions like your current job on their own websites or on any job boards like HERCJobs.org. How do those descriptions and salary ranges compare to what you’re doing and getting now?

        5. Present your findings and advocate for what you want

        Based on all the homework you’ve done, do you believe you deserve a raise and/or promotion? If the answer is a resounding “yes!”, then schedule a meeting with your manager and make your case by sharing all your documentation and research. Your thoughtful approach will be hard to refute and will bolster your manager’s ability to move your case up the chain of decision-makers.

        If you’ve done all the above and see no meaningful movement, then you can choose the next step that gets you what you deserve. You will feel good knowing you tried everything you could to stay.

        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.

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