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LinkedIn Poll Findings: Job Seeker Insights on Various Topics

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LinkedIn app on mobile device

With over 24,000 followers, LinkedIn is our largest social media channel to reach and engage with our community of job seekers and higher ed professionals. We utilize the LinkedIn Poll feature to learn from job seekers and share our findings with HERC members. If you’ve taken any of our polls, we thank you for your input!

In case you didn’t know, the Higher Education Recruitment Consortium (HERC) is a nonprofit coalition of over 700 colleges, universities, hospitals, research labs, government agencies, and related non- and for-profit organizations, committed to advancing diversity, equity, and inclusion in the higher education workforce.

Below are some highlighted poll findings and actions that we encouraged our members to take in their recruitment and retention efforts:

Searching for jobs using various channels

LinkedIn Polls Screenshot: If you are currently working in higher ed, how did you find the opportunity?

Job seekers are finding their roles in higher ed in a variety of ways. When asked how they found their current position in higher ed, respondents were evenly split among an institution’s website, a networking connection, and an online job board. Human resource managers can take note and share job openings in as many avenues as possible to find the right candidates for their roles. 

Preparing for the workweek

LinkedIn Polls screenshot: What do you do on Sunday to prepare for the work week ahead?

To gain insight into how employees prepare outside of the office, we asked, “What do you do on Sunday to prepare for the work week ahead?” Nearly half of respondents reported “Review work agenda/calendar” as their way of getting ready for the week ahead. Sharing resources on how to plan and schedule for a successful week could be a helpful way to reach out to employees and encourage a healthy work balance. 

Lacking awareness of diversity efforts

LinkedIn Polls screenshot: Does your workplace demonstrate an effort to recruit and retain a diverse workforce?

Surprisingly, only half of respondents said that their workplace demonstrates an effort to recruit and retain a diverse workforce. This could indicate the need for institutions to conduct their own inter-office survey to determine if their employees feel that the efforts for growing diversity are being shown in their workplace and, if so, consider what can be done to better show that the work is being done. 

ADA compliance understanding

LinkedIn Polls screenshot: How familiar are you with your workplace's ADA accommodations?

When asked, “How familiar are you with your workplace’s ADA accommodations?” only 37% reported being very well informed. Promoting ADA compliance through training can help workplaces better support employees and avoid any misconduct when following the ADA compliance workplace rules.

In it for the long run

LinkedIn Polls screenshot: Do you see yourself retiring in higher ed?

45% of respondents said that they would retire from higher education, leaving a large percentage of respondents who were uncertain about remaining in higher ed and/or planning to switch careers. Higher education institutions can benefit from exploring ways to retain employees so that they can improve employee engagement, preserve institutional knowledge, and avoid gaps in employee coverage. 

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. 

Higher Ed Careers for Veterans: Student Affairs

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Banner with text: Higher Ed Careers for Veterans

Are you exploring higher ed careers for veterans? Meet Elisa East. She is the Interim Director of the Military and Veterans Program at San Diego State University (SDSU). Elisa leads and oversees all military-related functions, educational benefits processing, programming initiatives, student engagement, and supportive services for the diverse military-connected student population at the Joan and Art Barron Veterans Center (JABVC). With her equity and inclusion mindset, commitment to student success, and deep understanding of military culture, Elisa cultivates and fosters an environment that promotes academic achievement, personal growth, and professional development. She is a United States Army veteran, holding a B.A. in Psychology and an M.A. in Education with an emphasis in Counseling from SDSU.

What made you consider a career in higher education?

I was inspired to pursue a career in higher education because of my passion for learning and the desire to make a positive impact on students’ lives. 

Did you run into any specific challenges as a veteran transitioning to higher ed and if so how did you manage it/them?

Transitioning to higher education posed some challenges, such as adapting to the different work culture and adjusting to the academic environment. I managed these challenges by seeking guidance from mentors, participating in professional development opportunities, and being open to learning and growth.

Did anything surprise you about working in higher ed that you did not expect? 

Working in higher education surprised me with its dynamic and ever-evolving nature. I did not anticipate the breadth of responsibilities and the constant need to adapt to changing student needs and institutional priorities. This works for me as it prevents me from becoming bored.

Tell us about your current role.

In my current role, I serve as the Interim Director of the Military and Veterans Program. I oversee the processing of federal and state educational benefits, develop existing and new programming initiatives, facilitate student engagement opportunities, and provide supportive services to enable students to progress toward and achieve their educational objectives.

What are some of the benefits of working in higher education?

Benefits of working in higher education include the opportunity to make a difference in students’ lives, intellectual stimulation, a supportive and collaborative work environment, and access to professional development and educational resources.

How do you think being a veteran has served you in this role?

Being a veteran has served me in this role by providing me with valuable skills such as discipline, leadership, and adaptability. These traits have been instrumental in effectively working with diverse student populations and navigating complex organizational structures. It’s also provided me with the ability to understand the nuances of military life and culture that often cannot be articulated unless you experienced it. 

What do you wish you knew before moving into a career in higher education?

Before moving into a career in higher education, I wish I knew more about the intricacies of the academic landscape, including institutional dynamics, funding challenges, and the importance of building strong networks and collaborations.

Did your military experience easily translate into a civilian occupation? If not, did you have to receive additional training and/or certifications?

While some aspects of military experience did translate well into civilian occupations, additional training, education, and certifications were necessary to meet the specific requirements of a higher education role. It is important to leverage transferable skills and seek professional development opportunities to bridge any knowledge gaps.

What similarities are there (if any) between working in higher education and serving in the military?

Similarities between working in higher education and serving in the military include the importance of teamwork, leadership, and a commitment to a larger mission. Both environments require adaptability, resilience, and a focus on serving others.

Check out more resources for veterans exploring careers in higher ed.

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.

The Hiring Process: What to Expect After You Hit “Submit”

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Higher ed job seeker submits job application materials and is trying to figure out what the typical hiring process is like

You found a promising job posting and submitted the requested application materials – now what? When it comes to dealing with potential employers, particularly higher education employers, patience is key, but knowing what a typical hiring process is like can give you an advantage, including identifying actions you can take to follow up.

I talked with my colleagues Maranda Holtsclaw and Tonya Mathis, both with expertise in higher education recruitment and retention. We discussed common questions asked by job seekers that have applied for higher ed jobs. Below, I’ve captured their insights on the review process and their advice on what you can do after you’ve submitted your application materials.

Q: What is the typical timeline for a hiring process (including reviewing applications and contacting candidates)?

Maranda: This is truly dependent on the institution and even on the department or unit within the institution that you are applying to.  It can be dependent on the search committee, like how big it is, and the time of year. For instance, are they trying to hire during the summer when committee members may be taking vacations and it’s challenging to find a day or two that works for everyone to conduct interviews? Also, it can depend on how many other people have applied. If there are many applications, it can take a while to review and determine which applicants will be invited to move on to the next step. The workload of the HR representatives that do an initial review of applications can also be a factor in timing.

Tonya: I agree with Maranda – the timeline for reviewing applications and contacting candidates is dependent on the institution, department, and/or hiring manager. From my experience, the application review process can take anywhere from four to six weeks.  Another thing to note is that there is usually a required amount of time for a job to be posted. For example, at my current institution, unclassified jobs are required to be posted for five days, classified positions for 10 days, and faculty positions for 30 days.  If an institution is using a search firm, that may impact the timeline as well. Finally, it also depends on when the search committee is formed. Was the committee formed at the beginning of the process or towards the end?  It takes time to create the committee, then coordinate schedules to hold its first meeting.

Q: Will I receive a confirmation email or any notification to confirm that my resume has been received?

Maranda: Many schools use an applicant tracking system (ATS) that will show the status of your applications. The status will reflect that your materials have been received and what stage they are in. If there is no status available in the program that you used to apply and you don’t receive an email confirming receipt, you may want to call the Human Resources office at that school and just let them know you are checking if your materials were received.

Tonya: Yes! Applicants will receive a confirmation email indicating that their resume has been received. Applicants are also encouraged to check their application status via the ATS.

Q: How will I be contacted if I am selected for an interview?

Maranda: This depends on the school, but I think a phone call is the most typical form of communication to set up an interview as there is sometimes a little back-and-forth to find a time. Sometimes you will be reached via email, so it is wise to check your email often and look at your spam folder from time to time as well. If the system that you applied through has a ‘status’ for your applications, you may see that you have moved to a ‘contacted for interview’ status. If you see this, but you don’t see an email or get a phone call, it would be wise to reach out.

Tonya: Oftentimes, candidates get an email inviting them to an interview. This includes an invite for a pre-screening interview and additional rounds of interviews. We usually provide the candidates with several dates and ask them to select their top three choices. It also depends on who is handling the interview logistics.  I have observed an administrative assistant or search committee support person contacting candidates by telephone while the search committee chairperson contacted candidates via email. In my previous roles as a hiring manager, my practice was to contact candidates via email. It was my experience that individuals don’t usually answer their cell phones if they don’t know who it is calling, even though they provided their numbers. If I reached out to someone via email and they didn’t respond in a timely manner, then I would give them a courtesy call.

Q: Is it appropriate for me to follow up on the status of my application, and if so, whom should I contact?

Maranda: You can, but you don’t want to come off as pushy. Use this as an opportunity to show your enthusiasm for the position, but don’t take too much of the person’s time – be succinct with your question. If there is a staffing coordinator listed on the posting, you can contact that person. However, sometimes there isn’t a person listed on the posting for questions and in this case, the advice is varied because each institution’s structure is unique. At some larger universities, HR can be very decentralized and it can make it tricky to find the right person to talk to. In those instances, you can call the Central Human Resources office.

Tonya: This is a great question. The Office of Human Resources is where I would recommend a candidate follow up on the status of their application. That said, if someone reaches out to me directly, I will make an inquiry on their behalf to the talent manager and then get back to the person. Usually, this is someone I have met at a job fair or networking event. If you have an established connection at the institution, consider using them as a reference.

Q: Will there be any additional steps or assessments in the hiring process?

Maranda: Typically, if there are, they will be listed in the posting details.  The other way you may learn of this is when you are notified of an interview.  Some examples may be something like a physical test or stress test if the position requires physical labor, or a presentation to a specific group. 

Tonya: I’m with Maranda on this one.  The only other thing that I might share is that when I interviewed for my previous position as assistant dean, I was asked to complete a writing sample. So, a word to the wise – be prepared!

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.

What Would Make You Stay? (2023 HERC Job Seeker Survey Results)

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Hand placing blocks with different emojis printed on them

What do job seekers think about working in higher education? For those already working in higher education, are they committed to staying or are they looking to leave? What can higher ed employers do to attract and keep employees?

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

As employers continue to work on their ability to shift talent and resources to tackle their most pressing workforce challenges, they face talent shortages and employee burnout. Based on the results of our 2023 HERC Job Seeker Survey, we published a report with insights and recommendations for HR, academic affairs, and diversity leaders to meet the needs and expectations of job seekers today.

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

Who Responded

The survey had 1,572 respondents, who reported these demographics:

  • 70% hold master’s degrees or higher
  • 37% are people of color
  • 21% are individuals with disabilities
  • 11% are veterans
  • 64% are women; 35% are men
  • 17% are 22-32, 30% 33-43, 26% 44-54, 21% 55-65, and 5% 66-76 (under 22 and 77+ not shown due to low reporting)
  • 49% are staff/administrators, 29% faculty members, 8% are graduate students/postdocs, 14% are currently working as both staff/administrators and faculty members

Higher ed job seekers are looking across industries.

2023 HERC Job Seeker Survey Results: Are you currently looking for a new job?

The active job seeker market is very similar to last year. The same percentage of respondents (47%) were actively looking for a job this year compared to 2022. Only a slightly higher percentage reported possibly searching if the right opportunity was available (40% vs. 38%).

Of the 87% of survey respondents that noted they were actively or passively job searching, 65% were not exclusively seeking opportunities in higher education. Another revealing datapoint is that only 26% of 22-32-year-olds were focused on higher ed jobs only.

The higher education workforce does not feel connected and valued.

2023 HERC Job Seeker Survey Results: Feeling Connected and Valued at My Current Workplace

When asked if they agree or disagree with this statement, “I feel connected and valued at my current workplace,” 53% agreed, while 31% disagreed and 15% were unsure. When looking at what sector these respondents currently worked in, those working in colleges or universities had the lowest percentage agreeing with the statement (49%).

Diversity, equity, and inclusion remain a top priority.

The majority of minority & underrepresented (85%) and white (77%) respondents noted that diversity and inclusion policies were important to them. Having diverse leadership, addressing diversity and inclusion issues in the hiring process, and having a diverse staff currently are the top three indicators of an employer’s commitment to DEI according to minority and underrepresented respondents.

Your input about working in higher ed matters to us. Please participate in our monthly quick polls on LinkedIn (follow HERC on LinkedIn) and our annual job seeker survey (the next one will be in early 2024).

Higher Ed Job Seekers Value Supportive Leadership, Healthy Workplace Cultures; Highly Willing to Relocate

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2023 HERC Job Seeker Survey Report: Get Insights on Higher Ed Job Seekers

New Report Highlights Increasing Competition for Stagnant Higher Ed Candidate Pool

SAN FRANCISCO, CA – As recruitment and retention remain top of mind for higher education employers, a new report from the Higher Education Recruitment Consortium (HERC) provides a timely pulse check on today’s higher ed job seekers. [The full report is available to HERC members. If you are interested in accessing the report, please contact Marcia Silva – see info at the bottom.]

The new publication, “2023 HERC Job Seeker Survey Report: Understanding the Higher Ed Workforce,” shares key takeaways and recommended actions for human resources, academic affairs, and diversity leaders to improve their efforts to find, select, and retain staff and faculty.

“We know from our survey that current and prospective higher ed employees want a supportive workplace that values and rewards their contributions,” said Jessica Wise, HERC Co-Executive Director. “Higher ed employers must be responsive to these needs and this report provides data-informed insights to identify new interventions and make workforce planning decisions.”

The report provides insights on the current job seeker landscape, factors affecting employee retention, and the value of diversity and inclusion workplace efforts. Some of the trends are consistent year over year, such as higher ed job seekers finding remote jobs attractive, but new data has emerged that could help inform how higher education institutions conduct their recruitment and retention activities and where to invest their time and resources.

Highlights from the report findings include:

  • Higher ed job seekers are looking across industries. Of the 87% of survey respondents that noted they were actively or passively job searching, 65% were not exclusively seeking opportunities in higher education. Another revealing datapoint is that only 26% of 22-32-year-olds were focused on higher ed jobs only.
  • The higher education workforce does not feel connected and valued. When asked if they agree or disagree with this statement, “I feel connected and valued at my current workplace,” 53% agreed, while 31% disagreed and 15% were unsure. When looking at what sector these respondents currently worked in, those working in colleges or universities had the lowest percentage agreeing with the statement (49%).
  • Diversity, equity, and inclusion remain a top priority. The majority of minority & underrepresented (85%) and white (77%) respondents noted that diversity and inclusion policies were important to them. Having diverse leadership, addressing diversity and inclusion issues in the hiring process, and having a diverse staff currently are the top three indicators of an employer’s commitment to DEI according to minority and underrepresented respondents.
  • Job seekers are open to moving for a job opportunity. Nearly half (47%) of survey respondents are willing to relocate for a new job. Of those open to relocating, a substantial percentage of job seekers (38%) are willing to move anywhere in the United States for a new job.

“For a variety of reasons, higher ed employers have had to reassess their policies and programs that attract and keep a diverse workforce,” said Wise. “Our ability to reach and engage job seekers gives us unique access to insights from this talent community.”

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 700 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

Higher Ed Careers for Veterans: Human Resources IT

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Banner with text: Higher Ed Careers for Veterans

Are you exploring higher ed careers for veterans? Meet Tony Whack. He has served the past 19 years in the role of HRIS (Human Resources Information System) Manager at Wright State University.

What made you consider a career in higher education?

I did not specifically seek a career in higher education. While in the military, I had acquired certain skills in the IT field. A position became available as I was approaching the close of my military career and I was fortunate enough to be selected for it.

Did you run into any specific challenges as a veteran transitioning to higher ed and if so how did you manage it/them?

The primary challenge I experienced was adapting to the less-rigid workplace environment when compared to the military. I had to become much more flexible where enforcement of policies and procedures was concerned – “Don’t be so tough!”

Did anything surprise you about working in higher ed that you did not expect? 

I found it difficult to understand how projects could not develop momentum to move forward to completion. Meeting for the sake of meeting, dragging things out, indecision

Tell us about your current role.

I am the HRIS Manager for the Human Resources department at Wright State University. I oversee the HR module of the university’s ERP system and other related HR IT software systems.

What are some of the benefits of working in higher education?

Depending on the institution, the workforce tends to be more formally educated. Working with individuals that are degree holders can be beneficial for everyone.

How do you think being a veteran has served you in this role?

As a career military person, I believe that the experience levels in supervision and management tend to be higher since many military personnel are required to serve in leadership roles at younger ages than one might experience in other workplaces and careers. Adaptability is another advantage that military personnel might have since they are constantly subject to changes in their career fields, locations, cultures, etc.

Did your military experience easily translate into a civilian occupation? If not, did you have to receive additional training and/or certifications?

With the exception of my IT skills, my military responsibilities and experiences were not related to education at all. My IT skills were something I developed to assist me with the administrative functions of my actual job. Once in higher ed, I did seek additional training and certifications related to IT functions. My supervision and management training did translate also.

What similarities are there (if any) between working in higher education and serving in the military?

The feeling of teamwork, comradery, and evolving challenges…all to serve a meaningful purpose that is The military is too broad of an environment to provide a general response. There are some career paths in the military that can translate to higher ed, and there are just as many that have no possible similarity at all. For me, the culture of teamwork, camaraderie and accountability requires that an individual exhibit the behavior that will uphold those values. That can translate to higher ed, and it does to some degree, but not at the levels that exist in the military.

Check out more resources for veterans exploring careers in higher ed.

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.

6 Reasons Why You Should Consider Online Learning

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Higher ed professional taking a break from an online learning course, smiling at camera

Are you trying to figure out how to keep building your knowledge and skillset while you balance work and personal responsibilities? Have you explored online learning options?

I’ll never forget when I interviewed for a job opportunity and I got feedback from the recruiter that the hiring manager thought I could do the job, but she didn’t think she could learn anything from me. At that moment, I felt both irritated that such a broad judgment was made on my experience and skills, but I also frustrated because I knew deep down that I hadn’t been the best at keeping on top of trends because of, well, life.

For a variety of reasons, I knew I couldn’t commit to an in-person educational program, but I could start small with some online classes. In case you didn’t know, online learning is the delivery of educational content through digital channels. I researched online learning options related to my field and found a wide range of options, from different types of providers with varying cost levels. I ultimately chose an e-learning provider that met my needs and budget and signed up for a few online classes.

Here’s why you should consider online learning:

1. Strengthen your skills and learn new ones for career advancement.

Catch up on the latest strategies and tools in your field and bolster your confidence. Or perhaps you’re interested in exploring a new career and you can start learning some basics related to it. These are all classes that you can include in your resume or use as evidence for that promotion and/or raise.

2. Fit it in when you can.

Want something quick or a deeper dive? How much time in a day or week can you do? Can you meet at a regular time, or do you prefer to learn at your own pace? You can decide, then find the options that help you achieve a healthy work-life balance.

3. Access top universities and industry-leading companies.

Interested in online courses at Stanford or Yale? Or perhaps you want to get online training from Salesforce or Google. Online learning has made it that much easier to learn more and sign up for these options.

4. Network with peers.

Online learning easily benefits from tools and resources that support online networking. Depending on your selected online learning environment, you may be able to easily connect with your fellow online learners to collaborate, build relationships, and expand your network.

5. Save time and money.

Join your online classes in the comfort of your home, or wherever you might be with your digital device. There’s no need to drive or take public transportation to a learning site. Additionally, you can save when you take advantage of sales and other promotions offered by some e-learning providers.

6. Get the benefits of a life-long learning mindset.

Online learning doesn’t always have to be directly related to your career development. Sign up for something that you’ve always wanted to learn, something practical or fun. Pursuing lifelong learning taps into a human desire for inspiration and challenges and provide new vistas for personal growth.

Online learning isn’t for everyone. Some people need support from the outside to keep them on task and time. For a successful online learning experience, you must be independent and active in finding your own path. If you’re into that, or at least willing to try, I highly recommend that you check it out and see if there’s anything that piques your interest.

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.

Good Questions to Ask at an Interview

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Job candidate asking questions at the end of a job interview

After you have submitted application materials to a posted opening, the initial application screening process could take up to two weeks, depending on the number of applications received. Should you be selected for an interview (from an initial interview to additional ones), it is important to actively listen to questions that are being posed so that you can respond with confidence and accuracy.  After the interviewer(s) are finished with their round of questions, they will oftentimes ask, “Do you have any questions for me/us?” 

Questions show your level of interest and enthusiasm for the position.

The types of questions that you ask are important, so you will want to think of questions that allow you to understand more about the position and the employer.  Asking questions provides you with additional information about the organization while showing the interviewer(s) how and if you meet their needs and requirements.

Knowing that some of your questions will most likely be answered during the interview itself, go prepared with up to five questions to ask.  However, you should not ask just any question.

Avoid those related to pay and benefits or what the organization can do for you – you can get that information at a later stage in the process.  By researching the organization before you have an interview, you should have an overall sense of their mission and vision which also shows your level of interest in working for them.

So, you may be thinking, ‘What questions are good to ask?”  You can ask clarifying questions of course but stay away from those that could result in yes or no answers as you want to engage with the interviewer to learn more. Keep in mind you are also interviewing them to determine if they will fit your career needs.

Asking good questions during the interview promotes positive dialogue and gives both you and the employer a chance to get to know each other better.

Below are a few sample questions that will give you a start:

  • How will the work that this position performs contribute to the organization’s mission?
  • Why are you hiring for this position?
  • When do you anticipate filling the role?
  • What does growth mean for [Company Name] when it comes to their employees? How does [Company Name] help their employees grow professionally?
  • I read online that [Company Name] describes itself as [3 Value Adjectives]. How would you evaluate the company on living up to those values?
  • Are there any reservations about my fit for the role that I can address?
  • In the first 60-90 days in this role, what are the most important things someone should work toward accomplishing?
  • What are the most important qualities necessary for success in this role?
  • Can you tell me about the team I’ll be working with?
  • Will I be given a mentor in the company?
  • How will performance and success be measured?
  • What are some common challenges for someone in this position?
  • What are the opportunities for growth in this role?
  • What does a typical day (or week) in the office look like?
    • How does it differ when ‘work from home’ (WFH)?  (If, WFH is an option for the position)
  • Can you give me some background on how this position came about?
  • What would the person who was previously in this role say about their job?
  • To the interview committee:
    • What do you like best about working for the employer or what keeps you here?
    • How would you describe the climate or culture of your department or organization?

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: 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.

Higher Ed Careers for Veterans: IT Risk Assessment

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Banner with text: Higher Ed Careers for Veterans
Higher Ed Careers for Veterans - IT Assessment - Ali Abedel-Fattah profile

Are you exploring higher ed careers for veterans? Meet Ali Abdel-Fattah. He currently serves as an IT Governance, Risk, and Compliance leader in higher education. Prior to this position, he held numerous roles internationally from tactical supply chain risk management to information technology engineering in his 13 years with the U.S. Army. During his transition serving as a DOD SkillBridge fellow (Cybersecurity Analyst), he found fulfillment in a meaningful career by aligning his passion for cybersecurity in the higher education sector.

What made you consider a career in higher education?

Higher education aligns with my desire to pursue continued development, professionally and personally. The higher ed environment is dynamic and consistently innovating. This environment has presented new and exciting challenges daily with a comradery that is reminiscent of the military.

Did you run into any specific challenges as a veteran transitioning to higher ed and if so how did you manage it/them?

The greatest challenge I found was the lack of specific opportunities that aligned with my skills. I have found many folks will remain in positions for long periods of time. I overcame this challenge by applying to a different position in the same department and pivoting into my desired role by communicating my desire to my management to stretch into different areas of the University.

Did anything surprise you about working in higher ed that you did not expect? 

The fluidity of policies and processes. Our distributed college model requires quite a bit of flexibility to support the departments.

Tell us about your current role.

I am currently the IT Risk Assessment team lead. This primarily consists of conducting vendor and internal Cyber risk assessments.

What are some of the benefits of working in higher education?

Flexible schedule hours. Hybrid work schedule. Mentors everywhere. A feeling of belonging among my co-workers. Job security.

How do you think being a veteran has served you in this role?

The work ethic and drive that it takes to succeed in the military translate very well in this space. I have found many opportunities to improve, own, and lead process improvements on many fronts. This has ultimately led to my rapid career advancement.

What do you wish you knew before moving into a career in higher education?  

How difficult it was to get your foot in the door.

Did your military experience easily translate into a civilian occupation? If not, did you have to receive additional training and/or certifications?

Yes. This was unique for me though as I was previously a system administrator with many of the required industry certifications that the civilian sector requires in my field.

What similarities are there (if any) between working in higher education and serving in the military?

The feeling of teamwork, comradery, and evolving challenges…all to serve a meaningful purpose that is not just about making money. I have found the private sector to be more cutthroat and likely to exploit and burn you out, as opposed to higher ed.

Check out more resources for veterans exploring careers in higher ed.

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.

Greater Missouri HERC Expansion; Now Called South Midwest HERC

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Washington University in St. Louis

SAN FRANCISCO, CA – The Greater Missouri HERC is expanding to three more states and changing its name to reflect the new expansion. Renamed the South Midwest HERC, the region now includes Missouri, Kansas, Oklahoma, Arkansas, and southern Illinois. This expansion provides opportunities for membership growth, more regional and national member networking and collaborations, increased dual career support, additional thought-leadership opportunities, and more regional programming.

When launched in 2007, the regional HERC was a collaborative of member institutions working to address the many challenges and opportunities of academic recruitment and retention – challenges that remain pressing more than 15 years later.

The South Midwest HERC is composed of nearly 160 individuals from 19 member institutions representing a diverse group of public and private colleges and universities, as well as a medical school and research institute. Dr. Saint Rice, Jr., is the chair of the region’s advisory board.

“Growing our region is critical for HERC to reach and assist institutional efforts to reduce barriers and biases in the hiring process,” said Dr. Saint Rice, Jr., Assistant Dean in the Washington University Olin School of Business and Director of Faculty, Staff, and Community Engagement, Washington University in St. Louis. “A diverse higher education workforce enriches the educational experience and is essential for achieving success at all levels – from the institution and its employees to its students.

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 700 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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