If You're Looking for a Job in Academia

I recently had the opportunity to interview a professor and former dean who has served on many search committees. He provided some valuable insights into what it takes to complete a successful job search in academia:

Is only a traditional, chronological type resume used in academia? Or is a functional or skills-based resume OK, too?

Firstly, in academia resumes are called CV’s (Curriculum Vitae). Traditional, chronological type CV’s are used in academia. The sections should be:

Pedigree: degrees, training, any educational information with the highest degree listed first
Teaching positions in reverse chronological order
Scholarship: publications listed in reverse chronological order using standard bibliographic style for the discipline sought
Presentations at professional conferences
Published abstracts
Grants received
Patents awarded

References should be listed on a separate page

How should the name be listed at the top of the resume?

Anyone with any degree can be a professor if they are hired by a higher education institution to teach, so Professor in front of the name of a candidate is typically not used even if the candidate holds a faculty position currently. The use of Dr. in front of the name is not done. It causes confusion as to whether the person is a medical doctor or a PhD. However, DPhil or PhD does usually follow the name. If there are any other alphabet acronyms that the candidate has achieved that are typically put after the person's name in the profession, (LCSW, CPA, MFA, RN), they should put them with the DPhil or PhD coming first, so, for example it would be Donna Donnelly, PhD, RN, LCSW.

Should the resume be limited to one page?

In academia, brevity is not an issue. It takes as many pages as it takes to communicate all of the above. The professor I spoke to told me the shortest he’s seen is three pages, the longest 48. Clearly the latter is overkill, but if that is how many pages it takes to list all of presentations or positions, it’s OK. It will, however, appear that this person is either really accomplished, or long-winded, or, sadly…old.

Is the first interview usually a telephone interview?

Yes, the first interview will be by phone. With academic positions drying up over the past few years, there may be 50 to 100 (or more) applicants for a job.

Are candidates expected to accept an offer as given, or is it OK to negotiate?

A candidate must find out whether the faculty at a school is unionized or not. If the faculty is unionized, salary floors based on rank are dictated by contract. This doesn't mean that if a candidate is exceptional, higher offers won't be made but a candidate needs to be careful if they over-ask. For example, if the candidate applied for an entry level Assistant Professor position, they need to be aware of the floor of what an Associate Professor would be paid (the next rank higher than Assistant). If there is no contract, that does not mean it’s open season on salaries. A candidate should do homework in their field and geographic area as to the current going rate. 

If money isn't an open negotiating point, other things can be negotiated such as moving expenses and start-up expenses for research materials. If a candidate is moving from one teaching position to another, they may want to negotiate advanced standing at the new school. This is usually granted in years of service toward tenure. Most schools require 5 years of completed service with application for tenure in year 6. The service requirement can be shortened if advanced standing is granted at the time of initial appointment.

Is it important for candidates to have a LinkedIn profile?

It's a good idea to have one but not absolutely necessary. Most search committees will do a social media search even if the execution of such a search has not been explicitly stated to the candidate, so that means the candidate needs to clean up other pages too.

Should cover letters be kept short?

Cover letters for academic positions should be medium sized, 750 – 1000 words is a good target. A very short one could mean the candidate isn't really serious about the position. On the other hand, one that is too long will typically mean the reader won't read to the end. Just like any cover letter, it should connect the dots for the reader so they are compelled to want to learn more via an interview, but it shouldn't include things that aren't meaningful to academics. This could mean some corporate achievements aren't germane to the letter because they don't translate to an academic environment. They can, however, be listed on a CV because they show competency and skills acquisition.

Should You Apply for a Position You’re Overqualified For?

Yes. But it requires some thought and strategy.

You may be applying for a job you’re overqualified for because:

• ·       You’re looking for a job closer to home
• ·       You’re trying to transition into a new industry
• ·       You’re looking for more flexibility and/or better benefits
• ·       You’re looking for a job that requires little/no travel
• ·       You’ve been looking for a while and are broadening your search

A hiring manager may worry that overqualified employees will be bored, leave as soon as they find something more suitable to their qualifications, or want too high a salary. So how should you address those assumptions?

·       Make sure you effectively communicate your excitement about the position and the company in the very first paragraph of your cover letter. Those who demonstrate passion always stand out. Let your enthusiasm erase any doubts they may have about bringing you in for an interview.

·       Be honest. If the interviewer beings up your extensive experience, be prepared to tell her all the ways this job is a good fit for you. Talk in specific terms about how you’ll add value to the team and how you’re looking forward to tackling some of their most pressing problems. Also, let her know that you're willing to accept a salary within the offered range.

·       Be humble. Be sure to demonstrate confidence and professionalism without arrogance.

·       Be prepared to provide written references that speak to your skill set, character and work ethic.

A candidate who is genuinely enthusiastic about the opportunity, and brings more to the table than the average candidate in terms of skills and experience, has a great chance of landing the job. 

Go for it!

Four Reasons to Continue Your Job Search During the Holiday Season

·      

Many people put lives on hold during the holidays – home repairs, medical check-ups, bill paying. Whatever you do, don’t stop the job search.

·       Hiring managers are still doing their jobs. They have openings to fill and salary/compensations packages are in place for the new year. They’re still actively looking for qualified candidates.

·       There’s less competition during the holidays because many people choose to focus on the season rather than the job hunt.

·       Don’t lose the momentum you’ve created. It can be tough to stay motivated for the job hunt, but if you let up during the most wonderful time of the year, it will be twice as hard to get that momentum going again with the inevitable post-holiday dip in energy.

·       Holiday time provides lots of networking opportunities. It’s the perfect season to pull up your list of contacts and actually have something to say. Wish people happy holidays, tell them why you appreciate them, and remind them of a positive exchange you’ve had during the past year.

Also, don’t be an automatic “no” for holiday party invites. Get out there, connect with people, and be memorable – in a good way. Be sociable, but don’t party too much. Remember this is essentially part of the interview process. You may find that people in the holiday spirit are more likely to be helpful.

So get out there – and leave your ugly sweater at home.

Here’s What Hiring Managers are REALLY Looking For

Hiring managers have a lot to consider. They need someone with the necessary skill set and personality who will fit in well with the existing team. But a candidate can’t possibly know what that fit looks like. So what’s a candidate to do?

• ·       Believe in yourself, but not in a way that doesn’t leave room for anyone else. Make sure your personality doesn’t come across so big, and your ambition so strong, that they worry you will steamroll the existing members of the team.
• ·       Effectively communicate that you are not just looking for a job, but you want to land this role with this company. Be able to explain what excites you about the company and the role.
• ·       Know the job posting inside and out. Be able to communicate which of your skills are most valuable for the role.
• ·       Prepare a list of your accomplishments. This is vastly different from a typical resume list of what a candidate claims to be great at. Be able to prove it - with numbers if at all possible.
• ·       If asked about your greatest weakness, be prepared to do three things: Admit you have one; name one that will not interfere with your job performance; be able to articulate what you have done or are doing to improve in that area. Whatever you do, don’t go down the my greatest weakness is really a strength path, like I’m a perfectionist. You’ll just annoy them.
• ·       Ask questions. Make sure the questions exhibit genuine curiosity about the most valuable contributions a new person in this role could make.

Bottom line: Hiring managers are looking for someone who makes them feel comfortable. Candidates who carry themselves with quiet confidence, exhibit genuine friendliness, seem trustworthy and approachable, and know exactly how they can add value to the team are the most likely to get the job.

HOW LONG DOES IT REALLY TAKE TO FIND A JOB?

The unemployment rate is at a historic low, but how long does it really take to find a job?

Despite some bumpiness in the stock market recently, the overall state of the economy and the job market remains good. In recent months, there have been more jobs than there are job seekers. But a good economy is only part of the total job search picture.

Here are some other factors that impact how quickly candidates will land a job:

• The quality of job search materials such as resumes and cover letters
• The credentials of the candidate
• The effectiveness of the job search strategy
• The quality of the candidate's networking skills
• The quality of the candidate's interview skills
• How much time and energy the candidate devotes to the job search
• The level of demand for the candidate's skill set

Other factors may include the geographic flexibility of the candidate and, if applicable, how long the candidate has been unemployed. (Generally speaking, the longer a candidate has been unemployed, the longer it will take to find work).

So what can a job seeker do to speed up the process?

• Enhance your skills and get certifications/credentials that are in high demand in your industry
• Expand your network both online, by connecting and communicating with others on LinkedIn, and in person by attending networking events and conferences.
• Get advice from a career/job search coach about how to improve your resume, cover letters, and interview skills. S/he can also help you improve your marketability and develop an effective job search strategy.

GOOD LUCK!

Email: It’s not just what you say, it’s how you say it.

Almost every job posting lists excellent written communication skills as a requirement. People make judgments about you based on your written communication.

When reading your email, people don’t have the benefit of seeing your facial expression or body language to determine the full meaning of your communication, so creating a positive framework is critical.

A positive frame:

·       Emphasizes what can be done, not what can’t be done by using possibility language:
What I can do is…
I think it’s possible to…
What if we…
How about…

·       Tells the reader what to start doing, not just what to stop doing: The next time you have to say no to a client request, offer them something else instead such as, “I can’t discount the price of the item, but I can throw in this accessory at no cost, or upgrade shipping.”

·       Gives the message in the best possible light: Your team did a super job! Let’s meet to discuss how we can bring it in closer to budget next time.

Craft a reader-centered document:

·       Who is my reader?

·       What type of relationship do I want to create with my reader?

·       What do I want my reader to do after reading this?

·       What is it, exactly, that I want to say?

·       How do I organize my message to make it clear and likely to be well-received?

*TIP: Enter the email address last. This will avoid sending by mistake before you:

·       Begin with an appropriate, pleasant opening: Happy almost Spring!

·       Craft your email.

·       Double check it for tone, clarity, grammar/spelling errors

·       Check it again. Ask yourself: How is this email likely to be received? Does it say exactly what I want it to say? Am I creating the type of relationship I want to create with the reader?

·       Enter a non-threatening subject line the reader will likely open

·       Enter the email address and send

Should You Put Your Address on Your Resume?

Every year, the “new normal” for resumes changes. In the past few years, the important key word changed from “team-player” to “passion”, and putting “References provided upon request” at the bottom was eliminated in favor of putting a link to your LinkedIn profile at the top.

More recently, the big questions seems to be “Should I put my mailing address on my resume?”

You may wonder, why wouldn’t I? Some people are afraid of identity theft, while others are concerned about economic profiling, assumptions being made about you based on where you live. Either of these could happen.

On the other hand:

Recruiters and hiring managers want to know that you’re local so that you’ll be able to come in for an in-person interview.

They also want to have an idea of what your commute will be like. People whose commutes are too long are more likely to quit, which costs the company time and money.

Oh, and in some cases, if the resumes are being read electronically, the program may consider a resume without an address “incomplete” in which case it will be eliminated before a hiring manager ever sees it.

So what’s a candidate to do?

The hiring managers/recruiters I spoke to suggested putting just a town and city, so that the hiring managers have the information they really need:

Valentina Daniels
vdaniels@email.com | 123.456.7890
Glendale, NY 11385

If you plan to relocate put something like “Relocating to New York, NY, spring 2018,” instead of your current town and city, to let hiring managers know you already intend to move, so there’s no concern about potential interviewing or relocation costs.

Valentina Daniels
vdaniels@email.com | 123.456.7890
Relocating to New York, NY area spring 2018