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!