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

So how important is your social media reputation in the job search process?

- According to a recent Harris Poll, 70% of employers screen candidates via social media

-54% have decided NOT to hire a candidate after screening their social media profiles

So should you remove your profiles? No! 57% said they are less likely to hire a candidate if they can't find them online. Make sure your profiles don't include anything you don't want a potential employer to see. Check your privacy settings, and do not accept friend/connection requests from people you don't know.

And what's more important, Facebook or LinkedIn? When you compare the number of users overall, Facebook wins. Facebook has 1.86 billion users, while LinkedIn has only 433 million members. Most Facebook profiles are filled with important demographic information like age, past job titles, employer information, educational background, and even interests. This will be key for employers as they target their job ads in order to reach the candidates with the proper credentials.

Beyond core skills, personality plays a huge role in the hiring process. Employers want to get a sense of who you are as a person, and they will screen Facebook to find out if you'll be a good fit for their culture.

LinkedIn is the place for an expanded professional profile, not merely a repeat of your resume info. Your profile should include the things you want a potential employer to know about you that you were not able to include in the resume.

8 Reasons to do a Summer Job Search

Don't stop or put off your job search until the fall. Here's why:

• Many others will put off their search meaning there's less competition. 
• In some industries, summer is their slowest time. Many companies also have to put major projects on hold while many people are out on vacation. In both cases, companies will use this time to conduct interviews.
• Taking time of is expected: Your boss won't think it's strange for you to take off a few days in both July/August. You could even take a whole week to dedicate to the search.
• Potentially shorter interview process: With lots of people taking time off in the summer, interviews with multiple people have to be carefully coordinated, possibly squeezed into one day, or even one step eliminated entirely. The flip side is interviews that could have been accomplished in two weeks may take longer if key people are away, so patience will be key.
• Temporary summer positions have the potential to become permanent employment: It's hard to find good help these days. Do an outstanding job and you just might get yourself an offer for a permanent position.
• Better weather means better moods: People tend to kick back and be a bit more relaxed during the summer - and that includes hiring managers. Summer might be the best time to meet them for an interview.
• Easier transition: Summer tends to be an easier time for transition into an office with fewer people around. By the time the office is back to full staff, you'll have a good chunk of your learning curve behind you. Also, if you have children, making a move in summer means no switching schools mid-year.
• See summer social activity as networking opportunity: It's perfectly natural for people at social events to spend some time talking about work, and summer tends to offer an abundance of barbecues, picnics, reunions, etc. Don't be shy. Talk to as many people as you can. Find out who works where, keeping in mind good connections you have that might be of interest ot them.  Do some homework to see if any openings exist that might be a good fit for you, and then follow up with your new connection in a timely manner. 

7 More Things I Learned from my Beach Walks

·         It’s not about how far you walk, or how fast you walk, it’s about how consistently you walk.

·         No matter how far I want to walk, I can only go one small step at a time.

·         When the wind is in your face, your steps need to be strong and determined.

·         When the wind is at your back, remember to be grateful for the help.

·         It’s easier to walk on tightly compact, smooth sand than it is on soft or rocky sand, but it’s not as good a workout.

·         Some sea gulls take a shellfish from the water, drop it from the air onto the rocks, and then remove the fish from the cracked shell. Others wait on the shore and take the fish away from the gull who did all the work.

·         When the breeze blows through your hair, let it serve as a reminder that you are a unique and valuable child of the universe. You are beloved. You belong here. Like a new baby that is loved at birth and welcomed into the family, you don’t have to earn it.

8 Things I Learned from my Beach Walks

• It's interesting to look at the tracks in the sand, but, inevitably, you make your own
• Low tide creates an opportunity to walk where you've never walked before.
• The water is smooth as glass on some days, quite choppy on others, but it's always beautiful.
• Sometimes you can see clear across to the other side. Sometimes you can't even see 100 yards from shore.
• If  you don't stay present, you'll miss cool things like a turtle laying eggs.
• Some people greet you, some don't. It's all good.
• The consistent movement of water is what enables it to wear down rocks and sculpt the shoreline.
• "I'm so sorry I took a walk on the beach this morning," said no one ever.

How to Ace Your Interview

After sending out dozens of resumes, you know how important it is to ace the interview when you finally get a call. Here's a refresher on how to ace the interview:

Think of the interviewer as your advocate in convincing the company to hire you. Your goal is to get the interviewer excited about representing you.

·         Interviewers want candidates to be likable - warm and friendly, yet professional and not too informal. If the interviewer finds you likable, he/she can recommend you for a job confident that the next interviewer will like you, too.

·         Interviewers often begin an interview with: Tell me about yourself. This question is not about sharing personal/biographical information. They are looking for a summary of your qualifications and experience and anything else work-related you’d like to share. This is your opportunity to highlight the things about your professional self you absolutely want them to know.

·         Another common question is What is your greatest weakness? Stay away from answer like I‘m a perfectionist, or, I care too much. Tell about a genuine weakness that won’t adversely affect your ability to do the job, and that you are working on like: I tend to get nervous if I have to speak in front of large groups, so I’ve joined a local Toastmaster’s group to get support in this area.

·         Interviewers want candidates to be uniquely qualified. Think about the question: Of all the candidates applying for this position, why should a company hire you? What is it about your skills and experience that makes you stand out? Be prepared to communicate your qualifications, both personal and technical, in a succinct way.

·         Interviewers are interested in hearing about proven results: be prepared to discuss successful projects you’ve played a key part in.

·         Interviewers want to know how you respond under pressure: be prepared to discuss a time when impressive problem-solving skills, or exceptional people skills, helped you overcome a challenge on the job.

·         Interviewers want candidates to be flexible. Be prepared to discuss how you will contribute to the solution, rather than the problem, when unexpected obstacles present themselves.

Here are some additional tips that may seem to be no-brainers, but bear a mention:

·         Be punctual. (Read to the end of this one.)Being late is considered disrespectful of the interviewer’s time. However, if the interviewer is late, do not show any impatience. Chances are he/she has a full slate of meetings for the day, and may be running a bit late.

·         Be sure your cell phone is on silent. Vibrate is a sound.

·         Be prepared to ask relevant questions. Not doing so can make you appear to be unprepared or disinterested.

·         Send a thank you email within 24 hours. Make sure you get the correct email address and spelling of the interviewer’s name. A simple way is to ask for the interviewer’s business card if he/she hasn’t given you one.

·         Be sure you are clear about next steps before you leave.

·         Your interview begins the second you walk into the building, so carry yourself with a friendly kind of confidence.  You never know if the people you meet in the security area, reception area, or the elevator, are people who will be influential in landing the job. 

How to, Finally, Stop Self-sabotage

I have a friend who is bright, funny, kind, independent, hard-working, attractive.  She is also over-weight and that really bothers her. She says it causes negative self-talk, mean thoughts about others, and self-loathing. Over the years she has tried many, many different diet and exercise programs – and succeeded - for a time. Just when she’s thrilled with the way she looks and feels, she stops working out, starts overeating, and the cycle begins all over again.

I was concerned about my friend’s struggle, so I did some research about self-sabotage. Here’s what I learned:

People fail when they set long-term goals because, deep inside, they know reaching the goal is not going to make them happy. There is something else going on: the REAL problem.

Some people hate their jobs, some are lonely, some have deep, unresolved issues from the past. They think losing weight, getting that degree, completing that marathon, or buying that house will make them happy. They set goals, make an action plan, and go full steam ahead. At some point, the realization comes, often sub-consciously: reaching this goal is not going to make me happy. After remaining unhappy for a time, they set another goal and the cycle begins again.

The key is to identify the REAL problem. If I train hard for the marathon, but the real problem is I feel stuck in a job I hate because I need to support the family, training is just a temporary distraction. If I feel stuck in a loveless marriage, buying a new house won’t help. If I reach that goal weight, but am desperately lonely, I’ll soon find a way to fill the emptiness again.

Identifying the real problem requires, well, getting real with yourself. It requires shutting off devices, investing in some quiet time, and listening to the sound of your inner voice. Martha Beck suggests making a list of all the activities you do on a given day and asking yourself:

·         In a perfect world, would I do this at all?

·         What can I change to make it more enjoyable?

·         What would I rather do?

Having an honest conversation with a trusted mentor, coach, or mental health professional can be helpful.

An exercise I do with my own clients is creating a vision. I ask them not to hold back. Create a vision of the life you'd most like to live. Put everything on the table including the perfect job, partner, home, leisure, health/fitness level, etc. Very often, in doing this exercise, the real problem, is revealed. Rarely is there an easy fix, but at least we now know what we’re dealing with. We pull back and see what we can tweak in their current lives to create, baby-step by baby-step, something closer to their heart’s desire.

If you get real with yourself, keep making small adjustments, and working your way toward a life that is more enjoyable and in keeping with your deepest desires, you can finally put an end to self-sabotage.

Five Tips on Negotiating Salary

You've got this. You're well prepared for the interview. You researched the company. You have an idea about what questions they might ask and have practiced your answers. You have a list of powerful questions to ask when it's your turn. You're fairly certain an offer will be made. When you think about negotiating salary, however, your stomach still gets queasy. You don't want to be greedy, but you also don't want to leave any money on the table. Here are five tips on how to ace the negotiations:

·         Never bring up salary at the first interview - You need to know more about the scope of the job and if it’s a good fit for you. The hiring manager needs to figure out if your education, experience, skill set, and future value matches the company’s needs. Until that is determined there is no point in discussing compensation.

·         However, if the hiring manager mentions salary, you need to be prepared – Do your homework. Find out how much the company typically pays for this role. Sites like Salary.com, PayScale.com, and CareerJournal.com can help you determine fair market value for the position. Have a $10,000 range in mind. (For jobs paying $50,000 or less, a $5,000 range is sufficient.)

·         What if they ask about salary history? – What you made at your previous job may not be relevant. Your experience, accomplishments, and what peers in similar roles are currently making is. If asked to disclose your salary history, simply say, “I’ve researched the fair market value for this job, and, at the appropriate time, I’m confident that we’ll be able to come to an agreement.”

·         Don’t accept the first offer – If the offer is made just at or below market value, don’t say anything more than Hmmm. Then wait a good thirty seconds. That will give both you and the hiring manager time to think. It’s extremely unlikely they’ll withdraw the offer if you ask for more money.  They may, however, state there’s no room for negotiation and you just need to decide yes or no. If it’s within fair market value, you can still choose to accept.

·         What about money for relocating? – If the company you are going to work for does not have a policy for providing money for relocation, or, if the location of the company is technically within commuting distance, but you just want to live closer to reduce time spent commuting, try to negotiate a sign-on bonus to cover the costs of relocating. Be sure to tell them your goal is to spend more time/energy working, and less time/energy commuting.

Five Tips for Landing the Job Even if You Aren’t a Perfect Fit

Once you get clear about what kind of job would be in alignment with your passions and abilities, don’t be afraid to apply for jobs that aren’t a perfect match for your education and skill set. Identify a list of ten companies you’d like to work for. Research them thoroughly. Then use these tips to attract the right kind of attention:

It’s tough to stand out using just a resume. Use your LinkedIn profile to express who you really are and what you’re looking for. Here are some examples:

·         Retail manager with passion for luxury goods seeking an entry level position in advertising

·         Operations manager with a passion for engineering looking for an opportunity in the fields of energy or defense

·         Financial adviser with a passion for environmental protection looking for a position in sustainable investing

Use a skills-based resume

·         Create a powerful profile statement of no more than two lines describing the experience, skills, and proven achievements that make you a great candidate.

·         Follow that with a bullet list of  your transferable skills

·         Include interesting jobs/experiences you’ve had on the resume. Recently, a graduate with a finance degree landed a job as a rep with a major financial services company. He beat his competitors, many with higher GPA's from more prestigious schools, because the hiring manager was impressed after discussing his experience as a waiter: it spoke to his ability to produce a great customer experience, essential for this entry level role.

Write a one-page job proposal

·         Your proposal should demonstrate a comprehensive understanding of the company, what you have to offer, and why you’d be a great hire.

·         Identify a current challenge the company is facing and discuss how you would use your passion, skill, and experience to address the issue.

·         Give examples of past accomplishments that prove you can deliver results.

Create a web-page that showcases special projects or displays portfolio items, or create a high-quality video resume. (Note: If you are camera-shy, or if you don’t have the resources to create a high-quality video, it’s best to skip this option).

Offer to take the job on a temp-to-permanent hire basis