It will soon be a year since The Oprah Winfrey Show went off of the air. Like clockwork my TiVo was set to record Oprah on a daily basis, and sometimes it would accidentally record an episode twice as though it wanted to make sure that I watched it. Oprah was my go to person for information on a topic, for advice on how to deal with a certain situation, or even the place I went to for an ugly cry. I can honestly say I’ve probably seen every episode of Oprah in my adult years and in vulnerable times have been known to sometimes ask, WWOD – “What would Oprah do?” I must also confess that I have not watched the final week of the show. It has been sitting on my TiVo for the last year as my hope was to watch it when the time was right. I think the time is finally right. The last couple of weeks have been challenging for me, as well as others, as we focus on our professional futures. If you’re a recent grad you may still be looking for that perfect job. If you’ve been in the field for a while as a new professional you’re probably looking for a mid-level or a different position. So when you’re going through a difficult moment when it comes to the job search, all you need to do is ask yourself, “What would Oprah do?!”

You’ve submitted about 20 cover letters and resumes in the last couple of weeks and no responses?

What would Oprah do? The reality is that sometimes it may take submitting applications for many, many, many jobs before you land the one. While we may hope that every job we apply for we automatically receive an interview, that’s just not the case. For some, you will think that you’re 100% qualified while the organization may think you’re not the right fit. You’re feeling anxious and you might even feel like you’re reaching a breaking point. Oprah would tell you to hang in there and keep submitting applications but that you might need to consider revamping your search technique.

You keep getting interviews but don’t get the job!

What would Oprah do? If you’re getting interviews, then you’re definitely doing something right! If you’re not landing the job, that doesn’t mean that you blew it or were not good enough. Ultimately, it probably means that you made their short list of candidates but someone else might have been a better fit for the position. If this is constantly occurring, Oprah would ask you to review your interview style and approach. Are you prepared? Are you able to elaborate on questions with concrete examples of experiences?

You didn’t get the job that you thought was your dream job?

What would Oprah do? When you think you’ve found the job for you and your interview blew everyone out of the water BUT you still end up not getting the job, Oprah would say: “You didn’t get that job because it wasn’t the job for you!” In addition to Oprah, you will probably have a lot of people telling you this and that there is something better on the horizon. Sometimes you won’t believe it but you have to believe it. You will not always get what you think you want. The universe has its own plan and sometimes you just have to be okay with that.

(Questions based on comments on #saschat and #sasearch.)

Nekesa Straker is a Residence Hall Director at New York University.

Upon my return from the conference I purchased the book for myself and began to read it. Certainly, the author illustrates various issues that plague the current student population, and cause these students to accept the responsibilities of adulthood at later and later ages. One such issue centers in career development. Indeed, as written in this book, many students that we currently work with have grown up with the notion that they are entitled to a wonderful, fulfilling, and high income job based primarily on wants rather than the skills it takes to get to the career of their dreams. It should be noted that this sense of entitlement spreads across the generation and does not exclude based upon gender. Undoubtedly, in my opinion male and female students both feel this entitlement with regards to their future careers.

It seems students today have no real knowledge of the grunt work one needs to take on in order to reach a job which provides the level of success they desire and feel they deserve. Have our students truly become this entitled with regards to job? If so, then what can we as practitioners do to help them recognize what it takes to make it “big”? I often worry that my students will face a certain situation in their lives which will cause them to recognize their unrealistic expectations with regards to career that will leave them feeling disillusioned about career development. I know I try to work with this sense of entitlement by educating my students into recognizing the hard work, dedication, motivation, perseverance and education jobs in this day and age require, but I often feel as though I hit a brick wall.

I then have to ask myself what else can be done to help these students. Do we as practitioner’s need to just watch them make their mistakes in order to recognize what it takes to make it “big”? Furthermore, as students did we have these same unrealistic expectations about careers and believe in instant gratification therefore determining that this is a normal stage in their development as adolescents? As can be noted there are many questions left to be answered but ultimately it all begins with educating ourselves in the hopes of educating our students.

Juhi Bhatt works as a Career/Transfer Counselor and Coordinator of Judicial Affairs at Bergen Community College.

This is the question that a recent blog post by Ann Marie Klotz, Assistant Director for Selection and Training at DePaul University had me thinking about during Women’s History month.

I was recently enjoying the hot tub at the rec center one Sunday evening before heading back to work, when an older gentleman who was also enjoying the spa sparked up a conversation with my friend and me. He started off the conversation by exclaiming, “This is the life”, which we enthusiastically agreed, and he said “If you think this is the life now, wait until you’re older, if I knew I was going to live this long I wouldn’t have done half the stupid things I’ve done”. I quickly learned that this man was not just a talkative older gentleman, but also a firefighter in town that remembered when a friend and I delivered treats to the firehouse on MLK day, but he could have probably never guessed where my mind went with that comment about life expectancy. Then, I realized, I’ve just never really thought about that, just like I never really thought about going to college.

Yet who was Jean Klein (Goodin)? She was the daughter of a Chicago horseback police officer and an older sister. She grew up in the Catholic school system, and was told by her father that she would go to an all-girls Catholic school for the entirety of her life. I guess in this sense she was a rebel. She didn’t have the grades she says to get into Mundelein College so off to DePaul she went.

What would she major in? Education of course, her father determined that, he would tell both his daughters, when they asked if they could be nurses instead, “No daughter of mine will be changing bedpans”. So a teacher she would be. When I first heard this story I was a little saddened. Saddened because I felt my grandmother had no choice, but she reminded me the choice has always been hers. Sure if she chose a different path things may have been more difficult. She was happy. She was happy because her children were able to go to any school and choose any major. She knew her granddaughters and grandsons would have those choices – and that she would be right there with us supporting and loving us.

As I said before, I never really thought about going to college. I just knew I would. I knew I would because my grandmother had, because her father made sure she did. In this sense I consider myself quite lucky. I always knew that there were “dorms” and RAs, I knew about financial aid, and I knew I’d have to pick a major. Now that I think about this, I’m sure my great-grandfathers decision to have his daughters be teachers has greatly influenced my desire and passion for this field – it has led me to recognize that not all students view college this way. There are so many people out there who view Higher Education as an impenetrable fortress, this is what has led me to want to do this work, to be able to help students work through college. This privilege I have and have had gives me a sense of responsibility to give back. We all have something, some strands of knowledge, that we can give back, give to someone else. Who will you remember today? Who will you help tomorrow?

Ryan Bye is a graduate hall coordinator at Texas Tech University.

The folks at Manager Tools stress one tool more than any other: One-on-one meetings.  Sure – you may think – I talk to my team all the time.  This is a little different.  This is a structured, regularly scheduled (weekly is ideal) meeting with each one of your direct reports.

I have been performing structured one-on-one meetings as described by Manager Tools for 4-5 years and the time is well invested in the relationship with your direct reports.  On Thursday I asked my twitter stream “Interested in hearing from folks that have regularly scheduled 1on1s with their direct reports. Worth the time? Benefits?”  I got some great replies.

The first reply was from Gavin Henning, Senior Research Analyst in the Office of Institutional Research at Dartmouth College in New Hampshire, U.S.  Gavin indicated that one-one-ones are absolutely worth the time and said the meetings are a great opportunity to give updates and get direction from your supervisor.  He also indicated how important it is to have a consistent time to connect and the importance of both direct and supervisor contributing agenda items.

I was very grateful to get replies from hall directors to vice-president student affairs.  Although I can’t share all the comments I received via twitter the overwhelming majority where in support of one-on-ones.  Rachel Barreca, a Canadian higher education professional who has for several years worked in the United Kingdom.  Rachel indicated that the one-on-one meetings were a great way to know your direct reports better and check-in with them personally.  Rachel also described one-on-one meetings as an opportunity to solve problems, discuss professional development opportunities as well as a provide feedback and direction.

You may be thinking to yourself – I have SO many staff.  I can’t possibly meet with all of them weekly.  Why not?  As a manager or supervisor it is your job to ensure your team performs.  If you work 35, 45, or even 55 hours per week – 30 minutes with each direct report is not very much time.  Think of it like this: 10 direct reports x 30 minutes would only be 5 hours.  Only 12% of a 40 hour work week.  If you don’t currently supervise full-time staff and you have a big team of part-time staff this may be more challenging.  It may make sense to meet bi-weekly or less frequently with part-timers.  However if you have 5-8 or less full-time staff you should have no trouble finding the time if you schedule it consistently from now till forever in your calendar.

I suggest you head on over to Manager Tools to the listen to their podcast on one-on-ones.

A little one-on-one summary

Absolutely worth the time invested!

Purpose: To develop and strengthen a professional relationship with your direct reports.

Format: 10 minutes for them, 10 minutes for you, 10 minutes for the future (coaching, professional development, growth, etc)

What are your thoughts on one-on-ones?  If you have tricks and tips for one-on-ones please leave them in the comments.

 Chad Nuttall is Manager, Student Housing Services (CHO) at Ryerson University in Toronto, Ontario, Canada.

I began by explaining to the students that most individuals seldom end up where they thought they would when it comes to their careers. I urged them to never turn down any opportunity that came their way as it could lead to something rewarding. Certainly, one should never pass up an opportunity which falls into his or her lap as those happenstance moments rarely occur. That is exactly what happened for me and why and how I ended up working in the area of judicial affairs.

When I began my internship last January as a career and transfer counselor I worked only under the umbrella of counselor. However, a few months into that position my supervisor asked me if I would be willing to work with a fellow colleague within the office of judicial affairs as he desperately needed help. After thinking over this for about five minutes I instantaneously jumped on the opportunity. Needless to say I have never looked back. I have never once regretted my decision for I have learned so much about myself and what I truly want to do with my masters. Certainly, this opportunity led me to the current job I have within the college.

Undoubtedly, my work as the coordinator of judicial affairs led me down a career path I never thought I would take. However, just one opportunity which fell at my feet was all it took to make me realize how much I love guiding students through the judicial process. Within this role I am able to help students with their careers as they transition back into their academic lives post judicial process and counsel them on a personal level based on the incident reports our office receives. But if anyone had told me I would be doing this a year ago I probably would have laughed.

As I retold this story to my students I realized that sometimes the greatest career opportunities come to us in the smallest and seemingly trivial ways. Many a times we do not realize what type of opportunity is being offered to us until we immerse ourselves in that new role and take it on wholeheartedly. As a soon to be new student affairs professional I urged my students to never let anything pass them by even if the opportunity seems like something they would never do because, as I learned, we never truly know what we love or who we are until we take on a new challenge or role.

Juhi Bhatt works as a Career/Transfer Counselor and Coordinator of Judicial Affairs at Bergen Community College.

I am a planner.  I like to make lists and fill calendars.  So when it came time to decide what to do after I graduated with my master’s degree in Student Development Administration, I was eager to plan the what, where, when, and how.  Location.  Institutional type.  Position.  These parts of the planning process were relatively easy.  But an essential part of the “how” of getting a job these days is having a network.

My partner and I determined a few months ago that we wanted to move somewhere new, and after Google-ing, Wiki-ing, and finally visiting, we settled on relocating from Seattle, Washington to Austin, Texas.  As an introvert, I dreaded this part of the plan the most.  I already have a good network in the Seattle area, but trying to recreate one in a place over 2,000 miles away seemed exhausting.  I had visions of attending conferences bigger than I’ve ever attended (everything is bigger in Texas, right?) and being lost in the crowd.  A part of me was having second guesses about moving, which I think mostly stemmed from my apprehension to start networking.

One Sunday evening I finally decided to send out emails to higher education professionals in Austin. The first email was to an academic advisor stating I was a graduate student looking to work in the area in June and wanting to learn about the advising system and the culture of the institution where she worked. I asked her to please let me know if she was available to chat over the phone, thanked her in advance for her time, and signed my name.  I read over the six sentences in my email about ten times and reluctantly clicked “send”.  The other emails I sent that night were similar in nature, and I went to bed nervously wondering what these professionals, who had no connection to me, would think.

When I woke up the next morning, I had two enthusiastic responses in my inbox.  I was honestly crossing my finger for at least one response.  To my surprise, every single person I emailed wrote back to me by Monday evening!  I’m not sure if this was just “southern hospitality” or catching people at the right time, but it was encouraging to find professionals who seemed genuinely interested in talking to a graduate student from the Emerald City trying to build a network in the Capital of Texas.

Since that Sunday evening, I have emailed many other professionals in higher education in Austin, and received similar results.  Each time I speak with someone, I am inspired by their enthusiasm and desire to help someone whom they’ve never met in person.  With each conversation, I learn something new about the profession, and I add another contact to my Texas network.  While there is still much of the job search process that worries me, I would encourage planners and non-planners alike to reach out to others in the field.  When I do receive a call for an interview, I will be able to speak confidently about the systems and issues in Texas higher education, and I will have a network I can call upon.  If you are entering into a time of transition, especially the time after graduate school, I would encourage you to take the first step now, put yourself out there, and start connecting.  I learned the pressure and anxiety I felt before networking was mostly unwarranted, and I am now excited to continue to build my network as I embark on new adventures in the Lone Star state.

So candidates, here are some insights to the process. First, really read the job description and align your cover letter with the job. Provide exact examples of ONE program or initiative that directly connects to the job description. You only need four paragraphs for your cover letter: Intro – I like you and hope you like me for these reasons, Current – what I’m doing that relates to your job, Future – what I can bring to you that can’t be seen from the resume, Wrap-up – last words, tie in school mission/goals and contact information. Have a nice letter head with your information, and please use large font size. (Remember, we are reviewing hundreds of applications and our eyes get tired.) If the words are too small, we really won’t have a chance to read your information and will go straight to the resume.

For the resume, try to be as precise and concise as possible, and stick to two pages. For mid- or higher level positions, it is expected to have longer resumes. You won’t be able to articulate everything you did in your position but highlight those points that directly relate to the job. Customize your resume and cover letter to make it as easy as possible for the reviewer to make the connection that you should get an interview. Remember your goal is to get an interview so the resume and cover letter really need to connect to the position and make the reviewer want to meet you. Again, make sure the font is at appropriate size, and the design and space of the resume is balanced. Use your resources on campus like the Career Center and individuals in similar positions you are applying for. Ask them to review your resume and cover letter, and listen to their recommendations. They got their job so use their advise!

Additionally, in the past few years the use of HR applications have come into play. No longer is it enough to submit a resume and cover letter to be considered for a position. You also must complete a HR application. I have found that candidates have little or no understanding on how important this aspect is. This is your official application to the position, and you need to complete it as much as possible. Copy and paste your information in there. Give your salary preferences (aim low always!), and enter your updated references. Review the application before submission and follow up with the HR department to be sure they have received it and forwarded it on to the search chair. More than ever, I spend time explaining to candidates that I can’t consider them for a position before they fully complete their application with all their employment history or documentation. HR uses the application, not only the resume and cover letter to vet candidates. For example, if you don’t put in all your years of experience, and only put in your most recent employment HR may not consider you a candidate due to lack of years working. Trust me, I know filling these applications is redundant and tedious but if you want a job, do it!

So for the most part, if you do all this you should be able to get an interview. Realize it’s a employer market right now. If a job prefers a master’s degree and you don’t have one, go ahead and apply but understand there are hundreds of candidates bidding for that position. Employers can be very picky on who they offer interviews to so please don’t get offended that you didn’t get an interview. Keep your options open and do yourself to make yourself as marketable as possible.

Good luck to all those looking for a job. It’s a crazy process but you’ll get the best if you put your time and energy into it.

The student’s inquiry stopped me for a second. After all, I had just asked her that exact question no more than ten minutes ago during an RA recruitment interview. We had come to the portion of the interview where the students could ask questions of me, the professional. And I didn’t quite know what to say. Though it pains me to admit it, my first thought was “I just am a leader on campus, because of my role in the residence halls.”

When you’re a professional on a college campus how do you show that you’re a leader? While our titles can give us the privilege of leading, guiding and advising students, it is up to us as professionals to determine how we’re going to lead those who look to us. I was unsure of how to answer the question because I hadn’t intentionally thought about my leadership role on campus in a long time—on a regular basis I give more energy to the day-to-day routines and to-do lists than the big picture, which I think happens to a lot of us in the field. When I began to ponder this subject, more questions began to surface. Do my actions reflect my values, goals, and abilities? What can I do to better lead my students? How am I proving that I deserve to be seen as a leader in my community?

The truth of the matter is I’m still contemplating the answers to these questions. Intentional reflection is necessary to grow—I expect it from my students, so why wouldn’t I do the same myself? As a professional, I must remember that it is my responsibility to not only connect with my students, but also to know who I am so that I can empower them to authentically grow and make meaning of their collegiate experiences. The student’s question was a good reminder to take time out to reflect and refocus on bigger picture items like leadership—something that everyone in our field should do every now and again.

Some of the best lessons I have learned about how to adjust my own style have come from being observant to nuances such as fonts on resumes, or how people title their documents.

Little things can make a huge difference.

While looking through application materials, for example, I have learned that “ADAMRESUME2006.docx” probably is not the most professional-looking title choice. I have also developed a belief that all application materials should be submitted in PDF form to preserve formatting. And no Comic Sans allowed. If you are going to submit a personal website, make sure that it’s relevant to the position. Do not gloat.

I could go on for volumes.

Serving on search committees and paying attention can be a superb way of developing what works and what does not work for one’s personal style. There is no guaranteed recipe for application success, because committees are subjective. Yet, in a time when the economy is crunched and job competition is fierce, making a great first impression as a job applicant is monumentally important.

So, my unwarranted advice: really use search committee experience as an exercise in self-reflection and make notes about what you feel is effective and what you feel hurts an applicant’s chances. When you look at a resume or cover letter and react with a feeling of discomfort, pay attention to what exactly is eliciting the response. If something really impresses you, write that down as well. When it comes time to take the next step in your own career, you may be glad you did.

Adam J. Ortiz is a House Director at Hampshire College.

The study identifies four ways in which women create barriers to their own success:

1. Being overly modest.
2. Not asking.
3. Blending in.
4. Remaining silent.

The article indicates that men are more likely to speak about their accomplishments more openly than women. I was speaking with a colleague about seeking promotions and he asked me was I self-promoting within the office. For a moment I had to think about the last time I consciously sought out opportunities to brag about myself. Sometimes I feel I’m so involved at work, how could anyone not realize this level of involvement. However, the article states your boss and colleagues will not know what you are capable of if you do not tell them. But we don’t want to play the martyr, now do we?

I had a supervisor that used to say, “You don’t ask, you don’t get.” The article states that some women are passed up for promotions because they do not ask for the promotion. When we job search we are told to “ask,” for the job, so it makes sense to “ask,” for the promotion. Asking for a raise or promotion will accomplish two things: 1. You will have communicated your interest and intentions the organization; and 2. Their reaction to your request will determine where you stand with the organization. Ah, but we do this for the students; it’s not about the money or the prestige.

According to the article some women would prefer to blend in and remain silent rather than stand out in meetings or at events. Blending in hinders anyone’s chances to leave a positive impression on a supervisor or colleague. I can recall times that I have sat in meetings silent because I thought what I had to contribute was not important, but I also can recall times when I have spoken from experience on a topic and inherited a project and a committee to assist. But why would the Vice President want my opinion about alternative approaches to student programming?

I realize this study grazes the subject of gender roles; women are not characteristically assertive while men are asserting at all times of the day. What are your thoughts on this topic, considering that student affairs is a heavily female-dominated field? Are women deficient when it comes to self-promotion? Do we fail to speak up for a promotion out of fear of judgment?

Carla Finklea Green is a residence hall director at Old Dominion University.