Networking From Afar

April 4th, 2012 | Posted by The SA Team in Careers | Social Networks - (1 Comments)

The following is a guest post from Katrina Anaya, graduate student at Seattle University.

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.

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Its a new job Shopping season – the employer side of the house

March 20th, 2012 | Posted by The SA Team in Careers - (3 Comments)

Over a year ago I was on the job ‘dating scene’. I was busy with resume and cover letter writing and completing HR applications. Now I’m on the other side running selection processes, and traveling to conferences to find that great next professional. I’ve been busy reviewing resumes and cover letters, and also prepping my mentees. It’s so much fun, but at the same time sad. Because for every resume I get, I have to make a decision that may changes others’ lives – do I grant an interview or not? I do feel bad looking at a resume and writing a no thank you note. I know what candidates will think when they get the note. ‘Why don’t they like me?’, ‘Fine I didn’t like them anyway’, or ‘That was so embarrassing’.

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.

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Using Search Committee Work to Improve Your Approach

March 7th, 2012 | Posted by Adam Ortiz in Careers | SA Job Listings - (1 Comments)

Nerd alert: One of my favorite professional activities is serving on search committees. I love it. I like meeting new professionals and spending extra time with my colleagues. I also enjoy using time spent on search committees as an opportunity to learn more about myself by carefully observing how applicants carry themselves through the process.

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.

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Slicing Your Work-Life Pie

February 20th, 2012 | Posted by Karen Gibson in Work/Life Balance - (8 Comments)

Student Affairs professionals like to talk about work-life balance. It seems elusive to so many. We present on it to packed rooms at conferences, in the office we set goals around it, we have Twitter chats exploring the topic, and many of us might say that we are constantly in search of the ever elusive magical balance or forever balancing on a tightrope.  Is it possible, though, to change how you perceive the balance of your life in order to stop searching and plant both feet solidly on the ground? Perhaps your life is in balance, it just doesn’t look like the balance you thought it might when you started in the profession. Maybe it doesn’t look like the balance your colleague demonstrates. Perchance, it is uncool to claim that your life is in balance when it seems everyone else is saying theirs is not.

Once, I was in a workshop where we were asked to draw slices of our lives inside a pie circle. As I drew my life, it occurred to me that I was not drawing even pie slices. I didn’t even want to draw balanced slices of my life on my worksheet pie. There are aspects of my life that take up more time and energy than others, which is exactly how I want it to be. Truthfully, I’m even okay with work taking up a larger slice of pie than some of my non-work slices. Work is where I have the opportunity to put my StrengthsQuest strengths to work in a way I am not currently afforded elsewhere. I enjoy my colleagues, my university, and the work we do. At work I have the opportunity to build relationships, to take advantage of professional development opportunities, and even to take care of my fitness needs. I also noticed that I put all aspects of my job-life into one pie slice, but everything outside of work was divided into more detailed slices which might contribute to life feeling like, or life looking out of balance for some. I wondered if I reassigned labels or grouped areas differently how my pie might slice. When we shared our pie pictures with the group, my pie was in balance for me, but it didn’t resemble the pies of those around me. This was a good reminder for me that balance for one doesn’t equal balance for all.

Although I’m fine with work taking up a larger pie slice, this does not mean that I abandon my non-work slices. I am committed to my volunteer work, my social life, my hobbies, and the base level of Maslow’s hierarchy of needs. It ebbs and flows in a rhythm that fits for my life. It doesn’t look at all like the rhythm of my colleagues who may come in on the weekends or take work home or be working on a doctorate. But because it fits my life, it is balance for me. I think that sometimes we can get caught up in wanting others to demonstrate the kind of balance in their lives that we live out in our own. Because I wouldn’t come in to the office on the weekend, I’m confused by and a little judgmental of someone who would (if not required). But if it fits within the balance of their life, who am I to tell them their life is out of balance? I believe we are better served as a profession in supporting our colleagues in how they decide to slice their pie, rather than forcing them to slice it differently.

If you are going through the job search process right now, I encourage you to be mindful of how you prefer to slice your pie compared to any expectations your new supervisor may have for your time. It is better to have these conversations in the interview process rather than after your first day. A few questions you may want to ask are:
-          What are expectations for checking email/texts/voicemails while out of the office?
-          Does the university support mental health or comp days?
-          What professional development opportunities are available to me here?
-          How flexible are my work hours?
What other questions should job searchers ask in order to be prepared to meet the expectations of their supervisor and institution around work-life balance?

I believe we can move past judging others when their balance looks differently than ours which, in turn, will provide our colleagues the freedom to do balance as it best fits for their lives. As a Student Affairs professional, how can you encourage and support other professionals to claim the balance of their life, even if it doesn’t look like anyone else’s pie? What does your pie look like? I’d love to hear other people claim balance in their lives!

 

Karen Gibson is an associate director of residence life at St. Edward’s University, Austin, Texas.

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You’ll Only Wear the Spiked Heels Once

February 8th, 2012 | Posted by Julie Larsen in Conferences | Professional Organizations - (11 Comments)

My first student affairs association conference was the 2006 NASPA held in Washington, D.C. I was graduating from my master’s program that spring, and several of us were heading East to participate in The Placement Exchange.

As graduate students, we had taken the time to figure out many cost saving measures. We flew into the cheaper airport, fit nine of us in a shuttle into downtown, and me and my three closest cohort friends shared a $99/night room in the Days Inn. (No, it was not one of the conference hotels.) The room was “non-smoking” yet we all had a slight stale smoke smell to our interview clothes, and I am still not sure if something of a questionable nature was rolled up in the carpet that sat at the end of the hall all week.

I forgot pajamas, packed uncomfortable shoes, and spent more time agonizing over what sessions I should go to instead of actually attending the sessions. I can honestly say, my conference experiences have only gotten better as I have spent more time in the field. As I started planning my conference season, I thought it would be useful to solicit advice from others in the profession to share with those attending their first conference this year. Thank you to all who shared, I think we have a great collection of wisdom to pass along. If you didn’t get a chance to share your tips, please feel free to add them to the list!

My own advice from the D.C. conference years ago? 1) If you are able to, splurge on a conference hotel. Being in a comfortable space really makes the conference more enjoyable, and being in the midst of all the happenings gives you a chance to make some great connections. 2) Pack snacks and bring a reusable water bottle. 3) Take some time to explore the city and sights around the conference location. It’s a good mental break, and a great way to find good restaurants and unique souvenirs. 4) Everyone around you may be a potential colleague or supervisor. Be kind, be courteous, and don’t get too crazy at the regional receptions.

I wish you all a successful and fulfilling conference season!

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Interviewing Candidates – Making our Questions Count

April 26th, 2011 | Posted by Jon Sampson in Careers - (5 Comments)

It’s that time of the year. Job sites are loaded with postings. Search committees are working their way through hundreds of resumes. And job candidates are weaving through day-long on-campus interviews.

It’s an important process. We get such a short time with candidates to determine whether they’re a fit for our office and campus culture.

Sitting on another search committee myself has given me plenty of time to reflect on the process. And if there’s one thing I would change, it’s this: The weakness question.

It’s slowly disappearing, but given long enough in any interview, it will surface. It’s a simple concept: Tell us your strengths and weaknesses (Or, for the more political, your growth areas).

But that one question can trip up both the candidate and the committee.

In their book Switch, Dan and Chip Heath talk about our human tendency to remember negatives over positives. Looking at 24 of the most common emotion words in the English language, only six are positive. When a psychologist looked at every English emotion word he could find (558 of them), he found that 62 percent were negative verses 38 percent positive. Negative emotions stick to us more easily. So for the interviewers, there’s a chance that we’ll see a great person who is a perfect fit for the job and our team, but we’ll walk out focusing on concerns about how they will “manage their time” just because it’s the first thing they mentioned as a growth area.

Candidates aren’t in a better position. They don’t want to be seen in a bad light, so they’re less likely to share that “real” things they’re working on. But they have to answer, so we end up getting inauthentic or vague responses from potentially strong, relationally aware people.

What type of weakness are we hoping to learn about? A character flaw? A task in which the candidate doesn’t excel? A task they don’t enjoy?

Usually, our weaknesses are shadows of our strengths. So if you’re a big-picture person who loves new projects and the growing edge of an organization, you’re probably going to be less energized by the day-to-day detail work. It’s doable, but too much administrative work will begin to drain your energy.

For the most part, that’s what we want. We want to make sure candidates are aware of their strengths, they’re using them, they’re aware of the challenges those strengths bring, and they’re able to manage those challenges.

Maybe instead of “What are your weaknesses,” we could start asking how they are managing the areas in which they struggle, or what areas of this job are least likely to energize them and how will they work within those areas.

So that’s my interview observation. What are yours? Any question we need to drop in the interview process? Any questions we need to ask more often?

Jon Sampson is a Program Coordinator and Residence Director at Azusa Pacific University.

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How To Leave A Job

December 22nd, 2010 | Posted by The SA Team in Uncategorized - (27 Comments)

I remember the first time I had to quit a job. I was afraid my boss would be mad at me, and I apologized profusely for leaving. Many of my student employees have behaved in exactly the same way. At some point you realize we have HR professionals for a reason—people will constantly be leaving jobs, and some jobs even have an average “life expectancy.” Last week I left a job that I’d held for five and a half years—the longest tenure of my young career. This time, the process was extremely positive.

How To Leave A Job

A graceful exit starts before you even have a new job. If possible, let your employer know when you’re applying for other positions so they can plan for a possible transition and serve as a current, positive reference. Even if you don’t get the job, your supervisor will know what types of positions you’re interested in; this could lead to increased opportunities at your current place of employment.

I believe this conversation should be had before you receive a job offer.  Trying to use another offer as leverage for your demands rarely works in student affairs, from what I’ve seen.  Remember: NO ONE is irreplaceable. If for some reason you think you are, perhaps you should be spending more of your time sharing your skills with your colleagues.

When you have a job offer, ask for some time to think things over. Mickey Fitch previously wrote about some great questions to ask yourself and your perspective employer.

Next, you resign (assuming you accept the job offer). This part is easy. Write a short letter informing your supervisor of your last day in the office, perhaps thanking him/her for the opportunities they’ve provided. That’s it.  Don’t go overboard; you’re not breaking up with someone.

This is where the work starts. You need to do everything you can to transfer your knowledge (and in some cases, skills) to other areas of your department so operations continue as normal. This may include training sessions, writing transition documents, and temporarily reassigning duties. For me, it also included contacting colleagues both within and outside the university to inform them of my “impending departure” and providing alternate contacts. By far the most important thing I did was empower talented student employees to take over the reins while a search was conducted for my replacement.

The last few weeks of your employment may include a lot of awkward interactions. Mine ran the gamut of “will anyone be hired to replace you?” to “no one can do all the work that you do!” My director even jokingly asked a Vice Chancellor and Chancellor to issue an executive order forbidding me to leave. I’d suggest taking everything in stride, smiling, and trusting that your department will handle your absence well. Don’t seek out adoration from others or a validation of your time at the institution. You’re not royalty; you don’t need to leave a legacy.

Resist the urge to slack off. Power through, and realize which projects you need to finish and which ones you need to hand off. I didn’t stop plowing through work until 3PM on my last day, but my hard work paid off and did not go unnoticed by my supervisor. Her facebook status that day truly humbled me:

Picture 1

Now, I’ve left my former institution, but I haven’t left my colleagues. I’m still forwarding relevant grant proposals, and answering a question here and there.  However, I know they have what they need to be successful.  Without me.

What advice do you have for someone leaving a job?  Did you learn anything the hard way?

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Top Ten Countdown: The Most Popular SA Collaborative Polls

September 20th, 2010 | Posted by The SA Team in Poll - (0 Comments)

From web tools to lunch breaks (or lack thereof), here are the most popular SA Collaborative polls:











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Sealing The Deal: Questions to Ask Yourself When Faced With “The Offer”

June 14th, 2010 | Posted by Mickey Fitch in #sachat - (0 Comments)

In our field, a lot of time and attention is put into prepping for interviews, writing cover letters and resumes, and getting ready for the big on campus interview day. Less attention is given to teaching what type of follow up you should do after an interview to stay at the top of the hiring committee’s list of top candidates. Even worse, we rarely talk about how to “seal the deal,” by asking  questions, airing concerns, and negotiating before we accept (or deny) a final job offer.

Student Affairs is admittedly a sometimes overly “touchy-feely” field. We fear asking probing questions, or acquiesce to certain professional situations, because we don’t feel like we have any other choice, or that we are “just” a new professional and have to “deal” with what is given to us. However, in the same breath, we tout how great we are, at motivating our students to reach for the highest goals and achievements they can. Does anyone else see the disparity there?

Recently, I underwent my own mid-level job search. With the help of professional peers, my best friend, my partner (both of whom are in higher education), and family, I was able to be very intentional, thoughtful, and mindful of my situation when “the phone call” came from my new supervisor. Through this process, I’ve gathered a few helpful hints and questions to ask yourself when “sealing the deal”.

Some things that are important within your professional role and critical to consider when faced with a job offer, include:

  • Availability of peers/network/team
  • Peer professional context (where were they before there? Homegrown? Across country?)
  • Availability of professional development funding and/or commitment to tangible professional development
  • Technological resources within department/division/university
  • Tangibility of higher leadership to you (dean of students, vice chancellor for student affairs, chancellor/president, etc)
  • Mission/vision and goals (are they active? Is there a five year plan? Do they know where they are going?)
  • What is the general “vibe” of the team? (Are they easy going? Joke a lot? Work late at night? Always late?)

Beyond the professional concerns, you should also be aware of your personal needs (and hot buttons!) that need to be met when facing a job offer, including:

  • Cost of university services (parking, health/wellness center membership, meal availability, athletics tickets, theater tickets)
  • Benefit packages (what is the retirement contribution/match percentage, availability of local doctors and specialists, vision/dental care, flex health benefits, vacation/sick leave)
  • Where is your university/system “at” in terms of furlough, layoffs, hiring freezes, travel freezes, etc
  • Proximity of university to retail shopping, groceries, and social/hobby needs
  • Ability to find suitable housing for self/family/petsProximity to airport/mass transit
  • What salary do you need vs. want (don’t be afraid of negotiating for a higher salary or soft recurring benefits! These extras can lead to higher employee satisfaction and productivity!)

I mentioned before about asking these questions of yourself/your institution. However, I would also encourage you to air these out with peers, partner/family, and friends. They have an objective viewpoint that you may not be able to see because of the “job offer glow”. After searching out answers to these questions, you can feel confident in the fact that you’ve done a thorough job “sealing the deal”.

What kinds of questions do you ask? Share with me via Twitter or comments below!  Best of luck to all of you getting “the phone call” soon!

Starting in mid-June, Mickey Fitch is the new Assistant Director of University Housing at University of Wisconsin-Superior. Mickey’s crafted her career around the residence life experience on the college campus. Mickey loves to tell stories and help students make the most of their residential experience on campus. On the personal side, Mickey is an avid fisherman and outdoorswoman and is currently engaged in a life-changing health and fitness journey! You can learn more about her at mickeyfitch.weebly.com or follow her on Twitter @mickeyfitch.

Related posts:

  1. What Do YOU Value?



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#JobHunt No.11

June 7th, 2010 | Posted by Shannon Healy in #sachat - (0 Comments)

Job Hunt 2: Electric Boogaloo

Hey readers, it’s been awhile! My last #JobHunt entry was about re-entering the job search: handling the rejection of round one and keeping your spirits up for round two. I am happy to say that this is the last blog I will ever write that can be tagged with “#JobHunt,” as I have officially accepted my first full-time position!

I feel like I need to quote the Grateful Dead here – “What a long, strange trip it’s been.” What started last January with the first postings showing up on the OPE and TPE websites has finally ended in early June with a job offer and an acceptance.

And I couldn’t be happier. I found a position that, although it’s not in my top choice for geographic area, is probably a better fit for me than anything I applied for in round one. It just took me five months of interviews, rejections, campus visits, phone calls, parking lot pep talks, and intense one-on-one time with HigherEdJobs to realize what I was looking for and how to get it.

I found a position that is half Residence Life and half Student Activities, which is perfect for my already varied background in Student Affairs. I get to work with a variety of students in a lot of different ways. I’ve met some of my future coworkers, and that was a major part of my thought process when making the decision: Could I see myself hanging out with these people? That’s very important to me when I realize I’ll be moving over 1000 miles away from home.

My biggest piece of advice to those who will be job hunting next year: Use your resources! There are so many people in the field willing to help out, by looking over a resume, sharing a job posting, helping your formulate answers to common questions, and sending you funny text messages when you visit campuses to keep you calm. Not just professionals – some of your biggest support will come from other grad students who are also out searching. You’re all in the same boat, and it’s nice to know you’re not out in the job search sea alone! Plus, the thought of sharing a high-five when you all connect at a conference is a great motivator.

(And if you ever get the chance to blog about your experiences – whether for a website or just for yourself – do it! It’s a nice way to think through a lot of things related to the job search, without having to actually search.)

I talked a lot in my first entry about finding the perfect job, but that even working on a tropical island means having to deal with some jellyfish. I know there will probably be some jellyfish to deal with in my first year, but I’m looking forward to getting started in my new position. There’s a lot to learn, and I’m excited to take all my knowledge and experience from grad school and see how it works in the real world. It may not be a tropical paradise, but I’m looking forward to a lot of sunny days!

Though this is my last entry in the #JobHunt series, don’t rule out me returning now and then to blog about my first year as a professional in the field. I’m sure there are many more stories, revelations, and interesting tales to come. To everyone who has followed along my job search from the beginning – thank you! I really couldn’t have done it without all the kind words and supportive messages! Thank you!

Shannon Healy

Shannon Healy

Shannon Healy is a new student affairs professional.

(Editor’s note: I’d say more, but she forgot to tell me where! But you will definitely hear more from her in the future, as I do hope to have her blog about her first year as a professional. In the meantime, I am sure she’ll eventually tell her vast Twitter following. Or maybe she could just post a comment below.)

Related posts:

  1. #jobhunt #5
  2. #jobhunt No. 2
  3. #jobhunt No. 10: Round 2-Electric Boogaloo!



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