US Colleges’ Post

Overseeing two of our Cedarville Admissions student teams is the most rewarding aspect of my position. The ability to create a culture that hopefully students want to be a part of and building relationships with them is invaluable! But all of that starts with hiring effectively. Here’s what I’ve learned: If you’re in a management role, know how you’re willing and able to invest in your team and let that drive your hiring decisions, even more than a candidate’s technical ability. Of course you want the most qualified candidate, but “qualified” is more subjective than a checkbox of skills. No candidate is perfect and neither are you. Your responsibility is not to avoid all weak points, but assess what weak points you can handle in your team and commit yourself to building into them. The most crucial question I’ve asked myself is: What do I have the time, desire, and skills to build into? At the end of the day, different leaders hire different types of people because of their answer to this question. And in different seasons and for different roles, this may be different! In my opinion, technical ability can be taught; authenticity, transparency, and self-motivation can not (in most cases). If Candidate A is weaker than Candidate B in technical skills but hits these marks, and I have the time, desire, and skills to invest in refining those skills, then Candidate A is a sure choice for me.

It's like magic-Graduate Assistantships Matter! During my studies at the University of Louisville, I served as the Graduate Assistant for Resident Learning (Formerly Graduate Assistant for Residence Education). At the time of my appointment, I had secondhand knowledge of university housing operations that extended to limited roles as the housing manager for my chapter and short-term as a student leader for a housing-specific student organization. I was an outsider which played to my benefit. This experience provided me with the opportunity to learn on the job! My previous experiences provided me with the foundational knowledge to manage a program and stakeholder relationships which came in handy for this role. I asked questions to understand the vision, listened, and communicated my findings. Like magic, new and bold ideas came from thinking outside of the box. The advancement that was made to the program reimagined the traditional models (Residence Education Model) to benefit its diverse stakeholders. Tools and management systems were created from strategic planning and creativity with the available resources. Additionally, due to staffing changes, I took on more responsibility to sustain my subunit during a transitional period for my department. I was transformed in this role. During this time, I successfully graduated with my Master of Public Administration degree while balancing many other responsibilities. My confidence in myself and my abilities grew. Leadership is not always asked for but like magic when it's time to serve new opportunities may appear. Photo Taken: October 2021

"Small School Feel, Big Program Standards" This is why working for UD Campus Recreation is *different (*Marianist for "better"). *As seen on a facebook story, translated from an IG reel, first posted to tiktok & awkwardly typed into linkedin in true TLDR fashion by a 40 something professional. You'll work at UDCR: Of course you will have a supervisor that is personally invested in your success. You were planning on doing this, right Drew Salvador ? You'll work at UDCR: Of course you will join a team that celebrates your success and pushes you to improve on that success. You'll work at UDCR: Of course the students are the best. The come to us great, you'll make them better, they will love you for it. You'll work at UDCR: If anyone says "It's just intramurals" or "It's sport clubs, not varsity", of course you will shoot them a death glare and then politely 'splain to them why they are wrong. You'll work at UDCR: RECkids campers will grow and change over nine weeks in ways you didn't think possible. Of course they will bother you to no end and of course you will be fighting off "dust and allergies" at the end of summer talent show. You'll work at UDCR: Of course you will find ways to engage (along with your student leaders) in the countless professional development opportunities that UD, ORSA and Collegiate Recreation have to offer. You'll work at UDCR: Of course it will change your life.

Another one that may have some great opportunities for #transitioningteachers Thanks for taking the time to curate Sara Dart. #jobseekers don't just apply to these roles -- STAND OUT! How? Get creative...if YOU were the one hiring what would make you take a step back and say, "I want to talk to this person ASAP!)? ---- When you're ready, there are 3 ways to partner with me: 1. Resume Fast Track (if you're looking for feedback on your resume) 2. Career Propeller (if you're a professional needing career guidance) 3. Resume Rewrite (if you need your resume to be rewritten by an expert) **visit the "How to Partner With Kelli" link in my profile

It's sort of ironic that the very thing that draws me to higher ed communications -- the element of storytelling and the fostering of collective identities -- is the one thing I struggle to provide for myself, particularly when it comes to my professional history in college retail. At times I've been frustrated when my previous jobs have been dismissed as "cashiering"; and yet, I frequently refer to my current job as my first "adult job" despite having also worked full-time and supervised students in my college retail days. But, when it comes to building one's own professional brand, college retail is a genuinely perplexing space to be in. "Belonging" on campus feels so much more theoretical -- at most, it's transactional. At Emory, for example, I had the same ID as every other staff member. But I wasn't actually employed by Emory. At Tech, I was responsible for training and monitoring the work of student employees in my department, but actual time-keeping and other HR functions were not within my scope. In essence, my college retail jobs confirmed my desire to remain in higher ed (particularly on the campus and auxiliary services side of the tracks), but by many accounts these were not higher ed jobs. And so it became easier to treat those five years like a footnote rather than a chapter in my story. To be sure, I'll have a killer resume when I get back in the job market someday, haha. But I do want to change my relationship to my professional past. It deserves its own chapter. I owe so much to the store managers who quickly moved me from cashier to supervisor, who trusted me to fill bigger shoes in the throes of company down-sizing and covid. I'm extremely grateful. Lastly, I don't know if the trend in outsourcing campus services to corporate retailers will change perceptions of folks who work within campus spaces but are not employed by the actual college/university. I realize people have strong feelings about this trend, but I do wonder if there are ways we can get better at integrating contract employees, especially those who want to move into "official" higher ed, into the campus community. Anyway, shoutout to the course material managers and supervisors whose receiving rooms are looking like this right now as they get ready for fall semester. This work made me the proud higher ed professional I am today, but I do not miss those pallets one bit! 😄

🌐 Navigating Your Career Path at Colorado State University: A Quick Guide! 🚀 Embarking on a new career journey in the New Year? Happy 2024! 🎉 Navigating our job opportunities at Colorado State University can be easy! 🏞️ Here's a simple guide to help you explore the vast array of positions available on our website, jobs.colostate.edu. 🎯 Default Filters for Quick Access: Visit our homepage and scroll down to find four distinct sections representing different job categories - Faculty, Administrative Professional & State Classified, Research, and Temporary Hourly positions. Click on any of these sections to instantly view a curated list of jobs tailored to that position type. Faculty Positions: Explore the world of academia by clicking on the "Faculty" section. Uncover teaching and research opportunities that match your expertise and passion for education. Administrative Professional & State Classified Roles: For those inclined towards staff and administrative roles, click on "Administrative Professional & State Classified" to discover positions that contribute to the university's operational excellence. Research Opportunities: Researchers and innovators, click on "Research" to find cutting-edge projects and collaborative endeavors that align with your research interests. Temporary Hourly Positions: If you're seeking higher education experience or short-term opportunities, the "Temporary Hourly Positions" section is your go-to. Click to explore a variety of positions accommodating diverse schedules. 🔍 Using Filters: Looking for something more specific? Utilize the filters located in the top half of our website. Refine your search based on keywords, job type, department, and Hybrid or Remote positions. This feature allows you to tailor your job search to meet your unique preferences. 🎉 Happy New Year! Wishing you a year filled with new opportunities and career successes. Interested in embarking on a career journey with Colorado State University? Visit jobs.colostate.edu now and take the first step towards a rewarding career experience. Your dream job may be just a click away! 🌟 #CSUCareers #JobSearch #CareerNavigation #OpportunitiesAwait #HappyNewYear2024

Virginia Tech Department of Management | Pamplin College of Business students: Check out this Indeed article covering the most on demand majors for hiring! #BusinessAdministration comes in at number 4! Business Horizons is just around the corner. I am in my office for the next couple of weeks and would love to chat with you more about how to prep.

Learning how to negotiate in John Burrows class is definitely one of the top highlights from my time at Harris School of Public Policy at the University of Chicago! Negotiation is an invaluable skill that everyone should learn.

Also...transparency in decision making. People have a right to know how a decision was made as well as what was decided. It builds good will and trust in the leadership team. I don't have to like the decision but I can respect the process used and considerations given to making it.

This is a fantastic article about hiring that is relevant both inside and outside of higher ed. Hiring committees and managers need to consider that the right candidate for their position may not have had the same or a similar role in the past or might not have had the opportunity to. They should also consider that if a candidate checks 90-100% of the boxes, they're making a lateral move. Candidates that are looking to grow are applying to roles where they maybe meet 60-70% of the requirements because they want an opportunity to learn, grow, and challenge themselves. Yes, it's might be easier to bring in someone that's had the same or a similar role in the past when you're hiring, but as the article states, that doesn't mean the candidate has experienced the same issues your organization has so they may not be a good fit. Don't immediately pass on a candidate because they don't have the title you're hiring for, if you do you may miss the next superstar for your organization. #hiring #highereducation #higheredjobs #highereducationleadership https://lnkd.in/gJ5XUgjX