1. CAREER SERVICES OFFICE Understanding the Job Seeker of Today Valerie Sutton Harvard Graduate School of Education Laura Stark Malisheski Harvard Graduate School of Arts & Sciences

2. Objectives Understanding applicants for administrative jobs Understanding applicants for faculty positions Common concepts/concerns for both: –Diversity –Dual-Career –Technology

3. Economic Considerations Economic impact on faculty job postings –2008-09: Many open positions canceled –2009-10: Fewer open positions than usual Attitudes of the job seeker –Plan A and Plan B in action –Overcoming the stigma of the underemployed and unemployed Fewer open positions = –Greater competition for each position –Larger pool of applicants for each position –Even harder to find the right candidate

4. The Job Seeker of Today Using technology There is more information available to the job seeker about your organization than in the past. Many job seekers beginning to favor professional networking sites over traditional career sites. It is a great way to move past a passive search for candidates into an active search.

5. Knowledge of your organization prior to applying Going beyond Google…Facebook, LinkedIn, wiki’s, blogs, YouTube Taking ownership of your organization’s information –Showcasing diversity in your community –Assisting partners in their searches –Understanding your community and benefits Case Study: Facebook and YouTube - Keene State –http://www.youtube.com/user/KeeneStateCollege#p/c/42F67 E0FB24E004Fhttp://www.youtube.com/user/KeeneStateCollege#p/c/42F67 E0FB24E004F –http://www.facebook.com/keenestatecollege?v=app_234406 1033#!/keenestatecollege?v=box_3http://www.facebook.com/keenestatecollege?v=app_234406 1033#!/keenestatecollege?v=box_3 –http://www.keene.edu/dc/http://www.keene.edu/dc/

6. Professional Networking Sites vs. Traditional Career Sites Benefits of using professional networking sites include: –Built in network of contacts – present and past –Basic knowledge of demographics –Understanding of duties and responsibilities –Job postings on groups with a contact for more information Benefits of traditional sites include: –Search agents –Targeted audience Case Study: LinkedIn and Inside Higher Ed –Arizona State University http://www.linkedin.com/companies/4292 http://www.linkedin.com/companies/4292 –Inside Higher Ed- search agent and partner search http://www.insidehighered.com/career/seekers http://www.insidehighered.com/career/seekers

7. Candidates for Faculty Jobs Engage in traditional networking over social media networking Crave information on status of candidacy Demonstration: academic job search wikis –Astrophysics Rumor MillAstrophysics Rumor Mill –Academicjobs.wikia.comAcademicjobs.wikia.com  English Lit, Medieval  Universities to Love  Universities to Fear

8. Assisting faculty job seekers helps institution find best fit Keep applicants informed: –Letters to Search Committees  Chronicle of Higher Education Chronicle of Higher Education  Academic Job Search Wiki Academic Job Search Wiki –Accurate and detailed job posting –Specific application material requests –Communicate directly or establish web site to update status of the search Results: –Receive more tailored applications with desired components –Fewer calls/emails from applicants –Better image for institution

9. Actively searching for candidates Reaching out to a diverse candidate pool. –Interactive active pages vs. static web presence. –Gain access to behavior not just the resume. »Case study: Lance Turner http://yorktown.cbe.wwu.edu/03Winter/turner5/de fault.aspx http://yorktown.cbe.wwu.edu/03Winter/turner5/de fault.aspx »Case study: Claude Jones http://cjones2.home.znet.com/index.html http://cjones2.home.znet.com/index.html Search for specific criteria on hard to fill positions. –LinkedIn – Six SigmaLinkedIn – Six Sigma Focus on employee referrals. In-depth reference checks. Case Study: LinkedIn, Twitter  http://linkedin.com http://linkedin.com  http://twitter.com/GovernmentXing http://twitter.com/GovernmentXing

10. Diversity Recruitment Encourage search committees to be pro-active and far-reaching –Beyond “who do you know?” –Professional Societies  Case Study: AACSBAACSB –Foundations that support scholars from under-represented populations –The Diversity WebDiversity Web –Consortium for Faculty DiversityConsortium for Faculty Diversity Questions to be addressed. –Will I feel comfortable in this environment? –What community resources are available to me?  Religion  Services – hair salon  Food

11. Dual Career Considerations Questions to be addressed: –Anxious about when/how to inquire about dual-career concerns –Trailing spouse – academic –Other employment options –Childcare –Commuter options

12. Sourcing Candidates Don’t forget to source candidates at your own school and to use the career services offices as a venue for marketing your positions! Hiring at Harvard