One public relations document people
seeking an academic position need to
create is her or his teaching philosophy.
Please see an insightful article from
Science-Careers by Rachel Narehood Austin
describing many critical elements.
An unfortunate outcome resulted for a member who
had a successful phone screening interview. He then
was asked when he could come to town (1000 miles
away) to interview on-site.
His response was that he could come in 7 weeks.
(He had a graduation, a paper to finish and was
planning to attend a conference. Then, he could
go in conjunction with another conference trip.)
He recently learned that he should postpone the
trip as someone else has been offered the position.
If you delay an interview you are giving the signal that
they are not your first choice or their needs are not
high in your priority list.
It gives the organization the need to interview others
and offer the position to the closest qualified applicant.
In short it is a mistake not to ask how soon they wish
to have the position filled. Make plans to allow them
to meet their need.
There could be uncontrolled circumstances for a
longer than desired delays (although only illness
or child care needs come to mind), then consider
asking for a virtual video interview as an alternative.
They ask the questions and you respond on
This may not be exactly what they seek but it
displays your understanding their needs to go
to the next level within a time frame.
It is part of our professional responsibility to ourselves–
networking with those seeking a position. You never
know when you will be in that role. What does one
do when one gets the call or resume in the email?
Eileen Zimmerman authored a piece on this topic.
I specifically like her recommendation of developing
a list of general career advice, industry related
information and references to recent C&EN, WSJ
or lay-off/hiring trend articles. (Note C&EN does not
list negative news much any longer.)
There are three types one can receive:
direct connection, helpful for your work or who
has helped you,
indirect connection who was recommended from
someone to contact you
unknown connection who found your name or
was surfing LinkedIn and saw you worked in a
position or at a company.
The author does a nice job in pointing out how to
interact with the third case especially when your time
resources are limited.
When a person who is a direct or indirect connection
seeks you out, consider making it a personal policy
to do as much with the information and requests at
hand. In addition to items mentioned in the article,
consider offering LinkedIn.com connection and
reviewing what you know is helpful insights (company
styles, contact strategies, current needs and help
people put their “best foot forward.”)
Sometimes mentioning in a polite way something
people do not want to hear is most helpful.
Unless one is a career consultant with time, training
and resources available, consider not getting into the
resume and interview review activity. Recommend
people who have the time and background for this.
One could look for specific things one might write
or say, but a full review might be “biting off more
than you can chew.” Mentioning leading recruiters
is also helpful.
The article does offer job seeker information that
reminds people of good practices.