PRDV102: Resume Writing

For many higher education professionals, working remotely was a temporary arrangement at the start of the COVID-19 pandemic. But now, as many U.S. colleges and universities approach their first anniversary of operating in a work-from-home environment, some of the policies and expectations for remote workers are becoming permanent.

"What happened last year was meant to be a temporary stopgap," said Andy Brantley, president and CEO of the College and University Professional Association for Human Resources. "Now, what institutions are having to evolve into is more long-term, and the degree to which institutions are willing to embrace remote work policy change is definitely something that is top of mind moving forward."

As with most knowledge work industries, higher education made exemptions for remote work or adopted temporary policies. According to Brantley, it is not uncommon for colleges and universities to wait until they completed the fall 2020 semester before making changes to their remote work policy as they "settle into a new normal in terms of positions that can continue to work remotely, at least part of the time, and those that really do need to be on-site for regular working hours."

So, what does this mean for candidates in positions at colleges and universities in an environment where "at" can be negotiated or dependent on a newly adjusted remote work policy? Well, if institutions are adapting, so should candidates.

Here are six things to keep in mind as you home in on a job working from home:

Policy Expectations

There is no standard remote work policy in higher education. Not only are institutions different, but even within institutions, there are different classifications of employees (exempt, non-exempt, union, etc.), and there are varying policies for different departments and divisions. However, a remote work policy typically covers who is eligible, when they should be available ("office" hours), their responsiveness to a supervisor (meeting frequency), and measures of productivity, as well as more physical specifications, such as equipment, defined working space in the home, safety, and data security. Providing child care is not a reason to be working from home, although some institutions have allowed temporary exceptions during the pandemic.

Because of legal risks, employers are not likely to ask candidates about their distance from campus, childcare needs, or other work-from-home situations. They will instead present their policy, even if it is a temporary exemption, and expect the successful candidate to follow it.

"Those parameters should be clear from the employer standpoint, and if there are extenuating circumstances, then that becomes part of the negotiation with the preferred candidate," Brantley said.

Recognize the Shift

Colleges and universities might want their employees working remotely if the job does not require an on-campus presence, possibly to reduce overhead costs but likely mostly to avoid losing talent to other industries that are embracing the shift to a remote workforce.

"For higher education employers to be competitive, we must adopt a more flexible approach to work and work hours to recruit and retain employees," Brantley said. "The corporate sector is embracing this as an opportunity to gain a competitive advantage. So many institutions think that (remote work during the pandemic) is all a temporary thing, and we are going back to normal soon, and I think that is being too shortsighted. If we choose not to reshape how work is performed, and the corporate sector has, we are going to face challenges for recruitment and retention of talent."

A recent study by LiveCareer, which surveyed American workers who shifted to working from home, indicated that 81 percent of respondents enjoy working remotely, and 62 percent prefer jobs where they will be able to work remotely after the pandemic. Employers are willing to embrace this shift as well. According to a survey by Gartner Inc., and cited by SHRM, 47 percent of company leaders said they will allow their employees to work remotely full-time after the pandemic, and 82 percent intend to permit remote work at least some of the time.

The Benefits

Both institutions and employees benefit from remote work. Institutions in rural areas will have access to a larger talent pool, while universities in the cities can recruit candidates elsewhere who may be equally talented but require a lower salary based on their cost of living. Higher education professionals will benefit because they will not be restricted by location, such as Boston or the Research Triangle in North Carolina, where there are more higher education jobs, and they will be more likely to find a job that fits their unique combination of expertise and skills.

The Downsides

The ability to work remotely might be a great equalizer in the recruiting process, but it does not create a level playing field once you are actually hired. Yes, higher education is very hierarchical, but when everyone is working on campus, they have the same access to resources and the opportunity to build relationships without distractions. Working in a basement or laundry room with a toddler upstairs screaming is quite different from a colleague who might be sipping tea from the porch of a vacation home. Also, there is the whole out-of-sight, out-of-mind bias when it comes to earning a promotion or influencing others.

There are many other downsides. The top challenges from the LiveCareer survey were home distractions (59 percent), staying motivated (45 percent), communication (37 percent), collaboration (36 percent), loneliness (35 percent), and unplugging after work (32 percent).

Different Skills

Acknowledging that you will be competing with candidates from a larger talent pool and the other downsides listed above, you should begin to develop remote-working skills and emphasize them in your job interviews. Skills are applied differently within a remote setting based on the occupation, but generally, you will want to develop and convey your ability to communicate effectively and manage priorities. While demonstrating that you can work independently might seem obvious, you still need to show that you are willing to ask for help and collaborate with others. Being "tech-savvy" is also a trait of remote workers, but this goes well beyond knowing how to unmute yourself on Zoom. Invest time in learning platforms and techniques for conducting effective virtual presentations. That is how remote workers communicate; do not rely only on an email presence, which is too transactional.

Remote Possibility

Other than finding an open position that fits your criteria, the most challenging part of a remote worker's job search is engaging with an employer about the possibility of remote work if it is not clearly defined in the job posting. Fewer than one percent of the jobs posted on HigherEdJobs are designated as remote/online only, but as Brantley predicts, far more jobs will be remote or partially remote through the remainder of the pandemic and beyond.

As a job candidate, you need to find out if an institution is willing to allow you to work remotely. Some schools might have the remote work policy available online, but you will likely need to broach the subject during an interview.

"The first key is the employer being as clear as possible in the actual advertisement and are they willing to consider this as either a full-time remote or some sort of hybrid," Brantley said. "The second key is the candidate should clarify what those expectations are for remote work as part of that initial process of the interview or first interaction. It is fine to ask that question if it is unclear in the ad, so you are not wasting anyone's time.

If not being able to work remotely is a deal-breaker, contact the hiring manager, indicating your interest in the job and asking if there is a possibility for remote work. Do this before you go on an interview; do not wait until an interview or as a bargaining chip after an offer is made. This approach is different if you consider remote work a potential perk. Likewise, you would not ask about vacation days the moment in an interview when you are first able to ask questions. Be tactful when you bring it up.

In Conclusion

Remote work policies are morphing during the pandemic and beyond in ways that provide opportunities and flexibility for higher education professionals. It is a moving target for many institutions. But job candidates are better off aiming for the target rather than trying to move the target to the place where they shot their arrow. In other words, employers are adapting to remote work, and so should you.

Source: Justin Zackal, https://www.higheredjobs.com/Articles/articleDisplay.cfm?ID=2600&Title=Remote%20Work%20Is%20More%20of%20a%20Possibility%20Beyond%20the%20Pandemic
This work is licensed under a Creative Commons Attribution-NoDerivatives 4.0 License.