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Graduate Peers' Schedules

Fall 2014
Peer Advisor Availability

Professional Development Peer:
Shawn Warner-Garcia
Tue: 10 a.m. to noon, 1:30 to 4:30 p.m.
Thu: 10 a.m. to noon, 1:30 to 4:30 p.m.

Diversity & Outreach Peer:
Vacant

Funding Peer:
Kyle Crocco
Wed: 9 a.m. to 3 p.m.
Thu: 10:30 a.m. to 4:30 p.m.

Writing Peer:
Ryan Dippre
Mon: 1:30 to 4:30 p.m.
Tue: 9 to 11 a.m., 1:30 to 4:30 p.m.
Wed: 1:30 to 4:30 p.m.

Communications Peer:
Melissa Rapp
Wed: 9:45 to 11:45 a.m.
Thu: 1 to 5 p.m.

The peers sometimes hold events or attend meetings during their regular office hours. To assure you connect with your Graduate Peer Advisor, we encourage you to contact them by email and make an appointment.

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Thursday
Jan092014

Networking at Conferences: Tips from UCSB's Networking Ninja

How to Work a Room flier

With conference season in full swing, it’s important to figure out how you can make the most of the networking opportunities at the conferences you will be attending. Conferences often provide multiple networking opportunities, ranging from informal meet-and-greets to formal cocktail mixers.

Networking often seems more like work than play, so, I met with Networking Ninja Brittany Manzer, a counselor at Career Services, to learn the ins-and-outs of networking at conferences. Here are some tips to help you build your network at your next conference:

General Networking Tips

  • Be comfortable with silence.
  • Start small (e.g., introduce yourself to one or two individuals).
  • Know that everyone else is in the same boat (networking is difficult for everyone).
  • Be authentic, natural, and confident when speaking about yourself and your research.
  • Say names multiple times to commit them to memory.

Before the Conference

  • Research who will be attending and presenting.
  • Make a networking “wish list” of the people who you would like to speak with. Try to connect with these individuals via email or social media before the conference and ask them to meet for coffee/tea or a meal during the conference.
  • Use social media (e.g., LinkedIn Group or Facebook Page) to start building connections with conference attendees/presenters.
  • Build your digital reputation (e.g., create an ePortfolio or well-designed LinkedIn profile page) so you can show it off while networking.

At the Conference

  • Attend poster sessions and strike up a conversation with the presenters.
  • Workshop, panel, and paper presenters are often swarmed after their presentations. Get the presenters’ contact information and follow up with them later for more in-depth conversations.
  • Collect business cards and write one memorable thing about each individual on the back of the person’s business card (this will help you during the follow-up stage).
  • Ask the people you talk with to connect via LinkedIn.
  • Attend as many networking events as you can.

After the Conference

  • Follow up with the individuals you met at the conference. Use your notes on the back of the business cards when you connect (e.g., “Hi James, I met you at the XYZ Conference last week. How is your screenwriting project coming along. ... I have a question about ...”)
  • Set a networking reminder in your calendar to follow up with individuals and nurture relationships.
  • Keep in touch with the individuals in your network. For example, when you find an article that may be of interest to someone in your network, send a brief email to the individual with a link to the article. Or, if you meet someone who may benefit from connecting with another person in your network, be a connector and introduce the two individuals.

Additional Handouts and Resources

 

Thursday
Dec122013

If You Are ‘Responsible,’ ‘Strategic,’ and ‘Creative,’ Avoid These Top 10 Overused Buzzwords, LinkedIn Says

In the professional world, originality is considered a highly valued trait. So says LinkedIn, which for the fourth year in a row has released its list of top 10 overused buzzwords on its members’ profiles in 2013.

Topping the list this year is the word “responsible,” overtaking “creative,” which had led for the previous two years. “Responsible” was used more than twice as often as the No. 2 buzzword: “strategic.”

The professional networking site based its findings on a study of all of its English-language profiles. Since LinkedIn last conducted such a study, its global membership has soared from 187 million to more than 259 million, the site said.

Four buzzwords from 2012 made the list again this year: “creative,” “responsible,” “effective,” and “analytical.” But four other words on the 2012 list were used in profiles less often this year, so they dropped off: “experimental,” “motivated,” “multinational,” and “specialized.”

Among the English-language profiles studied, there were some interesting findings in other countries. The Netherlands was the only country with “sustainable” in its top 10; and Great Britain was the only one to have the word “enthusiastic.” Down under, Australia and New Zealand were the only countries to feature “passionate” on their top 10 overused buzzword lists.

On its blog, LinkedIn emphasized that members’ profiles – and by extension their CVs and resumes – are their professional  brands. “So make it count,” the site says, by demonstrating your skills and experience through examples of your talent rather than by using buzzwords.

“If you sound like everyone else, you won’t stand out from other professionals vying for opportunities,” Nicole Williams, LinkedIn’s career expert, said in a news release. “Differentiate yourself by uniquely describing what you have accomplished in your career and back it up with concrete examples of your work by adding photos, videos, and presentations to your profile that demonstrate your best work. Providing concrete examples to demonstrate how you are responsible or strategic is always better than just simply using the words.”

For more information, view the LinkedIn press release, which includes helpful tips on how to stand out from the crowd, and LinkedIn’s infographic below. Also, see the GradPost’s LinkedIn buzzwords article from 2011.

LinkedIn’s 2013 Most Overused Buzzwords on Member Profiles

1. Responsible

2. Strategic

3. Creative

4. Effective

5. Patient

6. Expert

7. Organizational

8. Driven

9. Innovative

10. Analytical

Friday
Nov222013

Networking: Conversation Starters

Two people talkingCredit: Microsoft OfficeHaving a large network can help you in many ways, so it is essential to build your network at every event that you attend.

However, networking can seem intimidating, especially for introverts. Career Realism writer Ariella Coombs put together a list of 18 conversation starters to help you when you are at a loss for words or facing an awkward moment of silence.

Coombs recommends the following strategies for engaging in small talk with people at events:

  • Ask questions related to food and sports.
  • Learn more about the person.
  • Find common ground.
  • Just say "Hello" and introduce yourself.
  • Compliment the person. 

Read the full article to learn more about these strategies.

Wednesday
Nov132013

Digital Reputation: Why You Need a Website

Digital Reputation website screenshotIn the recent Inside Higher Ed article, "You Need a Website," authors Eszter Hargittai and Brayden King emphasize the importance of having a strong, professional online presence. Considering how easy it is to use the Internet to find information about people, it is hardly a stretch to think that search committees might do the same to learn more about you as an applicant. Hargittai and King ask, "Were someone to do a search on your name online, what would they find? Would they find a helpful page with material that would convey why you are a desirable candidate?"

It is essential to start building your digital reputation early in your graduate school career and to ensure that you have a professional online presence when you go on the job market.

Don't know where to start? Luckily, you are attending on of the few schools in the country that offers workshops on Building a Digital Reputation (see USA Today article). You can start learning how to build your digital reputation by visiting the Digital Reputation Website. You can also attend the Building a Digital Reputation Workshop in Winter or Spring.

If you have specific questions about developing your professional online presence, you can also contact me: torrey.trust@graddiv.ucsb.edu

Wednesday
Nov062013

UCSB Professors Offer Advice on Navigating Contradictions of Interdisciplinarity

Although universities laud the benefits and desirability of interdisciplinarity, graduate students in nontraditional or multi-disciplinary fields face challenges and very little structural support for landing funding and jobs. These dynamics are difficult, but possible to overcome. In this GradPost article, we ask two UCSB professors to share tips and suggestions for making the most out of your interdisciplinary training.

Inside Higher Ed recently released an article titled "Interdisciplinary Penalty," focusing on a study out of Cornell University explaining that following graduation in 2010, those who completed interdisciplinary dissertations earned $1,700 less, on average, than those who completed dissertations in a single field.

Among the original study’s insights is the likelihood of women and racial minorities to enter interdisciplinary fields and the ways departments'  emphasis on interdisciplinarity is used for “recognition while not necessarily preparing graduate students for the associated risks.” Risks, they argue, include postponing employment while completing graduate study and near-term income risk following graduate study. Read the full study on Cornell’s website

In a recent UCSB Ford Fellowships workshop student attendees asked a very important question: “If my research is interdisciplinary, which “discipline” category should I select when submitting my fellowship application?” Another question followed: “Who reads the interdisciplinary proposals and how do they decide who to award?” These are common themes among interdisciplinary graduate students, particularly in the social sciences and humanities, and are not just limited to funding. Many funding applications that are open to various fields require that applicants first select their discipline – a choice that is becoming more confusing as interdisciplinary studies increase in number.

During a recent workshop, UCSB Preparing for the Job Market, the same type of question arose: “I am in an interdisciplinary department but I wish to apply to jobs in History. How can I go about doing that?”  The Professor Is In, Karen Kelsky, responded that graduate students should be working throughout their program years to tailor their vitas to those disciplines by attending and presenting at the discipline’s conferences and by publishing in the discipline’s journals. By this measure, a student whose work resides in the realms of political science, environmental science, and literature could find herself strained to cater to all of these disciplines and at the same time make herself marketable to each. Attending three major conferences rather than one increases the cost of travel, lodging, and registration that a graduate student must cover, especially considering that interdisciplinary fields are already underfunded.

The article on Inside Higher Ed also reported that senior faculty and graduate students are more likely to engage in interdisciplinary research than faculty pursuing tenure. 

What this means is that senior faculty must use their seniority and leverage to create structural avenues for emergent interdisciplinary scholars, both at the graduate and early-career stages. Interdisciplinary departments can generate a series of cluster-hires around an issue or topic rather than make a call for a specific discipline, as the Inside Higher Ed article suggests. Funding agencies can also make their processes friendlier to interdisciplinary applicants by explaining how applications are evaluated and what criteria they use to determine whether a project is truly interdisciplinary or just has interdisciplinary aspects but should be evaluated in a traditional field category.

We asked two UCSB faculty who show tremendous command of their interdisciplinarity to shed some insight on what makes interdisciplinary scholarship work. Omar Saleh is an associate professor in the Materials Department and Biomolecular Science and Engineering (BMSE)Anthony Barbieri-Low is an associate professor in the History Department who also specializes in Art History.

Words of Wisdom from Professor Saleh

Omar SalehWhat advice do you have for students applying for funding designated for either of their fields of study but not for a combination?

“In my experience, the best strategy here is to develop collaborations. You definitely can have grant applications rejected because the agency/reviewer thinks your CV indicates you are not really an expert in a given field. So, find a colleague (at your institution or elsewhere) whose CV is unimpeachable on this count, has some interest in the issue at hand, and that you think you can work with.”

Professor Saleh also suggests adding such a colleague to a project proposal as an unpaid consultant can help make your proposal more viable. He also adds, “For me, since my CV reflects an emphasis on physics, this means that when I apply to the NIH, I try to find a [co-Primary Investigator] who is a biologist.”

Do you think it is difficult for interdisciplinary scholars to become strong candidates for a tenure-track position in fields more traditional than our research approaches?

“In my experience, this is not a huge issue. Most of the exciting new work is happening at the borders of traditional fields; further, traditional department affiliations are eroding as a useful means to identify the type of work a person does. The hiring processes I have been involved in have always been highly open to interdisciplinary candidates.”

How would you suggest graduate students proceed with interdisciplinary projects?

“You basically need to convince [advisors] that the project is useful/potentially informative. The only person that you really have to convince is your advisor – once you have an independent position, you direct the research, and you can hopefully convince your colleagues/dean based on your publication output (and not need to convince them of the intrinsic merits of the work). But, if you try to do something that your advisor is not in agreement with, that can be a big issue.”

Words of Wisdom from Professor Barbieri-Low

Anthony Barbieri-LowAs a grad student, Professor Barbieri-Low knew that he could benefit from interdisciplinary and multidisciplinary training, but he also knew that jobs usually opened up in defined departments and fields. He received his M.A. degree from Harvard University in an interdisciplinary program (Regional Studies), but received his Ph.D. from Princeton in a more defined discipline, Chinese Art and Archaeology (i.e., Art History).

Dr. Barbieri-Low explains, “What made my career track more difficult, however, is that I applied for jobs to both Art History and History departments, in order to maximize my chances of getting a position. I knew that what I wanted to do was combine material and visual culture studies (art history) with the study of texts (history), but the problem was convincing History departments to hire someone with an Art History Ph.D. For each type of job I tailored my CV to fit field expectations, and I changed my interview stance and job talks for each type of institution. I met with much resistance from older committee members, who didn’t like people stepping outside traditional disciplinary boundaries, but most of the younger colleagues understood it perfectly well. Eventually, I received a job offer from one of each type of department, but chose a History department, because the size of the faculty allowed me to interact with people from different regional areas and time periods. Currently, I am on a three-year fellowship from the Mellon Foundation to learn another entirely new field, Egyptology, so once again I run the risk of being seen as an interloper, but at this point I am used to it.”

How can graduate students tailor their CVs and application packets for each discipline?  How did you achieve this?

“I went to conferences in history and art history, and published in journals in both fields, and I still do. Eventually my first book won the top book prize in both History and Art History, which hadn’t been done before that I know of.  I try to keep up memberships in both professional organizations, but it is very demanding on time to keep a high profile in two different disciplines.”  

Would you have any suggestions for students about how to productively manage resistance to interdisciplinarity?

“Really the best insurance against attacks from people in either discipline is to be as excellent a scholar as possible in both fields (or several fields). Master the literature, master the languages, know the key issues. For some, the lack of a formal degree in their discipline will always disqualify you, but excellence will often win out.”

Interdisciplinary scholarship is important and rewarding. If interdisciplinary research has the potential to yield innovative solutions to some of the world’s most pressing problems, institutions should develop structural solutions graduate students and new faculty can benefit from such as interdisciplinary grant and faculty hire allocations. 

Graduate students: Do you consider yourselves interdisciplinary scholars? What challenges and opportunities have you encountered? Email the Graduate Peers and let us know. 

 

Wednesday
Nov062013

Writing Cover Letters for the Academic Job Search

Credit: Pixel FantasySearch committees often spend the most time looking at your cover letter compared to the rest of your application materials. Therefore, it is critical that you write a well-crafted cover letter to pique the search committee members' interests.

There are many articles that focus on how to write an effective cover letter for the academic job market. Here are two articles that I found helpful:

Since there is significant overlap between both authors' recommendations, it is safe to assume that you should include, at minimum, the following paragraphs in your cover letter:

  • Introduction
  • Dissertation
  • Future Research
  • Teaching
  • Conclusion

Use each paragraph to demonstrate how you are a good fit for the position, don't just make general statements (e.g., "I am a great team leader") or repeat information that can be found on your CV. Browse each of the articles to find out what specific information you should include in each paragraph.

The authors also provide additional suggestions to help you craft your cover letter:

  • The cover letter should be less than 2 pages but longer than 1.5 pages.
  • Don't change the font (11-12 points) or margins.
  • Present yourself as a colleague (not as a desperate graduate student).
  • Tailor each cover letter to the job description.
  • Use letterhead. 

It is important to follow the traditional genre conventions for writing an academic job cover letter. However, you also want to find a way to stand out from the other applicants. It is up to you to determine how to find a balance between these two demands.

Good luck!

Tuesday
Oct292013

Preparing for an Academic Job Phone Interview

Credit: Microsoft OfficeThe academic job phone interview is a common part of the hiring process. If you have been contacted to participate in a phone interview, congratulations, you are on the short list.

However, the phone interview should not be taken lightly. The search committee typically uses the phone interview to screen applicants and determine who should and should not be invited for the campus visit. So, make sure that you are prepared and ready to shine in your phone interview.

There are many websites and guides that provide tips for preparing for an academic job phone interview:

Ultimately, the authors of these guides and websites all say the same things:

  • Be prepared! Prepare and rehearse a two- to three-minute description of your dissertation as well as your teaching philosophy.
  • Smile while you talk (the interviewers can hear this in your voice).
  • Keep your responses short, since it is often hard to keep the interviewers' attention over the phone.
  • Speak clearly and slowly. Make it easy for the interviewers to hear you.
  • Create two to three talking points for each of the qualifications on the job posting.

I highly recommend looking at Columbia's list of sample interview questions as well as other online examples, and then prepare responses or bullet points for the common questions (e.g., What changes would you make in your dissertation if you had to do it all over again?). Also, put together a list of questions that you would like to ask the interviewers (here are some sample questions). The more prepared you are, the more confident, and less nervous, you will be during the interview.

Skype logoYou may be asked to do an interview via Skype instead of over the phone. This is a common practice. Keep in mind all of the bullet points above. However, it is also critical to dress professionally, set the scene (e.g., the background of your video), and use sticky notes on your computer for the important points that you want to get across (rather than looking down or shuffling through papers).

Good luck!

Monday
Oct212013

The Professor is In: At UCSB

Dr. Karen KelskyLast week, the Graduate Division sponsored a live webcast with Dr. Karen Kelsky, who goes by the title, “The Professor.” Dr. Kelsky has written articles for the Chronicle of Higher Education as well as countless posts for her blog: The Professor is In: Pearls of Wisdom.

Dr. Kelsky has risen to fame in the eyes of graduate students because she provides the down-and-dirty insight about pursuing a job in academia that faculty advisors often fail to share.

Dr. Kelsky started her presentation with a depressing overview of the state of higher education and a description of the job application process (key takeaway: search committee members are too busy, distracted, and stressed to care about you; in fact, they want to reject you!). I started wondering, how can I compete for a position with 1,000 other applicants when a search committee will spend less than 20 seconds looking at my application?

Dr. Kelsky’s advice for standing out from the other applicants:

  • Think about graduate school as a means to a job
  • Don’t be yourself
  • Create outstanding application documents

Dr. Kelsky’s advice of thinking about graduate school as a means to a job was both helpful and disheartening. Ultimately, everything you do in graduate school, according to Dr. Kelsky, should add a new line to your CV. However, what you do in graduate school is not equally weighted. Search committees are looking for applicants with multiple peer-reviewed journal articles, research grants, and presentations at a national conference. Dr. Kelsky feels that search committee members will not be impressed if you have a lot of teaching experience or academic service (unless these are listed in the job announcement). As a result, focus more time on writing, submitting grant proposals, and presenting and less time on teaching and service.

While I do agree that thinking long term about how each thing you do in graduate school will shape your future, I also think that graduate school is much more than a means to a job. Graduate school is a place to explore, discover, and learn with others. It’s a place to talk and debate with intellectuals, innovate, and challenge the limits of knowledge in your field. You will only get so much out of graduate school if you spend your time solely in a lab or writing. The connections that you make in graduate school through getting involved, mentoring undergraduates, and teaching are invaluable. Although these may not show up as a line on your CV, they will shape who you are and help you during your job interview.

Another piece of wisdom that Dr. Kelsky shared was “Don’t be yourself.” This means don’t be the insubordinate, insignificant, lowly graduate student who is not worthy of a job. Instead, be confident and act as though you are a peer of the search committee.

Finally, Dr. Kelsky advised the audience that stellar application documents are essential for successfully getting a job in academia. Here are some of her blog posts for more information about creating magnificent application documents:

Overall, Dr. Kelsky provided realistic and useful advice about the job market. Check out her Pearls of Wisdom blog for more insights.

Wednesday
Oct162013

Fall Career Fair Day 2 Is Today at Corwin

It’s Day 2 of the Fall Career Fair. Day 1 was geared toward science, technology, and engineering. Today’s fair is All Majors Day.

Date: Wednesday, October 16, 2013

Time: Noon to 4 p.m. (early admission from noon to 1 p.m.)
Location: Corwin Pavilion (East end of UCen)

View the Office of Public Affairs and Communications video below for a look at Day 1. Also, view photos from Day 1 on Career Services' Facebook page.

 

UCSB's Fall Career Fair from UC Santa Barbara on Vimeo.

 

 

 

Tuesday
Oct082013

Resources for CV and Resume Writing

Career Services logoAs the Fall Career Fair approaches, it's important to put together a strong CV or resume to show to potential employers. Fall is also the season for applying to faculty positions. So, here are some helpful resources to get you started on CV and resume writing:

GradPost Articles

Career Services

Drop-In Hours: You can bring your resume or CV to the Career Services Resource Room during drop-in hours to get feedback from a Career Counselor. Graduate Student drop-in hours are Tuesdays from 1 to 2 p.m. or Fridays from 11 a.m. to noon.

Individual Appointments: You can also make individual appointments for up to 30 minutes with Career Counselors. To make an appointment, visit: http://career.sa.ucsb.edu/about/contact-information/student-services-contacts

Other Resources

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