Andy 0:04
Welcome to the HigherEdJobs Podcast, Ask the Expert edition. I'm Andy Hibel, the chief operating officer and one of the co-founders of HigherEdJobs.

Kelly 0:13
And I'm Kelly Cherwin, the director of editorial strategy. Today we are happy to have our friend of the podcast back, Chris Lee. Chris is the author of numerous human resource-related articles, chapters, and four books, including his newest one, Performance Conversations: How to Use Questions to Coach Employees, Improve Productivity, and Boost Confidence Without Appraisals.

He is also a leading authority on the search committee process and has trained over a thousand HR professionals on the topic based on his seminal work in the field and his second book on the topic, Search Committees: A Comprehensive Guide to Successful Faculty, Staff, and Administrative Searches. He is a former question writer for the PHR and SPHR examinations administered by the Human Resources Certification Institute.

Throughout his career, Chris has served as the chief human resources officer for William & Mary, Bates College, and the Virginia Community College System. He is currently a managing director with Storbeck Search, and we're happy to say he's a regular contributor to HigherEdJobs. Thank you, Chris, for coming back on today. We're happy to have you.

Christopher Lee 1:13
My pleasure to be here.

Kelly 1:14
Our question today from a listener is: I've now encountered a few searches that have been suspended -- one before first-round interviews, one a few weeks after the first round, and the last one on campus after references were checked. How should a job seeker interpret these situations? Is it worth reapplying, or is it a hint that you aren’t what they’re looking for? Chris, what are your thoughts on this?

Christopher Lee 1:38
This is another opportunity to not be discouraged or dissuaded by external forces. There are so many different reasons that organizations slow down, delay, alter, or change midcourse.

That’s only one job within an organization. Some institutions have 25 or 30 openings at a time -- some could have hundreds. Not everyone goes according to plan. Now, this person experienced two or three at once, but I doubt that those organizations conspired to disadvantage them.

So don’t stress over it. Things happen. I’ll give some examples that may help illuminate this. The focus should be on controlling what you can control. Reapplying is often the right and smart thing to do. It shows interest, and there’s no disadvantage to doing so.

For example, someone internal could raise their hand who wasn’t a previous candidate. A hiring manager might want to consider that person. Or someone internal might say, “I’m not interested in that job, but I am interested in parts of it.” That could lead to repackaging the position.

There could be positive reasons for changing the search -- maybe the department freed up resources, or a hiring manager who wasn’t happy with the salary range got approval to increase it. Some states or institutions require reposting if the range changes.

There are many variables -- some advantageous, some neutral, some confusing. Internal delays happen too, especially at the start of an academic year when everyone’s busy.

If you focus on “something about me,” you’re taking on a burden that may not be applicable. Focus on what you can do and adjust from there. Don’t be passive. Ask questions. Call the HR department to see if you can get information about the search.

Generally, they want you to be an applicant. If there’s something they can share, they’ll usually do so. They might say the hiring manager’s out of the country, the search committee hasn’t been formed, or the position’s been reformulated.

They’ll often give honest information because they want a good applicant pool. So reach out, but don’t make it about you unless you have reason to. Organizations are complex -- not every plan goes according to plan. Don’t assume it’s about you.

Andy 5:20
I couldn’t agree with you more on the core part of your answer -- there’s no disadvantage in reapplying. So let’s put that aside: reapply no matter what.

Your summary of all the circumstances that can cause a delay -- they’re all plausible, and they all happen. Remember that this process is a two-way street. Asking questions is important. Find out what the answers are.

If an employer says they’re reposting for a technical reason, great. But if it takes months to repost, that’s worth noting. Sometimes, we also hear that institutions just want to see what other candidates are out there. If you hear that, still reapply, but use it as a data point when evaluating the position.

These are high-pressure situations. If there’s a sense of entitlement from the employer, you have to wonder about it. And if you’re a hiring manager listening, remember -- there’s accountability to your candidates if you want them to come back.

If you don’t take that seriously now, will you take it seriously when they work there?

Also, don’t go too far down this rabbit hole. You only have so much energy. These are tough situations. Give the benefit of the doubt, but don’t ignore your responsibility to yourself -- do your due diligence and make sure the circumstances fit the story.

Christopher Lee 8:02
Be gentle and professional about the follow-up. You can email HR, and calling doesn’t hurt -- it shows interest. If there’s a search committee, you might contact the chair or hiring manager, but be thoughtful.

No hiring manager wants dozens of emails about the search. Follow the chain: HR department, search committee chair, hiring manager. Only reach out directly if you’re genuinely interested and have a strong fit.

Ask politely, not impatiently. Instead of “What’s up with the search?” try: “This position aligns closely with my skills and background, and I really admire this institution’s mission. I don’t want to be a pest, but I wanted to check in because I’m very interested in the opportunity.”

Or if the search is reopened: “I saw the posting reopened, which I’m excited about. Could you share what I might do to strengthen my application?”

Show interest without being pushy.

Andy 9:52
I think you also calibrate it to the situation. If you’ve just submitted an application with no response, that’s different than being invited to campus.

Christopher Lee 10:07
Absolutely.

Andy 10:08
If you’ve been on campus and they’ve checked your references -- especially if one is your current employer -- that creates a real responsibility on the institution’s part to communicate respectfully.

Christopher Lee 10:37
I agree. The more interaction you have with an organization, the more responsibility they have to you. Once you’ve invested significant time -- especially after reference checks or a campus visit -- the hiring manager owes you a conversation.

Sometimes, delays have nothing to do with you. I once waited a month between my interview and offer because of internal factors unrelated to me. It’s easy to feel discouraged, but patience and professional follow-up pay off.

The job search process can be lonely and discouraging. Keep your spirits up, focus on what you can control, and be a good applicant. Show your passion. That self-regulation Andy mentioned is key.

Kelly 12:26
Thank you for those reminders, Chris. I can relate -- I once had a search take a couple of months to resolve due to funding issues. I ended up getting the position. So yes, control what you can control, and remember it’s not always about you.

Christopher Lee 12:52
Exactly. Sometimes you just need to hold steady. The other candidate might drop out, and you end up with the offer.

Andy 13:06
Yes. Even if you’re not the first choice, that’s okay. Maybe there’s just a long delay or internal process.

Christopher Lee 13:16
Right.

Andy 13:17
If it’s the right opportunity, have patience. It’s okay not to be the number one pick at first.

Christopher Lee 13:25
Yes.

Andy 13:25
Thank you, Chris, as always. This was really insightful. Thanks also to the listener who sent this question. If you have a question or comment for us, email podcast@HigherEdJobs.com
or send us a direct message on X @HigherEdCareers.

Thank you all for listening, and we look forward to talking to you again soon.