Moving from Bland to Grand
Freddy Cardoza, Ph.D.
Stacey Davis, Research Assistant
November 2014
• A lack of common understanding
exists among potential faculty
candidates regarding the desired
content and style of curriculum vitae
and cover letters needed for
effectively applying to academic
positions.
• To foster an understanding among
potential faculty hires regarding the
appropriate content and style of
curriculum vitae and cover letters
desired by leaders who are part of the
academic hiring process
1. What are the ideal academic and
professional expectations of candidates
by academic leaders involved in the hiring
process at theological institutions?
2. What particular content and style should
be used in the building of effective
curriculum vitae [curricula vitarum] and
cover letters that will gain an honest
assessment of a candidate by academic
leaders involved in the hiring process?
Survey URL:
https://www.surveymonkey.com/s/BGD7SZW
Advice for Position Seekers
• As the research is being presented, “read
between the lines” of the remarks and make
notes about how to re-construct your CV
• Consider tailoring your information by
category, order-sequence, style, and the
myriad of other elements being addressed in
this study as a way to position yourself with
a greater advantage for getting to the
interview stage of the candidacy process
Theological Seminary/
Graduate School
48%
Liberal Arts
University
34%
Divinity School
14%
Bible College
or Institute
3%
Liberal Arts
College
0%
Geographical Regions of Institutions
Responding to Survey
31%
Western United States
14%
Southwestern United States
Midwestern United States
24%
Southern United States
24%
Northeastern United States
7%
• Random purposeful sampling—
– For this study a random-purposeful sampling
method was utilized by randomly selecting
faculty and administrators serving within a variety
of institutional types. The researcher sought to
select potential participants purposefully to
ensure all categories (e.g. Department Faculty,
Chairs, Division Chairs, Deans, Assistant/
Associate Deans, Vice Provosts/Vice Presidents,
or Provosts/Presidents) were represented in the
survey population.
Analysis Procedures:
• Basic, Descriptive, Quantitative Analysis
using Survey Monkey analysis tools
What Institutional Leaders Told Us About
Curriculum Vitae (CV) and Cover Letter
Expectations for Potential Full-Time
Biblical/Theological/Ministry Faculty Members
Q3: Minimal Educational Expectations:
34.48% (1/3)
65.52% (2/3)
Q4: Minimal Teaching Experience
Expectations:
3.45%
20.69% (1 in 5)
68.97% (7 of 10)
6.9%
Q5: Minimal Professional or
Ministerial Experience Expectations:
3.45%
3.45%
24.14%
31.03%
10.34%
10.34%
10.34%
Q6: Cover Letters and CVs Expectations:
3.45%
3.45%
27.59%
10.34%
55.17%
Q7: Most Important Items on a CV:
1
2
5
3
7
4
6
Q8: Most Important Skills
and Competencies:
3
4
6
7
5
2
1
Q9: Additional Items to Include
in a CV or Cover Letter:
• CL: Your perception of team fit at the particular institution
• CL: Voice agreement with doctrinal statement
• CL/CV: Denominational background, spiritual formation
practices, collegiality
• CL/CV: Statement of faith/beliefs church membership
• CL/CV: Why the candidate feels he/she would fit well with
our culture, key theological commitments, etc.; what other
contributions they might be able to make beyond
classroom teaching
Q9: Additional Items to Include
in a CV or Cover Letter:
• CL: What kind of personality the person has. Light
hearted? Fun? Team player?
• CL: Clarity in Doctrinal Remarks
• CV: Potential references
• CV: Commitment to local congregation
• CV: involvement in professional guild
• CL: Specific interest in our institution
• CV/Other: We are concerned that the faculty candidate can
express his/her own faith story clearly.
• CL/Other: We are concerned that the faculty candidate can
relate well to students in and out of the classroom environment.
• CV: Participation in a local church.
• CV: Past and upcoming speaking engagements; collaborative
projects
• CL/CV: Fit with the mission of the school.
• CV: Thoughtful integration of their faith with their academic
career
• CV/Other: Clear evidence of conversion, wholehearted
acceptance of doctrinal statement, qualification to serve as an
elder, outstanding references.
• CV/Other: Demonstrated teaching excellence and ministry
excellence are as important as a PhD. Anyone of these
qualifications without the others will not be given serious
consideration.
• CL: Interest in/Desire to be at, and understanding of our
institution. Why they would be a good fit. Something compelling
about them personally, to pique our interest. Relational or other
connections the candidate has with our institution.
• CL: Avoid giving tired and overfamiliar-seeming “I’ve written 30
of these Cover Letters” impressions.
• CV: Don’t assume it’s as good as it should be. Most aren’t.
• CL: Write with dynamism, verve, and power. Make me believe!
• CV: Show mastery of language and “tell your story.” Make your
CV a narrative of your life, which is what a CV is.
Q 10: Common Mistakes to Avoid
in a CV or Cover Letter:
• Saying too much about how they can precisely fill the
position. They can do their homework about your
institution but don't know it as well as you do.
• Communicating their educational and skill background
too narrowly (specialist-only). Makes you ask if they're
willing and able to do whatever it takes (e.g.,
introductory level teaching, committee work, etc. for the
sake of the school's mission)
• Don’t miss key data– include the content we need
• “Let me tell you why I’m the best candidate for this
position”; Grammatical errors (depressingly common)
• Typos. Spelling. Grammar. Punctuation. Style. Prose.
• “God led me to apply to your school" language;
• Form letters not superficially customized for our school;
Customize the letter to the school in view, summarizing
why it is such a good fit for you particular strengths and
interests.
• Excessive self-promotion. Let credentials, experience,
and references do the selling. Sounding "cocky" or too
sure of oneself in the cover letter.
• Applying for jobs that don't exist. Sending random
emails hoping for opening that is not listed wastes
everyone's time.
• Disorganization on paper is always a bad sign. Too
casual or, conversely, too pretentious a tone.
• Exaggeration. Never include membership in
organizations you do not belong to - we check
everything!
• CV filled with clichés like transformational leader, etc.
• Lack of attention to detail.
• Inability to candidly discuss their qualifications, skills,
competencies.
• Not taking the submission process seriously enough-too casual an approach and lackluster content or style
• Cover Letter Failing to answer questions on the
application or being vague about theological
convictions (hedging).
• Not learning more about the craft of a CV and its
importance to your job search and career. You spend
“$tens of thousands” and 5-7 years on a PhD but don’t
invest time to get a CV right? Really?
• Not being creative enough… or being way too creative.
• Not realizing the importance of a website (wix.com or
weebly.com or wordpress.com and how it can
supplement your search.
• Not realizing the relative importance of popular writing,
speaking, and social engagement. We must appeal to
prospective students and this is one way you do that.
Other Helpful
Remarks from
Academic Faculty
in the Hiring
Process Are
Welcome at
This Time
Questions or Comments, Especially
Those Seeking Direction or Advice
RESOURCES
Materials from this presentation and additional
resources will be made available on my website in
the near future. www.freddycardoza.com.
For more information or to ask for resources, email
Freddy.Cardoza@biola.edu and
contact@freddycardoza.com
CV Sample: http://www.freddycardoza.com/about/
Media Kit: http://www.freddycardoza.com/media-kit
Social Media: http://www.freddycardoza.com/social
Digital Media: http://www.freddycardoza.com/digital
What It Will Take To Get On Top of the Slush Pile
Symbol = Take Cover
Curriculum: Course
Vitae: Life
(of)
Defining Reality
• re·al·i·ty [ree-al-i-tee] noun.
What is.
From Jim Collins in “Good to Great.” No matter
how painful, we need to know the brutal truth
without that truth demoralizing and
immobilizing us. Truth then becomes power.
But we must first be able to handle the truth.
One) Always keep in mind that
only 1-3% (max 5%) difference
may be all that separates the
top candidates in a hire
Two) Getting a FT academic
position is both much harder (and
sometimes much easier) than
you might think
1. They perceive these things to be nonacademic (social awareness, personal style,
popular writing/social media, communication
skills) and therefore unimportant
2. Some things are unnatural to them and
difficult and therefore left undone
Three) Most candidates neglect
key areas of their portfolio,
which weakens their candidacy
and leaves them vulnerable
1. Doctoral students spend $20-65k on their
education, but won’t spend $10 for good
paper and a stamp to mail the CV
2. Doctoral student/grads generally don’t learn
how (or won’t pay the right person) to do
their CV done professionally and it shows
Four) Most CVs are relatively
poorly done and the average
position seeker considers ‘good
enough’ good enough
Don’t Be
“NYRFPT”
Five) Obsess over every detail
and massage every word and
fact and get it completely right
before you send it anywhere
Six) After you get the CV right,
you must interview well or you
still won’t make the cut
The Point: Understand the calculus of the
academic job search. It’s not just a CV and
a nice suit.
Seven) It’s what you know, who
you are, how you present that,
and then who you know, and
who knows you.
(Exercise) Imagine you are a
Department Chair looking for a
faculty member. What are you
looking for?
Something like what you just
imagined is what you must
demonstrate yourself to be–
on your CV and otherwise.
How It Stacks Up
Academic Job Search Calculus
Who You Are
What You Know
Who You Know
Who Knows You
How You Present
That
You Have To Obsess Over Your
CV Because Chairs, Directors,
and Deans are Too Busy To Deal
With It
With me, you have about :1015 seconds to make a first
impression on your CV.
If it sells me, I’ll do a double-take
for another 45 seconds… and if it
still looks good then, I won’t throw
it out. It gets saved & I will
probably look at it when I have a
need. IF I CAN FIND IT.
If you send a hard copy AND an e-version,
and if it’s good enough, we may keep it as a
model and MIGHT shop you around.
Only these CVs really get “read” by
me. That’s when the slicing and dicing
begins. Soon, they are wheedled
down to only a few left standing. 1-3 of
these make the list of finalists
Be Truthful
As You’re Be Truthful,
Don’t Cut Your Own Throat
and Make Yourself Unhirable
If you send a CV with type-o’s,
formatting, and grammatical errors,
it’s over before it even started
Front Load Your CV with the Most
Powerful Stuff, DON’T “save the best
for last”… but make sure everything is
solid and it doesn’t lose steam after the
first (or fifth or fifteenth) page
Your CV should have style, be professional,
and show relevance without being
Over the Top.
Vanilla? No.
Fuchsia? Heavens, No.
Chocolate with a Cherry on Top? “Just Right”
Key: Identify & Communicate What Sets
You Apart and, more importantly, What
Meets the School’s Needs
Leverage page organization, line length,
white space, bold, italics, limited
underlining, shrewd use of vocabulary,
keen descriptions, metrics, font choice,
etc. for emphasis.
Advantage: The Best Verbal AND
Visual Communicators with Great
Style and the Most Ability to Extract
Their Calling, Preparedness, and
Their Best Self
Carefully consider CV weaknesses and
work painstakingly to address those jobgetting liabilities, updating your CV often
Powerfully exhibiting the 4 E’s are needed
to get through to the finalist round:
1. Education
2. Experience
3. Expertise
4. Excellence
Some Typical
Categories on CVs
•
CONTACT INFORMATION
Name
Address
Country
Telephone
Cell Phone
Email
•
EDUCATION
Include majors and details of degrees, training,
and certification. Avoid dates when you can.
High School
University
Graduate School (dissertation and notable
people)
Post-Doctoral Training/Other Training
•
PERSONAL INFORMATION
Date of Birth
Place of Birth
Citizenship
Visa Status if in the US as a non-citizen
Gender (in some cases, like some “names”)
•
PROFESSIONAL QUALIFICATIONS
Certifications and Accreditations
Computer or Technology Skills
Educational
•
Additional Personal Information:
Optional to some
Marital Status
Spouse's Name
Children
•
•
•
•
•
•
AWARDS
PUBLICATIONS
BOOKS
PROFESSIONAL MEMBERSHIPS
LANGUAGES
INTERESTS
•
EMPLOYMENT HISTORY OR
EXPERIENCE/IMPACT
OTHER
List in chronological order, include position
details and dates of employment (include
responsibilities and achievements in “metrics”)
Work History
Academic Positions
Research and Training
What Else Might Go on a
CV? Ask me or tell me
Other Ways to Think About Your CV
Other Ways To Think About Your CV
• Show “Talent that Whispers”—people from different
social status, different locations/homes, different
schools, etc., it turns out that there’s “a lot of talent
on the edge.” These are a significant number of top
performers.
• Champion Your “Jagged Resume”- don’t hide from
the winding trail that led you to this point. It may be
that novelty that makes the connection we need
with you or that we recognize as God’s work
Thank You For Attending
@FreddyCardoza