"Multiple factors drive a job search, including a person’s ability to network, prepare a résumé, and succeed in an interview. When working directly with a coach the odds of obtaining employment are higher for those job seekers.” (Harvard Business Review, 2021)
University of California, Berkeley programs and educational offerings are supported by a uniquely talented and dedicated staff. Valuing and retaining that staff is critical to the success of the university. Over the recent past, our work environment has been impacted by major organizational changes, fiscal and operational restructuring, and the enormous re-visioning questions created by the pandemic.
Transition Services, is an award-winning program provided by Berkeley People & Culture that supports staff career transition. Professional development includes learning how to change jobs successfully and how to create an active career path. Whether an individual decision, or an unexpected layoff, managing this change can create opportunity. Our working partners include Talent & Acquisition Advisors and the new learning available in People & Organization Development, Grow Your Career and Technology and Training workshops.
Jump ahead to the stage you are in your transition:
- Career Management Phase 1: Getting Ready
- Career Management Phase 2: Career Choice Tools, New Learning, and Resources
- Career Management Phase 3: Job Search
- Career Management Phase 4: Job Offers
The World of Work
What is career development?
Career development is the lifelong process of learning, finding purpose in your work and advancing along your career path. On average, a 50 year career journey(link is external) may include more than 12 different jobs and 5-7 career changes(link is external).
Growth and success in a career can look quite different depending on your field. Four common descriptors are:
- Traditional - a linear track that assumes long tenure and upward movement in an organization
- Expert - becoming recognized as the best in your field
- Roamer someone who thrives with new opportunities and changes jobs often
- Spiral - a path that incorporates lateral or related moves that broaden or deepen one's experience
In this video “Advice to the Class of 2020(link is external),” Robert Reich gives a presentation about career development and discusses these career paths, especially how the Spiral path is becoming more common.
Career Management Phase 2: Career Choice Tools, New Learning, and Resources
Defining competencies can be the first step in creating growth and motivation in your work.
Build Your Job Search Collateral
Anything in writing that represents you in your job search, such as your resume, cover letter, or online profile, should clearly identify and succinctly communicate what makes you a standout match for the jobs you are interested in pursuing.
Job Search Strategy
Create strategies, discover opportunities, and develop targets.
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Create a journal or spreadsheet to document your application submission dates and to note outcomes.
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Always keep copies of job postings and applications.
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Stay in touch with contacts made in your search to build your network including recruiters and interviewers.
LinkedIn Learning
Take advantage of this online training resource available to UC Berkeley staff by logging in with your Berkeley email address. Suggested titles to explore:
Career Management Phase 4: Job Offers
How to decide where to land
What if you don’t get a job offer?
Reflect on the job match, review the interview, and follow up. The interview is a networking opportunity(link is external). You can build a positive relationship with the employer by following up. Always thank your interviewers for letting you know their decision and for their time and consideration, express your disappointment, and express your continued interest in the organization, or if internal, the department.
Strategies for Successful Negotiation
This step is an opportunity to discuss the structure of your job and pay for the new position. In almost every case, employers expect the candidate to negotiate. While they may not be able to accommodate every request, it is important to ask. Possible areas to discuss in this conversation include salary, schedule, hybrid/remote/onsite work venues, start date, training, and professional development. If an organization has fixed benefits, like vacation or sick leave, these are not normally negotiable.
Accepting a Job Offer
Job offer protocols may vary depending on the organization and type of job. An initial job offer may be verbal or written and include details such as salary, benefits, job title, start date, etc. There will also be a timeline for your confirmation of accepting the position. Final negotiations are usually completed at this time.
Rejecting a Job Offer
Handled gracefully, this is an opportunity to maintain the relationship with the employer and the recruiter.
- How to Politely Decline a Job Offer(link is external): includes examples and more information
Giving Notice to an Employer
Create a transition plan, tell your manager in person, and follow up with a written resignation. Be gracious and professional. It's considerate to offer to help with the transition.
- Giving Notice to an Employer(link is external): includes letter samples
Succeeding in A New Position
The first 90 days of your new job can set a tone for how successful you will be. Grow your new professional network and gain an understanding of the culture.
- Succeeding in a New Job(link is external): LinkedIn Learning video
Eligibility for Services
We offer services to employees at all professional levels whose jobs have been impacted by reduction-in-force or organizational restructuring. This can include career or long-term contract employees, medical separations or other special circumstances.
Questions?
If you have questions regarding our services, please feel free to contact us:
People & Culture
University of California, Berkeley
Phone: (510) 542-0307
transitions2@berkeley.edu(link sends e-mail)