My college roommate recently finished her Ph.D. in Renaissance studies. She and I met up today and, as we often do, ended up comparing and contrasting the academic life in the sciences versus the humanities.
In particular we discussed the new faculty hiring process. As many of you probably know, the annual Modern Language Association convention is a hotspot of hiring committees. Here's how it works.
1) Nearly-finished graduate students and postdocs send applications to programs that have announced interest in hiring junior faculty.
2) The faculty hiring committee selects perhaps 10-20 of these applicants for a first-round interview. "Meet us at the MLA. We'll be in Hotel X Suite Y!" they say.
3) First-round interviews give the committee a chance to weed out anyone who is less impressive in person than they were on paper. Perhaps 3 of the candidates survive this cut.
4) Those 3 candidates are then invited to the university on the standard expenses-paid two-day interview with a talk, faculty meetings, and perhaps a demonstration teaching opportunity.
5) Someone is hired (or not).
Compare to my department's setup, where the hiring committee labors long and hard to cut all of the applications down to 5-6 people, each of whom will be invited for a two day on-campus interview.
The advantages to the two-step hiring system are obvious.
a) The department only ends up flying 2-3 serious candidates out, as opposed to the 5-6 for our bio department positions. Costs cut in half.
b) Along with that, fewer schedules need to be coordinated for serious candidates--the usual "is all the hiring committee in town on a date that the candidate can visit?" bit is cut in half. The committee needs to be available for 2-3 days at the MLA, which they might well have attended anyhow, and then just a few on-campus dates.
c) The committee can also afford more risk-taking on the first round. Because people pay their own way to the MLA, there is no added cost (besides an hour or two for the interview) to interviewing a controversial or apparently borderline candidate.
d) In fact, the committee can also invite Europeans or Australians etc with no added cost, in marked contrast to the hiring process in my department. Again, this increases the opportunity to find a gem of a candidate who isn't from a Big Name lab, and whose application just looked a bit "risky."
Of course, I'm just a postdoc and I've only watched hiring committees in action, not served on one. What do you think? The two-step process offers many advantages and I can't think of any disadvantages, as long as your field holds an annual convention with significant attendance (as mine does). The initial costs of interviewing are borne by the candidate who flies to the conference, and the committee has a much better idea what they're getting before they invite people out to campus.
My roommate, incidentally, was one of two people invited to an on-campus interview at her target school, and she proceeded to knock the faculty's collective socks off. They voted unanimously to hire her. They said that even if she declined, they would not hire the other guy at all. (She found this all out after the department chair accidentally cc'ed her on an email to the Dean about the salary range they could offer this new hire. My friend, having seen the max they were willing to offer and the interest they had in hiring her, successfully negotiated the maximum salary. She is awesome.)
Anyhow, I am curious what the advantages are to our more expensive and arguably more conservative, "only Nature paper and BigShot recs need apply" approach.
15 years ago
