Tuesday, May 31, 2022

Opinion: The higher-education landscape is unclear, and employee values are shifting


The higher-education landscape is unclear, and employee values are shifting...

The campus culture is being torn apart by external contributing factors, many of which predate the Covid19 epidemic but were exacerbated as a result of it:

  • Demographic shifts, online learning choices, and new career routes made possible by technological advancements have reduced the demand for a college education on campus. Institutions are no longer able to rely on their local markets to meet their enrollment needs due to factors such as increased student mobility, the growth of "national" institutions, and even the expansion of high school dual-enrollment opportunities.

  • With a steady supply of "sales" staff, colleges were able to avoid most of the changes in their industry for many years. Admissions has evolved into enrollment management, and alumni relations has evolved into development and advancement. Because of these maneuvers, institutions were able to essentially disregard market influences and carry on as usual with their culture. In other words, when we started hearing things like, "Enrollment is everyone's business," and "Retention is everyone's business," we knew something had to give: the revenue-generating sectors couldn't be kept separate from the primary objective of education.

  • In addition, the regulatory and reporting load has grown exponentially. Institutions were far more autonomous 50 years ago, and they were able to set their own rules. IPEDS, the National Student Clearinghouse, the NCAA, state and local reporting, accreditation, program reviews, assessment plans, strategic plans, and compliance now occupy a large portion of the time of administrators.

We frequently have the impression that we are exerting twice the effort to achieve half the results. These aren't the portions of the job that people look forward to, either.



Many campuses are experiencing a generational shift in leadership, which is changing the workplace culture. Generation X is taking over the reins from baby boomers, many of whom have avoided retirement. The millennials, a relatively tiny group that came after the Gen Xers, are now taking their place. The values of each generation are also different:

  • Baby boomers place a high value on loyalty and productivity, and they expect to be recognized for their efforts through advancement in the ranks. They'd expect a strategic meeting to come to a close with a decision being made by the most senior or powerful individual present.

  • Incentives such as autonomy and freedom of choice are important to many Generation Xers. They believe that the idea with the most merit will be the one that is chosen. In order to keep Xers in the fold, the institution needs to be more transparent and less prone to power disputes.

  • It is common for millennials to appreciate authenticity and community, and they want to be rewarded with consistent positive feedback and the opportunity to make a difference in the world. They want everyone to be heard, regardless of their status or experience, and they want for meetings that are interactive and memorable experiences.

Many campus norms and protocols are being disrupted as a result of the clash of values and styles, and tensions are arising over the "correct method" to accomplish tasks.

The higher-education landscape is unclear, and employee values are shifting. How can we make our institutions better places to work?

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Friday, May 27, 2022

Writing Your Own Reference Letters for an Assistant Professor Job


Writing Your Own Reference Letters for an Assistant Professor Job

In this weeks post, discover what elements to include in your letter to make it successful, and see two sample recommendation letters that you can use for inspiration as you write your own recommendation letter. 

Recommendations can carry weight in a job candidate's application, so it's important to write an effective letter of support. Your letter will support the applicant's candidacy and can help them secure an offer.

Where To Start?

1. Make a list of 5–10 individuals best suited to write your recommendation letter

  • She knows you well and can answer positively. Choose an individual who you have spent time with outside the classroom if possible. They should also be familiar with your career goals and hold a favorable view of you. 
  • Has known you for quite a while. A letter of recommendation for graduate school carries more influence if the person has known you for months or years instead of months. If you can, find someone who knows you from various contexts, such as a professor who is also your advisor. 
  • Can speak to your strengths in your graduate program. Choosing a finance professor to write your recommendation letter for a Ph.D. program would be a good idea because they can write about the qualities that will aid you in pursuing an Assistant Professor job and a broader career in Academic research.
  • Has substantive stories to share about you. Who was fortunate enough to see you succeed in an academic, extracurricular, or professional setting? Having someone write your LOR who has good stories to share about you will benefit you more than someone whose class you took with two hundred other students. 

2. Talk to each individual directly about the reason for the recommendation

2A. Which information does the recommender need?

The recommender should be given sufficient time to write (and confirm) the letter. If it has been a while since you were last in contact, sending a background information file will make things easier. Include the following information so that the recommender can use a few details to bolster their letter:

  • Classes the student has taken with the recommender
  • Experiences you have shared
  • Transcripts
  • Resume/CV
  • Research experience and internships
  • Awards and achievements
  • Academic/career goals
  • Relevant professional experience

In addition to background information, make sure that the recommender has the information required to plan the writing prompt and target the letter as much as possible:

  • Graduate program application due date
  • Copy of recommendation forms (if applicable)
  • Instructions for submitting LORs (hard copy, soft copy, or direct to school)
  • Details about the program and school the student are applying to

3. Letter of recommendation request sample:

"Dr. XX

I hope you're doing well! I'm currently working on an application for [institution or company name]. A letter of recommendation from someone who can expertly comment on [insert qualifications needed, research works, skills, and record of applying for external funding] is required as part of the application. Based on our XX years of working together, I am asking if you will be able to write a compelling, impactful, and memorable letter on my behalf.

I've attached the beginning of a reference letter I drafted for your convenience. I would be grateful if you could edit the attached letter and highlight the vital work habits I've demonstrated since we've known one another.

[Date] is the deadline for submitting the letter. If you cannot provide a letter before the deadline, please let me know as soon as possible.

Sincerely,
Dr. XX"

4. Words to use in writing a reference letter:

The Opening:

Example: "I am Dr. [Name], a [Title] here at [University], and I am honored to write this letter of recommendation for Dr. [Your Name]."

Example: "I am Dr. Jones, an Associate Professor at Northwestern University, and I am pleased to write an endorsement for Dr. Jennifer Henderson."

Example: "I have supervised Dr. Kimberly Foreman for two years now, and I am o write a character reference for her."

The body:

Example: "I have worked with Dr. Emily Henry for six months and am thoroughly impressed by his commitment to his role. Without a doubt, his greatest quality is that he is dependable, to a fault."

Example: "I am positively certain she would be a valuable asset for your department."

Example: "She is an exceptionally driven young woman and very goal-oriented."

Example: "She is highly qualified for the position thanks to her three years of experience as a postdoctoral researcher."

5. See two sample recommendation letters that you can use for inspiration as you write your own recommendation letter. 


Figure 1. Sample of Academic Letter of Recommendation for an Assistant professor (source Google images, author unknown)
Figure 2. Example of LOR from a professor for a grad student (source Google images, author unknown)

Good Luck, scholars!
~JTTT

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Hey, Assistant Professors and Postdocs, I've got some solid tips and  healthy knowledge for you about the academic tenure and promotion process. ​​​​​​​​


First, make sure to read up on the standards that your institution uses to evaluate candidates. There are a lot of them out there, but they can vary quite a bit. Find out what they are, and make sure to use them when you're making your case for tenure.​​​​​​​​

Second, make sure that you have a good argument for why you deserve tenure at this particular institution. Talk about how well-matched your research is with the institution's mission, its goals for the future, and its current faculty members' research interests. Also, think about how much time you've spent working here—how many years have passed since you were hired? How has that time been spent? What kind of impact has your work had at that time? This will help demonstrate how valuable it would be if you were awarded some form of permanent status at this institution.​​​​​​​​

Finally, don't rush things! You've put a lot of hard work into earning this opportunity—make sure that it's worth it by taking all the time necessary to prepare yourself properly before applying for tenure. 

=======​======
#Blackintheivory and BIPOC scholar guest pieces are still accepted. Although we are currently unable to pay for accepted postings, we are actively pursuing a solution. 1000 words approximately; profanity appropriate. Art/poetry and Book lists/reviews are also accepted. Send a draft or query/proposal to Dr. N at red.apron.ladyyt@gmail.com.com

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Saturday, April 30, 2022

What Candidates Are Doing Wrong, Part III of III: "Don’t Forget the Basics"


As part of our new Bloom series, we ask the academic community for their thoughts on various topics related to the labor market and academic careers.

 

"Who are the members of the search committee?"

 

What do you see candidates doing wrong???????? Do you wish they had a greater grasp of what you're saying?"

To that end, I give you today's installment: "Don't Forget the Basics: The Low-Hanging Easy-Picking Strawberries of the Job Search." Basically, we're going to talk about some of the most basic aspects of the job hunt... However, they are important!


Remember to go back and read "Do Your Homework,Please" from last week. PLEASE.”


And Part II of III: "We're not just animals! We're people!" During the interview and campus visit, it's all about the importance of establishing personal ties.


To keep you up to date, we'll be posting new Bloom Series From the Front questions each week. For next week's question and a link to contribute your knowledge and guidance, go to the bottom of the page.


As a side note, we ask responders to include any personal identifying information in their own words that they think is relevant to their replies. In order to ensure anonymity, we do not modify these. While some of the identifying language has perplexed us, we won't restrict it if it doesn't offend anyone.


As a starting point, let me remind you to "Just Apply For the Fucking Job" since... well, you never know.

 

Apply! Don't turn down a job opportunity because it's in a state you don't want to reside in. Because of the high cost of living, I nearly missed out on a position that is virtually my ideal job—research support, collegial department, and a great quality of life.

 

 

Due to concerns about developing community or finding specific types of relationship while relocating from one unattractive region to another, my disclosure that I'm female, Caucasian, and married to a guy is necessary. Even still, the student body at this university is incredibly varied in ways I never imagined. At least for a few years, or possibly for seven or more, you didn't understand that many cities and towns weren't as horrible as they seemed.

(**Asst. Professor, Humanities **Caucasian, Female, Married to Man)


===================================

It's time for two replies from previous articles, because they're gold in terms of your cover letter and application package. Core JTTT beliefs are re-emphasised: Don't send anything more than has been requested! Keep to the page and time restrictions! Send the file in PDF format!

 

1. Do your homework on the university/college/program you're applying to. If you don't do this, your materials will reveal it to us.

 

2. Make sure you just provide the information requested and stick to the page limit.

  

3. In order to avoid confusion, all documents must be uploaded as PDFs (not Word or anything else).

  

4. Using the terminology of the job ad, explain why you're a good fit for the position (this helps us when we are on packet 134 of 278).

  

5. If you're talking on the phone, zooming in, or using Skype, pay attention to the time. We have 30 minutes and six questions for you, are you ready? " GREAT!” Stay on track by doing the arithmetic and keeping up with the pace. Don't forget to provide the committee with a few?s!


6. Interviews on campus might last all day, so be cheerful and upbeat the entire time. Those of us who have been on the market understand and remember, while others have completely forgotten (How on earth could you ever forget that day).

 

7. We prepared for students to be awkward, technology to malfunction, or the power to go out during a teaching demonstration or research talk. Show us you're adaptable, engaging, and quick to come up with new ideas. End on a high note!


8. Our goal is to find out if you can be a good social and work colleague. If you're on campus, you've already passed our academic fit test (There is a lot to do and we need help). It would be great if we could just shoot the s**t for 45 minutes on Thursday after work at your workplace. People that can perform both of these things would be ideal for the job. We are all flawed beings (well, most of us).

 

9. During the interview procedure, meals are included.

===========================

You should always keep in mind that your Cover Letter is the most significant part of your application because a) beyond your CV, it explains what you've written and what you're planning to publish in a clean and simple manner, demonstrating your portability - even if you are still ABD! It's also a place where you'll be able to briefly discuss the topic of FIT.

 

Make sure your cover letter stands out. Keep in mind that, in addition to yours, I may have to analyze 50 or more application packages. It takes me around 15 minutes to scan through your application, and my first stop is your cover letter, which you spent hours putting together and editing. Don't let go of my attention!

=============================

Despite the fact that we've heard this before, we're getting a lot of applications. Organize your application so that the hiring committee can quickly identify the essential aspects connecting your profile to the job description.

 

Try to seem both tenuous and interested in the position. This has come up during search committee conversations at the exclusive SLIAC where I work. Make it apparent in your cover letter if you're just starting out and don't have a lot of publications. Don't make us feel like you're interviewing us during the phone interview or campus visit, even if you're contemplating whether or not you want the job. "If you don't show a genuine interest in the position, we will consider your application less seriously and move on to the next candidate.

 (*Assistant Professor, Humanities **white cis woman in her 30s)

 

You should always keep in mind that your Cover Letter is the most significant part of your application because a) beyond your CV, it explains what you've written and what you're planning to publish in a clean and simple manner, demonstrating your portability - even if you are still ABD! It's also a place where you'll be able to briefly discuss the topic of FIT.

 

Make sure your cover letter stands out. Keep in mind that, in addition to yours, I may have to analyze 50 or more application packages. It takes me around 15 minutes to scan through your application, and my first stop is your cover letter, which you spent hours putting together and editing. Don't let go of my attention!

 

How? Why should I hire YOU for this position? Work your way through the job posting line by line, making sure you address every aspect. If the job description calls on you to address diversity, you best do it. Get to know the people in the department you're applying to and use their names in your cover letter. If you send a generic cover letter to [insert university name here], you're almost guaranteed to get a "no, thank you."

(**An Assistant Professor in STEM and a mixed-race female.)

  

~~~~~~~

In general, be more specific about how you fit into the position. In order to be effective in this search, we can't provide anything more specific than "successful applicants will..."

Read the whole job posting to see if there are any specific concerns that need to be addressed, and don't write a generic response!"

Make sure to include keywords from the description of your scholarship in your ad so that the committee may easily find you! To far, we have not implemented HR employee screening. Ask your friends who have work in the real world for advice on how to get the most out of the adverts. There are just too many candidates for each position to spend time sifting through your cover letter, CV, and other supporting documents to see if you match the mold. It would be strange to have your cover letter read like, "I'm an energetic go-getter who is super psyched about being a part of your cast of notables and scholar scholarship on the beautiful setting of your pristine campus," which is the norm in academia. Instead, make sure that your non-academic friends/family members help you with the “jazzier” parts of your cover letter. And make sure you use the correct address. If you're not sure who to write your letter to (the committee chair), submit it to the faculty search committee or even the department chair. 

(**Black cis-woman of Generation Z who earned her Ph.D. from a "top" R1 school and is currently teaching at a university that serves the city.)

 

~~~~~

Two CV points on the necessity of recent publications, grouped to illustrate which have been published and which are still in progress, should be provided before moving on to the next step of the application process.

 

"When including publications on a CV or cover letter, don't mistake accepted or published articles with ones that are still in the works." (** assistant professor of social sciences in her mid-30s, she is white and female.)

  

~~~~~


“Our committee (sadly) does not even examine applicants who do not have a few recent publications and university teaching experience.” (*At a big R1 state university, Assistant Professor of Social Sciences, 33, who is white, male, straight, and married.)

 

~~~~~

The next step is the interview. Practicing is the first response of respondents.

 

Practice, practice, practice interviewing, is my suggestion. To the point that you're sick of it, keep practicing and getting feedback until you get it right.

One individual in particular stood out among the roughly 30 persons I interviewed that year. He was articulate, gave excellent examples, and established rapport with the interviewer via sincere exchanges that demonstrated his genuine interest in the job and his lack of nervousness. He took advantage of the situation to get to know us better and tell us more about himself.

 

=================

 

The adjunct hiring committee for my department's academic English program at an R1 university, which caters to overseas students, was led by me for many years. Pre-screened applicants from HR were sent to my department for review, which included interviewing the candidates, filling out evaluations based on my assessment of the candidate's performance, and sending the documents to my department's HR representative. In addition, I oversaw assigning additional interviews to groups of two or more members of the interview panel. Skype was used for all the interviews. They were confident, had non-distracting histories, good questions, and responses that were both confident and thorough but not unduly so. Those applicants stuck out to me the most. The greatest grades went to those who appeared to be well-prepared. Ideally, I wanted people who could work well with others in a department with a high level of turbulence in communication, or at the very least, relate well to the other faculty members.

My goal was to find self-starters who could thrive on their own with little or no supervision, as well as instructors that students could rely on and trust.

Teaching and light administration tasks were not enough for me. I was searching for persons with foreign teaching expertise or language learning experience, as well as those who could connect to the problems of living and studying in another culture.

(*NTT, Humanities **white heterosexual married female)

 

 

 

~~~~~~~~

Before, I practiced probable interview questions and responses in my head. In the context of an interview, "questions" refers to any and all questions that may arise. I prepared a list of questions in the form of bullet points to make it easier for the interviewers to follow along. When answering the questions, I took my time and proved that I was familiar with the institution's or department's history and background, as well as with that of the entire state, just as the locals are. I prepared a few snappy lines to use in the interviews, but I tried to keep them as close to my own understanding of English as possible—that is, without using too many obscure idioms. Even if some of my statements may have grammatical errors, I attempted to appear confident that I know what I'm talking about. It was important for me to illustrate how my experiences and upbringing were relevant to my possible job inside the United States, even though some of them were based outside of the country. I even used a word from my home tongue and clarified it in one occasion.

SEE TO IT THAT YOU ARE COMFORTABLE WITH YOURSELF

If you're being interviewed, it's a sign that your resume is strong enough to warrant a meeting. If someone asks you a question on a topic you aren't acquainted with, you may honestly answer that you are currently studying about it. Journey To Tenure Track can help you prepare for interviews and will ensure that you go on to the next step if you practice with American friends who might point out any ambiguities or vagueness in your answers. "Go for it!"

(**Asst. Professor, Social Sciences, 37, white, female, married)

 


 

A reminder that a successful interview is a two-way conversation! You're truly eager to answer additional queries.

A follow-up question is only asked if you have not answered the initial inquiry or if we believe you have further evidence to support your case for employment. Make the most of the situation, don't worry about what you've done in the past, or worry that you're doing a poor job. We're looking for someone to fill this position, and it may be you.

A tenured professor in the field of stem cells (*Female, 37 years old, newly tenured, many contracts employed as a UK academic)

 

Of course there are gendered aspects to this. Even if rambling is a regular mistake, a too humble terseness is nearly as bad in its opposite. Don't let the fear of becoming a "imposter" hold you back.


If you're a woman, you should try to answer things completely rather than skipping to the point. The candidates who are too brief or modest miss out on the opportunity to answer follow-up inquiries. I recommend finding out how many questions there are and how much time is allocated. Please use it more than once in a sentence.

(*Tenured Professor, Arts/Music/Theater **White, heterosexual female)

 

=============

Things like eye contact and body language are vital in conveying your PEER status, thus it's important to keep these things in mind. Even though you are still enrolled in graduate school, you will not be considered such during the interview. (see JTTTs recommendations on this topic).


Look me in the eye!" In addition, refrain from acting like a grad Student

(*35-year-old white woman who works as an assistant professor of humanities in the United Kingdom.)

 

 

 

~~~~~

Lastly, in keeping with last week's #Bloomseries theme, keep in mind that the search committee and everyone you meet are, after all, people! Despite the importance of scholarly/teaching information, it is also important to build relationships with students.

 

 

 

The "whole person" is important to my department, which means we want to know about your beliefs and humanist interests even if they aren't directly related to your research or academic background.

(*Humanities Graduate Student, Married White Female)

 

=====================

Many thanks to everyone who took the time to fill out the survey. In the meanwhile, we'd like to introduce you to a new Dispatches Question for you:

 "When it comes to journal publishing, academics often make a number of mistakes. When it comes to scholarly journal publication, what do you wish your peers knew about the process?"

 

Come here and offer UP YOUR SUGGESTIONS. We eagerly await your response!

=====================

SIMILAR POSTS:

What Candidates Are Doing Wrong, Part III of III: "Don’t Forget the Basics"

WHAT CANDIDATES ARE DOING WRONG Part II of III: "Interpersonal relationships: "We're not just animals! We're people!"

WHAT CANDIDATES ARE DOING WRONG, PART I OF III: “DO YOUR HOMEWORK, PLEASE. PLEASE.”

WHAT CANDIDATES ARE DOING WRONG Part II of III: "Interpersonal relationships: "We're not just animals! We're people!"

As part of our new Bloom series "From Candidate to Faculty", we ask the academic community for their thoughts on various topics related to the labor market and academic careers.

Last week's topic of "doing your homework," this week's topic of "interpersonal relationships," and next week's topic of "basic common sense in job applications" are all addressed in this thorough and comprehensive response. 

Here we go with Part II of III: "Interpersonal relationships: "We're not just animals! We're people!" During the interview and campus visit, it's all about the importance of establishing personal ties.

N.B. : The low-hanging fruit of your job search will be covered in Part III next week.

Remember to go back and read "Do Your Homework, Please" from last week. PLEASE.”

Our weekly Bloom series From Candidate to Faculty inquiries for your crowdsourcing answers will continue in the meanwhile. Next week's question and the link to contribute your expertise and guidance are at the bottom of the page.

==================================== 

You should remember that search committee members are people, too, and that you must demonstrate your ability to work well with others not only during the interview process but also in your actual job. This is the second most commonly mentioned frustration and advice from current search committee members.

Keep in mind that a tenure-track position is a very close-knit community where you work side by side with your coworkers and serve on several committees every week, year after year. It's essential that you demonstrate your capacity to connect with people on a human level, and not simply intellectually.


For the most part, we're looking for tenure-track candidates who won't be a jerk in front of faculty members or on committees. Although we care about your presentation skills, we don't truly keep up with each other's research.

 First-generation white cis heterosexual woman (*Tenured Professor, Social Sciences **)

 

 

 

People who don't make it to the interview stage of the process haven't done their homework on the company they hope to work for. Spend some time learning about the school and the people you'll be working with. Some people defy presenting guidelines and talk on their own studies instead of the issue at hand. There will be plenty of room for you to talk about your research if you're invited to do so. Prospective coworkers may offer to take interview candidates on a tour or out to lunch. Speak with them. When you are scared or uncomfortable, show interest in the person you are talking to.

 

(*Tenured Professor of Social Sciences, Female)



Keep in mind that nobody will remember what you wrote in your cover letter while you are on the campus tour! You'll have to repeat the same message to other coworkers you encounter. Of course, you'll tailor it to meet the unique needs of each individual, but you must continually reassert the importance of the overall goal in a friendly and conversational manner.



The year after I was hired, my department employed numerous TT faculty members. When I was looking for a job, I thought that faculty members in the department (who were not expressly on the search committee) had done their due diligence and were aware of my history and research. When almost a dozen applicants came to school that year, I was completely overwhelmed by my new position. The best advise I can provide is to have your "stump speech" ready and be confident in repeating it when you meet new individuals. As a result, we were able to have meaningful dialogues when applicants did this for me. But for those who didn't, I spent a lot of time attempting to recall who this individual was by going through several applications in my memory. 



Always keep in mind that the department is interviewing you exactly because no one in your profession currently works there. Your job must be interconnected with the other members of the interviewing team in some way. Describe the intervention you're doing in a way that others in diverse professions may understand it in the beginning of your job speak. Remember, however, that some of the questions you receive will be from individuals who support your campaign and want to give you easy points. Avoid just referring to your file while addressing them (remember that they may be trying to draw out information that other department members who have not actually read the file need to see).



It's customary and acceptable to prioritize the needs of the department's most senior employees. You would suppose that because they are the most well-known, they have the most clout. The procedure is actually rather democratic and votes are votes in many departments (most, in my experience). As a result, younger faculty members and the graduate student representative should never be ignored or dismissed. When interviewing for a position, don't be afraid to talk to everyone you meet, including the administrative support staff (and this is advise from me, Dr. N: the folks who may influence faculty in the near term or make your life easier/miserable in the longer term, assuming you get the job).



When it comes to job searches, there's a lot of bias because so many factors are out of the candidate's control. It's not just about you; it's about your rivals as well. The notion of authenticity and identity hiring is common, especially in the Northeast and West Coast, if you're applying to a field in area studies (such as Asia, Latin America, or Africa). But it is more common in private liberal arts institutions than in public universities. Your study is of interest to R1 and R2, but, the further away you are from completing your PhD and the less publications you have, the less likely it is that you will be taken seriously. The search committee will appreciate it if you have a few excellent questions for them. — Do any of the candidates have any new ideas? Treat all members of the search committee with equal respect and do your homework about each of them! 



It's also worth mentioning that the people you encounter typically come from a variety of various national and cultural backgrounds. Although you may not know how or if it will affect your decision-making, give it some thought.



You should be aware that the standards of members of the search committee who were not born and raised in the United States, but who now reside and work here, may differ from those of Americans, and that they will not be fooled by flattery and other deceptive tactics used to make Americans feel important. These methods may not be enough for them! A white female assistant professor of history who is single and is not a citizen of the United States (came to US to purse PhD)



Paging the more senior members of the group was brought up twice! Let me be clear: Don't do this. The comments below remind us to NEVER FORGET that the questions we ask are an integral component of our interview! Your QUESTIONS show that you are able to identify with the issues that are prevalent on that school and in that department.



We want to come to your office on Thursday afternoon and simply shoot the crap for 45 minutes. We're seeking for someone with whom we can both accomplish that and work on academic projects. Maybe even print it out and refer to it frequently!

  (*A white working-class English teacher with a long tenure in the humanities.)

 

Second day meals are an excellent time to reveal yourself as a person by mentioning recent movie favorites, or even Netflix series you've been bingeing on (like the person below suggests). Is this how you begin? No. Add it to lunch or supper, though? Of course!

 

Research the program/college/univ. you are applying to first. If you don't, we'll be able to tell from your supplies.

(**An assistant professor in the social sciences and a black woman over the age of 50)


 

 

Provide just the requested information, substantiate your assertions, and stick to page restrictions.

 

We're looking for a colleague, not a list of academic accomplishments. We want to see a wide spectrum of your personality and teaching abilities. College English essays aren't discussed at the copier, but rather Netflix binges and books to read. However, post-tenure, we're still involved in scholarship, thus teaching intense no longer (if ever) means that scholarship is wiped out.. A lot of our work gets done in the "off season," when no one else is around to help out.


In order to upload all documents, you must do it in PDF format (NOT WORD or anything else).

 

 

When using a phone, zoom, or skype, be mindful of the time. We have 30 minutes and six questions for you, are you prepared??" GREAT!” Always keep an eye on the numbers and don't get off course. Don't forget to provide the committee with a few questions!

Remind yourself to pay attention to the questions you intend to ask. They are really important to answer correctly! Read more details on the JTTT blog piece, The Question Is Not the Question, goes into much detail on this.

 

 

It takes a lot of energy to maintain a positive attitude over a full day of campus interviews. We who were on the market back then understand and remember, but part of the newer generation has lost touch with our collective memory (How on earth could you ever forget that day).


Even if you just have 10 minutes with someone as you go to your next appointment, be prepared with thoughtful questions for each one. This is essential to demonstrating that you're interested in the university and that you'd be a nice coworker. Some people may have a say, even if they aren't on the search committee or have no connection to your field of study. And they'll think highly of you if they work with you in the future. The best way to get to know a professor or grad student is to ask them questions about what they do and how they teach. Don't expect them to carry the conversation during dinners and get-togethers. During this time, you can also eat something as they answer your queries. It's not uncommon for candidates at all levels of experience—from ABD to Asst. Prof.—to deliver a wonderful job talk but to be essentially passengers for the rest of their time at the university, or to be unable to hold up a discussion with professors who work in their field. 


 

Be prepared for students to be awkward, technology to malfunction, or the power to go out during a teaching demonstration or research talk. Show us that you're adaptable, engaging, and able to think on your feet. Leaving us wanting more in the end! 

 (39-year-old white cisgender woman, *assistant professor of humanities**)


If you're on campus, we already know you're a solid academic match; we're just looking to see if you'll be a good social partner and a valuable member of the team (There is a lot to do and we need help). You may expect us at your place of business on Thursday afternoon for 45 minutes of pure mayhem. Please join us in this endeavor as well as any other scholastic endeavors you may have. We are all flawed beings (well, most of us).


Knowing the histories and research interests of the members of the search committee is a tricky balancing act. It's impossible to tell who has the most sway in the room. Be knowledgeable and respectful of the domains of others. Also, it looks a little frantic to pander. The on-site interview is a date where the applicant must ask tough questions and be aware of their own potential to be satisfied as a teacher. There are also a few candidates who don't know this (vs. research institution for example). It is our goal for them to ask the right questions so they may acquire the information they need to feel at home and blend in. When it comes to cultural compatibility, a number of candidates are having difficulty. We have a fairly varied student body, but our teachers and administration are not as diversified as they should be. 



Candidates, especially those who are relatively new to the job market, often fail to grasp the purpose of a campus visit. You don't have to prove your IQ in order to get a job. Your written application and, maybe, a first interview have already "asked and answered" this question for you, so you can go on. They're looking for a good match and a sense of camaraderie during the campus tour. They want to know that they can rely on you for rational and courteous conversation in meetings, as well as for lunch or dinner, and perhaps even for a drink or two (or at minimum, the annual departmental welcome reception). The fact that we prefer to appreciate people who look and act like ourselves is aggravating, but it is also true that this may lead to biases and prejudice.


(*Assistant Professor, STEM: Psychology)One of the smallest Cal campuses (less than 10,000 students) 



If you make it to the campus visit, we're really eager to see if you'd be a good fit as a teammate. Make sure you have done your research. We want to see what a wonderful coworker you will be. The tiniest details, such as etiquette and temperament, may have a big impact. Thank the folks you meet when you return home. There should be a full-scale charm offensive during an university tour. Convince us that you're the best person for the job. Tempt us to fall in love with you. This is your opportunity to shine and show the world who you really are. When the job is yours to lose, it's best to portray yourself as truthfully as possible in order to win. Avoid being perceived as arrogant at all costs if you've made it this far.


(**45-year-old white woman CIS-married, Assistant Professor of Social Sciences)



Thank you to everyone who took the time to fill out our survey! In the meanwhile, we'd like to introduce you to a new Bloom series Question for you:

"My PI/advisor is poisonous. Circumstances and finances have me feeling confined. In the past, how have previous PhD students and postdocs coped with or escaped the pressure?"


To contribute your own advise, click here. We eagerly await your response!


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