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.
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.
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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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