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)

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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.

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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!

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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.)

  

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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.)

 

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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.)

  

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“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.)

 

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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)

 

 

 

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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)

 

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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.)

 

 

 

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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)

 

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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!

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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.

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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!

SIMILAR POSTS: 

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

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

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

Part I of III: MAJOR JOB MARKET MISTAKES

Earlier last week, I posed the following question on #academicchatter: "What errors do you notice applicants making?" and  "What would you like them to understand and accomplish better?" 

50+ people responded to the question.

10% of applicants today have the training, degree, or experience relevant and defined in the job post.

At the job search stage. 

Mistake 1: Applicants do not customize their applications and performances to the job advertisement 

Candidates: READ. 

Take a look at the real advertisement! 

Please follow the directions provided. Make sure you're qualified for the position before applying!

I was consistently surprised by the number of candidates who failed to meet the basic requirements for the job.

Even while this may seem simple, I was continually astounded by the sheer amount of applicants who were unable to fulfill even the most basic qualifications for the position. A quarter of the candidates for the position of Infectious Diseases Epidemiologist at my former school had no credible claim to being an epidemiologist at all. International veterinarians who had done a graduate course on infectious diseases in animals, or doctors who operated solely in sub-Saharan Africa, were among the participants. It's a waste of time if you don't meet the general requirements for the position. If I apply to 40 locations, I have a greater chance of landing a job than if I just apply to 30 places, I think several applicants approach the market that way. Yes and no — if you don't qualify for any of the additional 10 positions, you aren't improving your chances in any way.

Mistake 2: Don’t follow the darned directions in the application process.

Prepare for the interview by researching the company and position thoroughly, and make sure your materials and replies reflect this. Make sure you follow the application process's instructions to the letter. Approximately half of our applicants do not include all of the essential documents and do not tailor their application to our requirements. Make sure you specify exactly what your credentials are for the job you're applying for. A white, 40-year-old married lady (*tenured nursing professor; **in her second marriage) In the midst of a job search. Mistake 3: Failure to address the job advertisement “I'm baffled as to why applicants fail to address the specifics of the job advertisement in their cover letter! On some of them, it's clear that the writer had a different goal in mind when they penned the letter. If the ad specifies a requirement, be sure to make it clear how you'll satisfy it.” [Social Sciences Professor, 30-year-old married white female, cis-gender (*Tenured)]

I don’t understand why candidates are not addressing the specifics of the job posting in their cover letter!

“I wish people would really read the job post before submitting an application. It takes us a long time to work on it! The best illustration of this may be found in the following: When we post a position in the foreign language department for someone with a certain skill or path, we receive applicants who don't speak the appropriate language! This is despite the fact that we explicitly specify in the ad that "(near) native English and [necessary language]" are prerequisites for the position in question. In addition, as part of the application process, we inquire if they have (near) native English and [necessary language] fluency. Can you imagine saying "no" to such question?” [a 60-year-old female administrator in the humanities]

Oh, and get the address right!

Mistake 4: Failure to Tailor your Cover Letter 

If you're applying for a job, don't submit a generic cover letter or neglect to respond to specific questions in the ad. In general, be more specific—tell the reader how YOU FIT INTO the description. It's impossible for us to make it any clearer how to succeed in this search if we state "successful applicants will..." Make sure to include keywords from the description of your scholarship in your ad so that the committee may easily find you! You must use language that demonstrates your suitability. There are just too many applicants for each position to thoroughly review your cover letter, CV, and any supporting documents.” Just write to the faculty search committee or the department head if you don't know who to write to (committee chair). At the interview and campus visit

Mistake 5: Failure to show an educated interest in how they do what they do. 

This is when the fervor peaked among the Twitter opinions. It's not that they don't want you to know who they are, but they want you to show that you care about them as people and as a department or school. Pay attention! When you don't, they get really, extremely irritated. Do a lot of study about the goal and vision of the institution you're applying to for the Humanities. 

[...]

Undergraduates only are allowed in my program at a tiny, public institution. Because they don't explain how they've demonstrated their commitment to under-represented minorities and first-generation students, applications from people with unrealistically ambitious research objectives are a lousy fit from the start. A 45-year-old white single mother who identifies as cisgender (*Tenured Professor in the Social Sciences**). Maintaining a clean and logical presentation of information in your application can help you stand out from the competition. Make it obvious in your cover letter if you're just starting out and don't have a lot of publications yet. 

Mistake 6: You do not demonstrate a genuine interest in the position 

As a search committee member at one of the nation's most prestigious educational institutions, I can tell you that this topic has come up time and time again while considering candidates for open positions. You may be deciding whether or not you want the job at this point, but don't make us feel like you're doing an interview with us. Given our fatigue and the possibility of many searches underway, we will treat your application with less seriousness and move on to the next candidate if you do not demonstrate a genuine interest in the position. If you're an assistant professor of history and you're in your 30s, you're in the minority. 

Mistake 7: You focus solely on research publications 

“Many candidates focus solely on their academic background when applying to tenure-track (TT) positions, but search committees are also looking for someone who will be a good fit in terms of their research interests and professional priorities, which vary not just by university "type." If you want to be taken seriously by a search committee, you'll need to show that you've done your study on the school and the department.” [non-TT, humanities-related ) 

Mistake 8: You show up to campus interviews without knowing anyone that works there. 

“Candidates repeatedly show up for interviews on campus without doing any study about our department or the individuals working here. Rather, they come with a lengthy list of the reasons why they are unique. Take the time to think about how you'll fit in and what you can bring to the table, so prepare well. Take a look at the department's initiatives and programs to get a sense of how your skills and expertise may be utilized in a positive way.” (*Tenured Professor, Cinematography**40, female, white, married, mother) 

People who don't make it to the interview stage of the process haven't done their homework on the uni they hope to work for. You should spend some time looking into the university and the people you'll be working with. Some presenters fail to adhere to the topical guidelines and instead focus on their own research. There will be plenty of room for you to talk about your research if you're invited to do so. Prospective coworkers may take interviewees out to lunch or offer them a tour of the campus. Engage them in conversation. Even if you're uneasy or uncomfortable with them, show an interest in them. [*Tenured Professor, Social Sciences, Woman). 

Mistake 9: You haven’t proven you’ll “FIT” in the department for 25-30 years. 

It's important to keep in mind that not all "fit" criteria are openly specified in the job description There is a lot of investigative work involved. This is where thorough preparation is critical, but you should also retain an open mind and a keen ear and eye throughout the interview. Knowing nothing about someone is one thing; knowing the WRONG THINGS, based on preconceived notions or bias, is quite another. Understand that the posted position does not include all of the selection criteria. You'll have to glean this information through a thorough investigation of the department, its academics and personnel, and its past. You'll also have to be on the lookout for any unsaid signals from those who aren't directly involved in the interview. ) [Associate, 56-year-old Black American female, divorced, Tenured]. 

In our school, Christianity is expressed in a progressive, left-leaning way. To avoid making assumptions, prospective students should take a look at how colleges represent themselves and what sorts of clubs/organizations are offered on campus. Applicants to our school are often surprised to learn that we are a welcoming environment for people of all sexual orientations and gender identities. [Professor of Religious and Peace Studies, Black woman, tenured.] 

The term "fit" comprises more than just your physical appearance; it includes how you present yourself, including what you wear. When it comes to "generically suitable" (a decent standard for the interview/campus tour stage) at each university, this respondent points out, there are clearly conventions–which are CERTAINLY UNSPOKEN–of what is regarded acceptable. [Mix things up once you have the job.]  

This interview isn't about you are establishing your academic merit; if you weren't academically accomplished, you wouldn't be here in the interview. In the end, it's all about how well you fit in with the department. As much as you can, try to put the committee and the issues ahead of your own irrational anxieties and concerns. There will be no further discussion on the dissertation now. Describe your book idea to me in the form you would tell your friends, rather than the form you would tell your Chair. No one here is an authority on yours. That's why we're looking to expand our workforce in this manner. 

Make a list of two things that set you apart from the rest of the pack and focus on them. Avoid providing a list of authors you plan on referencing in lectures. Let us know how you'd use them. 

Be honest with us; this is the most crucial rule. 

One of us may have taken a seminar on that author with an expert and can tell you haven't read it. If you looked at our website for more than a few seconds, we know you're here. There are plenty of materials out there on how to look like the institution you want to join while yet being yourself. "I'm cool" has been taken to a poor level if my elder colleague asks me whether you were wearing pajamas in the interview. 

Remember, too, being "fit" isn't about twisting oneself into a pretzel to mimic what they're already doing. If they're going to be successful in their stated objective, they'll need a new colleague who can deliberately and cooperatively offer NEW ideas to the department. 

It is possible that all or some of our interview questions are aimed to see what it would be like to work with that individual for a year (or next 25-30 years, for TT position). Both the candidate's answer to that question and their general demeanor throughout the interview serve as an indicator of how they would behave in a professional context. Candidates should not use defensive or aggressive language during the interview, and the answer to the question "how do you fit as a member of our team" should not be simply "I'm happy to defer to whatever decisions are made," but rather a more thoughtful, balanced response that shows how the candidate will contribute to their team/department instead. [*tenured professor, Humanities.] 

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These replies are all about THE JOB TALK, a kind of anguish of its own.

Mistake 9: Poor Job Talks

It's a requirement in my humanities department (Classics) that professors lecture outside the scope of their own specialized study areas. Yes, even at the graduate level. After saying "must have the ability to teach both languages at all levels" and getting candidates who are surprised and they can only identify their own research for courses, we are frightened."

Candidate research on a department is minimal. 

In the last several years, our department has had three appearances in the New York Times due to a significant new archaeological find. It was created by our department chief. It's a topic that some candidates have never ever heard of. 

Many of our students are first-generation college students or folks with full-time jobs. They won't be able to accomplish what Harvard students do right out of the gate, and it's frustrating when candidates haven't even considered how to educate our (very amazing!) students.

Job talks that are either too general to be scholarly or too specific for anybody but those in the discipline to follow. –Job talks I've seen a lot of bad job discussions that go either way.” [Associate professor, Humanities, tenured] 

If you don't know someone well, don't ask them to send you a letter; you never know what kind of letter they'll write. 

To demonstrate your ability to work well with others, don't appear arrogant or overly self-aggrandizing in your powerpoint presentations. Over-preparation is better than under-preparation... I've seen lectures that sounded like they were rehearsed, and they were far superior than those that were incomprehensible because the speaker had not prepared. 

Thank everyone you met with by sending them a personal email! When you bring it up, it shows your interest in the subject. There are times when it's impossible for us to make a decision without a communal shrug of the shoulders and a collective "uhhhh, how about so-and-so?" No matter how far your study is from the topic of the position, it's important to at least try to provide an argument for how your research fits in. It's much easier to convince the dean that you "fit" even if we know you're particularly interested in some other topic.”[Assistant, tenured, Woman, Married, No kids, R1, Humanities] 

Before an interview, do your research. 

"I've seen a number of high-potential candidates fail short-form and long-form interviews due to lack of preparation. Similarly, the best applicants who land job offers have done their homework and are able to connect with the department's employees during interviews. This is what you need to do for homework: Get to know the individual you're interviewing by reading their most recent work. Make sure you're familiar with the department's course offerings and program structure. Find out who normally teaches what. In addition to checking out all the student websites, if there are any students working in your area of interest, make sure you know who they are and if possible, have read some of their work. 

In the event that you're delivering a job interview, consider how you may incorporate relevant work from the department into your presentation (e.g., cite people in the department, frame some parts of your talk in a relevant way). If you wouldn't have studied for an exam in school, don't show up unprepared for any interview.” [Assistant, TT, Woman, R1. Social Sciences]

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In sum, you wouldn’t have gone into a test in class without studying, so don’t come into any interview without studying. Share your advice here. We can’t wait to hear from you!

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