Like many young faculty members, I was in the dark about the inner workings of Search Committees. I didn't know who would contact me or what could lead a committee to discard my application. Search Committees were a mysterious process, where I submitted my applications and hoped for a response.
Since many applicants begin hearing from search committees in October, I decided to share the Top 5 questions I received from young academics over the years.
When you understand the process, you can (hopefully)
understand the silence.
However, before we get to the questions, to understand the role of a Search Committee within Academia is crucial. After serving on 35 Search Committees I can say that the task of a committee is to identify and recruit faculty members who will be productive, contribute positively to the department, and fit well within the academic community. A misstep by the Search Committee can lead to significant losses, including financial ($3-5 million, depending on the start-up packages used), time, lawsuits, student dissatisfaction, and a negative work environment. Therefore, the Committee must be well-organized and effective, and the process takes time.
Here's what young academics need to know about search committees.
1) Who is on a Search Committee?
The Department Chair typically chooses the Search Committee, which usually includes tenured department members unless the position being filled is non-tenured. There may also be non-tenured faculty on the Committee, and some universities require a student representative, often a graduate student involved in departmental service. The Department Chair appoints one member of the Committee to serve as the Chair, typically a senior faculty member with previous Search Committee experience.
2) What does the Search Committee do?
In most situations, the Search Committee's responsibility after the Department Chair or Dean gives them their charge is as follows;
Write the job description
Advertise and seek out individuals to apply for the job
Screen the applications
Conduct the video and in-person interviews
Rank the applicants
Make final recommendations to the Department Chair and Dean
In particular, the Search Committee Chair is responsible for ensuring the Committee's work is done. The Chair's responsibility often involves dealing with Human Resources and the various offices that must approve every step of the Search process. Taking on the task of chairing a Search Committee is a considerable responsibility.
3) What is the process of choosing candidates?
Suppose there are 60 applicants for a faculty job (many times, there are many more). In this scenario, it can take a Committee member 30 minutes to review each application, so it will require 30 hours for each Search Committee member to review all the applications. Further, if there are seven video interviews, that's an additional 7 hours. Then, if the Committee brings in the top 3 candidates for on-campus interviews, which are usually 1-2 days long, a committee member needs to devote an additional 10-20 hours to the process. The screening and interview time can take 60 hours or more for each Search Committee member. Being on a Search Committee is a commitment!
4) Does the Search Committee hire the faculty member?
No. Usually, the Search Committee only provides a ranked list of the final candidates (usually 3-10 candidates). The rankings (and rationale) are provided to the Department Chair and Dean, who decide whom to hire. It is within the purview of the Chair and Dean not to follow the recommendations of the Search Committee.
I experienced a search in which the Dean instructed the Search Committee to conduct on-campus interviews with the 9th and 10th-ranked candidates, and ultimately, he hired one of those candidates. However, even though this type of exception happens, the Department Chair or Dean will usually follow the Search Committee's recommendations.
Additionally, at many Universities, the Search Committee has to provide a rationale for why the other applicants were not considered finalists.
5) When can I call the Search Committee Chair?
The most frequently asked question I received from applicants regarding the application process was, "When can I call?". Every time I received this question, I said the same thing, "If the close date for the position was at least two weeks prior, calling or emailing the Search Committee Chair is appropriate" . A question such as "I was calling/emailing to check on the search process. Can you share where the Committee is in its process?" is appropriate. A more specific request such as "Am I still being considered ?" is not allowable because the Search Committee Chair is not permitted to tell you because of confidentiality. A general request usually results in the Search Committee Chair sharing where the Committee is in the process.
For example, if the Chair states they have started video interviews, you are likely not in the top 10. If they state, "We are still screening applications," you may still be in the running. This information can give you a sense of where your application falls.
Dealing with the opaqueness of a search can be frustrating if you are an applicant. However, you must understand that the Search Committee fulfills an essential function that takes time.
Understanding the Search Committee process can help you manage your anxiety and the silence that comes with being an applicant. Remember that applying for a job takes time on both ends. Ultimately, focusing on what you can do and letting the Committee do its job generally works best for both parties.
Keep Moving Forward
Cheers!
Tim