The 蹤獲扦夥厙 Academic Council recommends the following best practices for universities and job market candidates. Recommendations are grounded in survey results collected from a broad range of stakeholders (i.e., Recent Rookie Job Market Candidates/Assistant Professors, Faculty at Hiring Institutions, and Department Chairs).
Best Practices for Hiring Universities
- Suggested Initial Interview Window (August 12
25): According to our survey, inconsistency in the timing of first-round interviewscurrently lasting over 2+ monthsis the most salient pain point for rookie job candidates in marketing.
Rookie job candidates expressed a strong need for the opportunity to follow a predictable schedule, with adequate time to consider options in light of their professional and familial needs. To establish an anchor and ensure a more synchronized and efficient process, we recommend scheduling the first-round Zoom interviews the week of and following Summer 蹤獲扦夥厙 (this year: August 1618), which is August 12 through August 25 in 2024. - In-Person Option: This timing will allow schools to also meet candidates in person at Summer 蹤獲扦夥厙 if they prefer, though universities taking this approach should provide an option for a virtual interview to promote inclusivity for candidates who may not be able to attend in-person. Critically, following the Code of Ethics, it is 蹤獲扦夥厙 policy that NO interviews take place in hotel rooms as a strict policy. We request that universities comply with this policy. To facilitate in-person interactions with candidates, 蹤獲扦夥厙 will offer a networking event sponsored by the Academic Council on Friday afternoon (August 16) of the 2024 Summer 蹤獲扦夥厙 Academic Conference.
- Suggested Campus Visit Timing: With the synchronization of first-round interviews in August, we recommend campus visits begin after the recommended window for first-round interviews has completed (e.g., beginning in late Augustafter Labor Day at the earliest).
- Please Do Not Impose Exploding Offers: When universities make offers, it is best practice to provide a minimum of two weeks for the candidate to make their decision regarding the offer. Based on survey responses from assistant professors who received exploding offers, over half of these respondents anticipated looking for another job within a five-year period. 蹤獲扦夥厙 discourages universities from expecting candidates to cancel existing campus visits. Doing so deprives candidates of the once-in-their-career opportunity to share their research and network with a wide range of scholars in the field. If a candidate is pressured to make a decision outside of the Best Practices, it is possible their acceptance may be provisional.
Best Practices for Job Market Candidates
- Campus visits offer an important opportunity for candidates to share their research and build their network early in their career. The 蹤獲扦夥厙 Academic Council supports candidates ability to complete previously scheduled campus visits. If a hiring university requests a candidate cancel existing visits, candidates can reference these Best Practices to support their decision to finish their campus visits.
- 蹤獲扦夥厙 encourages students to reflect on the values and culture of a university that violates the Best Practices when considering an offer.
- If a candidate is pressured to make a decision outside of the Best Practices (e.g., exploding offers), the 蹤獲扦夥厙 recommends that the field should recognize that candidates may need to withdraw their acceptance.
- If a candidate is fortunate to receive more than one offer, they should determine the best option for themselves among the current set of offers and decline the remaining offers so universities can promptly move on to other candidates for the market to move forward.
As a reminder, these Best Practices are recommendations to help facilitate a productive sense of community throughout the Fall Rookie Job Market. They are intended for universities and candidates participating in the Fall Rookie Job Market, and it should be understood that the recommended timeline may not be followed for other levels of hiring.