I was scouting a prospective faculty member online the other day and found the official faculty-profile Web site for his/her current position. After I skimmed it, I looked at the profiles of the department's other members. Something struck me: The prospective candidate was the only person on the roster to have a complete CV linked in through a PDF file. It was pretty obvious to me as an outsider that this person was on the market.

I can remember many instances when friends and colleagues have posted their complete CV's for public reading. Some did it as a point of mere vanity, others because they did a great deal of public speaking among community/scholarly groups, and online CV's made it easier for folks to find information about them. With this hindsight, though, my suspicion is that the vast majority of those who posted their total CV's were actually hoping that it would be useful to...

When I was on the market the first time, I used to hate those blasted thin envelopes that would appear in my mailbox, the ones that told me that I hadn't made the cut. I particularly hated those days when three or four would arrive simultaneously.

When I would find myself depressed about the search, I would watch Gilligan's Island in the dark while eating raw chocolate-chip-cookie dough. Somehow I felt better knowing that at least one "Professor" was trapped in purgatory other than me. At least I had a better wardrobe. And cookie dough. I never saw the castaways eating that on the island.

We are in rejection season. As the calendar rolls forward, it's easy to be overcome by pessimism about the market and about academe in particular. Anyone who has been on the market knows the ache of constant rejection. What strategies have helped to provide you with comfort in the face of rejection?

One common question I receive from folks who are having on-campus interviews related to personal appearance and attire: How can I know what is the "norm" on a particular campus? I suspect that the question is more valid on small teaching campuses than at research-oriented flagship institutions, but it's still a great question for folks who receive such invitations.

One absolute must for candidates is an exhaustive search of the campus Web site. For example, take a look at the shots of faculty members in the classroom. What are the women wearing? The men? Are there other characteristics that you note? Can you tell anything about the technology in the classrooms that are used?

Check out the departmental Web sites for curriculum info, teaching assignments, and faculty publications. How engaged is everyone? Are there notices for social gatherings among students or faculty members?

Check out the...

As we approach the end of the academic year, unit directors and department chairs are monitoring their budgets carefully. For institutions with cash shortages (and who doesn't have a cash shortage these days?), it's spending-freeze season. In my recent travels, I have heard of many approaches to saving money, from hiring hiatuses to toilet-paper volunteerism (allowing faculty and staff members to bring their own from home). Some have made sense, but others have been, well, downright irrational.

Because budgets have everyone stressed as we head into exam season, I thought I'd propose some levity: What's the most irrational cost-saving strategy you've seen in academe lately?

Recently I learned a Russian proverb: "The tallest blade of grass is cut by the first sweep of the scythe." It means that one should never aspire to stand out. The goal should be to blend into the pack, to avoid notice. For students, it means: "No good grades. They will only make you look likes a wiseacre."

As I have met with faculty members from several institutions this year, I have had similar questions posed several times: "How do we deal with a student culture that rejects excellence and dedication?" "How do we deal with apathy?" Recently the same question surfaced in meetings at three institutions.

Perhaps the economic downturn has made this worse, as students abandon hope that their education will lead to the careers they had planned. Or perhaps, ironically, affluence has yielded an attitude of entitlement that has come to permeate student life

Have you seen in increase in apathy...

I just returned from spending a week in Ukraine, lecturing and meeting with faculty members and administrators at several regional universities. I enjoyed my time with these stalwart educators, who were gracious at every turn and who honored me with their time and thoughts.
 
One of the lessons I came away with was a renewed sense of the importance of educators to a culture's future. Ukraine regained its independence only in 1991, so its professors have an opportunity to shape the future of their country, which is one of the most important of the post-Soviet nation-states. They labor at the front lines, and their work is valuable.
 
Now that I've returned to the U.S., I am reminded that in the difficult economic times we are facing, academics here, too, have an opportunity to shape the future. One of my mentors said more than once: "Education lifts up our eyes above the immediate to see that...

"Dr. Young" was a candidate for a senior administrative position at an institution that was a very good match for his interests. The chair of the search committee asked him to meet for a long lunch in a nice restaurant in a city a couple of hours away (an attempt at a bit of privacy). The lunch went incredibly well. Their conversations were completely relaxed and laughter punctuated much of their time together.

As the committee chair outlined details of the challenges and opportunities of the position, Dr. Young found himself even more interested than he had been prior to the meeting.

As their time together dwindled, the chair leaned in and said, in a half-whisper, "Before we leave, I have to ask you one last question. Please understand that I feel awkward asking this, but this is the best setting to ask since it’s just the two of us. Do you have any skeletons in your closet?"

Dr....

Last year at this time I noted that deferred retirements were having a significant impact on the job market, in that many planned positions never materialized. Indeed, in some cases, a deferred retirement by an advanced full professor may block two entry-level positions because of the budgetary impact.

While the retirements seem to be returning to a more normal pace, I have noted a new dynamic in the market this year that has created another problem for entry-level applicants: the emergence of advanced applicants.

With so many institutions in financial turmoil, many experienced faculty members are open to pursuing new opportunities elsewhere. As I have advised search committees on my campus and on others, I have been amazed at how many fine applicants have been at very advanced assistant-professor status or even associate rank. When a committee compares a candidate who will graduate this...

Student course-evaluation season is coming our way in a few short weeks. We all know that the process of soliciting information from students is fraught with many serious concerns and complications.

Despite the serious nature of the process, I often chuckle at how faculty members will sometimes wheedle and cajole their students to give higher marks. Local doughnut shops tend to see sales rise that week as professors buy treats for their classes. Extra-credit assignments seem to pop up like mushrooms after a nice long spring shower. Pep talks about how much the students make life worth living are heard resounding in the hallways.

What is the most interesting "trick" you have seen faculty members use to bargain for better student evaluations?

"Dr. Handy" was a finalist for an administrative post. The chair of the search committee called her with the basic offer, letting her know that she would be contacted by the senior administrator in charge of her area. Dr. Handy had been able to meet that administrator only briefly during the interview process, and then only as a part of a group.

The initial offer was significantly lower than she had expected, so she made a counteroffer. As the discussions moved into the area of benefits and specifics related to the job description, the discussions grew more tense. Every phone call caused Dr. Handy to dislike the senior official even more. By the time they had spent several consecutive days in calls, she found herself stressed every time a call came from him. Finally, she decided that if she was feeling this way during the hiring process, the long-term prospects for a relationship with...