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[revel_master]

I'm in the somewhat bewildering position of being a relatively new hire in a department that is conducting three new searches this year.  I was recruited for one of the search committees, since one of the positions aligns with (but does not really overlap) my own area of research.  So any advice for a new assistant professor about to sit on the first search committee of my career?

[patchouli]

Be fair and objective, and kind.

[didotwite]

When you start reading applications, please remember that all of those candidates aren't really more qualified than you are even if they sound that way.

[grasshopper]

What you really want to do is hire me.

[voxprincipalis]

I'm in the somewhat bewildering position of being a relatively new hire in a department that is conducting three new searches this year.  I was recruited for one of the search committees, since one of the positions aligns with (but does not really overlap) my own area of research.  So any advice for a new assistant professor about to sit on the first search committee of my career?

Speak when it's really important for you to say something (especially about the areas that align with your area of research), but otherwise, stay largely quiet and listen. Not only do you not want to come off as the "demanding new hire who has worked here for five minutes but who thinks they're going to tell us who to hire next," but more importantly, you have an opportunity to learn some things about the ideology of the department as well as some of the politics that were hidden from you during your own application process. You will get to hear what your colleagues think about your school, your department, your students, etc., plus their ideas on teaching and research and what they are looking for in a candidate. Not that you can't find this information out in other ways, but it is rarely articulated so clearly as it is during a search.

VP

[untenured]

I'm in the somewhat bewildering position of being a relatively new hire in a department that is conducting three new searches this year.  I was recruited for one of the search committees, since one of the positions aligns with (but does not really overlap) my own area of research.  So any advice for a new assistant professor about to sit on the first search committee of my career?

Speak when it's really important for you to say something (especially about the areas that align with your area of research), but otherwise, stay largely quiet and listen. Not only do you not want to come off as the "demanding new hire who has worked here for five minutes but who thinks they're going to tell us who to hire next," but more importantly, you have an opportunity to learn some things about the ideology of the department as well as some of the politics that were hidden from you during your own application process. You will get to hear what your colleagues think about your school, your department, your students, etc., plus their ideas on teaching and research and what they are looking for in a candidate. Not that you can't find this information out in other ways, but it is rarely articulated so clearly as it is during a search.

VP

I agree.  Follow this wisdom.  You will learn much and be credited for good service.

Untenured

[revel_master]

Thanks everyone.  Please keep the gems of wisdom coming.  They are extremely helpful!

[zuzu_]

Oh gosh, I had so much difficulty with this last year. It was my first year on the TT after a grueling interview season.

When the first candidate came in, I had this terribly agonizing raw empathy. I actually felt physically uncomfortable. The only thing I could compare to is when you watch a film that elicits a great deal of empathy for a character, and then you cringe and agonize as painful things happen to that character.

But then I got used to it, and then just tried to as compassionate as possible to all candidates at every moment of the interview day. I was especially vigilant about making mealtime less awkward.

[johnr]

Well, first of all, tease them mercilessly about their choice of interview clothes because it's most likely that they never actually wear clothes like that, that they bought it for the express purpose of this interview and that they feel very uncomfortable in such get-ups.

In all seriousness, even though you are probably not the chair of the search committee, make certain that all candidates receive a timely and courteous notification of the outcome of the search.   

[prof52]

I was in your situation, although it is now some years ago.  Listening more than talking is good advice, as is to weigh in when you have something worth saying.  My one addition to these suggestions is one of tone.  It quite often helps if you're new to ask "ignorant" questions rather than to argue for a point.  That lets you bring up your views without having to put anyone on the spot.  For example, suppose you think candidate c has submitted a terrible writing sample because she was wrong about points x,y, and z.  You can say something like, "In reading c's writing sample, I wasn't quite sure what I thought about her treatment of x,y, and z.  It would help me clear up my own thinking about things to hear others' opinions".  Without committing yourself, you'll have drawn attention to the points that worried you, and if others are worried to, then they can fight the battles.

[ruralguy]

Be open minded to the wants of others.

Sure, some folks are going to seem agendized on an SC, but you might seem that way too, so just be sure to get to the heart of why people want what they want.

Everyone should go into a search being willing to compromise, and
being willing to come up with some ideas as a group.

[finallyfullprof]

Be consistent. Decide what's important to you in a new hire and be sure you apply the same criteria consistently to each applicant.  Our chairperson told us that each of us should think about the job description and mentally rank how important we thought different aspects of the "preferred" characteristics were as well as what we saw as ideal in the "required" characteristics. This worked very well for our committee because each of us championed different strengths, so in the end all the candidates got a well-rounded evaluation.

[scheherazade]

Get Chinese food for dinner, served family-style.

[secretweapon]

Smile.  At least once, preferably after the job talk. 

[axis2]

Read and re-read the HR/legal guidelines on searches. Stay on top of tracking all of the candidates and ensure that the screening instruments, interview questions, reference check procedures and whatever other paperwork procedures and policies are followed to a T.