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[profkaren]

Here's a question that I am hoping will elicit some thoughts from those who have been "around the barn" a few times in academic hiring:

Recently, I applied for a department chair's position at a school some distance from where I currently work.  (I am tenured, with about 10 years of experience at my current institution.)  Everything was going very well and my prospective new supervisor talked in glowing terms about preparing to make me an offer within a few days.  The fit seemed like a great one for me and everything appeared to be lining up. Then, a few days later, I received a rejection notice instead of an offer. 

The application form for the new school asked for my current supervisor, which I felt obligated to provide.  He is a complete bully and I find it virtually impossible to work with him -- that's one of the primary reasons I am out looking for something new.  He has been in his position for 6 years and things are not getting any better.  I am left wondering if my current supervisor was the problem and "torpedoed" me via a reference check.  I cannot determine whether or not he was contacted, but think that he may have been the problem.

Now, here's my specific question.  How do I get around this problem in the future.  Do I list someone higher up on my supervisory chain?  Is this an acceptable substitute?  Former direct supervisors have retired and are largely unreachable, so I don't think they could help.  I do have outstanding letters of recommendation from colleagues and some high-ranking educators at other institutions, but not all schools ask for or read actual letters of recommendation anymore.  The school that I anticipated getting an offer from, for example, does not want letters.

To answer an anticipated question, I did try to get more feedback from my prospective new employer, but only could get the standard "we found someone who was a better fit for the position" type of answer.  This one was particularly disappointing because I was prepared to go, had been told I was right for the job, etc. 

I am not naive when it comes to understanding the damage that bullies can intentionally inflict on one's career, but I am at a considerable loss as to how to counteract this type of problem.  Any thoughts?

profKaren

[inthelab]

Never use someone who will give you a less than stellar recommendation as a reference.  Period.  When asked during the search, explain that your current supervisor is why you are on the hunt for a new job.  Enough senior people as references ought to suffice; it's not like other applicants tipped their hands to their supervisors even if they get along with them.

[profkaren]

Thanks for your thoughts -- it is certainly good advice to keep this supervisor out of the picture.  I have started to use an individual a level or two higher, but even that carries some risk as I have not had as much opportunity to work with the higher-level person directly and there is an indication that he has been influenced to some degree by the opinions of the bullying supervisor. 

Regarding the other portion of your advice, what, specifically, would you say during the interview process to identify a current supervisor as a "problem" without casting yourself in a bad light and/or even more piquing the curiosity of a prospective new employer to track down and quiz a current "problematic" supervisor?

Thanks,

profKaren

[inthelab]

I'd wait until it's brought up, as in, "Why are you on the job market?"  I'd cite something like the currrent supervisor not valuing my area of research/expertise, not supporting it therefore; I'd really try to soft-pedal or leave out any personality stuff since that works both ways (i.e., you could be the problem as easily as your supervisor).  If you have really good recs and a CV citing your numerous accomplishments, what your supervisor has to say about you ought not matter as much.  It's one criterion among many.  I'm in the sciences and in my field, we get lots of external recognition- publications, invited presentations, external funding, and so forth.  So my supervisor's opinion would not matter at all were I looking for another position.  It would be taken for granted I'm not happy where I am.

[sibyl]

Also consider using a collateral reference -- that is, someone who is on the supervisor's level but not in that line.  For instance, if your supervisor is the dean of arts and sciences, ask the dean of fine arts; if your supervisor is the chief academic officer, ask the chief financial officer (assuming of course that you have a good professional relationship and some experience working with this person).  The reference should be able, if asked, to say, in terms favorable to you, why your supervisor is a less appropriate reference.