Accounting Faculty Job Search in a Seller's Market

2009 ◽  
Vol 24 (2) ◽  
pp. 157-185 ◽  
Author(s):  
Steven C. Hunt ◽  
Tim V. Eaton ◽  
Alan Reinstein
Keyword(s):  
Job Search ◽  
Geographical Location ◽  
Geographic Location ◽  
Job Market ◽  
New Faculty ◽  
Faculty Position ◽  
Promotion And Tenure ◽  
Accounting Faculty ◽  
Search And Selection ◽  
Academic Job Market

ABSTRACT: This research examines accounting faculty job search and selection in the tightening academic job market. Surveys were sent to all new accounting Ph.D.s and to faculty who relocated from 2002 to 2004. The survey included 37 factors of importance (e.g., salary, geographical location) to new Ph.D.s in selecting their initial faculty position and to relocating faculty. Overall, faculty appear to be very concerned with their teaching load, criteria used for promotion and tenure decisions, and compatibility with other faculty. Most faculty viewed likelihood of getting tenure as very important. We note that new faculty going to doctoral schools view this item as much less important than others. The opportunity to teach desired courses was much more important for those going to non-Ph.D.-granting schools. Most faculty viewed salary as being relatively important, but those going to nondoctoral institutions viewed salary as somewhat less important than geographic location. Examination of other factors suggested significant differences between different faculty groups. The study's results provide important implications for universities seeking to hire or retain qualified faculty in a challenging job market, and for faculty wishing to obtain the most rewarding position.

scholarly journals Insights from a survey-based analysis of the academic job market

2019 ◽  
Author(s):  
Jason D. Fernandes ◽  
Sarvenaz Sarabipour ◽  
Christopher T. Smith ◽  
Natalie M. Niemi ◽  
Nafisa M. Jadavji ◽  
...  
Keyword(s):  
Successful Outcome ◽  
Application Process ◽  
Job Market ◽  
Faculty Position ◽  
Track Record ◽  
Research Track ◽  
Future Data ◽  
Academic Job Market ◽  
Hiring Policies ◽  
Postdoctoral Researchers

AbstractApplying for a faculty position is a critical phase of many postdoctoral careers, but most postdoctoral researchers in STEM fields enter the academic job market with little knowledge of the process and expectations. A lack of data has made it difficult for applicants to assess their qualifications relative to the general applicant pool and for institutions to develop effective hiring policies. We analyzed responses to a survey of faculty job applicants between May 2018 and May 2019. We establish various background scholarly metrics for a typical faculty applicant and present an analysis of the interplay between those metrics and hiring outcomes. Traditional benchmarks of a positive research track record above a certain threshold of qualifications were unable to completely differentiate applicants with and without offers. Our findings suggest that there is no single clear path to a faculty job offer and that metrics such as career transition awards and publications in high impact factor journals were neither necessary nor sufficient for landing a faculty position. The applicants perceived the process as unnecessarily stressful, time-consuming, and largely lacking in feedback, irrespective of a successful outcome. Our findings emphasize the need to improve the transparency of the faculty job application process. In addition, we hope these and future data will help empower trainees to enter the academic job market with clearer expectations and improved confidence.

scholarly journals CHOOSING A PATH TO THE ANCIENT WORLD IN A MODERN MARKET: THE REALITY OF FACULTY JOBS IN ARCHAEOLOGY

2017 ◽  
Vol 83 (1) ◽  
pp. 1-12 ◽  
Author(s):  
Robert J. Speakman ◽  
Carla S. Hadden ◽  
Matthew H. Colvin ◽  
Justin Cramb ◽  
K.C. Jones ◽  
...  
Keyword(s):  
Doctoral Programs ◽  
Doctoral Degree ◽  
New Faculty ◽  
Faculty Position ◽  
The Past ◽  
Faculty Positions ◽  
The Us ◽  
Using Data ◽  
Academic Job Market

Over the past 30 years, the number of US doctoral anthropology graduates has increased by about 70%, but there has not been a corresponding increase in the availability of new faculty positions. Consequently, doctoral degree-holding archaeologists face more competition than ever before when applying for faculty positions. Here we examine where US and Canadian anthropological archaeology faculty originate and where they ultimately end up teaching. Using data derived from the 2014–2015 AnthroGuide, we rank doctoral programs whose graduates in archaeology have been most successful in the academic job market; identify long-term and ongoing trends in doctoral programs; and discuss gender division in academic archaeology in the US and Canada. We conclude that success in obtaining a faculty position upon graduation is predicated in large part on where one attends graduate school.

Tips for Navigating the Academic Job Market

2020 ◽  
Vol 22 (1) ◽  
pp. 21-23
Author(s):  
Darrell Hudson
Keyword(s):  
Public Health ◽  
Doctoral Students ◽  
Job Search ◽  
Associate Professor ◽  
Early Career ◽  
Job Market ◽  
Search Committees ◽  
Faculty Positions ◽  
Academic Faculty ◽  
Academic Job Market

There are many unwritten rules in the academy, and much of the advice that doctoral students receive about the academic job search is from their mentors. For many doctoral students, navigating the academic job market can be bewildering. In this article, an associate professor of public health with experience navigating the job market as well as experience on numerous job search committees provides tips on preparing for and navigating the esoteric academic job market for early career professionals seeking academic faculty positions.

scholarly journals Hold the Torch: Shining a Light on the Lives of Black Management Faculty

2020 ◽  
Vol 47 (2) ◽  
pp. 351-367
Author(s):  
Toyah L. Miller ◽  
Curtis L. Wesley ◽  
Myrtle P. Bell ◽  
Derek R. Avery
Keyword(s):  
Social Networks ◽  
Classroom Management ◽  
Job Search ◽  
Business Schools ◽  
Student Evaluations ◽  
Minority Faculty ◽  
Job Market ◽  
Student Evaluations Of Teaching ◽  
Promotion And Tenure ◽  
Diversity Research

In light of recent heightened attention to equity, justice, and race in society and organizations, in this commentary, we focus on the experiences of Black management faculty from job search to promotion and tenure. In formulating our ideas, we draw from diversity research conducted within and outside of the management field, including research on minority faculty, coupled with experiences of our own and of Black colleagues. We discuss race-based disparities in such areas as mentoring, social networks, job market experiences, classroom management and student evaluations of teaching, and service demands. We offer suggestions for allies to pursue equity, justice, and inclusion in management departments and business schools.

Placement of Political Scientists, 1978–79

1980 ◽  
Vol 13 (01) ◽  
pp. 10-13
Author(s):  
Sheilah K. Mann
Keyword(s):  
Job Market ◽  
New Faculty ◽  
Job Opportunities ◽  
Graduate Curricula ◽  
Limited Supply ◽  
Academic Job Market ◽  
Seventh Report

This is the seventh report on the experience of new political scientists looking for jobs. Two years have passed since the last report, which was based upon placement data for 1977. In this report on placement data collected in 1978 and 1979, there are some changes in who succeeds in finding jobs and in what kinds of jobs they find. These changes may be an indication of professional adjustment to the realities of the academic job market.The 1977 placement report examined the academic job market for political scientists in the next two decades, and pointed out that the projected decline in college enrollments until 1994 means that nearly all of the positions open to new faculty will be generated by the need to replace current faculty who die, retire or move to non-teaching jobs. Since the median age of political scientists is in the mid-30s, we were told that there will be few openings due to retirements until the mid-1990s. And, we were left with the question as to whether, in view of the limited supply of academic job opportunities, the profession will make changes in its graduate curricula and/or its placement strategies. In addressing this question with respect to the 1978 and 1979 placement classes, it is useful to summarize what has remained constant in the placement of political scientists in order to highlight what has changed.

Graduate education and the academic job market

1987 ◽  
Vol 18 (1) ◽  
pp. 46-52 ◽  
Author(s):  
Bettina J. Huber
Keyword(s):  
Graduate Education ◽  
Job Market ◽  
Academic Job Market

Mastering the Job Market

2021 ◽  
Author(s):  
Elizabeth L. Shoenfelt
Keyword(s):  
Job Search ◽  
Technical Writing ◽  
American Psychological Association ◽  
Oral Communication ◽  
Nationwide Survey ◽  
Job Seekers ◽  
Job Market ◽  
Master's Programs ◽  
Knowledge And Skills ◽  
Business Acumen

Mastering the Job Market: Career Issues for Master’s Level Industrial-Organizational Psychologists is the definitive source for practical advice and data-based recommendations addressing key issues leading to successful careers as industrial-organizational (I-O) master’s practitioners. Both the U.S. Bureau of Labor Statistics and the American Psychological Association have reported a bright outlook for I-O master’s graduates. The increased interest in and growth of I-O master’s programs and graduates are attributed to higher visibility in the workplace, readily obtained jobs, interesting work, and great pay. A large nationwide survey of I-O master’s practitioners and their employers lays the foundation for the data-based recommendations throughout the book. Authors from top-ranked I-O master’s programs address topics such as the job search, applying for jobs, on-boarding, organizational roles, salaries, career transitions, and maintaining professionalism throughout one’s career. Critical insights into the nuts and bolts of conducting a job search and other specific strategies are provided to enable job seekers to land one or multiple job offers within six months of graduation. Competencies identified as essential for success as an I-O practitioner include core I-O knowledge and skills, as well as enabling competencies such as oral communication, business acumen, consulting skills, project management, ethics, and technical writing. Mentoring is discussed, and three best practices are recommended for maximizing mentoring relationships. Recommendations are made for professional development opportunities for I-O master’s graduates to increase their knowledge and skills and to advance their careers. Graduates overwhelmingly perceive their I-O master’s degree to be valuable for their career success.

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