A common question from job candidates is about how to cope with a major disconnect between the place where they earned a Ph.D., and the campuses that are hiring.
How one university finally made progress on its goal to hire more professors from underrepresented minority groups.
As "headhunters," we may be able to clarify things for you about an executive search, but we’re not going to coach you.
In recruiting campus leaders, we need more community building and less star power. So how do we avoid being blinded by a candidate’s charm?
The biggest risk to a campus, a candidate, and a search firm is not a breach of confidentiality in the hiring process, but rather, a failed presidency owing to a bad fit.
Whether or not you have the leverage of a second job offer, ask your potential department for what you deserve (within reason).
How do you approach the job market if you are a traditional Ph.D. applying for an interdisciplinary opening, or vice versa?
They made you an offer that you may want to refuse.
Be on the lookout for the big-picture agenda when search committees ask you a seemingly narrow question
One year you’re a candidate, and the next you’re on a hiring committee. How to manage the abrupt transition.
What you say and how you say it in departmental seminars is one way your colleagues will size you up.
How to present yourself as a pedagogical asset in your cover letter and avoid stepping on toes.
Here are three things job candidates should be doing now — besides publishing — to get ready for a new hiring season.