how much premium does a black female command relative to black male?I would guess low. We would love to hire a black man or woman, but especially a woman. But of course that is meant to balance out our implicit bias so we will treat them equally post-bias.
what about white woman vs black man?
Black men face more implicit bias, so we would prefer a black man even with a weaker portfolio
I think most research schools prefer people with solid prospects of publishing multiple articles in top 3 journals. We also want them to be a decent teacher. Hiring is costly in terms of our time and energy (faculty effort). The odds of any single junior being successful after 6 years is quite low. We want to maximize those odds so that our effort is not wasted. Of course it easier to blame the lack of job in this tough market on biases rather than poor letters, uninteresting JMP, poor first round interviews, or weak job talks. The market was brutal this year. The cost to virtual interviews was low, so we interviewed more people than normal. I was shocked at how many people were completely unprepared for interviews and questions in job talks.
Did you also ask technical questions during the interviews
I think most research schools prefer people with solid prospects of publishing multiple articles in top 3 journals. We also want them to be a decent teacher. Hiring is costly in terms of our time and energy (faculty effort). The odds of any single junior being successful after 6 years is quite low. We want to maximize those odds so that our effort is not wasted. Of course it easier to blame the lack of job in this tough market on biases rather than poor letters, uninteresting JMP, poor first round interviews, or weak job talks. The market was brutal this year. The cost to virtual interviews was low, so we interviewed more people than normal. I was shocked at how many people were completely unprepared for interviews and questions in job talks.
I think most research schools prefer people with solid prospects of publishing multiple articles in top 3 journals. We also want them to be a decent teacher. Hiring is costly in terms of our time and energy (faculty effort). The odds of any single junior being successful after 6 years is quite low. We want to maximize those odds so that our effort is not wasted. Of course it easier to blame the lack of job in this tough market on biases rather than poor letters, uninteresting JMP, poor first round interviews, or weak job talks. The market was brutal this year. The cost to virtual interviews was low, so we interviewed more people than normal. I was shocked at how many people were completely unprepared for interviews and questions in job talks.
You increased your the breadth of search and are surprised to find the average candidate is weaker than in prior years? Do you understand the relative characteristics of the marginal candidate? My guess is you are a pretty standard 45+ accounting prof...you go in with an 80th percentile math score and succeeded in a weaker field, built valuable connections, and now think you are smarter than the 99/99 near-genius you are interviewing.
Are you one of those 99/99 geniuses? If so, it’s surprising that you wouldn’t get that one could expand breadth this year and still interview well above prior levels due to the shortage of jobs. It’s called supply and demand. Most schools punched way above their normal weight.
Math scores won’t get you published, and you don’t need connections in you’re competent.
I think most research schools prefer people with solid prospects of publishing multiple articles in top 3 journals. We also want them to be a decent teacher. Hiring is costly in terms of our time and energy (faculty effort). The odds of any single junior being successful after 6 years is quite low. We want to maximize those odds so that our effort is not wasted. Of course it easier to blame the lack of job in this tough market on biases rather than poor letters, uninteresting JMP, poor first round interviews, or weak job talks. The market was brutal this year. The cost to virtual interviews was low, so we interviewed more people than normal. I was shocked at how many people were completely unprepared for interviews and questions in job talks.You increased your the breadth of search and are surprised to find the average candidate is weaker than in prior years? Do you understand the relative characteristics of the marginal candidate? My guess is you are a pretty standard 45+ accounting prof...you go in with an 80th percentile math score and succeeded in a weaker field, built valuable connections, and now think you are smarter than the 99/99 near-genius you are interviewing.
I think most research schools prefer people with solid prospects of publishing multiple articles in top 3 journals. We also want them to be a decent teacher. Hiring is costly in terms of our time and energy (faculty effort). The odds of any single junior being successful after 6 years is quite low. We want to maximize those odds so that our effort is not wasted. Of course it easier to blame the lack of job in this tough market on biases rather than poor letters, uninteresting JMP, poor first round interviews, or weak job talks. The market was brutal this year. The cost to virtual interviews was low, so we interviewed more people than normal. I was shocked at how many people were completely unprepared for interviews and questions in job talks.
Really? You want way too much, and for how much? Temple pays 204k while Louisville pays 220k. So for how much u sir want everything? personally I give a s..t about the name of the university. So, how much do u pay for everything?
Can we talk about how damn slow TAR has become? I know COVID is part of it, but JAR/JAE/RAST haven't slowed down nearly to this extent.
unbelievable and unacceptable. Had many journals getting me my reports much and much sooner. Maybe COVID hit TAR referrees extra hard lol?
Can we talk about how damn slow TAR has become? I know COVID is part of it, but JAR/JAE/RAST haven't slowed down nearly to this extent.unbelievable and unacceptable. Had many journals getting me my reports much and much sooner. Maybe COVID hit TAR referrees extra hard lol?
I actually do suspect that the referee pool is pretty different at TAR - it's intentionally much more broadly representative of the profession, given that it is the association journal.
CAR would be the closest analogue to TAR in that regard. Neither I nor any of the colleagues that I'd talk about this kind of thing have sent anything to CAR in the past year though so... For those of you who have, has CAR also slowed down noticeably since COVID hit?
Can we talk about how damn slow TAR has become? I know COVID is part of it, but JAR/JAE/RAST haven't slowed down nearly to this extent.unbelievable and unacceptable. Had many journals getting me my reports much and much sooner. Maybe COVID hit TAR referrees extra hard lol?
I actually do suspect that the referee pool is pretty different at TAR - it's intentionally much more broadly representative of the profession, given that it is the association journal.
CAR would be the closest analogue to TAR in that regard. Neither I nor any of the colleagues that I'd talk about this kind of thing have sent anything to CAR in the past year though so... For those of you who have, has CAR also slowed down noticeably since COVID hit?
it would make sense if the referrees are on average teaching more.
A majority of candidates that haven't gotten jobs yet are international. In a tight market, those that require extra effort (i.e. visas) are gonna struggle.Would a university really hire a worse candidate just because of a visa? Sounds unlikely to me.
I guess they were just less prep for the market than in-house JMCs.
A majority of candidates that haven't gotten jobs yet are international. In a tight market, those that require extra effort (i.e. visas) are gonna struggle.Would a university really hire a worse candidate just because of a visa? Sounds unlikely to me.
they already hire worse candidates because irrelevant factors.