Some Hiring Strategies
About 450 new Ph.D.s available for 750+ likely positions
For 1300+ non-Ph.D.-granting schools, only about 45 new Ph.D.s from North America available
Must consider how to attract these few people, AND
Must consider how to expand pool
Be as flexible as possible
Advertise specialties only if essential for program
Consider degree positions required for school and position
Is Ph.D. essential for tenure?
If so, ethically must require it
If not, can broaden pool
Is Ph.D. in CS needed?
Would MS in CS plus Ph.D. in related field be acceptable?
Could industry experience be counted?
Would an ABD be acceptable?
Keep teaching assignments, elective offerings open as long as possible when advertising and interviewing
Consider applications on a rolling basis (continuing until position is filled)
Advertise for multiple ranks if possible (e.g., Assistant/Associate Professor)
Start early, but do not let up
September better than October better than November, etc.
Continue to place ads to meet deadlines, even if an offer has been made (but not yet accepted)
Note ACM now allows on-line ads as well as ads in CACM
Contact alumni, friends, personal contacts
When reviewing lists of Ph.D. candidates (e.g., minority listings), contact advisors to check on listed person but also to identify others
Try to capitalize on personal or geographic factors
Work actively with candidates to communicate your needs and learn their interests
Follow up after initial inquiry made (if applications incomplete or recommendations missing)
Use the telephone interview to enhance communications
Clarify your hiring schedule
Identify what local issues are a priority (e.g., housing, schools, facilities)
Use an on-campus interview to enhance communications and for public relations
If spouse mentioned, follow up aggressively
Encourage candidate to stay over a weekend, and suggest events to attend
Facilitate interactions with students
Lay foundation with Dean regarding salary, office space, facilities, start-up funds, etc.
Salaries should be competitive (undergraduate schools are competing with Ph.D.-granting schools)
After a candidate meets with a Dean, check with candidate for reactions
Work to make an offer attractive --
While salary, workload, labs, offices, et al probably cannot ensure success in hiring, weak qualities in any area may ensure failure
Hold reasonably tight to response deadlines for offers if other reasonable candidates remain in pool
Alternative Sources for Faculty
New CS Ph.D.s
CS faculty unhappy elsewhere
Recently-retired CS faculty
Industry folk wanting a change
MS folk seeking experience and a path to the Ph.D.
CS faculty on sabbatical from another institution
created November 12, 2002
last revised November 13, 2002