[M]ost search committees seem to think that the traditional job talk is a perfectly fair way to evaluate job candidates. After going through the market three times and watching various friends' experiences, I'm pretty sure it's not remotely fair (especially for introverts). It would be great to hear from people who have recently been on the market whether they think that job talks should be the norm, and whether there are other things that job committees should consider doing instead.His original question was the following:
Almost every department I know of gives the job talk a central role in hiring decisions, but I'm wondering whether the traditional job talk really deserves to be sacred while other aspects of the hiring process are changing.I like giving talks, but that just might be because I feel like I'm really good at giving them. In fact, giving talks is probably the philosophical skill I feel like I've mastered (the content, on the other hand...). Though I've only had to give 2 or so job talks, they seemed to go pretty well.
My main reason for skepticism is that I know a number of young philosophers who are (a) great researchers, (b) great teachers, (c) great members of the profession, and (d) great departmental citizens, but who, for various reasons, aren't great at presenting their research to a room full of judgmental strangers, most of whom are non-specialists. The latter skill isn't a bad one to have, but it's surely much less important than (a)-(d). Yet in the traditional job talk, this latter skill is what's privileged, and often used to make judgments about (a)-(d). That seems like a recipe for false negatives.
So here's my question: what alternatives to the job talk have hiring departments tried for campus visits, and are there un-tried alternatives we should consider? I have a hunch that our profession could do much better.
I've also had on-campus visits to other schools that did research sessions -- passing out a paper beforehand and being asked questions about the paper for an hour or so like a mini-defense; the horror! -- and I've bombed; just did an outright terrible job.
And for my current position (VAP), I didn't have to do a job talk at all. Instead, I was only interviewed over Skype, which I will never fail to plug as the most equitable, fair way for departments to do first-round interviews of graduate students, adjuncts, or other members of the profession who do not have travel budgets, but who do (likely) have internet connections.
And while I might prefer giving talks, I probably agree with Colin that they might be especially noisy for making hiring decisions (like so many other parts of the interview process). Perhaps we might do better.
Any thoughts about interviews and what to do instead?
-- Jaded, Ph.D.