Read on Twitter
Applying for a faculty position? Here are some tips from #sfubpk @SFUResearch Profs Wakeling @WakelingLab, Tibbits & Mackey @Mobility_Health. Thanks @PKudzia_BioMech @livsaguiar @pratt_jaylene for hosting!
Insights in THREAD:
Insights in THREAD:
Q: How often do postings come up in biomedical physiology / kinesiology?
A: We've recruited 5 in the last 10 years for tenure track positions, and 6 teaching faculty in the last few years. So, about 1 every 2-3 years in each of the teaching and research streams.
A: We've recruited 5 in the last 10 years for tenure track positions, and 6 teaching faculty in the last few years. So, about 1 every 2-3 years in each of the teaching and research streams.
Q: How many applications do you tend to receive, and do you hope to receive?
A: We've received between 20-100 applications, depending on the posting. Some other faculties will receive up to 500 applications, but we haven't seen that yet.
A: We've received between 20-100 applications, depending on the posting. Some other faculties will receive up to 500 applications, but we haven't seen that yet.
Q: Where do the applications come from?
A: All over! From wide geographies, and because our department is inherently multidisciplinary, we tend to get applications from a wide range of disciplines (e.g., engineering, kinesiology, zoology, ...)
A: All over! From wide geographies, and because our department is inherently multidisciplinary, we tend to get applications from a wide range of disciplines (e.g., engineering, kinesiology, zoology, ...)
Q: Once you get all these applications, what does it take to go from the long list to the short list?
A: Really depends on the application. EDI is being taken more seriously; the next few years may look different.
The first screening is a check for "ticking all the boxes"
A: Really depends on the application. EDI is being taken more seriously; the next few years may look different.
The first screening is a check for "ticking all the boxes"
A (cont'd): All of those who ticked all the boxes (fit, pedigree, publications, impact, ...) will be invited for a skype call to gain more insights. To make the shortlist you have some quality that will impress a search committee. Letters may be brought in at this stage.
Q: When you're interviewing somebody, what are you looking for?
A: It's a major turn-off when somebody applies for a position and they know nothing about the university, the department, and who they might work with. A lack of understanding of the dep't can be a kiss of death.
A: It's a major turn-off when somebody applies for a position and they know nothing about the university, the department, and who they might work with. A lack of understanding of the dep't can be a kiss of death.
A (cont'd): Energy is infectious and can help. Show enthusiasm.
More on collaborators -- it's really important to propose both internal and external collaborators (the immediate environment, but also the environment beyond the university). Show that you can make ties outside.
More on collaborators -- it's really important to propose both internal and external collaborators (the immediate environment, but also the environment beyond the university). Show that you can make ties outside.
Q: When a candidate proposes a research plan, what time scales are you looking for?
A: Search committees focus more on the short-term vision (to ensure you can get started quickly), without losing sight of long-term. In your plan, you need to convey that you can get "quick wins"
A: Search committees focus more on the short-term vision (to ensure you can get started quickly), without losing sight of long-term. In your plan, you need to convey that you can get "quick wins"
A (cont'd): Need to show that you can be productive before your lab is totally built. You also need to show that you have a training plan for a 3-5 year timeframe that will lead to publications and graduate student theses.
Show that you have potential for tenure.
Show that you have potential for tenure.
Q: Is the feasibility of the research plan based on the committee's judgment?
A: It's really on the candidate to convince the committee that the research plan is feasible. Search committees can somewhat glean this from ref letters, but the applicant must make a convincing case.
A: It's really on the candidate to convince the committee that the research plan is feasible. Search committees can somewhat glean this from ref letters, but the applicant must make a convincing case.
A (cont'd): You also need to show funding potential (e.g., via NSERC or CIHR) ... do they have a track record to put forth a successful grant proposal?
Also be pragmatic: you're unlikely to have 10 grad students on day 1. Plan for time for your plan to build up.
Also be pragmatic: you're unlikely to have 10 grad students on day 1. Plan for time for your plan to build up.
A (cont'd): Feasibility in light of start-up package is also important. You need to convey a strategy for launching your lab with start-up funds.
Grandiose vision is critical but "low-hanging" fruit projects to independently publish are essential.
Grandiose vision is critical but "low-hanging" fruit projects to independently publish are essential.
Q: What are search committees looking for on the CV?
A: There's no one recipe for success; everyone has their own experiences and qualities. Some pubs are critical. If you aren't in the habit of writing papers, it'll be tough to get going amid teaching, admin, ...
A: There's no one recipe for success; everyone has their own experiences and qualities. Some pubs are critical. If you aren't in the habit of writing papers, it'll be tough to get going amid teaching, admin, ...
A (cont'd): Quality of paper > quality of journal, though search committee may not be able to judge paper quality. Support from referees important here. A letter of support from outside your committee can help.
A (cont'd): Teaching expectations can vary depending on posting. Helpful to have at least some TA experience; good to get teaching certifications. Less emphasis on teaching for research faculty, though you're still expected to be well-rounded in that area.
Q: can you comment on service expectations?
A: Depends on the posting, but expect to be asked about service experience at the interview if you're applying to a university. Service and teaching are less important at hospitals (e.g., scientist positions).
A: Depends on the posting, but expect to be asked about service experience at the interview if you're applying to a university. Service and teaching are less important at hospitals (e.g., scientist positions).
A (cont'd): We hire colleagues for life at the uni, so we try to recruit people who we want to work with. So, we don't hire people who are averse to teaching and service; we want to ensure that colleagues are prepared to volunteer their time.
Q: How important is having a funding record when applying?
A: We calibrate based on level of applicant (eg new grad vs seasoned PDF). We are aware that opportunities. That said, demonstrated success in securing grants helps give a committee confidence that you'll secure future $$
A: We calibrate based on level of applicant (eg new grad vs seasoned PDF). We are aware that opportunities. That said, demonstrated success in securing grants helps give a committee confidence that you'll secure future $$
A: We're also aware that PDFs won't have the opportunity to be a PI on a grant. We focus more on whether they're fundable as opposed to whether they've been funded.
Q: What can make or break an interview?
A: Show energy, know the job, know what's required for success. Convince the committee that you'll be a good fit for a position and in the department. Don't be awkward or abrasive - show that you'll be good to work with for 10-20 yrs
A: Show energy, know the job, know what's required for success. Convince the committee that you'll be a good fit for a position and in the department. Don't be awkward or abrasive - show that you'll be good to work with for 10-20 yrs
Q: How important is "what you know" vs. "who you know"?
A: If you've worked with particular people and built networks at conferences, this has helped people in the past. We try to avoid this situation, but it hasn't been eliminated.
A: If you've worked with particular people and built networks at conferences, this has helped people in the past. We try to avoid this situation, but it hasn't been eliminated.
Q: At what career stage should trainees start drafting + submitting applications?
A: People advance at different rates. Think about how independent you can be when stripped from the environment that has supported you. Need to feel that you can survive in a new environment.
A: People advance at different rates. Think about how independent you can be when stripped from the environment that has supported you. Need to feel that you can survive in a new environment.
Q: Let's say you got the job. What's the most difficult part of getting started?
A: Balancing building ties with others vs protecting your time/vision. You need to expand your network, but also learn to say "no" to responsibilities + collaborations that are too far from home turf
A: Balancing building ties with others vs protecting your time/vision. You need to expand your network, but also learn to say "no" to responsibilities + collaborations that are too far from home turf
Q: Do you have tips on negotiation?
A: We haven't done all that well on this. In the US, you can re-negotiate your terms b/c of grant and salary structure. SFU is nearly impossible to negotiate afterward. This is typically handled at the level of the Dean.
A: We haven't done all that well on this. In the US, you can re-negotiate your terms b/c of grant and salary structure. SFU is nearly impossible to negotiate afterward. This is typically handled at the level of the Dean.
Q: Do you have any closing tips for potential applicants?
A: Most people don't jump between institutions, so apply to places where you can see yourself for several years.
A: On the negotiation side, get advice on what you can expect. These differ widely b/w institutions.
A: Most people don't jump between institutions, so apply to places where you can see yourself for several years.
A: On the negotiation side, get advice on what you can expect. These differ widely b/w institutions.
A: More on negotiations -- the more information you have, the better off you are. It depends heavily on your standing, the Dean's standing, and the university's resources.
Some advice on job talks: this is important + different from a defense. Talk about the breadth and interconnectedness of your work, and its connection to your future. Get as much feedback as you can on this beforehand.
Some important negotiation insights from @Geoff_A_Power at @UofG_HHNS! https://twitter.com/Geoff_A_Power/status/1328812617863933955
