2008 Woodie Awards
Seven departments hire new faculty
Meghan Spivey
Issue date: 2/16/08 Section: News
"Ever since President Kent (Chabotar), growth is the order of the day," said Tim Lindeman, chair of the music department. As seven of the departments search for new faculty, including accounting, English, history, music, peace and conflict studies, religious studies, and sports studies, who can argue?
Hiring is a year-long process that starts with a department's appeal for a new position to the clerk's committee, which decides whether the position is needed. After the committee approves, national advertisements are placed. Once answered, faculty members may process as many as 360 candidates for a position. Then, after the culling of the applications, come preliminary interviews of perhaps 10-20 candidates.
"The initial process is speed-dating," said Eric Mortensen, chair of the religious studies department. "It's awful. It's very short interviews. Usually you can tell very quickly if it's someone you do not want to work with … We're looking for people who are good teachers and someone who would be a good colleague for the next several decades. We joke that you see colleagues more than your families."
Eventually, the applicants are narrowed down to three finalists who are invited to Guilford for two days of more extensive interviews.
"It's exhausting but invigorating at the same time," said Jim Hood, chair of the English department. "It's more work to do on top of everything else but the opportunity to talk about Guilford and to see it through someone else's eyes and to see our strengths anew is very exciting. It helps me become a better teacher."
Upon arrival, each candidate meets several members of the community.
"Here at Guilford we collaborate a lot across different department boundaries," Hood said. "We have a decision-making process. The candidate needs to understand this is a place of community decisions."
"It's an exhausting process for the candidate. I remember doing it myself; I don't think I ever slept better," Mortensen said.
Hiring is a year-long process that starts with a department's appeal for a new position to the clerk's committee, which decides whether the position is needed. After the committee approves, national advertisements are placed. Once answered, faculty members may process as many as 360 candidates for a position. Then, after the culling of the applications, come preliminary interviews of perhaps 10-20 candidates.
"The initial process is speed-dating," said Eric Mortensen, chair of the religious studies department. "It's awful. It's very short interviews. Usually you can tell very quickly if it's someone you do not want to work with … We're looking for people who are good teachers and someone who would be a good colleague for the next several decades. We joke that you see colleagues more than your families."
Eventually, the applicants are narrowed down to three finalists who are invited to Guilford for two days of more extensive interviews.
"It's exhausting but invigorating at the same time," said Jim Hood, chair of the English department. "It's more work to do on top of everything else but the opportunity to talk about Guilford and to see it through someone else's eyes and to see our strengths anew is very exciting. It helps me become a better teacher."
Upon arrival, each candidate meets several members of the community.
"Here at Guilford we collaborate a lot across different department boundaries," Hood said. "We have a decision-making process. The candidate needs to understand this is a place of community decisions."
"It's an exhausting process for the candidate. I remember doing it myself; I don't think I ever slept better," Mortensen said.
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