The document provides an overview of the academic job search process. It discusses vital statistics on applicants and positions from 2009-2014. The process involves creating a vita, assessing goals and targets, interviewing at conferences, submitting job packets, and negotiating offers. Recruiters base interview decisions on degree status, compatibility, teaching experience, and publication quality. Campus visits involve interviews, presentations, and assessing fit. Salary trends show average salaries for new hires ranging from $105,000-$152,000 depending on field. Helpful hints include doing research, practicing interviews, and managing perceptions throughout the process.

1. The Academic Job
Search: Some Insights
into the Process
Garry AdamsGarry Adams
Mike RyanMike Ryan
Marianne MillerMarianne Miller
Wendy KramerWendy Kramer
AOM Placement ServicesAOM Placement Services

2. OverviewOverview
 Vital Statistics
 The Process
Academy Interviews
Campus Interviews
Helpful Hints
 Questions

3. 2014 AOM Placement
Applicants (applicants to jobs)
2014 – 579 (1.36)
2013 – 663 (1.75)
2012 – 948 (2.65)
Positions
2014 - 427
2013 – 379
2012 – 358 (as of 8/1/2014)

4. Applicants Registered on AOM
2009 2010 2011 2012 2013 2014
Strategy 189 294 259 208 292 205
OB 177 286 288 187 230 157
HR 141 205 190 117 62 77
Int’l 99 284 44 98 77 49
Entrep. 142 173 166 143 128 129
OT 82 174 217 94 54 46

5. Managerial Jobs By Category
(as of 8/1/2014)
Job Type Year - 2014 Applicant to
Job Ratio
Year - 2013 Applicant to
Job Ratio
Strategy 205 1.51 191 1.5
OB 157 1.82 127 1.8
HR 77 1.13 75 1.2
International 49 1.61 62 1.24
Entrepreneur 129 1.15 127 1.8
OT 46 1.59 46 .85

6. Entering the AcademicEntering the Academic
Job MarketJob Market
 Grad StudentsGrad Students
 0% Pre-comps0% Pre-comps
10% Comps completed10% Comps completed
22% Proposal accepted22% Proposal accepted
23% Collecting data23% Collecting data
31% Waiting to defend31% Waiting to defend
 4% Dissertation defended4% Dissertation defended

7. The Process: First StepThe Process: First Step
 Creating Your VitaCreating Your Vita
 Education & Degree ProgressEducation & Degree Progress
 ResearchResearch
 PublishedPublished
 In ProgressIn Progress
 Academic ActivitiesAcademic Activities
 Teaching Experience & EvaluationsTeaching Experience & Evaluations
 Work ExperienceWork Experience
 Honors & AwardsHonors & Awards

8. The Process: Step TwoThe Process: Step Two
 Self Assessment of PersonalSelf Assessment of Personal
Goals & PreferencesGoals & Preferences
 Excel Portfolio of Job TargetsExcel Portfolio of Job Targets
(25/50/25 or 20/60/20)(25/50/25 or 20/60/20)
 Interviewing at National &Interviewing at National &
Regional ConferencesRegional Conferences
 Registering on Job SitesRegistering on Job Sites
 Practice Interviews/Job TalksPractice Interviews/Job Talks

9. Job PacketsJob Packets
 Should include all of the basicShould include all of the basic
info requested by departmentsinfo requested by departments
(electronic or printed)(electronic or printed)
 Cover Letter (vary by application)Cover Letter (vary by application)
 VitaeVitae
 Dissertation OverviewDissertation Overview
 Other Writing SamplesOther Writing Samples
 Research PhilosophyResearch Philosophy
 Teaching Philosophy with EvaluationsTeaching Philosophy with Evaluations
 Separate Letters of Recommendation (vary bySeparate Letters of Recommendation (vary by
application)application)

10. Sources for AcademicSources for Academic
Position InformationPosition Information
 AOMAOM
 Regional ConferencesRegional Conferences
 Chronicle of Higher EdChronicle of Higher Ed
 Higheredjobs.comHigheredjobs.com (328 Mngt, HR,(328 Mngt, HR,
Entrep., IB jobs on 8/1/14)Entrep., IB jobs on 8/1/14)
 School/Discipline websitesSchool/Discipline websites
 International sitesInternational sites (akadeus.com)(akadeus.com)

11. The Process: ConferencesThe Process: Conferences
 BeforeBefore
Contacting SchoolsContacting Schools
 Telephoning/Skype/EmailingTelephoning/Skype/Emailing
 Sending vita/job packetsSending vita/job packets
 Mock InterviewsMock Interviews
 DuringDuring
Contacting RecruiterContacting Recruiter
 TelephoningTelephoning
 Conference intranet/e-mailConference intranet/e-mail
 Meeting at sessions/social events/”Always On”Meeting at sessions/social events/”Always On”

12. The Process: ConferencesThe Process: Conferences
AOM Placement Services
Placement Interviews in
Philadelphia Marriott, 4th
Floor,
Franklin 1-12
 Room 405 is Placement Office
Friday Noon until Tuesday Noon
Full Day Placement Office Hours
8 am – 5pm

13. Recruiters Decision to InterviewRecruiters Decision to Interview
((Survey by Nancy McIntyre & Mary Jo Jackson)Survey by Nancy McIntyre & Mary Jo Jackson)
Degree Status – 86%Degree Status – 86%
Compatibility – 80%Compatibility – 80%
Teaching Experience – 77%Teaching Experience – 77%
Quality of Publications – 73%Quality of Publications – 73%
Reputation of Degree-grantingReputation of Degree-granting
Institution/Advisor – 75%Institution/Advisor – 75%
Number of Publications – 54%Number of Publications – 54%
Gut Feeling – 53%Gut Feeling – 53%

14. Decision to Invite to CampusDecision to Invite to Campus
Applicant fit (87%)
Degree Status (85%)
Teaching Experience (84%)
Quality of publications (83%)
Compatibility to job opening (76%)
Reputation of degree-granting institution (72%)
Number of publications (68%)
“Gut” feeling (53%)

15. The Process: Campus VisitThe Process: Campus Visit
 Interviews/Faculty MeetingsInterviews/Faculty Meetings
 PresentationsPresentations
ResearchResearch
TeachingTeaching
 Networking / SocializingNetworking / Socializing
 Two-Way Assessments of “Fit”Two-Way Assessments of “Fit”

16. The Job OfferThe Job Offer
Subjects for NegotiationSubjects for Negotiation
 SalarySalary
 Research support (81%)Research support (81%)
 Number of courses/prepsNumber of courses/preps
 42% release time42% release time
 Travel for Research/Conferences(94%)Travel for Research/Conferences(94%)
 Technology (70-80%)Technology (70-80%)
 Moving ExpensesMoving Expenses
 Summer FundingSummer Funding
 45% summer teaching45% summer teaching
 71% summer research support71% summer research support

17. AASCB Salary Trends
2009-2010 2010-2011 2011-2012 2012-2013 2013-2014
New PhD 105.7 112.3 100.1 105.7 114.1
Instructor 67.4 68.5 70 63.7 - 68.7 73.4 (69.7)
Assistant 104.4 108 106.8 102 - 116 111.8
(111.6)
Associate 84-120 90-125 110 - 118 119.4
(130.3)
Full 127-150 127-160 147 - 189 152 (173.3)
( ) is average salary for new hires at each level

18. Salary Trends – New Hires
New Doctorate Salaries by Field/Discipline ($’s in 000’s)
Field/Discipline Mean 2013 Percent Change From 2012
Accounting/Taxation 151.1 6.0
CIS/MIS 113.0 1.5
Economics/Managerial Economics 91.1 3.3
Finance/Banking/Real
Estate/Insurance 152.8 13.0
Management/Behavioral
Science/International
Business/Strategic Management 114.1 4.6
Marketing 124.3 11.2
Production/Operations Management 115.9 -5.4
Quantitative Methods/Operations
Research/Statistics 122.4 24.0
Combined (All fields/disciplines,
including fields/disciplines
not listed above) 124.4 17.7

19. Helpful Hints
Be realistic about constraints &
deadlines when evaluating offers
Be comprehensive when negotiating,
and get it in writing
Be careful playing offers against each
other
Be open with significant others about
the decision-making process
Understand the impact of salary
compression

20. Helpful Hints
Do your homework on faculty,
department & university
Practice interviews
Discuss your preferences &
options with family & advisors
Watch what you say and do
(manage perceptions)
Ask about research & tenure
expectations

21. Placement Coaches
 New Service for Job Candidates
 Effort to Apply Our Experience to
Improve Candidate Preparation
 Willingness to Help
Candidates with C.V. / Job Process
Question
Candidates with Unique
Circumstances
Assistance With Other Questions or
Issues

22. Questions?Questions?