Focuses on the cultural geography encountered by those being interviewed at the Modern Language Association (MLA) convention. Notes that interviews are conducted in hotel suites, hotel rooms, and in the interview area. Suggests that the drawbacks of the interview area are outweighed by the essential fairness and equal opportunity this setting…

Attempts to identify what makes a recommendation letter effective (and what does not). Presents several guidelines for different conditions and circumstances under which recommendations are frequently written. Concludes by suggesting not to write a letter if the writer cannot put him/herself in the place of the candidate, because the writer's…

Suggests that to be hired usually means that one happens to be the right person at the right place at the right time. Considers that none of the factors that lead to being hired is really in a job candidate's control. Suggests that when interviewing for a position "you just have to be yourself." (SG)

Examines a now common situation in which faculty members, in taking early retirement, create a pressing need for new faculty, which, in some cases, inflames long-standing disagreements among the department's current faculty. Explains how to negotiate the complexities of retirement in a way that minimizes tensions within a department. (TB)

Offers advice about interviewing at the Modern Language Association (MLA) convention: practice or rehearse issues; allow enthusiasm about teaching to show; model good teaching practices in the interview; and listen thoughtfully and resist the temptation to talk too much. (RS)

Investigates how advertised university faculty positions in English were filled. Examines types of advertising and types of positions, as well as numbers of applicants. Finds consistency between the positions advertised and the positions filled. (PRA)

Surveys English department chairs nationwide, examining the status of full-time non-tenure-track teachers in English departments of PhD-granting institutions. Finds that universities commonly hire short-term lecturers to teach when regular faculty members are "too expensive" for the job. Reports a plan adopted by Texas Tech University to deal with…

Outlines two major problems facing English department administrators in their attempts to hire adequate new faculty: (1) reduced institutional resources; and (2) the complex problems connected with faculty retirements. Suggests methods by which administrators can best cope with limited hiring opportunities. (HB)

Presents a personal account of one individual's transition from graduate school at a research university to teaching at a small college. Describes her ideas about the hiring process. Discusses how she adjusted to her new career. Considers problems encountered and how she works through those problems. (SC)

Identifies broad areas affecting department chairs when they deal with academic personnel matters, including sexual harassment and sexual discrimination. Notes that the hiring and reappointment process is at the core of building and maintaining the highest quality faculty members, and that most federal and state courts defer to academic judgment…

Examines a situation facing Wheaton College where half of its English faculty will retire in five years, many will elect to work part-time before then, and only one new faculty member trained in cultural studies and theory has been hired at this point. Focuses on questions of curriculum revision and logistics. (TB)

Considers and analyzes the findings of the Modern Language Association's survey of the changes from 1990 to 1994 in faculty size of doctorate-granting departments of modern language. (HB)

Presents the findings of the Modern Language Association's survey of the changes from 1990 to 1994 in faculty size in doctorate-granting departments of modern language. (HB)

Discusses the kinds of selection criteria Christian colleges use in screening potential job candidates. (HOD)