Key points are not available for this paper at this time.
Abstract In the biological sciences, many areas of uncertainty exist regarding the factors that contribute to success within the faculty job market. Earlier work from our group reported that beyond certain thresholds, academic and career metrics like the number of publications, fellowships or career transition awards, and years of experience did not separate applicants who received job offers from those who did not. Questions still exist regarding how academic and professional achievements influence job offers and if candidate demographics differentially influence outcomes. To continue addressing these gaps, we initiated surveys collecting data from faculty applicants in the biological sciences field for three hiring cycles in North America (Fall 2019 to the end of May 2022), a total of 449 respondents were included in our analysis. These responses highlight the interplay between various scholarly metrics, extensive demographic information, and hiring outcomes, and for the first time, allowed us to look at persons historically excluded due to ethnicity or race (PEER) status in the context of the faculty job market. Between 2019 and 2022, we found that the number of applications submitted, position seniority, and identifying as a women or transgender were positively correlated with a faculty job offer. Applicant age, residence, first generation status, and number of postdocs, however, were negatively correlated with receiving a faculty job offer. Our data are consistent with other surveys that also highlight the influence of achievements and other factors in hiring processes. Providing baseline comparative data for job seekers can support their informed decision-making in the market and is a first step towards demystifying the faculty job market.
Flynn et al. (Fri,) studied this question.