Dating 101 debunking the scarcity myth hull truth online dating
Of those in faculty positions, 92 percent were appointed to regular tenure-track positions or faculty posts at Ivy League institutions that do not have tenure.
The study's findings contradicted six common myths including: (1) faculty of color are so few that institutions must compete in the hiring process; (2) the scarcity of faculty of color in the sciences means that few are available and those that are available are in high demand; (3) scholars like those in this study are only interested in the most prestigious institutions, making it virtually impossible for other institutions to recruit them; (4) individuals are being continually recruited by wealthy and prestigious institutions having resources with which ordinary institutions cannot compete; (5) faculty of color are leaving academe altogether for more lucrative positions in government and industry; and (6) campuses are so focused on diversifying the faculty that heterosexual white males have no chance.
It’s a far cry from many of our own models, if we’re being honest.
Often times when it comes to recruiting, the over-stated, under utilized philosophy goes something like this: understanding the success of how we hire means measuring our progress every step of the way, much like an operations expert might look at a machine.
Most recruiters (and recruiting listicles) can agree that measurement is the key to making better decisions down the line and ultimately hiring exceptional candidates.
With that philosophy in mind, we’ve adopted a standard of metrics that we continually leverage to make our hiring processes more intelligent and our businesses more successful: cost-per-hire; time-to-hire; number of applicants; applicants per position; the list goes on.
This study examined the reality of the experience of the labor market for new college faculty, especially faculty of color, and identified common myths in the academic labor market.
See, manufacturing is all about operationalizing and optimizing to make a better product in the future.
Each entry is formatted as a correction; the misconceptions themselves are implied rather than stated.
These entries are meant to be concise, but more detail can be found in the main subject articles.
Yes, you read that right – minimum 30% turnover year over year, coming soon to a hiring department near you. To keep up with the Joneses (in this case, other recruiters), it’s time to reevaluate how we measure success. Guaranteeing that a candidate is going to be a perfect fit and immediately produce results has never been possible — and it’s an equation recruiters have always tried to solve.
Based on our data and experiences, we believe there are three areas where companies can start to measure and hire better people.