ABSTRACT
In examining how recruiters judge candidates and what they take into account when deciding which ones to choose, I have thus far proceeded on the understanding that committee members subject a set of heterogeneous candidates (heterogeneous in terms of training, research and its quality, personality, teaching abilities, etc.) to judgment in connection with what may be called those committees’ three-dimensional (research, teaching, collegiality) yet homogeneous units of labor supply. I have also hypothesized that all committees were searching for the same candidate. This simplifi cation of labor supply characteristics made it possible to give greater relief than otherwise to the fact that the mechanisms and selection principles recruiters use are very similar; also to identify the criteria they use and the indications they assemble.
