ABSTRACT
The process of faculty recruitment cannot be understood or adequately described without attention to the details of hiring procedures, which turn out to be extraordinarily complex and elaborate. In theory, academic recruitment is mostly open. In practice, it is mostly closed. In the theoretical recruiting situation, the department seeking a replacement attempts to procure the services of an ideal academic man. If we turn from the model recruiting situation to examine what usually occurs, it may first be noted that there is considerable evidence that both vacancies and appointments are disturbing to academic departments and often result in a cumulative turnover of personnel. This chapter discusses seven themes that describe the varieties of nepotism, or closed hiring, which were discovered in the sample. An examination of the techniques of offering also reveals situational stresses at work. In general, candidates do not delay acceptance of offers very long.
