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Sometimes it seems that the outcomes of faculty searches are not fair. But do you have all the information? In this video I unpack this complex topic, based on a few decades of experience on search committees in different countries. If you're applying for jobs, you should watch this video. 0:00 The reason for making this video: are faculty searches really unfair? is it worth preparing? 0:40 This is done by people and therefore it's not perfect; but there are many layers of oversight 2:34 What does a fair outcome really mean? I explain the inner workings of search committees and unpack why this is such a complicated process. Many examples how committees can arrive at decisions, and that they are often a compromise, and it is a struggle. How do you decide among candidates that are very similar? Consider teaching performance, research performance parameters, fit to the department, personality, vision for what to do at the new department. All these are important. Rarely does one candidate outshine everybody else in all respects. 12:38 The applicant pool: people for the position are picked from those who have applied. Sometimes the pool is small. 15:01 Spousal hires. Just because someone's spouse is hired doesn't mean the system is rigged. 17:20 Wrap-up 1: Don't be discouraged when something things have the appearance of being unfair. Do you have all the info to make that call? I have never seen blatant misconduct. 18:42 Wrap-up 2: It is important to know how the process in search committees works. If you have a chance to serve on a search committee, do it! Matthias Rillig, professor of ecology at Freie Universität Berlin, talks about life in academia. Interested in our lab? visit https://rilliglab.org. Follow on X or bluesky for ecology and academic content: @mrillig Find me on mastodon: @[email protected] LinkedIn: / rillig Substack: https://matthiasrillig.substack.com/ Want a particular topic covered? Please add your suggestion to the comments!