Bret Devereaux

Yup. This tendency, to take 'promise' over a proven track record (if that track record isn't acquired in a TT position itself), is one of the most pointless and counter-productive things in academic hiring. But it's there and very strong. https://twitter.com/dbessner/status/1352498664715952129 …

This is part of why, I will admit, seeing lots of TT academics telling people to 'give themselves permission' to be less productive during COVID struck me so sour. Because we know - we know! - that hiring committees will not be so forgiving.

Ugh. The natural sciences have a field-wide rule that you do not hire someone as Assistant Professor until they have done at least one post-doc. This has its own problems (it basically compels post-doc labor), but it does ensure that 1/

people taking jobs have paid their dues in way that is broadly equitable across the field. In the humanities we tell people in short term positions that they are paying their dues, but then give most of our positions to shiny ABDs

Paradoxically, I think publications, teaching experience can actually hurt candidates on the job market. A lost of committees either want very specific things, are aren't sure exactly what they want, or have different visions of what they want. /3

paradoxically, ABDs have an advantage in each scenario. Committee wants specific things: the unformed ABD can make specific promises: I've always wanted to teach a course on Roman religion! But if you've been teaching for three years and have never taught /4

a course on Roman religion, well then obviously that is not your cup of tea. Same thing if the committee is unsure; the ABD can suggest they are going in a lot of different ways; the gal with four articles makes it clear she is heading one direction-- 5/

that is the direction of her publications. And again with cross-desires on the committee. An ABD can be all things to all people, someone five years out has enough of a profile to be their own person, which is not all things to all people.