Return-Path: sendmail 8.6.4/UCSD-2.2-sun Sun, 5 Dec 1993 16:14:53 -0800 for socgrad-list Sun, 5 Dec 1993 16:14:51 -0800 for Date: Sun, 05 Dec 1993 19:14:02 -0500 (EST) From: "Del Rounds, (803) 953-5072, 953-5066" Subject: Hiring Policy To: socgrad@UCSD.EDU Academic inbreeding is the way this subject has always been explained to me... "No institution in their right mind would hire one of their own graduates" is a favorite justification or statement that I've heard many, many times through- out my short academic career. SKEE's point is well taken though and maybe higher education needs to re-evaluate this unwritten (I believe) policy. What I wanted to ask everyone on the net is related and often pertinent for those looking to get hired--by any institution--and having their spouse hired by the same institution...My question then is: why do institutions seem to have a policy of not making a special effort to hire the spouse (qualified of course--Ph.D. in hand) after heavily recruiting one of the family members. It doesn't matter who is hired first--husband or wife--it seems to me that colleges just don't care _after_ they have one of them hired. Oh yeah, they may hire them in a non-tenure track, adjunct-flunky position...but they just don't seem to hire them in a career-track position. Why? Second, are there institutions that recruit academic couples? IF so, where are they? Do they try to cheapen out and pay them less overall or are they honorable and pay them what they'd pay anyone else? Third, should one member of an academic couple bring up the subject of hiring their spouse at the initial job interview? Should they wait until they are hired? (I don't think so...) What is the proper etiquette for this type of situation? It seems to me that academic institutions would be smart (and progressive) if they had formal policies on these types of issues-- especially considering that there are so many academic couples these days. (No offense to anyone in an adjunct position with my statement above.) Del.