Quote:
Originally Posted by cdcox
To address some of the questions (and appreciated advice):
This would be the top level position for this person in our department. This position might be a stepping stone to a better position within the university, but to do so they would have to leave our department. This would be bad for us. We need stability in this position, 3 to 4 years min. I'd rather have a qualified but unspectacular person for four years than a superstar for a year to 18 mos.
The benefits are better than average. Holidays and administrative closings rack up around 15 days per year, plus vacation. Average health plan, retirement, etc. Also can take university classes for free. However, our department is ambitious so, everyone is a little overworked.
No way to make a long term contract to tie the person to the job.
We'll definitely try to discern the candidate's goals during the interview to find a good match. Initially we will only interview 2 or 3 individuals, so I'd like to not waste any of those slots on people who are just looking for a short-term meal ticket.
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That's rough. You're looking for someone who's ambitious enough to achieve the top post in your department, but not ambitious enough to continue beyond that. I would definitely think about interviewing until you find people who are passionate about what your department does. Even if it means more than 2-3.
Resumes can be a good indicator to some degree, but I think in order to find out what someone's true passions are you have to talk to them about it. Resumes to me are really just sales pitches.