Marketing marketing a study of hiring institutions and job candidates
This presentation is the property of its rightful owner.
Sponsored Links
1 / 18

Marketing Marketing: A Study of Hiring Institutions and Job Candidates PowerPoint PPT Presentation


  • 81 Views
  • Uploaded on
  • Presentation posted in: General

Marketing Marketing: A Study of Hiring Institutions and Job Candidates. Michael D. Basil Debra Z. Basil. Overview. There is a shortage of faculty in the field of marketing. Basil & Basil (JBR, 2006) found that both undersupply and mismatch appear to be responsible for the shortage.

Download Presentation

Marketing Marketing: A Study of Hiring Institutions and Job Candidates

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Marketing marketing a study of hiring institutions and job candidates

Marketing Marketing: A Study of Hiring Institutions and Job Candidates

Michael D. Basil

Debra Z. Basil


Overview

Overview

  • There is a shortage of faculty in the field of marketing.

  • Basil & Basil (JBR, 2006) found that both undersupply and mismatch appear to be responsible for the shortage.

  • How can we reduce mismatches?


Study of hiring institutions

Study of Hiring Institutions

PURPOSE

  • This paper will present a summary of studies on academic hiring comparing the views of

    • Hiring institutions

    • Job candidates

  • To compare what hiring institutions and job candidates were looking for.

  • How can we reduce the mismatch?


Study of hiring institutions1

Study of Hiring Institutions

METHOD

  • Survey of institutions that advertised a job

  • Sample was drawn from about 180 hiring institutions

    • (US and international).

  • 99 responses (55% rate).

  • 9 reported that they did not have a position

    • (the position was cut).


Study of hiring institutions2

Study of Hiring Institutions

RESULTS

  • Rank

    • 28 (31%) were looking for assistants,

    • 10 (11%) for an associate,

    • 7 (8%) for full professors,

    • 6 (7%) reported that the rank was open.

  • Restricting to the tenure track:

    • 55% assistant,

    • 20% associate,

    • 14% full, and

    • 12% open


Study of hiring institutions3

Study of Hiring Institutions

SEARCH

  • Average of:

    • 13.5 AMA interviews

    • 4 candidates to campus

    • 2 offers

  • Only 28 of 90 (31%) reported a successful hire.

    • 11 (12%) were still in process.

    • Most of the remaining institutions (51) did not hire.

      • 7 institutions were not able to hire the candidate of their choice.

      • 6 couldn’t find an acceptable candidate.


Study of hiring institutions4

Study of Hiring Institutions

  • Most important factor in selecting a candidate?

    • Teaching ability

      • 36 schools

      • M = 2.8 (1-10 scale, 1 = very important).

    • Research ability

      • 34 schools.

      • M = 2.7 (1-10 scale, 1 = very important).

    • Fit

      • with job (31 schools, M = 3.4),

      • with colleagues (35 schools, M = 4.3)


Study of hiring institutions5

Study of Hiring Institutions

Candidate’s “mistakes” in applying

  • Not targeting (lack of match, too many schools)

  • Not enough research on the school

    • (reading the job ad, finding out about the school, etc.).

      Mistakes that candidates made in interviewing

  • Not enough focus on the needs of the hiring institution

  • Lack of homework

  • Inadequate preparation/research presentation

  • Seeming arrogant or overpromising.


Study of job candidates

Study of Job Candidates

PURPOSE

  • To learn what candidates were looking for in a school.

  • To examine their perceptions of the job search process (interviews and offers).

  • To determine how their choice compared to their ideal.


Study of job candidates1

Study of Job Candidates

METHOD

  • A survey of academic job candidates

    • 93 respondents

      • US and international institutions


Study of job candidates2

Study of Job Candidates

RESULTS

  • Job search

    • Average of 13.7 AMA interviews [0-33].

      • (Matched the # interviews reported by schools)

    • Average 5 on-campus invitations [0–17]

    • 3.7 campus visits [range 0-7]

    • 2.3 job offers [range 0-7].

    • 80 (86%) report accepting an offer


Study of job candidates3

Study of Job Candidates

  • Teaching areas

    • Consumer behavior (50, 54%)

    • Marketing research (41, 44%)

    • Marketing management and strategy (34, 37%)

    • E-commerce (30, 32%)

    • Marketing theory/principles (25, 27%)

    • International (25, 27%)

    • Global marketing (20, 22%)

      • [multiple responses possible]


Study of job candidates4

Study of Job Candidates

  • Research areas:

    • Consumer behavior (49, 53%),

    • E-commerce (33, 35%)

    • Advertising (23, 25%)

    • “Other” (22, 24%)

    • International marketing (21, 23%)

    • Marketing management and strategy (20, 22%)

      • [multiple responses possible].


Study of job candidates5

Colleagues (M = 5.3)

Research support (M = 5.5)

Research expectations (M = 5.9)

Number of classes taught (M = 5.9)

Salary (M = 6.0)

Location of the school (M = 6.2)

Atmosphere (M = 6.4)

School reputation (M = 7.7)

Spousal consideration (M = 8.3)

Conference/travel support (8.9)

Cost of living (9.1)

Benefits (9.7)

Study of Job Candidates

What were candidates looking for in a job?

(Rank ordering from 1 to 14)


Study of job candidates6

Study of Job Candidates

How did schools compare?

  • Respondents rated their school on a 1-to-5 scale.

  • Results showed little variance –

    • range between 3.6 (cost of living) and 4.4 (colleagues).

  • Candidates identified things schools did well or poorly during the hiring process.

    • Frequent communication was a key strength (when it occurred) and weakness (when they weren’t kept informed).

    • A number of candidates were bothered by unprofessional conduct by the interviewer (such as appearing drunk).


Conclusions

Conclusions

  • Schools want candidates to:

    • match the job

    • do their homework

    • examine needs of hiring institution

  • Candidates want:

    • good colleagues

    • research support

    • reasonable research expectations

    • reasonable teaching expectations


Conclusions1

Conclusions

  • SO… Attracting candidates

    • Colleagues and research support

      • Main interest in colleagues

      • Followed closely by research support

    • Consider building “areas” of interest

      • Collaboration and mentorship

    • Show professionalism in recruitment

      • Communication and other intangibles


Conclusions2

Conclusions

  • Reducing mismatches…

    • Flexibility!

  • Find ways to flex

    • Examples:

      • Hire in CB,

        • Move existing faculty to needs

      • Hire from outside business

        • Psych, Econ, Comm

        • AQ versus PQ


  • Login