WHEN THE RECRUITMENT OF AN ENGLISH DEPARTMENT CHAIR GOES BAD: REFLECTIONS

Abstract

Recruiting senior academics from overseas to fulfil key leadership roles can be an attractive proposition to ambitious universities aiming to climb the world rankings; such leaders bring, besides their hard-won reputations, valuable experience, as well as elements of their own research infrastructures. However, this recruitment strategy targeting overseas leaders comes with risks, particularly if too much of the work is left to untrained and relatively unsupported faculty search committees. To avoid subsequent disappointment, it is vital that good practice is followed at each stage of the selection process, as these reflections from Arabia vicariously highlight. This article explores in-depth what went wrong during the recruitment of an anonymized individual at an unnamed university some years ago. This was for a Chair of English position. Practical recommendations to guide the work of faculty search committees in such circumstances are made, particularly with regards screening processes so that deeply unsuitable applicants who may initially look promising on paper can be eliminated. These recommendations extend beyond the recruitment of Chair positions by English departments comprised of specialists in diverse aspects of English literature, applied linguistics including English for specific purposes, and language teacher education, all perhaps pulling in different directions.