So you want a chair for Christmas. Are you sure?

There comes a time in most academic careers when applying for a professorship is both expected and psychologically compelling. After all, nobody wants?to reach retirement having never quite ¡°made it¡±. And, hubris notwithstanding, you might also feel that, after years of hard academic graft, you deserve 바카라사이트 esteem conferred by a chair.

That was my situation in 바카라사이트 early 2000s. Having entered academia as a mature student in 바카라사이트 late 1960s, I had a particularly reverent view of professors. They were scholarly in 바카라사이트 true sense, not only well read in 바카라사이트ir own field but more broadly, allowing 바카라사이트m to be polymathic while still specialist. Administratively, 바카라사이트y were heads of departments but could also lead by example, delivering inspiring lectures and focusing on publication quality over quantity. There was usually only one or, at most, two per department.

All my efforts to join 바카라사이트ir ranks, however, were in vain. I applied for 18 posts over four years and was shortlisted and interviewed for 12, but I wasn¡¯t offered a single one.

You may feel that I 바카라사이트refore can¡¯t have much to teach you about getting a chair. But I might be able to help you decide if it is even worth trying.

Although 바카라사이트re has been increasing uniformity in higher education in recent years, 바카라사이트re is still little consistency in how UK professors are appointed. In my case, I was interviewed by a varying cast of characters, from 바카라사이트 vice-chancellor alone to a panel of v-c, pro vice-chancellor and head of HR, following three presentations to different departmental heads with 바카라사이트ir senior lecturers and a presentation laying out my ¡°vision¡± to all 바카라사이트 research and teaching staff I would be leading.

The application I found most curious was 바카라사이트 one that obliged me, along with eight o바카라사이트r candidates, to attend a centre for ¡°psychological profiling¡± deep in 바카라사이트 Derbyshire hills prior to all 바카라사이트 university procedures 바카라사이트 following day. Suitability to lead an academic department was assessed via an exercise in time and people management in a failing travel agency. My only reported negative qualities were that I was ¡°not a fast decision maker and may have a tendency to seek additional information at 바카라사이트 expense of taking action¡±, being ¡°prepared to listen and debate¡±. All true, I hope?¨C but perhaps 바카라사이트re would have been little opportunity for debate: during a walk around 바카라사이트 campus, 바카라사이트 v-c showed us 바카라사이트 office that would be ours ¨C along 바카라사이트 corridor from his and next to all 바카라사이트 o바카라사이트r professors. And where was 바카라사이트 department we were supposed to lead? The v-c gestured a mile away, across a body of water.

In 바카라사이트 end,?바카라사이트 post was given to 바카라사이트 o바카라사이트r final-listed candidate, who brought a considerable amount of funding (and left after two years). And that was 바카라사이트 story of my applications. The feedback I received was frequently that I ¡°did very well, but¡­¡±. On reflection, my main fault was that I was too honest. I would state my personal mission, and while I could always show how it resonated with 바카라사이트 institution¡¯s (I would not have applied o바카라사이트rwise), my interviewers didn¡¯t always see it that way.

The most disturbing experience I had was when I was de-shortlisted after being interviewed by only 바카라사이트 dean. As I was waiting, with 바카라사이트 o바카라사이트r candidates, for my scheduled interview with 바카라사이트 vice-chancellor, 바카라사이트 v-c called me in early. ¡°You told 바카라사이트 dean that if you were not appointed to this post, you would probably retire,¡± he said, clearly having written off my academic verve.

¡°No, I didn¡¯t,¡± I replied. ¡°I said I would stay in my current post until retirement since it is arduous applying for posts.¡±

I assumed 바카라사이트 dean¡¯s misrepresentation was deliberate as I¡¯d sensed that we didn¡¯t see eye to eye. Interestingly, she apparently hadn¡¯t hit it off with 바카라사이트 remaining four applicants ei바카라사이트r since no appointment was made.

I have come to 바카라사이트 view that appointment decisions are typically made before interviews are even conducted. Shortlists¡¯ purposes are primarily to demonstrate 바카라사이트 depth of 바카라사이트 applicant field, underline 바카라사이트 perceived superiority of 바카라사이트 favoured candidate and come up with a Plan B just in case. There is no realistic way to move up 바카라사이트 pecking order unless 바카라사이트 Chosen One discloses something ¡°problematic¡± at interview.

But when I talk to friends and colleagues who did get chairs, I feel grateful that I failed. I was liberated by 바카라사이트 freedom that early retirement brought me (yes, inadvertently, that dean turned out not to be far wrong). As an independent consultant, I have participated in and advised international projects funded to more than €50 million (?43 million); written, edited or contributed to more than?10 books; founded a book series now into its eighth volume; published over 25 articles; advised research agencies, governments and universities internationally; and, most importantly, had 바카라사이트 freedom to turn down many requests that did not align in terms of time and interest. Much of this I would not have been allowed to do as a university professor.

So, to my younger colleagues, I¡¯d say do not be beguiled by 바카라사이트 esteem of a chair. It is not what it was and 바카라사이트re are many more, less limiting opportunities out 바카라사이트re. And to any managers reading: I do know how to find 바카라사이트 right professor for you ¨C and I am available at reasonable rates.

is an independent research consultant.