is there such a thing as a "courtesy" interview?

[skeptical]

So I've been on the market for a while here. At the point where a 5-5-5 load at liberty university (to borrow from another thread) would make me happy. After no bites at r1s last year and some success at teaching intensive places, I've nearly given up on applying to r1s, focusing more on my teaching credentials.

I almost did not apply to a couple of positions at r1s because I thought it was a very long shot. And as it turns out I am in a short list and potentially visit at two r1 places that I thought were completely out of my league. The only thing different about these places from the literally dozens of other r1 applications that never went anywhere (not even a long list) is that my advisor has pretty good friends in these search committees.

Now, I am aware of the power of networks and all that, but color me surprised. Maybe it is that the avalanche of rejections has gotten me down, but I never expected this. Which brings me to my question: has anyone ever heard of courtesy short list/interviews? That is, putting someone on a short list or bringing them over to interview even though they have no shot, just to please a friend?

I may be reading too much into this, and it may be just my self pity talking, but it is almost hard to take these news seriously, so I was wondering if anyone, especially with SC experience, has ever seen this happen.

[no way]

These are not courtesy interviews. The interviews are (at least in part) evidence of the critical importance of social networks and further proof that this game is not a meritocracy. You become who you know.

[socdog32]

I cannot imagine this happens. A department (and university) wants to make sure they can hire, so they will only bring in candidates they are serious about - after all it costs a lot of money to fly candidates in for interviews. Networks greatly matter, and if your advisor is friends with SC committee members it may have something to do with your interviews - but only because your advisor talked you up and the SC believe him/her. So congrats! Don't overthink it. You have just as much of a shot as anyone invited to campus. And remember, the full faculty votes on hires - so even if you have favored by one or two SC members, you have the power to win over the whole faculty and get an offer.

I know this is really optimistic, but we all need little pep talks now and again! We all feel rejected and like frauds sometimes.

[unclekarl]

It could happen. I've seen a case where an inside candidate was hired, when other faculty thought another person brought in was better. The fact that others thought another candidate from the outside says it was 'in play', but the internal candidate had a lot of friends among senior faculty [who even wrote letters for him]. Its not the majority of places, but it seems like a small % of cases

[rrr]

There is a lot of discussion about inside candidates on the CHE. As for courtesy interviews, I could see that happening, but why waste time worrying about it. There are too many variables.

[even if it is]

That's still more of a chance than not having an interview. The preferred candidate might bomb/say something insulting/go elsewhere. It's an opportunity to shine that you have that others don't. Take advantage and who knows what you'll get out of it--a job, a new article co-author, some extra citations for your work, etc.

[sort of]

A few years ago I was brought in to interview for a position. One of the other candidates was a postdoc at the department, had been out for 4 years, had a very impressive CV including an R01, and had a spouse who was a tenured professor there in another department. Clearly all of the other candidates brought in were just window dressing there to provide a facade of legitimacy to the search.

When I found out I was really pissed off. I really wanted that job and felt used by the department. They completely wasted my time.

[yes and no]

It is important to remember that departments are filled with opinionated people and that there is a process. Since networks are a factor, some people might get a campus invite despite having weaker CVs.

R1 departments are not inviting people out of courtesy. They have limited resources, and number of systematic (fit, pubs, networks) and stochastic factors (was the cv on the top of the pile) will determine who gets the campus invite. That said, some of the less meritocratic factors might make a prospect's candidacy much weaker, so they might have to give a whopper of a campus visit. So no courtesy visits... it is just the complexity of recruitment and the political process (voting) that makes some candidate very weak relative to others.

That said...
There are courtesy interviews. Some departments, not R1s, already have an inside hire in mind, but they are basically required to interview other people to symbolically show that the person they want is the right person. I personally shudder at the thought of being a faculty member in one of these departments.

[definitions]

My understanding of a "courtesy interview" is that it would apply to a candidate who is definitely a long shot, but is given an opportunity from a desire to extend reciprocity within a social network. A well-liked but underqualified VAP, for example, who won't cost the department much in the way of resources might become a 4th candidate when they only intend to bring in 3 from the outside.

The OP seemed to have concern that s/he was only brought in as a favor to an advisor -- given the expense involved, that seems much less likely. Even if you were a local candidate that didn't require travel or lodging, these interviews require a lot of time from the SC members.

There seems to be a lot of angst on these boards regarding inside hires. Previous employment at an institution can cut both ways -- they know your strengths, but they're well aware of your flaws as well.

[skeptical]

OP here,

As far as I know, there are no potential inside candidates at either school. And just to clarify, I am not talking about top schools, but top 50 or so. Places that before the crisis I thought I would have a shot, but have had my hopes crushed since then.

And to be sure, the rec. letters are the strongest part of my application. I have lot's of stuff in progress/revise and resubmit, so the rec. letters carry the "weight" of saying that I have potential (which, so far, has counted for nothing really).


My main concern was if there was some sort of "maybe if we take their letters of rec seriously they will do the same to ours" tit for tat going on.

[job seeker]

I agree with "definitions." I've only ever heard the term used with regards to a VAP job talk.