Trent in competition for top quality faculty

by Colin Taylor

Like all other universities in Canada, Trent is facing a particular challenge over the next ten years. Between now and the year 2012, more than one-third of its full-time faculty will reach retirement age. In order to continue to deliver our full range of academic programs, these colleagues, many of whom have spent their entire careers at Trent, and who are largely responsible for our excellent reputation, will need to be replaced. At the same time, Trent is planning to grow in size to accommodate the increasing demand for university education in our society, including particular pressures from the "double cohort" expected to graduate from Ontario high schools in Ontario over the next few years. In total Trent expects to be hiring about 65 new full-time faculty members between now and 2004. Further hirings will continue for the rest of the decade. While this represents an exciting opportunity for the university to renew itself through the introduction of new blood, it is also a cause for concern. Many studies have shown that there will be a great shortage of qualified candidates relative to total demand in universities across the country. Indeed, in many subject areas, the competition for hiring is already international in scope. In this context it is going to be an increasing challenge to attract the very best to join us.

We have already started the major program of faculty renewal. This year Trent hired 17 new members of faculty, spread across many different academic departments and programs. Over the last month we sent out advertisements for 16 more positions to be filled in July 2002. In total, this activity in the last two years already represents the most intensive period of faculty hiring at Trent since the late 1960s.

Advertisements for faculty positions are distributed nationally and internationally. Depending on the subject area, we may receive up to 60 applications. For each position, the appropriate academic department sets up a selection committee consisting mainly of faculty members, but often including students as well. The first difficult task of the committee is to narrow the applications down to a short list of three or four candidates based on written documentation, including letters of reference. The short-listed applicants are then invited to Trent for an interview. As Dean of Arts and Science, I meet with each of these candidates.

From my perspective, is to arrive at the best possible "fit" between the individual and the institution. For this to happen, it is equally important for candidates to learn about our expectations of faculty and for us to get a sense of their suitability for the particular position. The interviews with the Dean provide opportunities for candidates to ask questions about the university. It is also my chance to make clear what we will expect from them if they do join us. I want them to understand that Trent is a small, primarily undergraduate university, although it also offers a range of innovative graduate programs. It is a university that takes pride above all else in the quality of its teaching program. The successful candidates will need to be excited about the prospect of teaching in an environment where we value attention to the individual student. I explain how Trent's college system supports this. At the same time, I make sure that they are aware that we expect our faculty members to be active and successful scholars in their particular areas of academic interest. Trent's well-established reputation as a small university with a high profile in research is very important to us and must be sustained.

It has been my experience that short-listed candidates tend to be knowledgeable about Trent from the time of application. They are aware of our reputation and are actively attracted to the mix of expectations that our faculty positions represent. However, I am increasingly aware that other factors, beyond the university environment itself, need to be emphasised in the interviews as well. In particular, I find myself talking to candidates about overall lifestyle choices, including the advantages of living in a community like Peterborough. The size, amenities, setting and location of this city are seen as very positive attributes by many of the candidates. I suspect that it is often the combination of the university and the city that leads them to accept the offer once it is made.

I am extremely proud of the quality of faculty and staff that we have had at Trent throughout its history, and I continue to be very encouraged by our continuing ability to fill all our faculty openings with excellent appointments. As long as Trent and the Peterborough community continue to attract academics of high quality, the future of one of Canada's outstanding small universities will be in good hands. But this is not something we can take for granted.

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Last updated January 11, 2002