Every year the American Historical Association hosts its conference right at the beginning of January. It’s always hosted in a major city and is always very expensive to attend. The conference is huge and I have no doubts about the positive benefits of attending, particularly the networking opportunities it provides. The organization definitely caters to historians working in an academic setting, however, and the combination of high expenses and my job outside the academy has prevented me from attending their annual meeting.
There’s a longstanding tradition in academic history of interviewing potential candidates for professorships during the AHA meeting. What more or less happens is that history PhDs who are on the verge of finishing their degree begin looking for job opportunities in the academy and are instructed to attend the AHA to do face-to-face interviews with history departments. Sometimes the interviews take place in what’s called the “cattle call,” which I assume is a large room with tables set up throughout where prospective candidates can meet their interviewers, but sometimes they take place in areas such as hotel rooms, which seems like a recipe for discomfort at the least and sexual/mental abuse of the prospective candidate at the worst. The prospective candidates have no guarantees that they’ll leave the conference with a job offer. Many end up leaving empty-handed and thousands of dollars poorer than they were before the conference.
When I was in grad school a few years ago I was appointed by the history department to be the student representative on a search committee tasked with hiring a tenure-track professor of digital humanities and history. We did the right thing from the very beginning. One or two professors asked about meeting the top candidates at the next AHA meeting, but the rest of the committee quickly shot down that idea. We began by sorting through roughly 50 applications and picking our top six candidates. From there we decided that it would be best to interview those six candidates individually through a Skype call so that these candidates would not have to travel to AHA to do what we could do in thirty minutes with a video conference call. When we whittled the list down to two candidates, the university paid for those finalists to travel on separate days to campus for a tour and a face-to-face interview with the search committee. From there the rest was, as they say, history.
The option we went with was arguably better for the department and for those who applied for this opening. Video conferencing enabled the search committee to stay on campus and conduct their interviews in a timely fashion. For prospective candidates, their time and money was saved. For the two finalists, their travel expenses were covered by the university, who should have covered them anyway because the institution was in need of a highly talented historian to join the department in the first place.
I suppose this long-standing tradition of forcing people to go to AHA for a job interview continues in part out of habit and in part because it gets people to AHA, which helps justify the expense of putting together this annual conference. To be sure, some prospective candidates are perfectly willing to attend AHA and have the means to do so, and it could very well be most convenient for both parties to hold their interview at AHA under some circumstances. But history departments looking to hire should not force prospective candidates to attend AHA for their interview, nor should they defray the costs of conducting a job search to those looking for jobs, particularly when they are recent PhD grads in a poor position to take on those costs. This practice should be discouraged by both AHA and history departments around the United States. Some of us in public history were very vocal last year about the continued posting of unpaid internships and job postings without salary information on public history jobs pages. Through those efforts we were able to get several organizations to discontinue the former and strongly discourage the latter. The time has now come to push for an end to mandatory AHA job interviews someday.
To these antiquated history departments I welcome them to join the rest of the working world who use modern technology to conduct interviews and hire qualified candidates for jobs. Welcome to the 21st Century!