Having been on search committees, sometimes the hiring process gets tied up in administrative policy. For example, during a prior search we had to wait until HR and deans gave approvals to extend an offer. Then, needed to wait until final document approvals came through before concluding the search. Thus, our runner-up candidates received little information for several months. That said, a SC chair should at least respond to emails, even if vaguely. Finally, if you know the position has been filled, the institution may have a policy in which HR needs to handle the rejections for legal reasons. In that case, the SC can be tied with no real capability to communicate with candidates.
In response to @test (above) - how a SC handles emails and communication may not at all reflect on how good (or poor) an institution is to work for. Fact of the matter is, even at a teaching heavy institution in a non-ideal location, you can expect 40 to 80 applicants, with at least 30% of them being exceptionally qualified and at least 10% being people who are already tenure-track faculty elsewhere. So, technically applicants are a dime a dozen.
anonanonanon (guest) 19 Apr 2016 17:46
