I’m hosting a couple of professionalization discussions for our PhD candidates and postdocs this summer, informal conversations to help them navigate the crazy academic job market. A few weeks ago we discussed job talks as the department had just had a bunch of candidates visit (very different schedule here in Europe than the US) and we’ve had quite a few such talks over the past few years. Debriefing seemed like a good idea. After that conversation, people requested that we have a session specifically about job application letters so that’s coming up next. I’m writing now to seek your input on what works and what doesn’t. I can imagine that some of this is field-dependent, but I also suspect many aspects are generalizable.
My experiences with reading letters are a bit ridiculous in terms of volume at this point. I’ve been at the University of Zurich for eight years and have served on as many search committees. These have mostly concerned my own department (communication and media research), but a couple of times it was a search in political science and now one in sociology. It is standard to have people from other departments (and even other universities) on search committees here, very different from US practice (in my experience). I had also served on several search committees while at Northwestern and have served as an external member on some committees elsewhere in Europe so you can do the math on how many letters I’ve read over the years.
One of my biggest pieces of advice is for candidates to show rather than tell committee members about their accomplishments. I always cringe when I read things like “I am a leading researcher in the area of” (especially since most of these positions are for junior scholars, but I don’t like to see this even from a senior scholar). Rather than stating that “I’m a very accomplished scholar,” applicants should list their tangible accomplishments such as “I have published in x, I have won award y, I currently hold competitive fellowship z.”