Upon deciding to cease pursuing a tenure-track position, I was frequently assured that my doctoral skills would be highly valued outside the confines of academia. Many claimed that the “regular” job market would offer better opportunities and greater appreciation for my qualifications than the academic sphere. However, I approached these reassurances with skepticism, which, after nine months, has proven to be well-founded.
After three unsuccessful attempts at securing a tenure-track position, the idea of thriving in the non-academic job market was undoubtedly appealing. Yet, despite extensive job applications and interviews, my prospects have not improved. It is crucial to scrutinize the sources of our idealized views of the non-academic job market and understand their impact on those transitioning from academia.
Skepticism Rooted in Observations
My doubts about easily finding full-time, well-compensated employment outside academia stem from observing my contemporaries—those who pursued different career paths—struggling to secure jobs meeting even basic criteria, despite possessing relevant credentials and experience. Many are piecing together multiple part-time jobs that pay poorly yet require degrees and experience, or are stuck in full-time roles with stagnant salaries and inadequate benefits.
Similarities Between Academic and Non-Academic Job Markets
These conditions are familiar within academia, where reliance on highly credentialed, experienced part-time labor is prevalent. Complaints about deferred raises and substandard health insurance are common, indicating that tenure-track faculty members experience wage stagnation and poor benefits similar to those in the broader job market.
While the academic workplace and the collapse of the tenure-track market have unique aspects, the structural similarities with the “real” job market should not be ignored. These parallels necessitate a clear-eyed approach to the advice received and given about transitioning out of academia.
Challenges in the Non-Academic Job Market
Romanticized narratives of private-sector success can exacerbate the challenges faced by ex-academics in career transitions. Just as it is vital to recognize the uncontrollable factors in fellowship applications and tenure-track hiring, it is important to acknowledge the uncontrollable elements in a non-academic job search. Key challenges include:
Limits of Self-Assessment: Reflection and self-analysis are crucial for career changes, but knowing one’s qualifications does not guarantee employment. Many of us were well-qualified for academic positions yet failed to secure them.
Competition in Other Sectors: The non-academic job market can be equally competitive. Location-bound Ph.D.s may face similar challenges in non-academic searches as in academia. Assessing whether a desired field is thriving and where it is thriving is essential.
Relevance of the Ph.D.: While Ph.D. holders may possess transferable skills, they might lack the specific degree and experience expected by hiring managers. Effective cover letters and interview skills may not suffice against conventional credentials.
Employer Perceptions of Transferable Skills: Just as academic committees may value conventional credentials, non-academic employers have specific expectations for expertise. Convincing them of one’s academic skills’ relevance can be challenging.
Misperceptions About Ph.D.s: Persistent stereotypes about academics being wealthy, underworked, and detached from reality can hinder job searches. The assumption that Ph.D. holders intend to return to academia can also pose difficulties.
Structural Realities and Personal Perseverance
While many Ph.D.s successfully transition to non-academic careers, it is crucial to recognize that much of the hiring process is beyond individual control. Success stories of those who have moved from academia to the private sector or government work provide valuable models, but must be contextualized within the structural realities of hiring in specific fields. Otherwise, the difficulties in finding non-academic work can lead to feelings of personal failure, mirroring experiences in the academic job market.
Understanding the limited influence over hiring decisions can mitigate feelings of personal inadequacy in the long term. The economic forces affecting faculty members, whether contingent or tenure-track, also impact Ph.D.s seeking non-academic jobs. By recognizing this, transitioning academics can better navigate their new career paths, and efforts to challenge stereotypes about academics can facilitate their entry into the broader job market. In this shared struggle, remembering our collective effort is crucial.
