Yhyjyk

My department has a number of courses we need covered by adjuncts in the next academic year. We were given permission to hire one (and only one) salaried adjunct and to cover the rest of the courses with per-course adjuncts. Salaried adjuncts receive benefits and are better paid than per-course adjuncts.

We received excellent candidates for the salaried position, only one of whom we can hire. After we close the search, (how) can I approach rejected candidates about teaching individual courses at the lower rate? Some career adjuncts have told me it would be offensive to offer a lower-paying and lower-status position to someone who applied for a better one, and I do not wish to offend anyone.

While the salaried position was publicly advertised, our institution does not advertise single courses. Furthermore, most of the candidates who applied for our salaried position were invited to by committee members or by our contacts, not because they were looking at ads.

How can I get the best outcome for our students and for teachers who would be willing to teach individual courses? I will continue to ask the administration for permission to hire a second salaried adjunct but do not expect to receive it. There is not much time to wait before starting our per-course search, as the current academic year is nearing its end (and our administration moves very slowly).

Don't ask them. It's a smack in the face. Advertise the position in the same place you advertised the salaried one; they will see it if they are still looking, and apply if they feel they need to.

Ask them. What other option do you have? Not asking them I guess, but then you're making the decision for them. Personally, I can't imagine being offended if you explain it the way you did above. That said, I do agree that most candidates will react the same way other answerers have ("no freaking way!") -- all the more so because they were personally recruited for a permanent, salaried position.

The only caveat I can think of is to have a firm offer for a specific course rather than just "inviting them to apply" for the lesser position. If possible, personalized mails or phone calls tend to be better received than form letters.