Questions of Transparency Arise in Moroccan Higher Education Hiring Process
Concerns are mounting over the selection process for a coveted Assistant Professor position in Arabic Literature at the Ecole Normale Supérieure in Martil, Morocco. Applicants who participated in the initial phase of the June 20, 2024, competition are questioning the transparency and criteria used to shortlist candidates for the final interview stage.
This year, Morocco’s Ministry of Higher Education implemented a new, centralized online application system for most of its recruitment drives. Candidates were required to upload all necessary documents and information through this platform. While the platform streamlined the application process, it seems to have introduced a new layer of opacity when it comes to understanding how candidates are evaluated.
Adding to the confusion, numerous applicants who were deemed eligible and whose applications were confirmed as complete by the online system were ultimately not shortlisted for the final interview stage. This has led to speculation and concern among those who were not selected, particularly as only three candidates were invited to present and discuss their qualifications with the selection committee.
The lack of clarity surrounding the selection process raises important questions about fairness and equal opportunity in Moroccan academia. A more transparent approach, perhaps involving the publication of anonymized selection criteria or a ranked list based on specific metrics, would go a long way in ensuring a level playing field for all applicants. This would not only foster trust in the system but also attract a wider pool of talented individuals to contribute to Morocco’s higher education landscape.
This incident highlights a broader conversation about transparency and accountability in hiring processes, particularly within academia. Institutions worldwide are grappling with similar challenges, often turning to initiatives like open searches and diversifying search committees to address implicit bias and promote equitable hiring practices.
