Originally published on http://www.archaeologieforum.at

November 1, 2012

Page 1

Ain’t got no job…

The archaeology labour market in Austria, Germany and the UK, 2007 -2012

Raimund Karl1, Katharina Möller2 and Karl R. Krierer3

If you have not yet noticed even though you have found our web page: we have a free online jobs

resource at http://archaeologieforum.at – look out for the link to the “Jobbörse”.

Recent studies (e.g. Schlanger and Aitchison 2010) have highlighted how badly affected the

archaeology labour market was by the current economic crisis. In some countries in some sectors,

particularly in contract archaeology, job losses until 2009 amounted to as much as 80% of the jobs

available as little as two years earlier (Eogan 2010, 20). While the situation was somewhat less

dramatic in other countries, it is clear that the recession affected all of the European archaeology

labour market badly where (previously) existing jobs are concerned. This paper, written to coincide

with the start of the second Discovering the Archaeologists of Europe project on 1 November 2012,

which will analyse the European archaeology labour market in the period 2012-2014, takes a closer

look at the ‘other side’ of the archaeology labour market; the supply of ‘open positions’ advertised in

Austria, Germany, and the United Kingdom in the period roughly between the start of the first

Discovering the Archaeologists of Europe project in 2007 and the middle of September 2012.

This analysis is based on the archaeology job adverts collected through the International Austrian

Archaeology Forum’s (IÖAF) online archaeology jobs resource. Operational since November 2003, we

have since put online 9,381 archaeology job adverts. Most of these adverts – 8,491 – were for posts

in Austria (AT), Germany (DE), or the United Kingdom (UK)4, with the vast majority of adverts relating

to posts in the latter (see fig. 1).

Fig. 1: Adverts for Austria, Germany and the UK in the IÖAF archaeology jobs resource, 8/11/2003-15/9/2012.

1 Prifysgol Bangor University, UK.

2 Georg August University Göttingen, Germany. 3 University of Vienna, Austria. 4 Although jobs from other countries feature occasionally, if we become aware of them by chance or if they are entered by volunteers with access to adverts from such other countries.

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Originally published on http://www.archaeologieforum.at

November 1, 2012

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Regarding the data quality, several remarks are necessary.

Firstly, what we count in this paper are job adverts, not the actual number of jobs advertised. This is

because for job seekers, it does not matter much (other than chances of success possibly being

affected) whether an employer advertises just one or several posts at the same time: each job seeker

after all only needs one job (assuming that it is not possible to hold two or more of the jobs

advertised at once at the same time). This is even more so if the job seeker does not have the

required qualifications for the kind of job for which several openings are advertised. What matters

more to job seekers is the number of different opportunities with different qualifications as

requirements: the more such different opportunities are offered, the greater the chance that all job

seekers will find at least some post(s) they are qualified for, and for which they can apply. And

perhaps even more importantly, many job adverts, while clearly offering multiple posts of the same

kind, do not mention the specific number of posts offered (e.g. speaking of ‘several openings’, or

naming jobs in the plural, e.g. ‘research assistants’ rather than the singular ‘research assistant’). It is

thus impossible for us to say how many jobs were advertised in the period covered with any

reasonable level of accuracy. The number of adverts, on the other hand, is accurately known, and

that is why it is what we count. This, however, leads to a degree of uncertainty in the conclusions we

draw from the interpretation of our data: if for instance, in one year, many adverts were published in

a country which were aimed at filling just a single position each, while in another year, only few

adverts were published, but each for a large number of positions to be filled, the total number of

jobs advertised in those two years may actually be the inverse of what our data seems to show.

While such a situation is not particularly likely to have occurred, this caveat has to be kept in mind

when reading our interpretation below.

Secondly, we do not invest an overly great effort into searching for jobs, but rather rely on the supply

of adverts from a number of easily accessible or searchable sources, or adverts that we receive

through our normal professional links with colleagues and/or institutions. Thus, the jobs database is

certainly not a complete record of all archaeology posts advertised in Austria, Germany and the UK in

the period since November 2003. However, while certainly not complete, we are reasonably sure

that for much of the period from mid-2006 onwards, for most sectors of archaeological work, we

have a quite good record. As such, we believe that for the period covered in this article, 1/1/2007-

15/9/2012, our dataset is at least representative for the three countries examined in this article. We

are even reasonably convinced that we have registered a majority of all job adverts in all sectors

except fieldwork (on which a caveat will follow below) in the three countries examined here. Also,

the data collected over the period was collected consistently, in that we did not change our data

mining methods or even data sources. Thus, trends shown in our data are very likely to be reflecting

real changes in the supply of new job adverts becoming available.

Thirdly, job adverts are searched for and entered manually; data collection is not automated. In

addition, everyone with a valid IÖAF website account, which is available for free, can enter job

adverts themselves, and several volunteers thankfully have done so over the past 9 years. Thus, the

quality of adverts, e.g. how much detail about posts is supplied, as well as categorisations of posts5

and other details, can vary considerably. However, some key information has been supplied for

virtually all posts since the job entry form requires compulsory completion of some fields. By and

5 For instance classifying them as part of specific sectors of archaeological work, like fieldwork, museum/heritage management, teaching & research etc.

Originally published on http://www.archaeologieforum.at

November 1, 2012

Page 3

large, we do not check the accuracy of such information upon data entry. In the pre-analysis phase of

the research for this article we have, however, corrected obvious mistakes in the data where

possible, or excluded individual datasets from the analysis if the information supplied was obviously

faulty and could not be reconstructed with reasonable accuracy6. A total of 2.1% of adverts was

identified in this pre-analysis phase as having at least one or, in some cases, several fields with faulty

entries. Since the total number of adverts in the database at the time of analysis was 9,381, this fault

rate is negligible; particularly since most such affected entries had obvious faults only in single fields

of a multiple field database, and the fault rate for each individual data field used in the analysis thus

is considerably lower than 2.1%. The standard deviation for all numbers given in the various analyses

in this paper is thus likely to be no more than 5%.

And fourth and finally, as already noted above, fieldwork jobs are considerably underrepresented in

our database (see fig. 2). This is for several reasons, which differ at least to some extent between the

UK and German (including Austrian) archaeology labour market. In the UK, most fieldwork jobs are

now available online via the BAJR website, which is free for job seekers, so we saw no need to make

these posts available (by entering them manually) onto yet another jobs resource. Where we do get

fieldwork job adverts for the UK through other channels, or where these are entered directly by

volunteers or employers, we do of course publish them regardless, since we do not check BAJR

before we add adverts (as that would further complicate already tedious and labour intensive work).

Nonetheless, the result is that for the UK, fieldwork jobs are grossly underrepresented in our jobs

database. For German and Austrian archaeology, the fieldwork jobs are equally underrepresented,

but for a very different reason. It is not as if there was a German and/or Austrian fieldwork jobs

online resource that already does a perfectly good job that we thus need not duplicate. Rather,

fieldwork jobs in Germany and Austria rarely seem to be advertised in a form that is accessible via

the Internet; most of them seem to either be advertised only by word of mouth or by pinning them

to notice boards at local universities. Despite the very different reasons, the result nonetheless is the

same: fieldwork jobs are underrepresented.

Fig. 2: Distribution of adverts according to sector.

6 This means that if, for example, a 10 hour part-time temporary post for a research assistant was advertised with a total annual salary (pro rata) of e.g. €136,000, we took this to be a typo for a figure with 5 decimal points before the comma, rather than 6 (e.g. € 13,600) and corrected the database entry accordingly. On the other hand, if no closing date for a post had been entered, or a totally unrealistic closing date (e.g. 31/12/2020 for a post advertised in the period 2007-2012), we simply did not consider this post when calculating how long on average posts were advertised on our website.

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Originally published on http://www.archaeologieforum.at

November 1, 2012

Page 4

The data available through our jobs database would seem to be mostly representative for those

sectors of archaeology that were not immediately and directly affected by the collapse of the

building trade immediately after the start of the recession – the museum sector, heritage

management, teaching and research at universities, and various other archaeology-related jobs that

occasionally become available7. Also, by focussing not on existing jobs that were lost, but rather on

those posts that were offered, our data complements that collected by others by highlighting what

happened with the supply of ‘new’ jobs.

And if the news was bad where lost jobs are concerned, the data we collected for ‘new’ jobs being

advertised is even worse. Aitchison (2010a, 26) reports for instance that by March 2009, 650 field

archaeology jobs had been lost in the UK, which amounts to c. 16% of all field archaeology or c. 10%

of all archaeology jobs that had existed in the UK in August 2007. Following a short, weak recovery

over the summer, by March 2010, the labour market had slipped again to where it was in March

2009 (Aitchison 2010b, 119). Although no hard evidence is available for Austria and Germany,

anecdotal evidence seems to indicate that archaeology jobs were lost at a similar or even worse rates

in these both countries at the same time as the UK archaeology labour market shrank.

Interestingly, throughout the period from 2007 to the end of 2009, ‘new’ archaeology jobs outside

the fieldwork sector in the UK continued to be advertised at pretty much the same rate as they had

in previous years. The annual rate of UK archaeology job adverts continued relatively stable at

somewhat above 1500 job adverts per annum throughout much of 2007, 2008 and 2009. Only then,

the ‘supply’ of newly advertised jobs started to nosedive: numbers of job adverts were down more

than 50% year on year to c. 700 in 2010, and then again by another c. 50% year on year to only

slightly more than 350 in 2011, for a total reduction in the number of job adverts per annum of

nearly 80% from 2009 to 2011 (fig. 3). For this year, a slight increase, to perhaps 400 or so adverts,

can be predicted based on the data collected until 15 September 2012, so the situation seems to be

getting better, but not by much – perhaps up 10-15% year on year.

In German language archaeology, the decline started a bit earlier, but follows a very similar pattern:

in 2007, there still were c. 150 job adverts published, which is very consistent with the years before

since 2004. In 2008, that number came down to c. 125 adverts, then to c. 70 in 2009, and then to as

few as 30 for both 2010 and 2011, also a reduction of c. 80% compared to 2007. Much like in the UK,

the figures for 2012 are likely to be up a bit, probably by something like 30% compared to 2011.

To put the latter figures a little bit into context, in Austria alone (with about 1/10th of the population

of Germany), 1150 Persons were studying ‘traditional’ archaeology degrees in January 2012, with

another almost as many in degrees with at least some archaeological elements like Egyptology,

Byzantine, and Celtic Studies (Karl 2012). Even if accounting for relatively high dropout rates, more

than 3 years average duration for undergraduate degrees, and most students continuing directly into

an MA degree, more students currently finish their archaeology degree in Austria than jobs are being

advertised in Austria and Germany combined. For every job advert in German language archaeology,

there will be something like 10 recent archaeology graduates, not counting anyone who lost their

job, or anyone from the previous year’s cohort who didn’t get one, or indeed anyone who did only

get a temporary job last year.

7 Whether that is in the media as TV or newspaper journalists for archaeology, or any kind of other archaeology-related job or support role.

Originally published on http://www.archaeologieforum.at

November 1, 2012

Page 5

Fig. 3: Number of archaeology job adverts published per year, 2007-2012 period.

In fact, not all new jobs advertised are permanent or even only long term. While in the UK,

somewhat over half of all new jobs advertised are for appointments for an indefinite period, only

slightly more than a third of all jobs advertised in German language archaeology are not for fixed

terms (fig. 4). And while in the UK and Germany, c. 90% of all jobs are advertised as full-time posts, in

Austria, almost 25% of all advertised jobs are part-time (fig. 5).

Fig. 4: Fixed term and permanent contracts advertised.

Fig. 5: Full- and part-time contracts advertised.

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Originally published on http://www.archaeologieforum.at

November 1, 2012

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Also, jobs are not necessarily open to everyone: the minimum qualifications also differ considerably

between adverts for posts in different countries.

In UK archaeology, in the vast majority of adverts – roughly 70% – there is no mention of any

minimum requirements that applicants must meet to be considered for the post in terms of the

academic degrees they hold. Only c. 20% of adverts mention a degree as a minimum requirement for

applicants to be considered, as few as c. 6% an MA, and only 4% a PhD (fig. 6). Of course, successful

candidates still normally hold at least a BA degree: 95% of the archaeologists working in the UK are

graduates, as the 2007-2008 UK Discovering the Archaeologists of Europe study has shown, with 28%

of archaeologists being educated to MA, and 12% to PhD level (Aitchison and Edwards 2008, 13).

We interpret this discrepancy, particularly towards the lower end of the qualification scale, as

employers in the UK tending to advertise jobs with minimum academic qualifications requirements

one level below the qualifications they would ideally like to appoint at – but presumably still at a

level where they can expect the successful candidate to be sufficiently qualified to cope with the job,

or to at least be trained internally quickly enough to be able to fulfil his/her role satisfactorily soon

after having been appointed. Competition between archaeological job seekers, at the same time,

ensures that for almost every advertised post, there are more than sufficient numbers of candidates

at the qualification level the respective employer was hoping for. The result is a relatively wide range

of opportunities to apply for jobs at the entry level into the profession (though unless the candidate

stands out from the competition in some way or other, chances of being successful are small), with

jobs requiring higher academic qualifications being the exception, rather than the rule.

The archaeology jobs supply in the UK thus reasonably well reflects the distribution of qualifications

in the profession: comparably many ‘junior’ posts requiring relatively few qualifications, and much

fewer ‘middle management’ and ‘senior’ posts that require higher qualifications and/or considerable

experience. At the same time, this ‘shape’ of the supply side of posts also allows for ‘natural’ career

progressions: one can start in a junior job with relatively low qualifications and rise through the ranks

by either gaining practical experience or by acquiring higher qualifications later in one’s career. This

is a reasonably ‘healthy’ shape of the profession: there are considerably more ‘Indians’ than there

are ‘chiefs’.

Fig. 6: Minimum academic qualifications required to be considered for an advertised post.

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Originally published on http://www.archaeologieforum.at

November 1, 2012

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In Austria and Germany, the situation is very different to this: only a minority of posts (c. 10-20%) do

not require applicants to have at least a BA degree (fig. 6). And the BA itself does not help much

either in becoming eligible for archaeological employment: only slightly more than 5% of all posts

advertised in Austria and only about 3.5% of posts advertised in Germany make a degree the

minimum requirement. Only with an MA, chances of archaeological employment somewhat improve,

with c. 30-40% of adverts requiring applicants to have a Master’s degree. In both Austria and

Germany, about 45% make a PhD or the even higher PD (Habilitation/Higher Doctorate) a minimum

requirement (which means that about 24% of all the jobs advertised in Austria and c. 15% of those

advertised in Germany are Chairs, since the Habilitation is still normally considered the required

academic qualification for being appointed a professor).

This distribution of minimum qualifications asked of candidates on the ‘supply’ side of the labour

market, in contrast to the situation in the UK, reflects the actual distribution of academic

qualifications in Austrian and German archaeology quite well. In Austria in 2007-20088, slightly less

than one third of all paid employees in archaeology had no academic qualifications, about one third

had completed a Master’s degree, and slightly more than a third had acquired a doctorate or even a

Habilitation (Karl 2008, 71). This is only slightly out of line with the distribution of required academic

qualifications in job adverts from Austria, with c. 25% requiring no qualifications or BA only, c. 30%

an MA, and c. 45% a PhD or Habilitation.

In Germany, the picture is slightly more complicated, but similar to the one in Austria nonetheless. In

2007-20089, most ‘low-qualification’ jobs – a considerable number of all employees in archaeology at

c. 40% on average across all sectors – were in ‘support’ jobs, while practically no ‘proper’

archaeologists’ jobs were filled with staff without at least an MA degree. Of the ‘real’ archaeologists’

jobs10, that is the remaining c. 60% of all posts, on average c. 40% of the staff had an MA (with the

exception of commercial firms, where almost three quarters of ‘academic staff’ had ‘only’ an MA),

while the remaining c. 60% held a PhD or even a Habilitation (Krausse and Nübold 2008, 47-50).

While this is slightly further out of line with the distribution of required qualifications in job adverts

than in Austria, the general pattern of only very few archaeology jobs – 15% – being advertised

without any academic qualifications or a BA degree as a minimum requirement for employment, c.

40% of all advertised posts requiring at least an MA, and c. 45% a PhD or Habilitation, is at least

roughly similar to that of the actual distribution of qualifications among ‘archaeologists’.

We interpret this as employers in German speaking archaeology advertising posts with the minimum

academic qualification requirements at the level at which they would actually like to appoint. This

clearly has an advantage in that candidates that have little if any chance to be successful with their

application are not wasting time on applying for posts they will in all likelihood never get. However,

in practice, it has the serious disadvantage that particularly for new entrants into the discipline who

8 By this time, most Austrian Universities had only just started or were about to start their first BA degree programmes, and thus there was practically no one working in Austrian archaeology who had as his or her highest academic qualification a bachelor degree. Thus, those people who studied archaeology who now increasingly would graduate with a bachelor’s degree after somewhat more than 3 years would still have been students in the old ‘Humboldt style’ Magister programmes, which had considerably longer completion times (c. 6-7 years on average), and thus if already employed in archaeology would have been counted as having no academic qualifications. 9 For Germany, the same applies regarding the introduction of BA degrees as in Austria, such degrees had only recently or were just about to be introduced by most Universities in 2007. 10 Only academics are considered to ‘truly’ be ‘archaeologists’ in Germany (Krausse and Nübold 2008, 9).

Originally published on http://www.archaeologieforum.at

November 1, 2012

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have not at least completed an MA degree, there are hardly any posts to apply for. Prospective

entrants into the discipline thus have few opportunities to hone their job application skills before

they reach a relatively advanced level. And reach an advanced level they must if they are to have any

(serious) chances of finding ‘proper’ employment in the profession. For employers, this has the

advantage that they can be reasonably certain to get an employee who has the qualifications they

were hoping for. At the same time, it has the disadvantage of narrowing the pool of candidates

(though there still are always more than enough), and thus possibly not finding the candidate with

the best skills for the job11.

The archaeology jobs supply in Austria and Germany thus also reasonably well reflects the

distribution of qualifications in the profession: those who succeeded in getting a job in archaeology

are normally highly academically qualified, regardless of the seniority of their post or whether it

actually requires such a high level of academic qualifications and / or considerable professional

experience. However, this shape of the ‘supply’ of jobs does not support a ‘natural’ career

progression: one cannot enter the profession with relatively few qualifications in a junior position

and then rise through the ranks by gaining practical experience or gaining higher qualifications later

in one’s career. Rather, one has to acquire pretty much all qualifications in advance, and then hope

to be lucky to find a job at the level one has achieved. This situation is made even worse by the fact

that frequently, employers reject applications by candidates with qualifications higher than the ones

listed as the minimum requirement for appointment because they fear that such ‘overqualified’

candidates might soon after being appointed find a job at ‘their level of qualifications’ (which will

usually be better paid and frequently also perceived as more interesting than lower-level jobs) and

leave12. Also, that shape of the profession is considerably less ‘healthy’: it is severely top-heavy, with

too many ‘chiefs’, and with a very tight bottleneck at the entry level.

To conclude, the ‘supply’ side of the archaeology labour market currently is in a particularly bad

shape: in UK and German language archaeology in all sectors except field archaeology, nearly 80%

fewer jobs are currently being advertised than were advertised at the height of the economic boom

in 2007. Perhaps somewhat surprisingly, the ‘supply’ of jobs held up reasonably well until quite a bit

into the recession – up to 2008 in Germany and Austria and even 2009 in the UK. But then, the

supply of ‘new’ jobs collapsed dramatically.

The only slight relief that can perhaps be gathered from our data is that projections based on the

data collected until September 2012 seem to indicate that the ‘supply’ side of the archaeology labour

market seems to start to recover: by mid September 2012, nearly as many archaeology jobs in the UK

had been advertised as in all of 2011; and for German language archaeology, the number of adverts

had already surpassed that for the whole previous year by one. Thus, the worst may be behind us,

and we might be seeing the first signs of improvement.

11 Though this may well be the intended outcome: there is a popular perception that not all that rarely, appointments to posts in German language archaeology (and academia more generally) are more to do with patronage and office politics than with the actual skills a successful candidate has (or lacks). 12 Thus, candidates with a Habilitation will often be rejected for ‚ordinary‘ MA-level or doctoral jobs, as employers fear they will be awarded a Chair soon thereafter, which is generally perceived to be the most attractive (and by and large also most lucrative) kind of employment in German language archaeology. ‘Risking’ a Habilitation before having found permanent appointment thus can seriously backfire: the person awarded a Habilitation may well never be given a Chair by any University, but no other archaeological job either because every employer is afraid that the job is to ‘lowly’ for such an academic ‘high flier’.

Originally published on http://www.archaeologieforum.at

November 1, 2012

Page 9

However, judging from the likely size of the increase this year, getting back to the numbers of new

jobs advertised back in 2007 will take a long time. Thus if you, at this time, ain’t got no job in

archaeology but are looking for one, your prospects are anything but rosy. That said, despite the

situation being bad, it is also noteworthy that there are still ‘new’ jobs being offered in archaeology.

And though the competition may be much tougher than it was some five years ago, that means that

it is still possible to gain new employment in archaeology. The situation in archaeology in this regard

– though perhaps somewhat worse than in some other fields – is not much different from all other

sectors of the labour market, where getting a job has also become much more difficult than five

years ago. So if today, you do not have a job in archaeology but want one, it is still absolutely worth

trying.

And just to remind you: we have a free online jobs resource at

http://archaeologieforum.at/index.php/cb-jiob-anzeige. There may be an opening for you that is

currently being advertised, and the only way one can be certain that one will not get a job in

archaeology is if one does not even try to get one.

Fig. 7: Monthly breakdown of the supply of new archaeology job adverts for 2007-15/9/2012.

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November 1, 2012

Page 10

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If quoting this article, please reference it as:

Karl, R., Möller, K. and Krierer, K. 2012. Ain’t got no job… The archaeology labour market in Austria,

Germany and the UK, 2007-2012. Vienna: http://www.archaeologieforum.at.