And the answer would be a resounding yes and the answer to "what" would be: a recruitment.
Ranges on how long a recruitment takes were from one week to better than six months. The majority of respondents went with three months or higher.
What else about the time frame?
2/3 of respondents leave the job ad out there for 2 weeks to a month. A few do one week, a few do longer than a month, but mostly you're going to be looking at having to respond within a couple of weeks. Other numbers. 70% respondents do the first screenings within a month.
If they're going to do the phone interview followed up by an in-person interview, there's usually 2-3 weeks between those events. Why? If they're paying air fare, maybe they're trying to get beyond that magic 14-day-out rule so many airlines seem to have before their prices start to skyrocket. Is that true for anywhere else? It's been so long since I've flown somewhere that hasn't required an Alaska leg that I don't even know if the airlines have that 14-days rule anymore.
And next comes the time period that interests me most. Nearly 40% of recruiters call a candidate with an offer within a week of the in-person interview. Two weeks bumps it up to 57%. But that still leaves a pretty healthy number of them that are going to take longer. Including a few who may take 3-6 months. I would expect that the recruiter would keep in touch with candidates to let them know the situation is still in flux. If for no other reason than the purely practical: got a good candidate or candidates? Let them sit out there too long without an offer and you may just find that they've moved on to an institution that can act in a timely fashion.
Oh and one last time period. About 20% (one in five) of respondents need about a month til you can start once the job offer is extended. Exactly half need over a month. So even though you might want to start right away, there's probably going to be a delay of at least a month.
One last note. One of the great frustrations is when your application disappears into the ether and you never again hear anything about it. I've had it happen to me and I know how frustrating it is. But apparently this has also happened to some of my candidates: I recently found out that our software that runs the search management stuff hadn't been sending out the basic "sorry" letters to candidates who didn't make it through the first couple of passes. I tend to send out personal notes to anyone getting an interview, at least. So I know I've been a culprit in this too, albeit unintentionally. I think we got it fixed this last go-around and now we know to be on the lookout. This software? It's used by a lot of the universities in the US to handle personnel management and finances. So it wouldn't surprise me if this were happening to other institutions too, unbeknownst to them.
So that's it, for those of you who have been curious about how long this will last. Next up: what interaction they want from you along the way.