5 Questions to Ask Search Committees
The best interviewing training I have received was from The Adler Group (www.adlerconcepts.com). I would recommend Adler’s books, courses, and materials to anyone interested in learning to interview simply and naturally, but purposefully. The Adler Group advocates a method of interviewing that is called Performance Based Interviewing which focuses on the candidate’s significant accomplishments. By asking about accomplishments and probing on the details, the hiring team can learn more about the candidate than dozens of hypothetical questions and answers will ever provide.
In Spelman Johnson’s Four Part Blog Series on the Search Committee In-Person Interview we talk about how to effectively prepare for your interview, how to handle interview curveballs, what to ask and what to avoid, along with other tips and tricks to keep in your interview arsenal. Have comments, additions, or suggestions? Please leave them in our comments section!
-Remember the nonverbal cues you’re sending. Smile when appropriate and be mindful of your posture and body language.
Some Final Quick Tips: -Develop a signature statement. This is your career proclamation, a one or two-sentence summary of who you are and what you bring to the position.
The first step in preparing effectively for an in-person interview is to know what to expect. If it’s your first time interviewing with a search committee, take some time to learn about the general interview process and perspectives that committee members as stakeholders bring to the search. Understand that most search committee interviews will follow a formula, are time-limited, and will generally cover the same territory for each candidate.
Read Part 2 of our “Search Committee In-Person Interview” series on What to Ask at the interview.
Every candidate going into an interview should have a list of questions prepared to ask the search committee. Remember that you are interviewing the institution as much as they are interviewing you. Asking questions will help you assess whether the position and institution are right for you, and will also demonstrate to the committee that you are sincerely interested in whether your candidacy is a good fit with the position.
Read Part 3 of our “Search Committee In-Person Interview” series on Curveballs and How to Handle Them.
A great resume (or CV) and cover letter will get you through the door, but the final step in the process – the in-person interview – is what ultimately secures you the job position. Whether it should or not, the interview is what leaves the biggest (and final) impression on the search committee, and is your best opportunity to cement your candidacy.
In Spelman Johnson’s Four Part Blog Series on the Search Committee In-Person Interview we talk about how to effectively prepare for your interview, how to handle interview curveballs, what to ask and what to avoid, along with other tips and tricks to keep in your interview arsenal. Have comments, additions, or suggestions? Please leave them in our comments section!
You’ve prepared for a phone or Skype interview. You’ve read about the department, printed copies of course descriptions, and are ready to talk about your teaching, research and engagement with service work. But have you prepared for the interview’s final question?
Example: “I’m curious to know what work toward diversity and inclusion looks like on campus. What committees or initiatives have each of you served on in this vein, and what has your experience been like?”
Earlier in the interview, you’ll have been given the chance to talk about your teaching — but you probably won’t hear anything from the committee to tell you if your methods align with department values or campus needs. For example, experiential learning opportunities that require students to purchase event tickets or attend activities on weekends may not be possible on a campus where students have little disposable income and full-time jobs and families.
Consider what aspect of workplace culture is nonnegotiable for you — perhaps a focus on student success, access to research support or an inclusive environment — and make this the place where you ask a committee to go beyond talking points about a department in general to reveal their individual commitments or experiences.
That said, don’t assume everyone in the room has a job that looks like the job you are being considered for. If you have access to committee members’ names before an interview, research their positions to find out who engages in teaching, research or both. If you don’t have access, use phrases like “working with students” instead of “teaching” or “for those of you who do X” to acknowledge your question may not apply to all committee members.
FAQ
What is a search committee interview?
The search committee will work with Human Resources to organize those visits and will solicit feedback from the individuals who have interviewed the candidates. The search committee will also interview candidates on the day of their visits.
What type of interview is conducted by a search committee?
What is the role of a search committee?
- Could you tell me about yourself and describe your background in brief? …
- How did you hear about this position? …
- What type of work environment do you prefer? …
- How do you deal with pressure or stressful situations? …
- Do you prefer working independently or on a team?
