Interviewing is a skill. Job candidates who go into interviews with the attitude that they will simply respond to questions off the cuff are taking a passive, unprepared approach that impresses no one, especially in this day and age, when markets are tough. You should prepare yourself thoroughly for every interview and identify your purpose in advance. What do you want the committee to remember about you? What messages will you send, and how? Taking some ownership in the process will enhance your performance while also reducing angst and feelings of powerlessness.
Above all, in academic interviewing you want to show those on the hiring side that you are “job ready,” that you are a forward-thinking professional whose future is compatible with theirs. Let them see how invested you are in your profession and what you find interesting about their job opening. If the position is tenure-track, convince them that you are “tenurable.” GSAS Career Services offers programs annually on academic interviewing. Check our Current Events for a schedule of upcoming programs.
After you have submitted your application, the ball is in the court of the hiring institution. You can expect to receive some sort of acknowledgement either in the form of an acknowledgment letter and/or an applicant survey requesting data for affirmative action purposes. This contact may come as a paper letter, postcard, or email. The survey will request information about your gender, ethnicity, and veteran status. Completing this survey is voluntary on your part, and not completing it will have no affect on your candidacy, but your participation helps the institution comply with its federally-mandated reporting.
Many search committees receive dozens, if not hundreds, of applications. Their first task will be to size down the applicant pool by weeding out the least likely prospects. The screening criteria vary from one committee to the next. Applicants with poorly presented materials are likely to be eliminated. For especially competitive searches, committees sometimes reduce the pool by retaining only candidates from prestigious institutions and advisers, those with the degree in hand, and those whose interests and accomplishments best fit the department’s needs.
When you make the first cut, you may receive a request for additional materials, such as a dissertation abstract, writing sample, teaching portfolio, transcripts, etc. Be prepared to submit these materials promptly. It is common for search committees to contact candidates who make the first cut to schedule a conference interview or interview by phone. These screening interviews help them narrow the selection further to the top few candidates, who will then be invited for campus interviews.