There is something uncomfortable about bringing the topic of money into a conversation about how to best serve our college and university students while preserving the values, integrity, and relevance of our higher education institutions. However, there is virtually nothing we do in the realm of education that does not have a real cost associated with it. Thus, the balance sheet does have a place at the table, especially in recent years as endowment growth has been suppressed by diminished giving and low interest rates, state support has been reduced, and tuition resistance or caps have emerged. Add to this picture the decrease in federal funding for research, and we have compromised all the main income streams upon which our colleges and universities have traditionally depended to advance their missions in serving students in the best way. The question is how do we garner, in challenging fiscal circumstances, the resources necessary to serve our students in a changing world that expects new skills of our graduates?
We tend to think of interviews as processes that select suitable candidates for different jobs. But in many ways the purpose of interviews is more accurately to reject unsuitable candidates. After all, by the time a search reaches the stage of meeting a few finalists on campus, the institution has largely been satisfied that everyone being interviewed is qualified for the job. The candidate’s résumé has been examined, references have been contacted, and the candidate has already answered a number of questions appropriately during a phone interview or an off-site at a conference. The critical question now is, Which of these finalists is the best fit for the program and the institution? Seen in this way, interviews are often less about demonstrating the qualities you possess in order to convince the committee that you deserve the position than they are about not demonstrating the qualities that might rule you out from further consideration. It is not uncommon for search committees to discover that a candidate who has all the right qualifications “on paper” acts so inappropriately that one begins to wonder, “Is this person actively trying not to be offered the job?” In fact, this experience occurs often enough that, as a public service, we would like to provide tips on how to talk your way out of a job during an interview. Follow these simple guidelines, and you’ll significantly increase the likelihood that the position will be offered to someone else.
