The goal of an interview for an administrative position is to let the search committee see your strengths and determine whether it can live with your limitations. Committee members are trying to get a snapshot of what you're really like, and that is just what you want them to do -- if they see something other than "the real you," you're establishing a weak foundation for a long-term relationship. Sometimes, though, the committee's image of you is distorted by your nervousness or inexperience with interviews. Based on six years of watching candidates go through the interview process, I'm going to describe some common interview hazards and offer some suggestions for dealing with them:
Rambling: Search committees know what information they are trying to gather in the allotted time. Some candidates give long and winding answers that don't really respond to the questions asked, even though they may not necessarily be long-winded people. Respect the committee's agenda and answer the question you've been asked, and do so in a succinct way. If you are asked about your background, don't start with first grade. You may want to begin by talking about your undergraduate and graduate experience, particularly if it shows the roots of your current professional interests, and then focus on professional experience that has a bearing on the position you're interviewing for. When describing a situation at your institution, provide only the amount of detail necessary for the listener to make sense of the story you're telling.
Monotonous tone: This is a special hazard if you're meeting with a search committee right after lunch, the lowest point in the energy cycle of the day for many people. If you tend to speak in a low monotone, try to compensate by structuring your remarks very carefully and tightly (e.g., "My answer has three parts ..."). That can allow people to follow you better if your tone is somewhat flat. Use concrete examples to give your responses greater credibility. And over the long term, think about trying to develop a more effective style of speaking.
Lack of eye contact: Most of us believe that we can grasp a person's true nature in a face-to-face exchange, and eye contact is an important part of this appraisal. Try to look at the person who asked the question, and in the course of the interview try to look at everyone. If you don't, the people you didn't look at are very likely to notice this and it is often a matter of concern. It is especially troublesome if you fail to look at the students, the women, the people of color, or any other identifiable group of people.
Being too aggressive or too reserved: Every institution has its own culture, and every position carries its own expectations. Some search committees are looking for a feisty fighter, and others for a soothing healer. Some are looking for both -- e.g., a dean who will soothe the faculty and joust with the administration. You should represent yourself as you really are, but sometimes candidates become more aggressive or more reserved because of the anxiety created by the interview. I've seen candidates say, very aggressively, "I used to be rather cocky." I've also seen candidates who whisper, "I've learned not to be so soft-spoken." Show that you have good self-knowledge about key elements of your style: "People have told me that I'm soft-spoken, and I have worked to present myself more effectively, but I hope that my reserved style also communicates integrity and a reflective approach."
Negativity: Some candidates project negativity from the minute they walk in the door. They respond to "How are you?" with details of the cold they're fighting, they comment on delayed flights or a smoky hotel room, and they go downhill from there to enumerate the flaws of their colleagues, micromanagement by their boss, and misguided direction of their institution. Telling a negative story about your institution is always risky, but the point I'm making here is that all these things can contribute to a sense that you're a negative person who seeks, attracts, or just focuses on trouble. Step back and see if this is how you are presenting yourself and decide if this is how you really are and want to be seen; again, nerves may make you say things in ways you normally wouldn't.
Appearance: While first impressions may be deceiving, they are very potent. How do you appear to others?
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Age: If you appear old and tired, think about how you can talk and behave to keep observers from focusing on your age. Communicate energy, ideas, alertness, and other features that signal you may be older than most candidates but you're not winding down. If you appear younger than you want to, consider clothing, hair style, tone of voice, gestures, and other things you can modify to make you appear as mature as you really are.
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Weight: If you are overweight to the point of appearing unhealthy, think about losing weight and doing things to convey that you aren't slowed down by your weight and that you make a good appearance when meeting with trustees, corporate types, and community leaders.
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Clothing: How you dress sends a message to others, so make sure it's the message you want to send. If you are "in uniform," no one will probably notice what you're wearing. The uniform is a suit, white shirt, and tie for men, and a business suit or a dress for women. Anything out of the ordinary is noticed, large rings and other jewelry, especially on men. That's fine if that's what you want -- but consider whether you want to be remembered as "the candidate with the huge ring" or "the candidate who was so well prepared."
Humor: It's difficult to know how to use humor in an interview, and few people do it effectively. If you're not inclined to use humor naturally, don't do it in a job interview. If you want to use tasteful humor to relax the group or to capture attention with your distinctive style, go ahead -- but if you find that the committee is unresponsive you should take the hint and get serious.
With all of these "don'ts," what are some things you should do in an interview? Focus on helping the committee to see you in the position. Show all the things about yourself that prepare you to do the job, and show that you have the experience and personal characteristics to be in the position they're filling. If you can avoid some of the hazards I've described, your real strengths can come shining through.
