Difficult Conversations

Many of the discussion threads on The Chronicle‘s forums seek advice on how candidates should approach difficult questions during the initial stages of the interview process. Candidates want to know the best way to ask prospective employers about starting salaries, moving expenses, teaching load, research and service expectations, and other such matters.

Trouble is, there’s no universally applicable answer to how, and when, to approach a hiring institution with such questions. For example, many institutions are very open about financial matters such as salary, quoting a range in their job ads, or at the initial point of contact to ascertain a candidate’s interest in interviewing. Other institutions treat salary information as top secret; just asking will be so offensive to some search committees, deans, or others that it will seriously damage a candidacy.

I generally wish for more transparency in the hiring process, as it lessens the risk of bad feelings and wasted time for all involved. When I interview candidates, I’m willing to answer just about any question, and I try to tell the truth as I see it. If people ask something I can’t answer, I try to explain that, too. That approach works for me.

But others have different approaches and different motivations for taking those approaches. I think it’s best for candidates to proceed cautiously in asking touchy questions. Try to discern the institution’s approach and conform to it during the interview as much as possible. Unfortunately, the ability to sense an institution’s preference on these matters comes from experience, and experience in the form of not getting a position can be very costly.

What are your experiences with asking or answering sensitive questions in the search process?