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[lemonbar]

I have a simple question: in a search, do the members of this list routinely interview inside candidates if they *somewhat* fit the job description? Obviously, if the person does not fit the ad and has no chance of being hired there is no point. But what if the person fits the ad in some ways -- but not all? It seems to me that there is no harm done if they are interviewed. What do others think, what have others done in this situation?

[englitprof]

If the interview is largely for courtesy's sake, don't do it.  It's not fair to raise someone's hopes like that, and in the end it feels like more of an insult than not being interviewed at all.

[larryc]

As Englitprof notes there are institutions with a tradition of offering "courtesy" interviews to people they have no intention of hiring because of other connections that person may have with the institution. I see nothing courteous about it, and we don't do it at my school. But your question was whether it happens, and yes it does.

[zharkov]

Let me just add that some people expect courtesy interviews, so you need to be able to tell they why they (or spouse, say) was not interviewed.  If you decide to skip courtesy interviews, then you need to do it for all who would be given the courtesy.

A few years back, I was on an SC where a faculty member tried to lobby for a courtesy interview for a spouse who lacked the required doctorate. We said no, but broke what had been a common practice at the school.

[anywho]

As an internal candidate, how would one know if the interview was offered only as a courtesy, or as a genuine chance of being selected as the best candidate for the position?

[englitprof]

As an internal candidate, how would one know if the interview was offered only as a courtesy, or as a genuine chance of being selected as the best candidate for the position?

Ideally, the SCC will make this explicit.  I've know internal candidates who were told in no uncertain terms that theirs were NOT courtesy interviews.

However, without such assurance, it can be very difficult for an internal candidate to tell.  If it's possible to compare CVs with the other shortlisted candidates, this would at least give you an idea if you're on par.

[anywho]

The SCC told me my application materials were strong. This would probably mean that it is not a courtesy interview, right?...unless they were just being nice in saying that my application looked good.

Either way I will do the best I can during the interview.

[englitprof]

The SCC told me my application materials were strong. This would probably mean that it is not a courtesy interview, right?...unless they were just being nice in saying that my application looked good.

Either way I will do the best I can during the interview.

I would tend to think positively and assume that the SCC would not have told you this if s/he saw this as merely a courtesy interview.

But yes, give it your best shot.  Will keep my fingers tightly crossed for you!

[sibyl]

I have a simple question: in a search, do the members of this list routinely interview inside candidates if they *somewhat* fit the job description? Obviously, if the person does not fit the ad and has no chance of being hired there is no point. But what if the person fits the ad in some ways -- but not all? It seems to me that there is no harm done if they are interviewed. What do others think, what have others done in this situation?

On the plus side, it may do no harm at all, and it may communicate that you are invested in the professional growth of this individual.  On the minus side, it may communicate that you think that the individual is just one or two pieces shy of advancement.  For example, let us say that you are seeking someone with experience in Green and Blue.  This inside person has plenty of Green experience but no Blue at all, and no expectation of getting any Blue experience anytime soon.  You know that you would never hire anyone without Blue experience.  In this case it is a bad thing, because you are raising expectations; if the person doesn't get this vacancy, or the next one, then he or she will become embittered.

If I have eighteen candidates with Green and Blue, and 61 with Green only, then I would not interview this inside person.  It's unfair to the committee and to the candidate.  On the other hand, if I have three Green-Blues and 61 Green-only, I might make the inside person my only Green-only interviewee.

As an internal candidate, how would one know if the interview was offered only as a courtesy, or as a genuine chance of being selected as the best candidate for the position?

You cannot know.  They might have said the nice things to be polite, just as they might have said them because they believe them.  And it does not matter anyway.  You have the interview, which means you have a chance at the job.  You can't control what the other candidates do, or what they bring to the table.  You can only do your best, and you note that you are committed to doing that.  Good luck.