In the comments section of our, 'Ask a search-committee member' thread, Anon writes:
Do search committees usually have a ranking in mind when they invite candidates for Skype interviews? How can candidates best prepare for these things, particularly on short notice when one is balancing a heavy course load?
Both are very good questions. I will be curious to hear what readers think–particularly search-committee members, though job-marketeers may be able to help with the second question. Here, at any rate, are a few thoughts of my own.
Having served on three search committees, my sense is that some search committees have a clear ranking of candidates heading into interviews, whereas others do not. However, even in the case where the department doesn't have a ranking, individual search committee members almost always (again, in my experience) have a pretty clear ranking in their own heads. In cases like this, search committee members may share their own rankings with others on the committee, and there may be some broad agreement about some candidates (e.g. most of the committee may agree that candidates X and Y are "at the top of their list"). Further, my sense is that each search committee member's ranking can play pretty heavily into their evaluation of candidates post-interview (viz. 'X was my favorite heading into the interview, and they would have had to tank the interview in order for me to not want to invite them to campus). However, that being said, interviews can very much make a difference. If a 'top candidate' totally blows an interview, they may very well not be selected for an on-campus. Conversely, I can say from my experience that 'low-ranked' candidates who absolutely kill the interview may win an on-campus visit from it. Finally, as an aside, my experience serving on committees is that most interviews are "okay to pretty good." The typical interview, in my experience, doesn't do much to change how the committee evaluates candidates. It's the totally outstanding interview or bombed interview that tends to shake things up. Fwiw.
As for preparing for interviews with a high course load, I know how difficult it can be. I spent seven years on the market, six of them with full course loads, committee service, etc. But let me tell you this: you need to find a way. The best interviews are ones where the candidate comes off as really well-prepared. They show they know stuff about the university, show they know precisely–and in detail–how they would teach classes asked about in the job-ad: the topics they plan to hit, how they plan to structure the course, the kinds of assessments they use, and why. And so on. Conversely, the worst interviews (in my experience) are the ones where the candidate looks like they just showed up that day without having done any preparing. You ask them how they would teach a course in the ad and they give a handwavy answer; you ask them why they want to work at the school and they don't show any indication of even having looked at the university website; and so on. Don't get me wrong: preparing assiduously for interviews sucks. I know that as well as anyone. But find the time. Remember, it takes only one killer interview to nail you and on-campus, and one bomb to lose an an-campus.
How to prepare? Draw up a list of common questions, or questions you've been asked in previous interviews. Bullet-point answers to them, with 3-5 points you want to hit cleanly in each answer to avoid rambling. Do some background research on the school in putting school-relevant answers together (including courses listed in the job-ad). Then practice with a friend or partner: I did it over and over again, at the dinner table, while in the shower, over Skype, etc. And yes, practice over Skype. It's important to practice, as Skyping in a high-pressure situation is artificial and weird. The more used to it you get, the better (in my experience) you are likely to fare. And someone give you feedback on how you come across "on camera." Body language and 'energy' make a difference, for better or worse.
Anyway, these are just some of my thoughts, having been a candidate and a search committee member. What are yours?
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