“Strategic Questions to Ask Going into an Interview”

The truth about the interviewing and hiring process in higher education is that every institution implements their process a little bit differently. One institution may prefer an initial phone screen for potential candidates, and some institutions may skip a phone screen and jump to a group Zoom interview. So, as a job seeker, how can you best prepare when each institution does things a little differently and no higher ed interview process is exactly alike? A panel of higher ed human resources professionals, including a vice president of HR, director of talent acquisition, and a HR recruiting services manager, share their insight.

What Questions Can and Should You Ask Your Hiring Committee?

As job seekers, we may have a lot of questions about the interview process, but knowing which are appropriate to ask, and which we should avoid asking, can be a shot in the dark. Here is what the HR panel shared regarding questions we can and should ask:

• “…a job seeker has the right to ask any question they feel comfortable with (salary, hours, vacation time, benefits, goals, culture, etc). What the institution will provide afterwards is hit or miss.”
• “Some of the items I encourage employees to ask: 1) How does the institution see the role fitting into the strategic plan of higher ed and the university? 2) Ask about vision for the position in the future and potential growth opportunities.”
• “…there are no definitive right or wrong answers to your inquiry. In many job openings within higher education, there is nobody to inquire with about the process itself (which is unfortunate but part of the reality of hiring in higher education). When there is a contact, some will be offended by any outreach from candidates and others will be impressed. To navigate these challenges, our best advice is to be flexible and patient, understanding that the process may take longer than expected.”

There are some items that job seekers should do their own research on, rather than asking the hiring committee:

“…some of the items I encourage candidates to search out on the internet: 1) [For veterans] Organizations success in veteran employment. Are they recognized as a veteran employer of choice? 2) Potential reviews on the organization through LinkedIn, Glassdoor, Google, etc. 3) Understand their potential salary range and how it aligns with their potential career, area cost of living, etc.”

Can You Ask About the Timeline of the Hiring Process?

Knowing the timeline of the hiring process for the particular position you are applying for may relieve some job search related stress. Here is what the panel has to say about asking for the timeline of the hiring process:

• “From our perspective, it is always ok to reach out to a job posting contact regarding a job you have applied to and ask if there is an estimated timeline that can be shared or any additional information that might help you best prepare for the interview.”
• “As a candidate, we suggest reflecting on why the information regarding a timeline is needed before asking questions about it. If you are anticipating a competing offer, this can be very helpful. If it’s mostly out of curiosity, we may suggest using your time to ask more specific job-related questions so that you could assess the position more fully. Specifically, questions about the workplace culture, values, and environment could be particularly useful if you are new to higher education and assessing how it functions differently.”
• “At the conclusion of an interview, it is fair to ask what the timeline may be to hear back from the committee/hiring manager/HR.”

Can You Ask How Many People Will Be in the Interview and How Long to Expect the Interview to Last?

Preparing for an interview can be a time consuming and nerve-racking endeavor. Knowing exactly how many people you will be facing and how long you will be in the interview can alleviate some of the unknowns. Here is what the panel has to say pertaining to inquiring about the interview committee:

• “If invited to an interview, it is ok to ask who will be attending the interview and how long the interview will last (if those details are not provided).”
• “I think it is appropriate to ask, ‘if there is anything specific I can prepare for…’ and ‘will I be expected to present anything at the interview’?”
• “It is also appropriate to ask if the employer could provide the names and bios of the individuals on the search committee or interview team.”

Other Considerations from the Panel

• “This may not be related to higher education specifically, but in advance of any interview, we suggest reviewing the job posting and paying particular attention to the minimum qualifications and the job duties. Using those to anticipate questions that may be asked is a good strategy, and we recommend preparing examples from prior work experience to demonstrate how you meet the qualifications or have successfully performed similar job duties. This type of preparation is how we would recommend spending most of your time in advance of an interview.”
• “Do not be afraid to follow up after the interview with follow-up questions and a thank you email.”

As you can see, many questions are fair game. Some employers are even providing interview questions in advance (According to our recent survey of employers who post jobs on HigherEdJobs, 5% of employers provide them ahead of time, 9% do for only certain positions, and 6% do only when requested). However, the key is to be strategic. Ask the questions that will be most helpful to you while still being respectful of the hiring committee’s time.