Prepping for Higher Ed Interviews

After serving on several hiring committees in higher ed, I'm sharing what I do to prepare for the job search and interview and what I recommend for first-gen professionals.

The Job Search Process

• Self-Reflection: Before you begin looking for opportunities, I recommend asking yourself these questions and checking in with your partner/close friend/mentor(s) for affirmation and feedback. Are you limited to specific locations/regions? What skills and strengths do you want to use in this new role? What areas of growth are you interested in developing? What population do you want to serve?
• Reach out to your networks: Let the world know (or people you trust) that you seek new opportunities. Try to be as specific as possible based on your reflection questions, including your desired salary range.
• Organize yourself: Create a folder with appropriate documents and links. For example, a list of websites where you will look for jobs, a list of accomplishments you are proud of, etc. Create a list of people you can ask to be recommenders/references and ask them for permission.

Application Materials

• Resume & Cover Letter: Create a template resume and cover letter based on the type of position you are looking for. You will then create a different tailored version for each position you apply to. Find 1-2 people that are reliable and know you that can review it and provide constructive feedback. DO NOT use the same resume/cover letter for different positions.
• The Diversity Statement: For CA CC's, applications require a diversity statement with a prompt asking about your experience working with diverse populations. This should not be something in your cover letter. You will want to highlight your lived experiences and concrete examples.
• System Applications: For colleges and universities, there is often an application with its own fields plus an area to upload your resume and cover letter. You need to fill this out and I don't recommend copy/pasting your resume. Typically, HR scans this and makes the first decision to see if you meet minimum qualifications, so that is critical. A hiring committee receives those from HR, and they are expected to read everything and score it. See the next bullet point on how to tailor this and your resume/cover letter.
• The Job Description: Print or export it as a PDF to save in your folder. Once the position closes, this job posting will go away, and you won't have access to it. Read through it multiple times, like a textbook, and write notes such as an example for each of the duties that you have done. Check off items you have experience in and highlight ones you have never done before. Use the exact language in this job description to tailor your application, resume, and cover letter. You will also use this later for interview prep.

Interview Prep

• Anticipating Questions: By using the job description, specifically the 'duties and responsibilities' and the 'desired qualifications,' create an interview quiz by forming questions. How can each bullet point be an interview question, and how would you answer it? Go through each one and try to come up with a different example. Clean up these notes and take them with you on the interview (yes, you can take notes!)
• Learning the Organization: Go through the campus' website and look for these key areas: Home Page (what do they want to highlight), Student Equity Plan (for CCC's), Strategic Plan (what are their priorities), Board of Trustee meetings (last agenda/meeting minutes to see what they are up to right now), and the department/division that houses the position you are applying for. Make notes based on what you see, and go back to your Interview Quiz to see if you can tailor this based on your observations.
• Connect Internally: If you know someone who works at this campus, contact them and ask if you can talk to them to learn more as you prepare for the interview. If they are on the hiring committee, they won't be able to speak with you, so ask if they recommend someone who you can talk to. If you don't know anyone, ask your trusted networks if they can refer you, or check Linked In. This isn't critical, but it can be helpful to start here because you may find out someone is interim and likely will get this role. If this is the case, you can decide if you still want to go through it (it could be good practice). If you are able to talk to someone, consider asking these questions: (1) Do you think someone internally is on track for this position? (2) What recommendations can you provide as to what this department needs from this person? (3) What do you suggest I highlight in my materials and interview?

I know what you may be thinking... this is a lot. What I can tell you is that I have done this for every professional job I have applied to and it led to job offers for most of them. On the hiring committee end, it shows when someone takes the time to prepare, and when someone is just applying. My last recommendation is for you to be your authentic self in these interviews. If the organization doesn't want YOU for who you are, they don't deserve you.