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Want the perfect checklist to prepare for your next interview? In episode 57, Kathleen Hermacinski, head of human resources at Eureka College, shares tips and advice on the job search process, including in-person interviews on campus.
What’s one of the biggest red flags she sees during an interview? Candidates who do not ask any questions.
“That means you’ve probably not done any research,” Hermacinski said. “You aren’t looking into our culture, our mission statement or anything else like that. So, ending an interview with no question makes me feel like you’re not prepared for the interview, and you’re not prepared to join my team or my institution.”
In addition, be sure you are researching the right institution. She recalled being part of a search committee on campus for a high-level position. The candidate began the interview with a monologue describing Eureka College’s endowment numbers. But the candidate described another institution; the overview did not match the college.
Hermacinski recalled being part of a search committee on campus for a high-level position. The candidate began the interview with a monologue describing Eureka College’s endowment numbers. But the candidate described another institution; the overview did not match the college.
“We don’t know if this candidate was interviewing for the same position at that [other] institution,” she said. But researching the correct institution should be at the top of your list.
Respond to Recruiters in a Timely Manner
Timeliness is also key during a job search. Respond to recruiters and the hiring manager in a timely manner when they call you or send emails.
Hermacinski said it’s clear that people interview for multiple positions at the same time and then they try to pivot and give themselves more time in between the potential offers. But this stalling tactic can also come across as a sign you’ve lost interest in the role.
She recently called a candidate twice and sent two follow-up emails with no response. Hermacinski subsequently marked them as no longer interested in the Applicant Tracking System. That move generated an email, which prompted the candidate to finally respond. They expressed an interest (again) in the role.
Ultimately, however, the candidate was a no-show for the interview. (Sigh.)
“Don’t make the institution or the recruiter wait for your response,” she said. It will leave them with a terrible first impression.
HEJ’s Andy Hibel issued an appeal to early-stage job seekers about the “no-show” trend.
“Have more pride in yourself and your candidacy to not no-show,” he said. “You don’t need to show up for every interview but professionally handle that situation when you want to cancel.”
Not showing up for an interview is equivalent to not taking pride in your work or your professionalism, Hibel added. The world is a small place, and you may interact in the future with someone who knows that recruiter that you ignored.
Using DEI to Provide Encouragement in the Job Search Process
As part of its Diversity, Equity, and Inclusion (DEI) efforts, Eureka College has also taken steps to not assume gender during the interview process.
“We have stopped saying ‘Mr. Hibel’ or ‘Mrs. Cherwin,'” Hermacinski said. Instead, they use first names on campus and during the interview process.
It’s not a faux pas if an institution has not adopted a similar policy. But Hermacinski said Eureka College sees this step as a way to provide words of encouragement by not assuming gender.
Bring a Tablet, Pen, and Paper
On the “oldie but a goodie” side of the job search process, Hermacinski oldie said it’s important to bring a pen and paper or a notebook to your interview.
Some of the questions that come up in higher education can be two- to five-part questions. Being able to have something to write down what those questions are, and taking notes is key.
“Interviews can last a few hours, you’re meeting with several different stakeholders, and you want to make sure you have the capability to take down notes to use for later and ask questions,” she said.
Hermacinski previously contributed her advice on “5 Basic Mistakes That May be Hurting Your Candidacy” for HigherEdJobs. She recently took part in CUPA-HR’s Ignite program, which is sponsored in part by HigherEdJobs. The program connects a select group of early-career higher ed HR professionals with CUPA-HR, and key leaders in the association and the higher education human resources profession.
Listen to the entire episode for more from Kathleen Hermacinski, Andy Hibel and Kelly Cherwin. Have a question for HEJ to explore on the podcast? Email us at podcast@higheredjobs.com.
