Scuba Divers, US Navy – Source: National Archives
The “What Color is Your Parachute? Guide to Rethinking Interviews” by Richard N. Bolles (Ten Speed Press, 2014), is a brief, useful guide for job-seekers.
But Bolles’ suggestions are also helpful to employers.
Bolles describes five questions employers want to have answered but rarely ask directly in interviews, which are “floating beneath the surface of the conversation…”. Interpreted a bit for CUNY, they are:
1. Why are you interested in a position at (CUNY, College, Department) and not somewhere else?
Detailed questions may test how well the candidate understands us, and the job. It can help to ask candidates to describe both the job and the functions of the department or unit. Also, have they done research on us, and what did they learn?
2. How can you contribute to our work (at CUNY, College, Department, Profession)?
Look for candidate’s ability to not only describe their qualifications; they should identify factors most relevant to the job and detail how they’ve successfully used them, providing stories or examples.
3. What will it be like to have you here (as a colleague, manager, contributor)?
Go beyond general, subjective impressions of “fit”. Probe whether a candidate shares key values (focus on students, customer service) or how a candidate would solve typical challenges (changing priorities, meeting deadlines, resolving emergencies, communicating throughout the organization, and influencing – or even inspiring – others).
4. What distinguishes you from similarly-qualified candidates?
Probe as to (relevant) strengths or unique capabilities and ask for examples; these may including knowledge, or skills but also issues such as work habits, productivity, quality, problem-solving, or innovation.
5. Could we reach agreement on terms?
This question is usually not addressed by a Search Committee, but the Committee should be prepared to respond in general to candidates’ questions – and possibly identify deal-breakers in the early stages. Beyond salary and benefits, there are issues such as academic calendar, courses, workload, schedules, location (and relocation), time off, supporting resources/staff, publishing/research, committee work, even opportunities to learn new skills.
You can share this summary, interpreted for CUNY, to help Search Committee members and hiring managers plan interview questions. As Bolles advises candidates to ask similar questions of a potential employer, you might ask how a Search Committee would address these same questions posed by the candidate (e.g., “why would a candidate want to work at CUNY, and not somewhere else”? “how can the selected candidate best contribute to the unit”?).
The book may be available at College Career Offices and/or libraries. It is also listed in the catalog of The New York Public Library and sold at retail outlets.
