As we've been conducting our campus interviews this year, I've begun to think more about how candidates' days on campus are arranged. Even at a small institution with comparatively accessible administrators, such as mine, it's difficult to arrange on-campus interviews so that each of, say, two or three candidates meets the interviewers in the same order.

Not being able to arrange that order does, I A line Applique Pleated Satin Wedding Dressfear, change the dynamics for candidates who meet with the dean, the president, and me at different points during their campus visits. For me, meeting a candidate early in the day means that she won't yet have the experience of meeting with the faculty, having lunch with a student group, and doing her teaching demonstration. For the president, it means the candidate won't yet have talked to me or met the others, either. Those variables will inevitably change the tenor and content of our meetings with candidates, and it's hard to correct for these differences as we consider which candidates to pursue further.

We therefore try hard to be consistent when arranging candidates' interview schedules. But that can cause some other interesting issues to arise.

We recently completed campus interviews for a position in composition. Three strong candidates came to the campus. All three of them met with me at 8:30 in the morning, after having breakfast with the same member of the search committee. So far, so good. But the trouble Chanel Blue Black Large was that at that point in the campus interview, the candidates hadn't yet had the opportunity to learn what issues might arise that would be of concern to them.

My preference is to discuss candidates' experiences and questions as they come up. Except in my home discipline, English, I don't feel comfortable discussing their academic work except in the most general terms. That's why search committees comprise people from the discipline. I do want to talk about teaching strategies, the nature of the campus community, what kinds of interests candidates could bring that would add strength to our programs, and similar sorts of issues.

In an hour's conversation, there really is time for a candidate to probe his or her concerns or special interests in our position, and discuss with me issues regarding tenure and promotion, salary, moving, faculty development, and other nuts-and-bolts topics on which I am the "answerer of record."

So—from here on out, I'm going to throwChanel Coco Cabas another wrench in the scheduling of campus interviews by asking to meet with candidates toward the end, rather than at the beginning, of their visits.

I am curious about others' experience with the layout of campus interviews, from either side of the table. Have you experienced a setup that worked particularly well or badly, and, if so, why?

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Setting Up the Interview Day

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