I received an email today that I made it through the first pass for a faculty position in clinical psychology at the University of Richmond. Several faculty would like to speak with me briefly over the phone (15 minutes) this Friday about my experiences and goals and answer any questions that I might have. I am totally new to the academic job search process (I am still on clinical internship), and I honestly have no idea what to expect. I would really appreciate some insight as well as tips/suggestions for my upcoming phone conversation/interview. Thanks in advance!
Date: 19 Oct 2010 15:55
Number of posts: 7
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I had a phone interview at Richmond for a position a couple of years ago in a different area. It was a friendly conversation with the search committee chair and the department chair. They were mostly interested in my lab requirements, and also what attracted me to Richmond. My memory is that it was short, maybe 10 or 15 minutes at the most. Good luck!
Any idea when universities/colleges are doing these brief phone interviews what percentage of the applicant pool is included (e.g., 10%, 50%, 90%)?
Not all universities do this. Those that do, it is usually the short list (or maybe a long short list like 5 or 6) that get asked to do it.
So a long short list is 5-6? How many people are typically in a typical short list then?
I suppose it depends on how you define short list. One might be the finalists that they hope to bring in - which is usually 3. But sometimes it varies on how departments do this. It is most common to bring all 3 candidates in but sometimes for budget reasons the department will bring the first person in first - see if they like that person - and if not move down the list. I was on a search committee last year where we identified 3 candidates but the faculty actually did not like one of them, so we only brought in 2. It has been my experience (but this is only in two different departments) that the search committee usually goes to the faculty with only the candidates they suggest bringing and not additional candidates for them to decide between. So one way to think of the short list is these candidates that they hope to bring in. Another way you might think of it is as a list of candidates that the search committee is deciding between. I have been one only one search committee that wasn't for a really specific more senior position where this was an issue - so other people might have had other experiences - but I believe at the end of the day we were really deciding between 5 candidates. In our case we didn't gather any additional info or anything on those candidates - we just re-looked over their files and discussed them more thoroughly before coming to the final 3. So you could consider those to be a shortlist as well. For some departments these would be the people they might do an interview or "quick chat" with. I think later in the hiring cycle committees will sometimes put together longer shortlists to see who is still available. I don't really know how long these are, though I imagine it is no more than 10 or so. When I was originally on the market I had 3 "are you still available?" inquiries and 2 of those 3 ended up resulting in interviews.
My limited experience thus far has been that there is a short list for phone interviews, and then they narrow down from there and invite 2-3 for campus interviews.
So they might have 100 applicants, but narrow down to 5-6 that they will screen using the phone interview, and then invite a few of those for campus interviews.
Of course schools vary!