Real Stories, Real Lessons
By Ivan Bartolome, President & CEO, HealthSearch Partners and Neill Marshall, Chairman, HealthSearch Partners
Even the most polished résumés can’t save a poor performance in front of a search committee. Over the years, we’ve seen some remarkable missteps, all from candidates who should have known better. These aren’t just amusing anecdotes, they’re powerful reminders of what not to do when the stakes are high and all eyes are on you.
1. The Panicked Sprinter
One candidate showed up technically on time, but only after sprinting back to his hotel to grab something he forgot. He rushed in at the last second, out of breath and sweating through his shirt. He never recovered. His energy was frantic, his thoughts scattered, and his credibility evaporated before the first question was asked. He spent two hours as an afterthought.
Lesson: Show up early, composed, and unflustered. There are no points for dramatic entrances, just deductions.
2. The Rambler
Despite being clearly instructed to keep her opening remarks to 3–4 minutes, one candidate droned on for 20. She lost the entire room before she ever got to the first question. People stopped taking notes. They started looking at the clock. They couldn’t wait to move her along.
Lesson: Respect time limits. Brevity signals discipline, preparation, and respect for the process.
3. The Disinterested Bystander
One candidate repeatedly mentioned how happy he was in his current role and how he didn’t need the job. That may have been true, but he killed his chances by making it sound like he wasn’t all that interested. The committee took him at his word.
Lesson: If you want the job, act like it. If you’re unsure, keep that to yourself. Ambivalence never inspires confidence.
4. The Infomercial Auditioner
High energy is great until it turns into something resembling late-night television. One candidate was so intense and animated she came across as more of a motivational speaker than a hospital executive. The committee didn’t know whether to ask her a question or buy the timeshare.
Lesson: Passion is good. Performance is dangerous. Stay professional, not theatrical.
5. The Human Sedative
On the opposite end, one candidate’s energy was so low the committee nearly nodded off. Monotone answers, lack of eye contact, and no visible enthusiasm. You could almost hear the opportunity wither on the vine.
Lesson: Energy matters. If you’re naturally calm, fine but bring your alert, engaged version of calm. If you’re not visibly interested in the job, they won’t be either.
6. Character Is Revealed in the Smallest Moments
In one search for a Massachusetts hospital CEO, a strong finalist was taking a routine tour with the Chief HR Officer. All was going well until they passed a nurse in the hallway. The candidate leaned in and made a crude, misogynistic comment about her appearance. That moment ended the process. No meeting, no deliberation. He was done.
Lesson: No résumé can compensate for a lack of basic respect. One offhand comment can reveal a deal-breaking flaw.
7. The Arrogant Candidate Who Insulted the Receptionist
At another hospital, a candidate dismissed the receptionist during check-in, unaware she was the board’s executive assistant. Rude and dismissive, the candidate made a sarcastic comment when asked to wait. When the committee reconvened, she shared what happened. That was the end of his candidacy.
Lesson: Everyone matters. Integrity isn’t just shown in the interview, it’s shown in how you treat the people who can’t help you.
8. The Candidate Who Got Caught Lying — in Real Time
During a CEO interview, one candidate claimed to have great physician relationships at her former hospital. A search committee member happened to have a classmate on staff there—and knew about a formal vote of no confidence. When asked, the candidate doubled down with more fabrication. It was over before lunch.
Lesson: Never lie. Especially in a room full of people whose networks go deep. If you fudge the truth, it will come out—and the fallout is swift.
9. The Unexpected Plus-One
One candidate showed up to the interview with his spouse. She didn’t participate, rather she sat quietly in the hospital lobby during the entire two-hour interview. Was it wrong? Probably not. Was it a bit odd? Absolutely. The committee didn’t know what to make of it. It introduced a level of awkwardness and distraction that didn’t need to be there. The candidate may have felt supported—but the committee felt confused.
Lesson: Search committees are evaluating you, not your family. Unless invited, keep guests out of the equation, especially on interview day.
10. $500 That Tanked a Candidacy
Another candidate brought her spouse to tour the community, a good idea in theory. But that night, the couple dined at one of the city’s nicest restaurants and submitted a $500+ reimbursement request for dinner and drinks. Word got back to the board. One member’s response: “She went from first to last during that meal.” The excessive tab sent the wrong message about judgment and entitlement.
Lesson: Even if technically allowed, submitting certain expenses, especially alcohol, can be perceived negatively. When in doubt, don’t submit. First impressions include how you handle the details, especially finances.
11. The Ego Interview
A CEO candidate had achieved so much success in his current organization and with national professional organizations, he felt the hiring organization would be lucky to have him. As a result, he didn’t do his homework and came across as disinterested, unprepared, and disconnected from the hiring organization’s mission.
Lesson: Search committees can sense when you think you’re the smartest person in the room and it’s a real turnoff. If you want the job, prepare for it. Demonstrate humility, enthusiasm, and genuine curiosity about the organization and its people. Search committee members will know when you’re faking it.
12. Unprepared-A Deer in the Headlights
A CEO candidate was interviewing with a faith-based organization. At the conclusion of the interview, the board chair, a prominent nun, asked the candidate to lead the group in prayer. The candidate froze, wide-eyed, and visibly flustered. It was an awkward ending to an otherwise strong conversation.
Lesson: If you’re interviewing at a faith-based institution, understand the spiritual leadership expectations. If prayer or religious alignment may be part of the process, be prepared to lead with confidence and authenticity. Culture fit includes comfort with mission.
13. Try Not to Sweat It – Really
Roughly 20 minutes into a 90-minute search committee interview, one finalist began sweating profusely. He repeatedly wiped his brow with a handkerchief, and the distraction became unavoidable. Afterward, committee members whispered: “Was he nervous? Or scared?”
Lesson: If you know you have a physical trait — sweating, blushing, shaking — that could distract from your presence, get ahead of it. A line like, “I tend to sweat when I get excited about leadership — and what you’re doing here excites me,” can turn a liability into a strength. Own it before it owns you.
Final Thought:
Search committee interviews are not forgiving. You don’t get a second shot. Everything matters — how you enter, how you speak, what you emphasize, and how you carry yourself. One or two missteps don’t have to doom you, but five minutes of bad choices can override 25 years of experience.
Next time, we’ll bring it all together in a bonus conclusion: How to Nail the Search Committee Interview — From First Impression to Final Offer.
