By Neill Marshall, Chairman, HealthSearch Partners, and Ivan Bartolome, President & CEO, HealthSearch Partners
Our series on the Search Committee Interview Process has examined the “what,” the “why,” and the “how” of this critical event in any executive’s career. Now, we’re giving you a step-by-step guide about how to conduct a Mock Search Committee Interview. If conducted correctly, this ultimate tool in your preparation toolbox will give you an advantage when you walk into the interview.
This is not the time to wing it.
Preparing for a search committee interview is not something you improvise. Interviews are structured, fast-paced, and unforgiving. Candidates who perform well are not lucky. They are prepared. You can get a headstart on the process and a foot up on the competition by conducting a well-run mock interview. It will help you tighten your narrative, sharpen your delivery, and eliminate blind spots before you walk into the real thing.
A step-by-step guide on running a correct mock interview.
1. Set the Format
Match the environment you will face during the actual interview.
- If the interview will be in person, conduct your mock session in person.
- If the interview will be virtual, use the exact platform, whether Zoom, Teams, Webex, or the system the organization specifies. Prepare by practicing on the platform in advance. Test your background or virtual background since different platforms handle lighting and depth differently. Consider using AirPods or similar headphones, as they separate incoming and outgoing audio. This prevents audio bleed and produces cleaner communication. Make sure you understand all the platform controls, so you do not fumble during the actual interview.
2. Assemble Your Question Set
Start by gathering likely questions from your search consultant or HR contact. If you cannot get the exact questions, ask for examples used in similar searches. Speak with colleagues who have recently participated in search committee interviews. You can also draw ideas from Part Four of our Search Committee Series, where we address common committee questions and how to frame your responses.
3. Learn Who Is in the Room
Get the names and roles of each committee member. If you cannot obtain formal bios, research their LinkedIn profiles. Understanding who is at the table allows you to tailor your responses.
- For example, if someone is a physician, highlight how you support clinical leaders, build trust, and collaborate effectively.
- If someone comes from a finance background, emphasize stewardship, accountability, and operational discipline.
- If someone represents the community, reinforce how your leadership supports culture, mission, and public trust.
This is not pandering. It is demonstrating awareness and respect for the perspective each person brings.
4. Invite the Right People to Conduct the Mock Interview
The quality of your mock interview depends entirely on the people who run it. Ideally, include one search consultant who understands committee dynamics, along with two or more executives who have participated in similar interviews. Choose people who will give you direct and honest feedback, not polite encouragement. Avoid running the session with people who have never been through a search committee interview. Their feedback will not help you prepare for the real experience.
5. Structure the Session
A strong mock interview should follow a simple three-part structure.
- Introduction of Three to Four Minutes (your personal elevator speech)
Use a reliable format:
- Where you grew up
- Early notable achievements
- Where you went to college and why
- Why you entered healthcare administration
- A walk through your career from the beginning
- Where you worked
- One or two meaningful achievements in each role
- Why you made each career change
- Highlights from your last two roles, including two to three accomplishments in each
- A brief description of your family
- Why this position interests you
Have your mock committee critique your introduction immediately. Ask whether it sounded authentic, clear, and properly paced. Ask if it demonstrated executive presence.
- Questions and Answers
Use the questions you assembled. After each answer, pause and ask for specific feedback from members of your mock committee.- Were you concise?
- Did you maintain eye contact?
- Did the answer feel confident?
- Did you ramble?
- Did you answer the question?
Record the entire session. When you review it later, you will notice pacing issues, posture, tone shifts, and verbal habits that you did not see in real time.
- One Minute Closing Statement
A strong closing statement includes:- A sincere thank you
- One or two observations that show you were engaged in the conversation
- A reaffirmation of your interest in the role
- A concise statement expressing your desire to help strengthen the organization
The tone of your statement should show humility combined with confidence.
6. Use the Feedback You Receive to Refine Your Performance
Treat the feedback as essential. Tighten your introduction. Improve any answer that sounded vague. Shorten anything that ran long. Pay special attention to filler words such as um, uh, like, you know, and sort of. You do not need to eliminate them entirely, but you should reduce the obvious ones. They can make you sound younger and less confident than you are.
Rework your introduction. Practice your closing until the delivery is natural. Then stop. You do not want to sound rehearsed.
Why Mock Interviews Work
Candidates who excel in search committee interviews are not simply gifted performers. They are prepared, disciplined, and intentional. A mock interview allows you to refine your presence, shape your message, and present yourself as the leader the organization needs.
