By Ivan Bartolome, President & CEO, HealthSearch Partners, Neill Marshall, Chairman, HealthSearch Partners, and Thomas F. Spinlder, Vice President, HealthSearch Partners
You only get one shot in a search committee interview. It can be the moment you elevate yourself above the competition, or the one where things quietly unravel. Here are the critical dos and don’ts you need to internalize before stepping into the room.
Do: Show Up Early and Ready
Arrive well ahead of time. One candidate, my top choice, arrived at the last minute, flustered and sweating. He never recovered, and neither did his chances of getting the job.
Don’t: Disrespect the Room
Introduce yourself to every committee member. Use professional titles consistently. One candidate addressed a male physician as “Dr.” and a female physician by her first name. It didn’t go unnoticed, and it didn’t go well.
Do: Engage Each Member
Put your due diligence to work. During the introduction, say something meaningful to each committee member. Don’t hurry. Make each one feel seen.
Don’t: Forget You’re Always On
You are always on stage. That means anytime you’re in public, you’re performing. In a smaller community, the odds are high that someone will see you before or after the interview, in the hotel lobby, at the airport, or in a coffee shop. The person sitting next to you on the plane might be married to a board member. What you’re doing, how you’re behaving, and how you treat people — it’s all being watched, consciously or not. Always be on stage and always act like you’re in the interview, because in many ways, you still are.
Don’t: Ask to be reimbursed for alcohol.
Even if technically allowed, requesting reimbursement for alcohol can be perceived negatively, especially in religiously affiliated or publicly funded organizations. Better to play it safe than risk sending the wrong message.
Don’t: Overdo It
High energy? Slow down. Low energy? Speed up. Modulate your tone and pacing to match the room. Smile too much? Then smile less. Tend to be serious? Then smile more.
Do: Watch Your Tics
Uhs, ahs, “right?”—get rid of them. Avoid fidgeting. One candidate twirled her hair the entire time. It distracted everyone from what the candidate was saying.
Don’t: Ramble.
Be clear, concise, and intentional in your responses. Aim to give complete, thoughtful answers that include just enough detail to demonstrate your experience, without overwhelming your audience. Use short, impactful stories that showcase your “greatest hits,” not your full résumé. When in doubt, it’s better to be brief. You can always follow up with “Would you like me to expand on that?” or “Did I fully answer your question?” These questions show both confidence and respect for the committee members’ time.
Do: Speak in Threes
When discussing your past roles, aim to provide three clear examples of what you accomplished in each position. It demonstrates that you’ve reflected on your impact, highlights your range, and helps the committee understand the depth of your leadership.
Don’t: Refer to Your Résumé
This is your story. You should know it. Speak from memory, not your packet.
Do: Make Your Positives Pop
If you’re willing to move to a small town, say it. If you have a differentiator, highlight it. Big deal? Make it a big deal.
Don’t: Let Others Control Your Narrative
If you have a potential red flag in your past, bring it up and frame it your way. If you don’t, someone else will.
Do: Commit to the Community
Be clear: “I will move here. My family is all in.” Soft answers won’t cut it.
Don’t: Ignore the Competition
Know who else is likely in the running. Shape your answers to contrast favorably.
Do: Ask for the Job
Once. Confidently. Clearly.
Don’t: Let Your Guard Down
The site visit is still the interview. That includes tours, dinners, and downtime. Be courteous, curious, and on your best behavior.
Do: Seek the Hard Truth
Ask your trusted network:
- Do I talk too much?
- Do I overexplain?
- Do I have verbal or physical tics?
- How do I come across?
Take the feedback seriously. Adjust accordingly.
Don’t: Fumble the Follow-Up
If you have a leave-behind, make it clean, organized, and easy to digest. Make sure it is easy to find — don’t go digging in your briefcase.
Do: Be Clear About Your Commitment
If you’re asked how long you plan to stay in the role, don’t hedge. Be direct. Most boards and search committees are looking for stability — ideally a 7 to 10-year commitment. Anything less raises questions. If you’re ready to plant roots, say so clearly. It matters.
Up next: Part 4 — Questions You Should Expect (And a Few You Should Ask).
