David Evans at The Chronicle of Higher Education's On Hiring blog says he considers four main points when interviewing faculty candidates in person:
2. Does he or she show a genuine interest in the position? ...
3. Does the candidate have interesting ways of talking about her or his work? ...
4. Does the candidate have good questions to ask me? ...
On the second point, Evans says that whether candidates have spent time learning about the institution and the particular position is often overtly apparent. In addition, he says that no matter how "trite or basic," interviewees ought to ask questions — this shows that they have "actually considered working here" and demonstrates "engagement with the potential professional issues of our job." But, just as he expects candidates to clear these four objectives, Evans says he is also put to the test during faculty appointment interviews. "I do indeed also work to 'sell' the institution," he says, by providing his "take on the atmosphere in the particular school or program" and touting its financial situation. Overall, he adds, it's important for candidates to remember that not every search committee member is an expert in the particular discipline. To that end, search committees seek "candidates who demonstrate engagement with their work, clarity in discussing it, and plausible interest in our job," he says.