How to Interview (and Answer) to Make the Right Hire

SPECIAL GUEST POST FROM DAN CHRISTENSEN 

When coaches prepare for interviews, they often focus on:

• Recruiting plans
• Practice structure
• Systems and schemes
• Scheduling philosophy

All important.

But based on our recent research at Bechler Leadership, they’re not the primary focus.

We asked Athletic Directors a simple question:

“What’s a favorite interview question you ask when hiring a coach?”

The answers told a very different story.

The Interview Is Not About Information, It’s About Interpretation

Most of the questions ADs shared weren’t technical.

They weren’t about systems or drills.

They were designed to answer deeper, harder questions:

• Who are you, really?
• How do you think?
• What do you value?
• How will you lead here, not just anywhere?

In other words:

The interview is about interpreting the person, not verifying the résumé.

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Six Things ADs Are Trying to Figure Out (Through Their Questions)

1. Are you running toward this job, or away from another one?

Questions like:

• Why do you want this position?
• Why this institution?
• Why now?

These aren’t surface-level.

They’re trying to uncover intent.

ADs can tell when a candidate is:

• Exploring vs. committed
• Interested vs. convicted

The strongest candidates communicate:

“This is a place I want to be, not just a step I’m willing to take.”

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2. Do you know what you actually bring?

This showed up in many forms:

• What sets you apart?
• What do you uniquely bring?
• What would others say your strengths are?

This is a self-awareness test.

Because if you can’t clearly articulate your value:

• You’ll struggle to lead a staff
• You’ll struggle to recruit
• You’ll struggle to communicate vision

ADs aren’t just hiring ability.

They’re hiring clarity of identity.

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3. What are you actually trying to build?

Questions around success and vision were everywhere:

• What does success look like here?
• What will this program look like in 3 years?
• What would your first 100 days look like?

This is about direction.

And more importantly:

Is your definition of success aligned with ours?

Because misalignment here leads to tension later.

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4. Can you operate within reality, not just ideals?

Some of the most telling questions were:

• What do we lack, and how would you handle it?
• What challenges do you see here?
• How can you succeed in this environment?

This is where small-college context shows up clearly.

ADs are not looking for someone with a perfect blueprint.

They are looking for someone who can:

• Adapt
• Problem-solve
• Lead within constraints

That’s real leadership.

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5. How do you respond when things don’t go your way?

This category may be the most important.

Questions like:

• Tell me about a failure
• Tell me about conflict
• Where do you look first when things go wrong?

These reveal:

• Accountability
• Emotional maturity
• Resilience

Great answers don’t avoid failure.

They own it and explain it.

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6. What kind of person are you under pressure?

Some of the most powerful questions were situational:

“It’s 1:48 AM. A player calls. A teammate has been arrested. What do you do?”

That’s not theoretical.

That’s leadership in real life.

And it tests:

• Judgment
• Care
• Decision-making
• Communication

All at once.

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The Most Underrated Insight: ADs Are Hiring for More Than Coaching

One of the clearest patterns in this research:

Very few questions were actually about coaching mechanics.

Instead, ADs are evaluating:

• Leadership
• Character
• Fit
• Self-awareness
• Ability to contribute beyond the sport

Especially at smaller colleges, the role requires:

• Collaboration across campus
• Administrative responsibility
• Relational leadership
• Flexibility

This is not just a coaching job.

It’s a campus leadership role.