Hiring Good Teachers: The Interview Process

1 Hiring Good Teachers: The Interview Process Autumn Tooms and Alicia Crowe The small nuances of how you and your school are perceived in the Interview Process can make the difference in attracting high-quality teachers. Hello, Mrs. Thomas. This is Kim Jones. I just thought I'd call and let you know that I was really pleased that you offered me the teaching position. I really liked your school, but I'm going to take a position at Jefferson instead. I just think I'll fit better over there. So, thank you for the Interview and the offer, and have a nice day.. H. ow would you like to receive a call like this the week IN BRIEF before school opens? It's happening to more and The authors emphasize the impor- tance of the Interview Process in sell- more principals.

2 In a time of teacher shortages, it's a ing your school to desirable teacher candidate's market and those with the hottest credentials candidates. They recommend that principals thoroughly prepare for each can afford to pick and choose. Interview , make the candidate feel Historically, the teacher that can help principals select and hire highly welcome, ask thoughtful questions, Hiring Process has always qualified candidates that not only meet No Child listen carefully to responses, and show been pressure-filled be- Left Behind requirements, but are critical assets off their schools with post- Interview cause of the large pools of in turning around failing schools. guided tours.

3 Applicants and short hir- ing windows. Too often, Be Prepared interviews were (and in Part of leadership is knowing how to fake it . some cases continue to be) hasty rituals squeezed like giving an off-the-cuff speech to a group of between other administrative tasks. With today's parents. But don't try to fake it during the teacher shrinking candidate pools, principals are being Interview Process . Candidates notice all sorts of challenged not only to identify the best candi- things about you and your school during their dates, but in many cases to convince them to visit. Did you spend any time at all reviewing their accept teaching positions. resumes and cover letters? Is your office messy Here are some insights on the Interview Process and disorganized?

4 Did you make them wait while 50 Principal November/December 2004 you rushed to complete some last- Thoughtful questions interesting that you might want to ask minute task? about? Maybe a candidate knows one Principals have, on average, only allow candidates to of your colleagues or shares one of about 20 minutes to determine a can- your interests. By commenting on didate's potential, and it is important demonstrate their what you have read, you demonstrate to recognize that the candidate has strengths, admit their that you are detail-oriented and thor- the same amount of time to size up ough, characteristics that reflect well you and your school. You will look weaknesses, and reveal on you as a leader.

5 If you are using a more prepared, concerned, and artic- team approach for the Interview , be ulate in the Interview if you have pre- their beliefs sure to brief all those involved about pared by carefully reading the the Process and appropriate questions candidate's file. Did you see anything that can be asked. Principal November/December 2004 51. Create a Welcoming Environment from a meeting makes a poor impres- What activities would you like to Pay some attention to the Interview - sion on a candidate. If necessary, participate in or lead that are outside ing environment. What a messy office allow yourself a two-minute time-out of your classroom responsibilities? shows to a candidate is a messy and to regain professional composure.

6 What curriculum assessments or disorganized leader and perhaps a standards are you familiar with? disorganized school as well. Ask the Right Questions Why did you choose to apply for Consider how the room is arranged. Thoughtful questions allow candi- this position? You don't want your candidate seated dates to demonstrate their strengths, What was the most creative lesson at the end of a long conference table admit their weaknesses, and reveal their you ever taught? and you don't want to squeeze a team beliefs about curriculum, classroom What was the most inspiring thing of interviewers into your small office. discipline, school culture, collegiality, you have done as an educator?

7 Arrange the room to make the inter- and commitment to the profession. What do you think will impede viewee feel comfortable and welcome. Consider questions like these: your ability to contribute to our Instructing your office staff to greet community? candidates cordially is a small effort Why did you want to become a What sort of assessments do you that reflects positively on your school teacher? use in the classroom? culture and eases a candidate's nerves. Are you willing to teach subjects What is your favorite lesson to Even if they are conducting business on and grade levels that require you to teach? the phone or with a fellow employee, stretch professionally? If you are hired, in what area do your office staff can still make eye con- If you and a colleague are not get- you think you would require the most tact, smile, and greet a visitor.

8 Ting along, what would you do to seek support? Make every effort not to keep the a more collaborative relationship? You might also want to try a behav- candidate waiting. But be realistic. A In your view, what is the purpose ioral Interview , a non-traditional ap- principal rushing into the front office of discipline in the classroom? proach that helps gauge a candidate's Give the Gift of Membership Inspire a Inspire a You know the value of NAESP membership. Imagine how useful membership could be to an Aspiring Principal! Encourage a great teacher, student, or someone you're mentoring with a membership in NAESP. It's a gift that will last them their whole career. Aspiring Principal Membership is only $65 and affords most membership benefits, including access to the NAESP Web site, all NAESP publications, including Principal magazine, and member discounts to both the NPRC and Annual Convention.

9 Give the gift of membership today! Go online to and fill out the membership form. In the comments section, tell us the membership is a gift, and we will send a special letter with your recipient's membership card. NATIONAL ASSOCIATION OF ELEMENTARY SCHOOL PRINCIPALS. Serving All Elementary and Middle Level Principals 1615 Duke Street, Alexandria, VA 22314-3483 703-684-3345. 52 Principal November/December 2004 potential (Kretovics 1996). This tech- Even if you are tired, views excited about a candidate, only nique is based on the idea that the to discover poor or falsified references. best predictor of a candidate's future discipline yourself to Your attention to the small nuances performance is his or her past achieve- of how you and your school is pre- ments.

10 Kretovics suggests using ques- look people in the eye sented in the Interview Process can tions such as Give me an example of when they are talking make the difference in attracting a time when and Tell me about a high-quality teachers. A professionally situation in which you Even if you to conducted Interview builds a cultural are interviewing a freshly graduated dynamic that may eventually result in teacher, you can still ask such ques- questions. Be prepared to answer larger and stronger candidate pools tions, based on their student teaching specific as well as general questions because you have set the tone for a experience. Unexpected questions about the school, teaching load, stu- school environment in which people allow you to see how candidates think dent body, community, and school cul- want to work.