accept teaching positions Here are some insights on the interview process that can help principals select and hire highly qualified candidates that not only meet
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Historically, the teacher
hiring process has always been pressure-filled be- cause of the large pools of applicants and short hir- ing windows. Too often, interviews were (and in some cases continue to be) hasty rituals squeezed between other administrative tasks. With today's shrinking candidate pools, principals are being challenged not only to identify the best candi- dates, but in many cases to convince them to accept teaching positions.Here are some insights on the interview processthat can help principals select and hire highlyqualified candidates that not only meet No ChildLeft Behind requirements, but are critical assetsin turning around failing schools.
Be Prepared
Part of leadership is knowing how to "fake it" -
like giving an off-the-cuff speech to a group of parents. But don't try to fake it during the teacher interview process. Candidates notice all sorts of things about you and your school during their visit. Did you spend any time at all reviewing their resumes and cover letters? Is your office messy and disorganized? Did you make them wait while www.naesp.orgPrincipal?November/December 200450Hiring 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 an d let you know that I was really pleased that youoffered 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 before school opens? It's happening to more and more principals. In a time of teacher shortages, it's a candidate's market and those with the hottest credentials can afford to pick and choose.IN BRIEF
The authors emphasize the impor-
tance of the interview process in "sell- ing" your school to desirable teacher candidates. They recommend that principals thoroughly prepare for each interview, make the candidate feel welcome, ask thoughtful questions, listen carefully to responses, and show off their schools with post-interview guided tours. www.naesp.orgPrincipal?November/December 200451 you rushed to complete some last- minute task?Principals have, on average, only
about 20 minutes to determine a can- didate's potential, and it is important to recognize that the candidate has the same amount of time to size up you and your school. You will look more prepared, concerned, and artic- ulate in the interview if you have pre- pared by carefully reading thecandidate's file. Did you see anythinginteresting that you might want to askabout? Maybe a candidate knows oneof your colleagues or shares one ofyour interests. By commenting onwhat you have read, you demonstratethat you are detail-oriented and thor-ough, characteristics that reflect wellon you as a leader. If you are using ateam approach for the interview, besure to brief all those involved aboutthe process and appropriate questionsthat can be asked.
"Thoughtful questions allow candidates to demonstrate their strengths, admit their weaknesses, and revealquotesdbs_dbs3.pdfusesText_6