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Download the OSBA School District Directory to your smart phone. Maps, directions, ratings, enrollment, contact information, and more for every district. Sync'd with state databases. Search for "OSBA" in your favorite app store.

School district websites are listed alphabetically

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Download the OSBA School District Directory to your smart phone. Maps, directions, ratings, enrollment, contact information, and more for every district. Sync'd with state databases. Search for "OSBA" in your favorite app store. School district websites are listed alphabetically

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Stand Out in Your Teacher Interview Video

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Stand Out in Your Teacher Interview Video

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Stand Out in Your Teacher Interview | Kathleen Jasper

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How to Answer Teacher Interview Questions Video

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How to Answer Teacher Interview Questions Video

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How to Answer Teacher Interview Questions | Reading and Math Block | Kathleen Jasper

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Questions to Ask at the End of an Interview

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Questions to Ask at the End of an Interview

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Questions to ask at the End of an Interview

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https://reportcard.education.ohio.gov/

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Mission
Springfield Local Schools, in collaboration with our families and community, will inspire students to realize their full potential as critical thinkers and ethical leaders in today's global society, while ensuring a safe and respectful culture.

Vision
Springfield Local Schools will recognize and promote the uniqueness of each individual as we increase his/her capacity to become an innovative, life-long learner.

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Springfield Local School District / Homepage

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Mission Springfield Local Schools, in collaboration with our families and community, will inspire students to realize their full potential as critical thinkers and ethical leaders in today's global society, while ensuring a safe and respectful culture. Vision Springfield Local Schools will recognize and promote the uniqueness of each individual as we increase his/her capacity to become an innovative, life-long learner.

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Reasons to Clean Your Digital Footprint Before Job Hunting

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Reasons to Clean Your Digital Footprint Before Job Hunting

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Reasons to Clean Your Digital Footprint Before Job Hunting - Accurate

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In this age of digital transparency, your online persona can speak volumes about you before you ever step into an interview room.

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Tips To Clean Up Your Digital Footprint To Assist With Your Job Search

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Tips To Clean Up Your Digital Footprint To Assist With Your Job Search

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Tips To Clean Up Your Digital Footprint To Assist With Your Job Search

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1. Introduction: Understanding the Importance of a Clean Digital Footprint In today’s digital age, it is essential to recognise the significance of a clean digital footprint, especially when embarking on a job search.

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Mistakes to Avoid When Interviewing for Teacher Jobs

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Mistakes to Avoid When Interviewing for Teacher Jobs

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So, you've landed that long-awaited interview. You have the right qualifications and experience, and you are confident in your abilities. However, despite your confidence, you begin to feel anxious because you are unsure of what to expect during the interview. What you're feeling is very common. No two interviews are the same, so there is no way of knowing what to expect completely. However, there are a few mistakes that you should know to avoid in order to ensure that you give your best performance. While preparing for teacher jobs, how do you plan to answer specific questions? Also, understand how you should conduct yourself to leave a positive impression in an interview.

During an interview, a recruiter often seeks to learn more about your personality than your ability to answer questions "correctly." Therefore, it is important that you give an honest assessment of yourself while demonstrating the positive aspects of your character.

Below are a few common mistakes that candidates make during interviews for school teacher jobs. Be sure to avoid them during your next interview.

1. Answering Questions Inaccurately

During an interview, we often try to determine what our future employer expects from an ideal candidate and answer questions accordingly. However, embellishing your experience or making altogether dishonest claims about your background will have an adverse effect. Avoid falsely playing up any experience that you lack, and answer questions honestly.

2. Being Too Modest

While you shouldn't exaggerate your experience, you also shouldn't be too modest. As long as you are answering accurately, feel free to show off your abilities. Also, be sure to quantify your achievements if possible. For example, if you improve the overall test scores of your previous class, quantify the positive change with a percent increase. Keep in mind that you need to market yourself, so don't be afraid to be proud of past accomplishments.

3. Displaying Negative Body Language

Avoiding eye contact and not smiling can be detrimental during an interview for teaching jobs. Teachers should be very effective communicators, so they must display positive body language. They must seem friendly and interested. During your interview, show your enthusiasm upon first meeting your interviewers - say hello, smile, and look them in the eye as though you are really happy to meet them. Your body language should reflect a warm presence that they would expect a teacher to have in the classroom.

4. Being Too Nervous

Getting nervous during an interview is very common and understandable. However, you don't want to appear so nervous that your abilities are called into question. The trick is to control your nervousness and try to channel it into enthusiasm for the job. Interviewers will be much more forgiving if they sense that a candidate's nervousness is the result of a strong desire for the position. Teachers need to present themselves as confident leaders. The school looks for a person who can control a group of unruly kids. To help calm your nerves, practice some breathing exercises before your interview. Also, slow your pace when talking, as it will help you control your breathing and speak more articulately.

5. Talking Negatively About Previous Positions

There is one question that is ultimately asked in every interview: 'What was your reason for leaving your previous position?' Now, you may think that there is nothing wrong with being honest and letting the hiring manager know about the negative aspects of your last job. However, complaining about a previous employer is a big mistake to make in an interview. Badmouthing your previous employer might suggest that you are difficult to work with, regardless of how justified your complaints may be. Your interviewer is trying to get a sense of your personality, so don't dwell on past experiences and cast yourself in a negative light. Rather, take the time to discuss what you find so exciting about the new opportunity.

It is human to make mistakes, and no single mistake will prevent you from succeeding in an interview. However, doing your best to avoid these errors can increase the possibility of your landing the job. We hope that these pointers are of help as you prepare for your future interviews.

Find New York teacher jobs and other school positions with OLAS. Create an account now!

For More information on preparing for teacher jobs and other school interviews please click here.

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Mistakes to Avoid When Interviewing for Teacher Jobs - OLAS Jobs

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Here we discuss some common mistakes to avoid while interviewing for teacher jobs, in order to leave a positive impression.

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Being a teacher is an incredibly rewarding job. You have the opportunity not just to engage individuals, big and small, on a specific topic (or range of topics), but to shape how they learn, grow, and see the world around them.

Of course, teachers have things they need to practice and work on, too-like answering interview questions in a way that'll nab you that dream job at that amazing school.

In a teaching interview, you'll still get asked the most common interview questions like "What are your greatest strengths and weaknesses" or "Why do you want this job?" But you'll probably face more specific (and trickier) queries about say, working with students or with other teachers, as well.

To help you prepare, check out these common teaching interview questions you're bound to encounter-and tips for answering them.

1. Why Do You Want to Be a Teacher/Work With Children?

2. What's Your Teaching Style or Philosophy?/What Adjectives Would You Use to Describe Your Presence in the Classroom?

3. How Would You Handle a Difficult Student?

4. How Do You Motivate Students?

5. How Do You Like to Communicate/Build Relationships With Parents?

6. What Are You Learning Right Now?

7. Tell Me About a Time When You Worked With a Team to Solve a Problem.

8. Tell Me About a Time When You Helped Someone Become More Successful.

9. Tell Me About a Time When You Accomplished Something Satisfying/Overcame a Difficult Challenge.

10. Tell Me About a Time When You Influenced Another Person to Your Satisfaction.

11. Tell Me About a Time When a Situation Changed at Work and How You Dealt With It.

12. Tell Me About a Time When Someone Gave You Feedback and How You Handled That.

13. How Would You Handle [Specific Subject Situation/Misconception]?

14. Walk Me Through a Typical Lesson.

15. What Questions Do You Have for Me?

What Are Hiring Managers Looking for When Interviewing Teachers?

If you've never been in a teaching interview before-maybe you're changing careers or just starting out in the education space-there are common themes hiring managers tend to look for in qualified candidates, no matter the specific role or workplace:

Teaching skills: Unsurprisingly, a candidate's teaching skills-how they work with students on a group and individual level-are crucial. "Do they know how to have an effective classroom where all kids are learning and engaged?" says Dan Swartz, Managing Director at Resolve Talent Consulting, LLC, a firm that specializes in education recruitment.

Data proficiency: In today's modern school system, says Swartz, data is also incredibly important: "Have you been able to master or are you proficient at the use of data?" To go a step further, he wants teachers to give him examples of how they used data to learn or improve upon something-whether they looked at specific test scores or overall class performance metrics.

Subject matter expertise: While being a great influencer is key for succeeding as a teacher, so is expertise. Swartz notes that candidates have to show that they're adequately knowledgeable about the content area they're looking to teach. "[A lot] of times there are state standards. So in some way incorporating in your interview response just how much you know about the standards or how much you can use the standards for your instruction, that's another big piece," he says.

Teamwork: "Everybody's interviewing for teamwork," says Swartz. "And I know that's kind of cliché, but it is really, really important." Being a team player when it comes to working with other teachers, administrators, aides, and staff means you'll not only allow students to succeed, but also help the entire school thrive.

Organization and accountability: "As an administrator, I need to know that I'm going to be able to get lesson plans from you," says Rob Sheppard, an ESL teacher who started his own online English school, Ginseng English. Candidates that are on top of deadlines and can meet classroom goals will go far.

When planning out your responses to these questions, don't just think about what you're going to say but also how you're going to say it. "I always look at body language first," says Calvin Brown, Senior Recruiter at Alignstaffing, an education staffing firm. When someone looks frazzled or caught off guard by a basic question or behavioral question -those questions that often start with, "Tell me about a time when"-he says, "I start to question, okay, can you really handle that kind of population or have you handled this kind of situation before?"

"If you have a situation or a story with a great outcome, absolutely share [it]," says Brown. Stories are also a great ways to highlight your expertise and skill set if you don't come with a traditional background in education. Swartz adds, "Even if you're not a teacher with experience, you can still highlight how you go about your work by giving past examples and scenarios of engaging" others.

And when you go to tell a story or answer a question, "It sounds obvious, but [your] response needs to be relevant to the job that you're applying for," says Sheppard. Make sure you're considering what this role entails and the mission or values of the school and tailoring your dialogue accordingly. If your experience and passion aren't at all related to the job, you're not going to get anywhere.

Need some tips for writing your teaching resume? Find a full guide here.

1. Why Do You Want to Be a Teacher/Work With Children?

"You have to know who you are as an individual and as an educator, and you have to know what you can bring to the school," says Brown. This question gets to the heart of that self-awareness and passion. The interviewer wants to know: What drew you to this field, specifically?

How to Answer It

It's obvious of course, but you don't want to say, "Summer vacations!" This should be easy to answer simply because there's probably something you can think of that made you want to get into education. Maybe you love teaching your friends new things, or are a facts wizard bursting with knowledge, or love connecting with children. Focus not just on what you like about teaching but also on what you can, as Brown suggests, bring to the table.

For example, you might say: "I really admired my third grade teacher, Mrs. Kim, when I was younger, and even after I left her class I still felt myself drawn to her for advice and guidance over the years. It's that sense of warmth and acceptance she provided me that inspired me to become a teacher. I want to be that person others can lean on as they navigate the oftentimes tough waters of growing up."

2. What's Your Teaching Style or Philosophy?/What Adjectives Would You Use to Describe Your Presence in the Classroom?

An interviewer wants to see that you're not just trying to push students toward some goal or academic result, but really want to help them develop inside and outside school. Basically, you care about people and their success, not just your own professional achievements.

How to Answer It

"A good answer would be a community approach. So knowing that you're one piece of this person's journey," says Mary Findley, Senior Teacher Success Manager at Skillshare and a former Teach for America Core Member and elementary school teacher. In other words, you see teaching as more than just standing in front of a whiteboard barking orders.

You'll want to be honest about your specific style. But also consider what this school's philosophy is like, and try tailoring your response to encompass those same values (so long as you're being truthful).

You could answer with: "I would say I'm strict but fair when it comes to teaching. I believe when students are challenged with realistic goals and given the support they need not to just get the answers right but to be able to use those learnings to solve future problems on their own, everyone comes out on top. I also think that as a teacher, it's my job to support my students through the lessons I give, but also through the various challenges they may face at school, and to partner with them as well as other support systems to help them feel motivated, comfortable, and happy in the classroom."

3. How Would You Handle a Difficult Student?

Difficult students, naturally, exist in every classroom. And difficult can look like so many different things. So interviewers want to know that you either have in the past handled a difficult student or can handle them appropriately should you need to.

How to Answer It

"When students are disengaged, it's either because the content's too challenging, it's too easy, or there could be some outside-of-school factors," explains Findley. A good answer delves into figuring out the cause, as that's often the most important step.

Then, your response should show that "you're meeting the student where they're at and building on their strengths," she says. It should also emphasize that you're "collaboratively discussing" solutions with the student rather than ordering them around. If you have an example story to tell, that's a great way to state your case.

You could say: "For me, the first step would be to pull them aside and address the issue privately. My biggest questions would be about deciphering what might be the root cause of this student's bad behavior. Once I know what may be contributing to their difficulty, I really try to work with them to come up with a solution. I used this strategy in my last classroom, where I had a student who couldn't seem to stay in his seat during lessons. We talked about how his behavior affected the rest of the class and why he kept moving around, and we agreed that when he was feeling really anxious he could raise his hand and I'd let him take a lap around the classroom, but only when it was appropriate. I also decided to make some of my lessons more active and hands-on so that other students could benefit from getting out of their seats every once in a while."

4. How Do You Motivate Students?

Similar to the question above, interviewers want to see how you influence students to do what you need them to do. Findley adds that this is an especially important thing to vet for when hiring virtual teachers, because motivating others over video requires a lot more creativity than when you're teaching in person.

How to Answer It

As Brown points out, "In order to get them to the next level...you have to know your students, you have to know their strong points [and] their weak points."

So it's really about having a personalized approach, says Findley. You'll want to show that you can engage a classroom, as well as take into consideration various students' needs and drivers.

Take this sample answer: "Positive reinforcement is super important to keep a student motivated, so one thing I like to do is throw out rewards or bonuses when they perform especially well. This could be candy, or a star, or a sticker, or even just a compliment-whatever I can tell students enjoy receiving, and it's different for everyone. I never want students to feel left out or overindulged, so I always try to be fair and consistent with everyone. But it's those little moments of recognition I think that keep them happy and excited to learn."

5. How Do You Like to Communicate/Build Relationships With Parents?

Part of being a teacher is relating to students. But often the other half is about working with parents and guardians-people who influence how your students learn and behave in the classroom just as much as (if not more) than you do. Your job will require you to work with those adults to ensure your students meet expectations.

"We know that the children that we staff need consistency at all times," says Brown. "So doing it at school and doing it at home are going to be two things that have to go together." Building trust with the adults in your students' lives can often help you build stronger relationships with the students themselves.

How to Answer It

"I'm looking to see that a candidate will take every opportunity to interact with parents in person," says Brown. "Ultimately, I'm looking for candidates that believe parent collaboration is key to a student's success, and they will take the time to maintain an ongoing, open conversation," he adds.

To show you take building relationships with family members seriously, you could say: "I think it's really important to get to know the important family members in each student's life. Which is why at the beginning of the school year I like to invite parents to my classroom and have individual meetings with the families. I'll also send out a survey to get a better understanding of the student's home life, needs, and family dynamics. Then, throughout the year, I always try to touch base with families to share positive updates and small wins about the student in addition to discussing any challenges the student might be facing academically or behaviorally."

6. What Are You Learning Right Now?

This question is about showing that you're curious and believe in continuous learning-qualities that are important in a teacher as well as for a teacher to pass on to students.

In other words, Findley says, the interviewer's asking: "What are some personal interests? How are you developing yourself both within your professional career [and] personal development as well?"

How to Answer It

Hopefully, you're doing something to help yourself grow-it doesn't have to be career-related! Maybe you're reading a series of books about a particular topic, or attending a class, or making yourself practice a new skill. It doesn't matter how extensive your learning is. You just want to express a growth mindset and an appreciation for continuing to get better at something.

Here's what that sounds like: "I used to speak Italian in college, so I've recently picked up Duolingo to try to reteach myself some of the basics. I'd love to continue to become more fluent so I can travel to Italy and talk with locals!"

7. Tell Me About a Time When You Worked With a Team to Solve a Problem.

Parents and students aren't the only people you'll be interacting with. You'll frequently need to partner with aides, staff, and other teachers to help students succeed. Thus, an interviewer wants to know that you can get along with just about anyone.

How to Answer It

"Don't be afraid to lean into the conflict that you had in the team effort, but don't emphasize the conflict-emphasize how you got through the conflict to have something that was effective," says Swartz. A team situation where things didn't go perfectly is a great way to show you can communicate and collaborate with others even when times are tough. Again, this doesn't have to be an example that happened in the classroom.

You could reply: "In my last role as a project coordinator, I had to partner with our account managers to meet a really tight deadline set by a client. We were all a little frazzled because the project required a lot of revisions, but we put our heads together and divided the work, even staying late a couple days to make sure we finished on time. I definitely don't think we could have accomplished it without working together, and I believe the same is true as a teacher working with other staff-you can't go it alone if you're going to successfully improve upon a student's behavior."

The STAR Method: The Secret to Acing Your Next Job Interview

8. Tell Me About a Time When You Helped Someone Become More Successful.

Swartz puts it plainly: If there's one thing that can't be taught, it's care for students. "The rest of the stuff educators can teach. They can teach you content, they can teach you how to be a more effective teacher delivering your lessons, but they can't teach the belief in students...as a candidate articulating that through an example that you have really sets you apart from other candidates," he says.

How to Answer It

Swartz gives an example answer from a social worker he once interviewed for a teaching position. "She did everything for the [child]," he explains. "If she needed to do a house visit and spend hours there on a Saturday, she would do [it]. And so the whatever-it-took mentality and the investment in, 'I'm going to make sure that you succeed despite all the barriers' was impressive."

9. Tell Me About a Time When You Accomplished Something Satisfying/Overcame a Difficult Challenge.

Brown says that with either of these questions, the interviewer wants to hear: "When you come across things that are obstacles, how do you overcome them?" He also emphasizes that accomplishments and challenges often come hand in hand. So answering this question shows "that drive for achievement" that interviewers want to see in teachers.

How to Answer It

Pick something that required you to stretch yourself a bit, but ultimately led to a successful outcome.

Maybe you could say: "When I was in sales, I dealt with one particularly difficult customer who wasn't satisfied with their purchase. Most of my team was struggling to connect with them, but I was determined to set things right. I was patient and listened to their complaints, and we worked together to come up with a solution that seemed like a good compromise for the customer. They left the store in a lot better of a mood than when they entered, and that feeling of turning someone's day around felt truly great."

10. Tell Me About a Time When You Influenced Another Person to Your Satisfaction.

Interviewers don't want to just hear that you can influence students, but how you plan to do it.

Swartz says that you need to communicate that you understand the person you're influencing and are tailoring your message accordingly.

How to Answer It

Swartz says that one particular story that stood out to him over the years is the experience of a teacher who convinced his entire school to adopt a technique to help teachers connect with their students. After discovering that this new teaching method really seemed to work, they decided to get it implemented across the school.

"So they talked with the assistant principal and they got the assistant principal on board and they had the assistant principal talk to the principal to consider some of the changes," he recalls. By partnering with various staff and respectfully sharing their ideas, the teacher eventually got the approval to make the change schoolwide.

"In a team environment where you may need to influence people and you need to have good team relations, they were very careful and thoughtful about how to bring this up so that it was received well," he adds.

11. Tell Me About a Time When a Situation Changed at Work and How You Dealt With It.

"Teachers create lesson plans...but then something will happen and it throws off your whole lesson plan, like a student gets sick or somebody else comes in and pulls the student for something," says Swartz. So interviewers want to see that you can think on your feet and handle a conflict when it arises.

How to Answer It

Make it clear you can stay calm, cool, and collected when a situation changes.

You could give the example: "When I was a camp counselor, I often had to keep campers entertained through rainy weather or a blip in the camp schedule. The first time it happened we didn't really know how to handle the group, so I decided to put together a one-sheeter of activities and games we could use should we need to go off course in the future. I can confidently say no camper was disappointed with the change of schedule-they loved all the games, and our staff was relieved how smoothly things went after that first time."

12. Tell Me About a Time When Someone Gave You Feedback and How You Handled That.

You know that thing about teachers needing to have a growth mindset? Well, receiving and implementing feedback well is important to showcase that.

"This is actually most critical for veteran teachers [to show] because veteran teachers would be the ones who in most cases communicate a level of, 'I've already gotten this, I've already arrived, I don't need any extra feedback,'" says Swartz.

How to Answer It

Consider a time when you got feedback that was tough to take but ultimately made you better at your job. Talk through how you received it (hopefully with an open mind!) as well as how you made the change.

For example: "My last boss pulled me aside once to give me some advice on how I could better lead meetings. It was certainly tough to hear that I wasn't connecting with my colleagues as best I could, but I knew that improving would benefit not just me but our whole team dynamic. I decided to sign up for Toastmasters for some public speaking tips (my boss was kind enough to cover the cost of it), and run my presentations by my manager before doing them. I now feel like I'm doing a much better job at running meetings and definitely saw improvements as to how I worked with others on my team."

13. How Would You Handle [Specific Subject Situation/Misconception]?

Depending on the subject matter and classroom you're signing up for, this question can really vary in how it's delivered. The interviewer may ask how you'd handle students incorrectly understanding a topic or performing poorly on state exams.

"Sometimes I'll present one of our objectives for a semester or for a course that they might be teaching," explains Sheppard. "And I'll ask, 'How would you assess this, or what would you consider evidence of learning for this particular outcome?'" (Hint: This is where proving you can handle data might come in.)

"Being able to correctly show a mastery of the content versus just the knowledge of the content" is key, adds Swartz.

How to Answer It

You need to show you can "reverse engineer" the problem, Swartz explains. There's no exact right answer to these kinds of questions. Rather, you'll want to explain your process for deciphering the subject matter or issue and then your approach for resolving the conflict.

Take this example question he gives:
"What are some of the common misconceptions students might have when solving the problem 31.8 + 0.45? How would you address these?"
A good response might say: "One problem that could occur is that students won't line everything up by the place value or decimal. They may line the five up right below the eight and therefore get the wrong answer. I would teach them to line the decimals up and then put zeros as place holders so they don't get confused. I would also encourage them to draw a line from each addend all the way down to their sum to make sure all the decimals are in line. I always remind students to read carefully and double check their work to avoid common mistakes like this."

14. Walk Me Through a Typical Lesson.

The interviewer isn't just looking for a quality lesson that's accurate and engaging. They also want to know how you think about planning lessons. "A lot of it's going to be about debriefing your process, like what went well...and then what are things that you can work on," says Findley.

How to Answer It

This question requires a bit more preparing on your part than a typical interview question. If you have an example lesson from a previous role (whether you were a teacher or taught something to someone at work), that's great. If not, consider whipping up a quick lesson plan you might like to give. Talk through what it'll look like from start to finish, why exactly you decided to take that approach, and allow the interviewer to ask questions about your process.

If you're leaning on a past experience, also highlight the parts of the lesson you would change based on how it went. It's better to use an example that could use a bit of tweaking rather than one that went swimmingly-this shows that growth mindset interviewers will be on the lookout for.

5 Steps to Acing Your Interview Presentation

15. What Questions Do You Have for Me?

While this is probably the easiest interview question in the book, it's also one you should actively prepare for with thoughtful questions targeted at the specific interviewer and role.

"Ask some serious questions about that school. That's your opportunity to interview them as much as they're interviewing you, and they are going to respect that," Swartz says. "Any question that they ask where I can see that they've done their research about the position is a great question to me."

How to Answer It

"Don't just ask, when can I expect to hear something?" says Swartz. If you do have a question about next steps, make it your final ask after you've posed others.

Try one of the following to get the ball rolling:

What do you wish you knew about [role]/[company or school] when you first started?

What qualities make someone successful here?

What are you most excited to work on/accomplish at [company or school] right now?

What drew you to [company or school]?

51 Great Questions to Ask in an Interview

Some Extra Tips for Nailing Your Teaching Interview

Findley advises that you really gather an understanding as to what the school cares about before going into your interview so you can show how you would bring that same passion. "A lot of schools now in particular have a really specific focus. I used to work at a school that was really focused on character goals," she explains.

Swartz adds that all the other basic rules of interviewing apply here: Show up on time, prepare, and dress professionally. While "you need to dress to a level that communicates that you are serious and interested about this job," he notes, you should also remember that interviewers want to see that you know what it means to work with students.

"If you show up in a three-piece suit at a school building they're [going to be] like, 'Do you know where you're going to teach?' You're going to be bending over knees on the ground with the kids. So over-dressing would be a negative," he explains. (Hint: Try going business casual when in doubt.)

Most importantly, says Brown, "Be confident in what you already know and your experiences prior." Preparing for any interview is mandatory, but don't try to over-rehearse your answers. Be yourself-or rather your best professional self-and you're sure to land the right teaching job for you.

Previously an editor for The Muse, Alyse is proud to prove that yes, English majors can change the world. She's written almost 500 articles for The Muse on anything from productivity tips to cover letters to bad bosses to cool career changers, many of which have been featured in Fast Company, Forbes, Inc., CNBC's Make It, USA Today College, Lifehacker, Mashable, and more. She calls many places home, including Illinois where she grew up and the small town of Hamilton where she attended Colgate University, but she was born to be a New Yorker. In addition to being an avid writer and reader, Alyse loves to dance, both professionally and while waiting for the subway.

More from Alyse Kalish

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15 Common Questions Asked in a Teacher Interview (Plus, Answers!)

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Being a teacher is an incredibly rewarding job. You have the opportunity not just to engage individuals, big and small, on a specific topic (or range of topics), but to shape how they learn, grow, and see the world around them.

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88 Teacher Interview Questions

Below you will find our full list of 88 sample teacher
interview questions. These questions are quite common for high
school, middle school, and elementary teacher interviews. The
difficulty level of these questions vary from easy to more
difficult, but all of which are typical of a standard interview.
When given an interview as a teacher, it is important to realize
that you can prepare for it just as you would for an important
test.

The Introduction Questions

1. Why are you a good fit for this job and our school district?

2. What makes you qualified for this teaching position?

3. Tell us a little about your professional experiences.

4. Do you have a professional portfolio you would like to share
with us?

5. Why did you become a teacher?

6. Name three words that describe you.

7. What is your philosophy on teaching?

8. What separates you from other teaching candidates?

Questions About College and Student Teaching

1. How well has your university prepared you for teaching?

2. What was the most useful college course you have taken?

3. What is the most important thing you learned from your
cooperating teacher?

4. What was the most important thing you learned from your
overall student teaching experience?

5. Describe your student teaching experience.

Personal Information

1. Where do you see yourself in ten years?

2. What are your three greatest strengths?

3. Name three of your weaknesses.

4. What is the most satisfying thing about teaching?

5. What is the biggest challenge in teaching?

6. What is the scariest thing about teaching?

7. What part of teaching do you look the most forward to?

8. What is the last book you read? When did you read it? Tell us
about it.

9. Are you interested in extracurricular involvement at our
school?

10. What are the important aspects of a good principal?

11. What is your least favorite subject, and age group, to teach?

12. Have you ever been a substitute teacher? Describe that
experience.

13. What type of in-service topics would you be most interested
in?

14. Do you belong to any professional teaching organizations?

15. What is the difference between a good teacher and an
outstanding teacher?

16. Have you ever received an award?

17. What type of student were you in high school?

18. What are your interests outside of teaching?

19. Do you belong to any social networking websites (Facebook,
etc.)? Do you mind logging in and showing us your profile
right now?

20. What do you feel is wrong with public education?

21. Are you a flexible person?

22. Why do you want to teach in this district?

23. Tell us about your references and what they would say about
you if they were here with us today.

24. What would your last boss say about you?

25. How would one of your students describe you?

26. Are you actively involved in any type of community service?

27. Imagine you are at your retirement party at the end of your
career. How would people describe you as a teacher?

28. Do you want students to like you? Why or why not?

29. Who do you look up to and want to emulate?

Interview Questions About Teaching Style

1. Would you say that you are a tough teacher?

2. Describe an example of when you used positive reinforcement.

3. How do you integrate technology into your lessons?

4. Are you a team player? Give us an example.

5. How do you allow students to express their creativity in your
classroom?

6. Do you have students use higher order thinking in your class?
Give an example.

7. How do you develop self-esteem within students?

8. How do you prepare students for standardized testing?

9. How do you make learning fun?

10. Describe a typical lesson.

11. What are techniques you use to teach besides direct
instruction?

12. What do you do if the whole class is "not getting it"?

13. How closely do you follow your lesson plan?

14. What do you put in your learning objectives of your lesson
plan?

15. How do you incorporate writing into your lessons?

16. Describe the most effective teaching techniques.

17. How do you connect your lessons to the "real world"?

18. Is it ok for a classroom to be noisy?

19. How much homework do you assign and how often do you assign
it? How do you know this is a good amount?

20. How do you stay current in your field?

Interview Questions About Teacher Communication

1. Give us examples of how you communicated with other teachers
in your department?

2. Give us an example of effective communication with an
administrator.

3. Have you ever utilized a class newsletter? What did you
include in the letter?

4. How would you deal with an angry parent if they called you?

5. How do you communicate with parents on a regular basis?

6. How do you keep parents aware of their son's or daughter's
grades?

7. How would you react if a parent complained about your class?

8. What would you tell a parent if he or she was concerned about
their kid's grades?

9. What would you do if you received a note from a parent asking
for their son to be excused from last night's homework because
the student was too busy with another activity?

10. What course of action would you take if a student says he or
she is being abused at home?

Teacher Interview Questions About Differentiating Instruction

1. Give an example of how you differentiated instruction in a
lesson.

2. How do you accommodate for a gifted student in your class?

3. How do you manage students with different reading abilities?

4. Explain how you meet IEP needs.

5. How do you feel about inclusive classrooms?

6. What is your experience co-teaching with an inclusion
specialist?

7. How do you accommodate for non-English speakers?

Questions About Classroom Management

1. What is your classroom management plan and what do you hope to
accomplish with it?

2. What does a model classroom look like to you?

3. How do you avoid misbehavior altogether?

4. What was the most difficult child you have ever dealt with?

5. Would you create a behavior modification plan for ongoing
misbehavior?

6. What is the most challenging behavioral situation you have
ever dealt with? How did you react?

7. What are your classroom rules?

The Closing Interview Questions

1. Is there anything we have not talked about that you would like
to share with us?

2. Do you have any questions for us?

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Below you will find our full list of 88 sample teacher interview questions. These questions are quite common for high school, middle school, and elementary teacher interviews. The difficulty level of these questions vary from easy to more difficult, but all of which are typical of a standard interview.

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How to Ask for a Professional Reference Letter

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How to Ask for a Professional Reference Letter

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The global job market is competitive, and a powerful endorsement of your skills can prove your value, character, and work ethic to a prospective employer. During the job hunt, reference letters, a cover letter, and a resume are standard requirements for job applications.

Professional reference letters highlight an applicant's strengths, achievements, and personal attributes, mentioning how they align with the advertised job description. Reference letters also speak to the credibility and trustworthiness of the application, which allows potential employers to distinguish candidates and make informed decisions on who to hire.

Rather than struggle with a professional reference letter's tone, message, and challenges, we've put together a few tips and tricks on asking for a professional reference letter to help grow your career - along with samples and templates to use as a starting point.

Preparing for a professional reference request

A little planning and preparation go a long way in drafting a professional job reference letter request, ensuring a persuasive endorsement for your new job.

Identifying the right references

When preparing a list of references, choose individuals who can speak to your skills and qualifications and provide a character reference. Consider people who have firsthand knowledge of your work. For example, a former boss or previous supervisors, trusted colleagues, former coworkers, and mentors can all provide specific examples and articulate your strengths.

The chosen individuals should have a favorable opinion of your abilities and support your application. It's a bonus if they can align your work experiences to the job or industry you're applying for to ensure relevance.

Maintaining professional relationships

Building and maintaining strong and professional relationships is vital in obtaining compelling reference letters. Build rapport with strong references and nurture these relationships by staying in touch (even when you're not asking for their support or referral).

Engaging in professional networking and industry events is an effective way to build these connections further while demonstrating your commitment to the field of interest.

Ensure you update your social media pages, including LinkedIn, to reflect your professional standing.

Effectively communicate your request

Once you've identified suitable references, it's essential to approach these connections with professionalism and clarity. Consider the following considerations when reaching out to your selected references for a new position.

Adopt a personal approach, either through email or in person

Prepare necessary information such as the deadline, required format, and other specific points that you'd like them to address in the letter

Be respectful of their time and offer your assistance with additional materials

Crafting a polite and effective request

Tactful and thoughtful consideration is vital when crafting a polite request for a good reference letter.

Choosing the right communication channel

Different communication channels are used when requesting a reference letter, including email, face-to-face conversations, and phone calls. Consider the preferences and communication style of both yourself and the potential reference, and weigh the pros and cons of each option.

It's also important to adapt to the preferences of your potential reference. For example, email is convenient and widely accepted, but sometimes a more personal approach is needed. Assess your familiarity with the reference, and choose the most appropriate channel.

Whichever you choose, it's best that your message is concise, well-structured, and conveys your gratitude for their potential support.

Writing a compelling email or message

A compelling request will encourage your connection to draft a persuasive reference letter. If you want to capture the attention and support of your potential reference, there are a few tips to consider.

Introduce yourself briefly and remind them of your professional connection

State the purpose of your email and express your appreciation for their time and consideration

Highlight specific qualities or experiences that make them well-suited as your reference

Outline the logistics of the request, including the deadline and any necessary information or materials

Provide any additional details or answer questions that may arise

Express gratitude for their support

Carefully consider the tone and structure of the email, ensuring that it conveys professionalism, sincerity, and gratitude throughout.

Sample template for requesting a professional reference

Keeping the above tips in mind, we've compiled a sample request for a reference letter for a web developer position.

Nurturing a positive response

There are a few ways to nurture a positive response from a reference letter request and encourage an engaging response.

Timing your request appropriately

Be mindful that your potential references lead a busy life. Aim to approach them well in advance so they have time to consider your request and prepare the letter. Consider their schedule and workload while avoiding periods of high demand or personal commitments.

It's helpful to align your request with a milestone or achievement that highlights your skill set and accomplishments. By giving your previous employer or former managers a heads-up, you demonstrate thoughtfulness in timing your request and increase the likelihood of a prompt (and positive) response.

Offering assistance and resources

It takes time and effort to draft a reference letter, and alleviating the burden on your potential reference makes the task less time-consuming. Show your willingness to reduce the burden by offering the necessary information, such as an updated resume, a list of key achievements, or specific projects you would like them to highlight.

Express your readiness to answer questions and provide context on your experiences and qualifications. Adopting a proactive approach shows your willingness to support their writing process while showing an appreciation for their time and effort.

Express gratitude and appreciation

Maintaining a consistent tone of gratitude and appreciation throughout your communication is important. Thank them for considering your request, and express gratitude for their time and effort.

Demonstrate appreciation for their willingness to provide a reference. It also goes a long way in leaving a positive impression and increasing the likelihood of a favorable response.

Following up and showing appreciation

Requesting a reference letter is only the first step in securing a positive response. Following up and showing appreciation after the request is equally essential.

Sending a thank-you note or email

Sending a thank-you note or email is a thoughtful gesture demonstrating your appreciation for their effort and reinforcing the positive relationship you've built with your reference. After receiving a positive response (or once the reference letter has been submitted), you can take the time to express your gratitude promptly.

Craft a personalized thank you note acknowledging the time and effort your reference put into your endeavor. It's the final step in leaving a positive and lasting impression on your reference.

Keeping references updated on your progress

Regularly updating your references is valuable to showcase your professionalism and appreciation for the letter. Update your reference on your progress with your job, as well as news on your professional achievements, career advancements, and educational pursuits.

By keeping your references updated, you demonstrate a proactive approach to the job world, keep the lines of communication open, and foster a positive and beneficial connection.

Sample thank-you email template for a professional reference

Consider the following sample email that can be adapted for your own purposes.

Dealing with reference request challenges

There are instances when you may hit a snag while requesting a reference letter. Consider the following challenges and how to overcome them with adaptability and effective communication strategies.

Handling potential refusals or hesitations

It's possible that individuals may decline your request to write a reference letter, and these instances need tact and understanding. For example, a lack of familiarity with your recent work or other personal commitments may lead to hesitation.

It's important to respect their decision and express appreciation for their consideration regardless. If appropriate, inquire about their specific concerns and offer potential solutions. For example, you can offer to provide more information about your recent accomplishments.

Above all, it's important to maintain open and respectful communication and demonstrate flexibility in accommodating their preferences.

Addressing reference concerns or limitations

Potential references may have reservations about certain aspects of your applications. For example, they may have limited knowledge of your recent work. Having an open and honest conversation with the reference is important in these instances.

Be prepared to offer an updated resume or a summary of recent achievements to help them better understand your current skills and accomplishments. In addition, you can address any concerns, such as confidentiality or conflicts of interest, by assuring them of your discretion, discussing potential ways to navigate limitations, and finding mutually agreeable solutions.

Finding a suitable timeline

Requesting a reference letter can be a time-sensitive exercise. Still, it's important to find a suitable timeline for both job seekers and potential references when requesting a reference letter. Conflicting schedules and deadlines may present an obstacle, but if you initiate the request well in advance, you allow enough time to prepare the letter.

Be flexible and considerate of the reference's availability, and inquire about any upcoming commitments or deadlines they may have, trying to align your request with a timeframe that works for both parties. Effective communication and collaboration go a long way in meeting time restraints without added pressure.

Keep boosting your career with Deel

Maintaining a strong professional relationship with potential references throughout the hiring process fosters open communication, trust, and a willingness to support one another's professional growth. These can be key factors in your ability to grow your career, but there's a lot more to professional success.

Head over to our blog to find more tips and insights to make your career growth easy and informed.

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How To Ask for a Professional Reference (With Templates)

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Wondering how to ask for a professional reference? We've put together a few essential tips, suggestions, and template letters to help you get started.

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How To Ask Someone to Be Your Reference (Plus Email Examples)

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How To Ask Someone to Be Your Reference (Plus Email Examples)

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Always ask before including someone as a reference.

Send a polite email or call them on the phone, offering a few details about the request including timelines.

After your reference agrees, send them your updated resume and details about the position.

Follow up in a timely manner, thanking them for their reference.

At some point during your job search, you may be asked to provide a list of references. You might provide this as you fill out a job application or later during the interview phase.

Employers rely on these references-as well as professional background checks-to fact-check your resume or interview answers. For this reason, you should be sure to include credible references who can speak positively to your qualities and experience. You should also let these people know that you are applying for jobs and listing them as references so they can prepare. In this article, you'll learn how to choose references and how to ask someone to be a reference with examples.
Related: Types of References and How to Get Them
How to ask someone to be a reference

1. Choose the right people

You'll want to consider who your references will be early on in the job search process, as references can be asked for as early as the application phase. Make a list of people who could be potential references. Consider individuals who you believe will speak highly of your accomplishments, work-ethic, character and qualifications.

References can be any of the following:

Former managers or supervisors

Former employees

Former coworkers

Industry colleagues

Advisors, teachers, mentors or instructors

Connections from volunteering, professional clubs or academic groups

In general, the more recently you worked or interacted with a potential reference, the better. But you can make exceptions for individuals employed at the company you are applying to, well-respected community members or a supervisor you worked for at a past job who especially respected your work.

Start your initial list with everyone you can think of, then narrow it down based on your priorities, the nature of the relationship, and the position you're applying for. Typically, companies ask for no more than three references, but it's a good idea to have four or even five in case one becomes unavailable.
Related: Character Reference Letter Sample and Tips
2. Notify your references in advance

Once you've decided on references, notify them immediately. You want to avoid a situation where your reference is contacted without knowing you've listed them as it can hinder the quality of their reference and may even put the opportunity at risk.

The person giving you a reference also may need to write a letter, fill out a questionnaire or speak to someone from human resources on the phone. Providing this favor is no small task. Give your potential reference plenty of time to consider the request, and be sure to thank them for their time and efforts.

3. Ask politely and be aware of how you're being received

If it's been awhile since you've communicated with a potential reference, connect the dots between the past and the present, including what you worked on together and where you are in your current career path. Providing your resume is an easy way to do this. Always give your potential reference an option to decline by using language like, "Would you feel comfortable being a reference for me?" or, "I understand your time is valuable, so don't hesitate to let me know if this isn't a good time." If they show any hesitation, gracefully back out of the invitation and move down your list to the next option. It's better to preserve the relationship in the long run.

4. Provide them with helpful details

Once you've provided your list of references to your potential employer, send a quick email to let each reference know which company will be reaching out and, if you know the details, what information the company will be requesting. Provide your references with a brief overview of what the role is and any specific information you'd like them to speak to as this will make it easier for your reference to know what to say.

Here's an example email for how to update your references:

Subject line: Reference request - update
Dear [Reference's name], Thank you again for being a reference for me. I wanted to let you know that I've completed my interviews for the [job title you interviewed for], and Company XYZ may be contacting you soon. I've attached the job description below so you're aware of the qualities they're seeking in a candidate. Let me know if there's any additional information I can provide you.
Follow up with your reference to thank them after every reference they provide. You can do so through a hand-written letter or thoughtful email. Then, if you are hired for the position, take a moment to celebrate by sending a quick email to your references to let them know you've accepted a position and that you're grateful for their help on your behalf. You might consider letting your reference know that you're willing to return the favor if ever needed.

Here's an example email for how to thank your reference:

Subject line: Reference request - Thank you!
Dear [Reference's name], I've just accepted the [job you interviewed for] role at Company XYZ. Thank you so much for sending a reference on my behalf. I sincerely appreciate it. I'd be happy to return the favor by serving as a reference for you in the future.

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Thank You Letter Format

1. Start with a greeting.

2. Share your gratitude with specific examples.

3. Include any details from your conversations.

4. Close with any additional thoughts or information.

5. End with a polite closing.

*Proofread your message: Take a few minutes to review your thank you notes for any spelling, grammar or syntax mistakes. A message that's free of errors shows you're professional and detail-oriented.

These contacts will likely be important throughout your career. By expressing your gratitude, you'll be more likely to benefit from the relationship for years to come.
Related: What to Do When You've Received a Bad Reference
Asking for a reference email example

Sometimes a phone call or in-person meeting is a good idea for requesting a personal reference, but you can also start out with an email. Below is an example email template you can easily adapt, depending on the position you're applying for and the relationship you have with your potential reference:

Subject line: Reference request for [Your Name]
Dear [Recipient Name], I hope you are well! [Insert a pleasantry (e.g. 'How is your family?' or 'It was great seeing you at the Women in Tech event last month.")] I am currently seeking employment as a [job title you're applying for] and am wondering if you'd be comfortable providing a reference for me. Having worked with you for several years at Company ABC, I believe you can provide potential employers with specific information about my skills that will improve my chances of getting the job. Attached is my current resume. Please let me know if you need any additional information to act as a reference on my behalf. If now is not a good time for you, don't hesitate you let me know. Thank you so much for considering my request. Related: Q&A: Should You Include References on a Resume?

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How To Ask Someone to Be Your Reference (Plus Email Examples)

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Always ask before including someone as a reference. Send a polite email or call them on the phone, offering a few details about the request including timelines. After your reference agrees, send them your updated resume and details about the position. Follow up in a timely manner, thanking them for their reference.

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10 Common (and Corrosive) Job Reference Mistakes

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10 Common (and Corrosive) Job Reference Mistakes

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In the job hunt, there is so much focus on the resume and the interview that your professional references don't get enough attention. But there are several mistakes that many job applicants make with their references that could easily be avoided.

1. You've got "References Upon Request" on your resume. Employers and recruiters know they can get references from you at the appropriate time. It's a given. You're actually wasting valuable real estate on your resume when you do this, and you'd be better off filling that space with more job experience, skills, or education information.

2. You send your list of references without being asked. It's not necessary to send your references to every potential employer. For one reason, you could inundate your references with calls, and they won't even be prepared by knowing what position you've applied for. Instead, focus on only giving references to employers who are serious about hiring you, and give your references a heads up to prepare for the call.

3. Your references aren't prepared. Piggybacking on No. 2, it's important to have your references know a little about the position you've applied for so they can discuss your most relevant skills and provide you with the strongest possible reference. Applying for a variety of positions without letting your references know is equivalent to throwing both them and yourself under the bus.

4. Your references can't speak to your job experience. When you're young, you may not have that many people who can give a recommendation on your professional experience, but resist filling the list with your friends and family. Instead, look to past college professors, internship or volunteer coordinators, or mentors to talk you up. If you have relevant job experience, your most recent employers and colleagues will be your strongest reference. Typically, the more recent the reference, the better. References tend to forget many of the specifics of working with you over time.

5. You haven't asked your references for permission. If you list former bosses on your reference list and they are unaware of it, you risk them being taken by surprise, and even possibly giving a shaky recommendation. Always ask for permission to use someone as a reference, and give them as much information about the jobs you're applying for as possible.

6. You list bad references. Make sure you'd get a good recommendation from anyone you put on your reference list. Some employers will not formally give any more information other than dates of employment and information on your eligibility for rehire. If the answer is no, you've lost your chance at the new job.

7. Your contacts are outdated. Before providing your references, you should make sure all the contact information is updated, so that you don't waste the time of potential employers. You don't want to hold up the reference-checking process because you can no longer locate one of your references. Checking in periodically is a good way to stay in touch and reconnect as well.

8. Your references are old. If you use a boss from 10 years ago as a reference, potential employers might scratch their heads and wonder why you don't have anyone more recent who can vouch for you. If you do use an old boss or mentor, make sure it's someone you still stay in touch with and you have more recent references to send along.

9. Your reference list is long (or short). No employer is going to call a lengthy list of contacts, so unless you're asked differently, aim for three to five people-and ask what types of references the employer wants. Some employers only want to talk to previous bosses where others may want to hear from a client as well as a boss and a junior colleague.

10. You didn't bring your references to your interview. Always be prepared and bring extra copies of your resume as well as your reference list to the interview. Better to have it and not need it than to be caught empty-handed.
Lindsay Olson is a founding partner and public relations recruiter with Paradigm Staffing and Hoojobs.com, a niche job board for public relations, communications, and social media jobs. She blogs at LindsayOlson.com, where she discusses recruiting and job search issues.

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10 Common (and Corrosive) Job Reference Mistakes

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Sending a good resume and cover letter doesn't always mean you're in the clear.

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1. Send a thank you note. Be the first to add your personal experience.

2. Follow up with references. ...

3. Stay in touch.

4. Be prepared for further steps.

5. Keep your options open. ...

6. Handle rejection gracefully.

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Follow-Up E-mail for Teacher Interview

So you just had your teacher interview for a job you are really interested in. You always hear “be sure to send a follow-up e-mail!” but what should you write in it? Let’s break it down:

Choose a Stand Out Subject Line

When you are choosing a subject line for your e-mail, it is important to remember that the person you are e-mailing likely gets hundreds of e-mails a day! Choose a subject line that is going to stand out and get to the point. For example:

Thank you so much (Interview Follow-Up)

Thank you for your time, [insert interviewer’s name]

Thank you! -[First Name, Last Name, Job Title you applied for]

Great speaking with you today!

Thank you for the opportunity

Follow up regarding [insert position title]

Step 1: Thank Them

After you open your e-mail, be sure to thank the person for taking the time to interview with you. You can let them know that you enjoyed getting to know them (and whoever else might have also sat in on the interview). Similarly, if they gave you any specific insight into the company, you can also thank them for sharing that as well.

Example: Thank you so much for taking the time to speak with me today regarding your 3rd-grade teaching position. I enjoyed learning about your dedicated teaching staff, your school’s positive-behavior support system, and your values as a leader. My teaching ideals very much align with the priorities of yourself and your staff.

Step 2: Remind Them That You Are Interested (& Why You Would Be A Good Fit)

The next part of the e-mail is going to be reminding the principal oof your enthusiasm for the position, and why you are a good fit for the job.

Example: As I mentioned today, I am extremely interested in becoming part of the Lincoln Elementary family as part of your staff for the upcoming school year. I believe that my curriculum writing experiences, passion for social-emotional learning, and experience creating inclusive classroom spaces will be a perfect addition to the creative and passionate teaching team at Lincoln Elementary.

Step 3: Contact Info & Teaching Portfolio

Finish it off with your signature, how they can reach you, and a link to an online teaching portfolio or website of yours so that they can reference information about you and your teaching practices later on.

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Teacher Education Thank You Letter Guide

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Teacher Education Thank You Letter Guide

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Teacher Education Thank-You Letter Guide

Congratulations! You have successfully made it through the interview! Now what? Interviews are not over when you leave the actual interview; you must follow up!

Listed below are the components to write an effective thank-you letter.

Purpose

Following an interview, always write the interviewer a thank-you letter. This letter should be sent within two business days to express your appreciation for the interview. The purpose of the letter is to:

1. Show appreciation for the employer’s interest in you and the opportunity to interview.

2. Reiterate your enthusiasm/interest in the position and in the school/district.

3. Remind the employer about your qualifications for the position. If you thought of something you forgot to mention in the interview, mention it in your thank-you letter.

4. Demonstrate that you have good manners and know to write a thank-you letter.

5. Follow up with any information the employer may have asked you to provide after the interview.

Format

Thank-you letters can be handwritten or emailed.

Email is appropriate when that has been your means of contact with the person you want to thank, if your contact has expressed a preference for email or if there is a tight timeline in which the interviewer will make the hiring decision.

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After weeks of heavy job search, you're almost there!

You've perfected your resume.

You've short-listed the coolest jobs you want to apply for.

You've even had a friend train you for every single interview question out there.

But then, before you can send your application and call it a day, you remember that the job ad requires a cover letter.

Now you're stuck wondering how to write a cover letter...

Don't panic! We've got you covered. Writing a cover letter is a lot simpler than you might think.

In this guide, we're going to teach you how to write a cover letter that gets you the job you deserve.

1. What's a cover letter & why it's important for your job search

2. How to write a convincing cover letter that gets you the job (step-by-step!)

3. How to perfect your cover letter with the Novoresume free checklist

4. What excellent cover letter examples look like

New to cover letter writing? Give our resumes 101 video a watch before diving into the article!
So, let's get started with the basics!

What is a Cover Letter? (and Why It's Important)

A cover letter is a one-page document that you submit as part of your job application (alongside your CV or Resume).

Its purpose is to introduce you and briefly summarize your professional background. On average, your cover letter should be from 250 to 400 words long.

A good cover letter can spark the HR manager's interest and get them to read your resume.

A bad cover letter, on the other hand, might mean that your application is going directly to the paper shredder. So, to make sure this doesn't happen, it's essential to know how to write a convincing cover letter.

How does a good cover letter look, you might ask. Well, here's an example:

Keep in mind, though, that a cover letter is a supplement to your resume, not a replacement. Meaning, you don't just repeat whatever is mentioned in your resume.

If you're writing a cover letter for the first time, writing all this might seem pretty tough. After all, you're probably not a professional writer.

The thing is, though, you don't need to be creative, or even any good at writing. All you have to do is follow a tried-and-tested format:

Header - Input contact information

Greeting the hiring manager

Opening paragraph - Grab the reader's attention with 2-3 of your top achievements

Second paragraph - Explain why you're the perfect candidate for the job

Third paragraph - Explain why you're a good match for the company

Formal closing

Or, here's what this looks like in practice:

How to Write the Perfect Cover Letter (And Get Hired!)

Now that we've got the basics out of the way, we're going to guide you through the process of writing a cover letter step by step.

Step #1 - Pick the Right Cover Letter Template

A good cover letter is all about leaving the right first impression.

So, what's a better way to leave a good impression than a well-formatted, visual template?

You can simply pick one of our hand-picked cover letter templates, and you'll be all set in a jiffy!

As a bonus, our AI will even give you suggestions on how to improve your cover letter on the go.

Step #3 - Greet the Hiring Manager

Once you've properly listed your contact information, you need to start writing the cover letter contents.

The first thing to do here is to address the cover letter to the hiring manager.

That's right, the hiring manager! Not the overly popular "Dear Sir or Madam." You want to show your future boss that you did your research and are really passionate about working with their team.

No one wants to hire a job seeker who just spams 20+ companies and hopes to get hired in any of them.

So, how do you find out who's the hiring manager? There are several ways to do this.

The simplest option is to look up the head of the relevant department on LinkedIn. Let's say you're applying for the position of a Communication Specialist at Novoresume. The hiring manager is probably Head of Communications or Chief Communications Office.

So, you do a quick lookup on LinkedIn:

And voila! You have your hiring manager.

Or let's say you're applying for the position of a server. In that case, you'd be looking for the "restaurant manager."

If this doesn't work, you can also check out the "Team" page on the company website; there's a good chance you'll at least find the right person there.

Here are several other greetings you could use:

Dear [Department] Hiring Manager

Dear Hiring Manager

To whom it may concern

Dear [Department] Team

Step #4 - Write an Attention-Grabbing Introduction

First impressions matter, especially when it comes to your job search.

Recruiters get hundreds, sometimes even thousands, of applications. Chances are, they're not going to be reading every single cover letter end-to-end.

So, it's essential to catch their attention from the very first paragraph.

The #1 problem we see with most cover letter opening paragraphs is that they're usually extremely generic. Most of them look something like this..

Hey, my name is Jonathan and I'd like to work as a Sales Manager at XYZ Inc. I've worked as a sales manager at MadeUpCompany Inc. for 5+ years, so I believe that I'd be a good fit for the position.

See the issue here? This opening paragraph doesn't say pretty much anything except the fact that you've worked the job before.

Do you know who else has similar work experience? All the other applicants you're competing with.

Instead, you want to start off with 2-3 of your top achievements to really grab the reader's attention. Preferably, the achievements should be as relevant as possible to the position.

So now, let's make our previous example shine:

Dear Josh,

My name's Michael and I'd like to help XYZ Inc. hit and exceed their sales goals as a Sales Manager. I've worked with Company X, a fin-tech company, for 3+ years. As a Sales Representative, I generated an average of $30,000+ in sales per month (beating the KPIs by around 40%). I believe that my previous industry experience, as well as excellence in sales, makes me the right candidate for the job.

See the difference between the two examples? If you were the hiring manager, which sales manager would you hire, Jonathan or Michael?

Exactly!

Now that we've covered the introduction, let's talk about the body of your cover letter. This part is split into two paragraphs: the first is for explaining why you're the perfect person for the job, and the latter is for proving that you're a good fit for the company.

So, let's get started...

Step #5 - Explain why you're the perfect person for the job

This is where you show off your professional skills and convince the HR manager that you're a better fit for the job than all the other applicants.

But first things first - before you even write anything, you need to learn what the most important requirements for the role are. So, open up the job ad and identify which of the responsibilities are the most critical.

For the sake of the example, let's say you're applying for the position of a Facebook Advertiser. You scan the job ad and see that the top requirements are:

1. Experience managing a Facebook ad budget of $10,000+ / month

2. Some skills in advertising on other platforms (Google Search + Twitter)

3. Excellent copywriting skills

Now, in this section, you need to discuss how you fulfill these requirements. So, here's how that would look for our example:

In my previous role as a Facebook Marketing Expert at XYZ Inc. I handled customer acquisition through ads, managing a monthly Facebook ad budget of $20,000+. As the sole digital marketer at the company, I managed the ad creation & management process end-to-end. Meaning, I created the ad copy, images, picked the targeting, ran optimization trials, and so on.

Other than Facebook advertising, I've also delved into other online PPC channels, including:

Google Search

Twitter

Reddit

Quora

Step #6 - Explain why you're a good fit for the company

Once you've written the last paragraph, you might be thinking - I'm a shoo-in for the job! What else do I need to write? I'll just wrap up the cover letter and hit that sweet SEND button.

Well, no. You're not quite there yet.

The HR manager doesn't only look at whether you'll be good at the job or not. They're looking for someone that's also a good fit for the company culture.

After all, employees that don't fit in are bound to quit, sooner or later. This ends up costing the company a ton of money, up to 50% of the employee's annual salary.

Meaning, you also need to convince the HR manager that you're really passionate about working with them.

How do you do this? Well, as a start, you want to do some research about the company. You want to know things like:

What's the company's business model?

What's the company product or service? Have you used it?

What's the culture like? Will someone micro-manage your work, or will you have autonomy on how you get things done?

So, get to Googling. Chances are, you'll find all the information you need either on the company website or somewhere around the web.

Then, you need to figure out what you like about the company and turn that into text.

Let's say, for example, you're passionate about their product and you like the culture of innovation / independent work in the organization.

You'd write something like:

I've personally used the XYZ Smartphone, and I believe that it's the most innovative tech I've used in years. The features such as Made-Up-Feature #1 and Made-Up-Feature #2 were real game changers for the device. I really admire how Company XYZ thrives for excellence for all its product lines, creating market-leading tech. As someone that thrives in a self-driven environment, I truly believe that I and Company XYZ will be a great match.

What you don't want to do here is be super generic for the sake of having something to write. Most job seekers tend to mess this one up. Let's take a look at a very common example we tend to see (way too often):

I'd love to work for Company XYZ because of its culture of innovation. I believe that since I'm super creative, I'd be a good fit for the company. The company values of integrity and transparency really vibe with me.

See what's wrong here? The example doesn't really say anything about the company. "Culture of Innovation" is something most companies claim to have.

The same goes for "values of integrity and transparency" - the writer just googled what the values for the organization are, and said that they like them.
Any hiring manager that reads this will see through the fluff.
So, make sure to do a lot of research and come up with good reasons why you're applying.

Step #7 - Wrap up with a call to action

Finally, it's time to finish up your cover letter and write the conclusion.

In the final paragraph, you want to:

Wrap up any points you couldn't in the previous paragraphs. Do you have anything left to say? Any other information that could help the hiring manager make their decision? Mention it here.

Thank the hiring manager for their time. It never hurts to be courteous, as long as you don't come off as too needy.

Finish the cover letter with a call to action. The very last sentence in your cover letter should be a call to action. You should ask the hiring manager to take some sort of action.

And now, let's turn this into a practical example:

So to wrap it all up, thanks for looking into my application. I hope I can help Company X make the most out of their Facebook marketing initiatives. I'd love to further discuss how my previous success at XYZ Inc. can help you achieve your facebook marketing goals.

Step #8 - Use the right formal closing

Once you're done with the final paragraph, all you have to do is write down a formal "goodbye" and you're good to go.

Feel free to use one of the most popular conclusions to a cover letter:

Best Regards,

Kind Regards,

Sincerely,

Thank you,

And we're finally done! Before sending off the cover letter, make sure to proofread it with software like Grammarly, or maybe even get a friend to review it for you.

Does your cover letter heading include all essential information?

Full Name

Professional email

Phone Number

Date

Relevant Social Media Profiles

Do you address the right person? I.e. hiring manager in the company / your future direct supervisor Does your introductory paragraph grab the reader's attention?

Did you mention 2-3 of your top achievements?

Did you use numbers and facts to back up your experience?

Do you successfully convey that you're the right pro for the job?

Did you identify the core requirements?

Did you successfully convey how your experiences help you fit the requirements perfectly?

Do you convince the hiring manager that you're passionate about the company you're applying to?

Did you identify the top 3 things that you like about the company?

Did you avoid generic reasons for explaining your interest in the company?

Did you finalize the conclusion with a call to action? Did you use the right formal closure for the cover letter?

5+ Cover Letter Examples

Need some inspiration? Read on to learn about some of the best cover letter examples we've seen (for different fields).

College Student Cover Letter Example

Middle Management Cover Letter Example

Career Change Cover Letter Example

Management Cover Letter Example

Senior Executive Cover Letter Example

Want to discover more examples AND learn what makes them stand out? Check out our guide to cover letter examples.

Next Steps in Your Job Search - Creating a Killer Resume

Your cover letter is only as good as your resume. If either one is weak, your entire application is for naught.

After all, a cover letter is just an introduction. Imagine going through all this effort to leave an amazing first impression, but flopping at the end because of a mediocre resume.

...But don't you worry, we've got you covered on that end, too.

If you want to learn more about Resumes & CVs, we have a dedicated FREE guide for that. Check out our complete guide on how to make a resume, as well as how to write a CV - our experts will teach you everything you need to know in order to land your dream job.

Or, if you're already an expert, just pick one of our resume templates and get started.

Key Takeaways

Now that we've walked you through all the steps of writing a cover letter, let's summarize everything we've learned:

A cover letter is a 250 - 400 word document that convinces the hiring manager of your competence

A cover letter goes in your job application alongside your resume

Your introduction to the cover letter should grab the hiring manager's attention and keep it all the way until the conclusion

There are 2 main topics you need to include in your cover letter: why you're the perfect candidate for the job & why you're passionate about working in the company you're applying to

Most of the content of your cover letter should be factual, without any fluff or generalizations

At Novorésumé, we're committed to helping you get the job you deserve, every step of the way! Follow our blog to stay up to date with the industry-leading advice. Or, check out some of our top guides...

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How to Write a Cover Letter in 2023 + Examples

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Want to discover how to write a cover letter? It's a lot easier than you'd think. Learn how to write your cover letter with our guide (examples included).

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by Amy Gallo

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Perhaps the most challenging part of the job application process is writing an effective cover letter. And yes, you should send one. Even if only one in two cover letters gets read, that’s still a 50% chance that including one could help you. Before you start writing, find out more about the company…

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How To Write a Cover Letter (With Examples and Tips)

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How To Write a Cover Letter (With Examples and Tips)

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How To Make a Comprehensive Resume (With Examples)

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How To Make a Comprehensive Resume (With Examples)

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How to Write a Resume (Examples & Guide)

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How to Write a Resume (Examples & Guide)

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By Kellie Hanna, CPRW, Career Advice Expert

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Everybody can write a resume, but not everybody can do it right. In today's competitive market, 40% of hiring managers spend less than a minute reviewing a resume, so having a strong and eye-catching resume that perfectly captures your relevant skills and work experience makes the difference between getting called for an interview or not.

To help you shine, we're going to teach you how to write a resume in nine easy steps.

Step 1: Before you write a resume, understand how to prepare a resume.

There are a couple of things you need to do before you start writing a resume. Remember: Each resume you write should be tailored to the job you're applying for -it's not a one-size-fits-all document. With that in mind, here are some tips that will make resume writing easier:

Tip 1 - To write a professional resume, you need to be prepared. First, make a list of:

Major accomplishments from previous jobs.

Skills: soft, hard and technical.

Details about past employers, date of hire, location, job title and responsibilities.

Qualifications such as a college degree , certifications or licenses.

All of this information will be used when you write your resume - having it noted beforehand will save you a ton of time later and will not disrupt the creative writing process.

Tip 2 - Find time to dedicate solely to writing your resume.

Tip 3 - Sit in a quiet place where you will not be disturbed and can concentrate.

Tip 4 - Write and don't stop to perfect your prose along the way. That will happen later.

Tip 5 - When you get it all down, step away for a few hours and come back with fresh eyes to perfect your writing.

Now let's start!

Step 4: Add your contact information.

All of our resume templates have a professionally designed resume header for your contact information. Hiring managers need to know who you are and how to get in touch with you, so do it the right way by writing your:

Full name: Include your first and last name. The middle initial is optional.

Telephone number: Where you can be reached easily.

Email address: Make sure it's appropriate and includes your name.

Location: Most resumes require the city where you reside, state name and ZIP code.

Optional information you can include, depending on your industry and career:

Title: Do you have a professional title? It can be your position or what you do. For example: Social Media Manager, Software Engineer or Customer Experience Manager.

Professional website, portfolio or blog: Do you have a website that showcases your work or is relevant to the potential new job? Be sure to include it!

LinkedIn handle: If your profile can add value to your application, include the link but make sure it's up-to-date.

What NOT to include in your contact information:

Date of birth: Unless the job description states otherwise, the hiring manager doesn't need to know when you were born.

Unprofessional email address: It's one of the most common resume mistakes and can be a huge turn-off for employers.

Headshot: Unless you work in the entertainment industry or the job ad requires it, including your picture isn't necessary.

Here's an example of a resume header with the correct contact information:

Step 5: Resume summary or resume objective?

Recruiters and hiring managers review hundreds of resumes a day. The best way to ensure they stick around to read your skills and work history is by writing a resume summary or resume objective that immediately grabs their attention and aligns with what they're looking for.

But what's the difference between a resume summary and a resume objective? And which one should you use? Here's what you need to know:

What's a resume summary?

A resume summary, also known as a summary statement or professional summary, is a two-to-three-sentence summary of your career and past achievements. It's ideal for candidates with relevant work experience.

To write a good resume summary, feature your top skills and qualifications, use keywords and phrases found in the job description, and avoid using personal pronouns (I, me or my).

For example, if you're applying for a UX designer job and the employer lists knowledge of Figma and Adobe Creative Suite as a major requirement, you could write:

Or, if a company is looking for a distribution manager with experience leading a warehouse team, your summary could be:

What's a resume objective?

Also known as a career objective, a resume objective is a two-to-three-sentence summary that features your top skills and experience and explains your employment goals. It's useful for job seekers who are fresh out of school or applying to their first job, people who are changing careers and candidates applying for a goal-oriented job.

Your resume objective should answer who you are, your objective and your top skills. For example:

Step 6: Capture your work experience.

Organizing and writing about your work experience may sound like a daunting task, but just follow these pointers, and you'll learn how to make a resume work history section in no time.

How to list work experience in a resume

Your work experience should be written in reverse-chronological order, meaning that your current or most recent job is at the top of the list. For each job, include the following:

Your title

Company name

Company location (city and state)

Dates of employment (month and year)

Three-to-five bullet points with your top work achievements and duties

Use action verbs to begin your statements.

When describing previous or current job experiences, always start your bullet points with action verbs. Stating "Was responsible for project X ..." makes less of an impact than "Managed project X" or "Oversaw project X." Some other examples of action verbs you can write in your resume include:

Focus on accomplishments instead of daily tasks.

Don't just write in your resume what you did in your previous job - show employers how good you are by highlighting work accomplishments. Did you play a vital role in a project? Did you go above and beyond your regular duties? For example, an assistant operations manager could write: "Set up and improved accounting systems and processes to maximize the effectiveness of operations."

Use quantifiable metrics to highlight your achievements.

Numbers help recruiters or hiring managers see what you're capable of doing and what you can bring to the company. Quantifiable metrics are so valuable that job seekers who use numbers in their resumes see a 40% boost over the competition. So instead of writing something like: "Compiled general ledger entries," a statement with a quantifiable metric would look like: "Compiled general ledger entries on a short schedule with 100% accuracy" or "Served an average of 6 tables per hour on 8-hour work shifts."

Tailor your resume to the job.

We've mentioned it before, and it still holds true here: Be relevant to the job you want. To accomplish this, use keywords or phrases found in the job description and adjust your work experience to the new role. These keywords can also be used in other sections of your resume, such as the summary statement and skills list.

But how do you determine the keywords in a job ad? It's pretty simple. The employer will describe the type of candidate they're looking for (creative, team player, etc.), the skills they're required to possess and the responsibilities the role entails. These details are the keywords or phrases that will take your resume writing to the next level.

Here's an example of a job ad for a Social Media Manager with potential keywords and phrases highlighted:

Resume work history example with 9+ years of experience

Resume work history example with 5 years of experience

Step 7: Highlight your top skills.

As with the summary statement and work history, your job skills section should be tailored to the job. When writing a resume , aim to include six to eight relevant hard and soft skills - and in some cases, a summary of qualifications. Not sure what these are or how to determine the right skills to include? Keep reading.

What's the difference between hard skills and soft skills?

A hard skill (or a professional skill) is an ability acquired through practice, education and repetition that is job-specific. Having the ability to operate heavy machinery, knowing how to use specific software and speaking another language counts as a hard skill.

A soft skill is an intangible ability or personal trait that isn't tied to a single job and generally helps you thrive in the workplace, such as being well-organized or a team player.

10 hard skills for a resume

1. Data analysis (data visualization, programming skills, or statistics knowledge)

2. Cybersecurity (risk identification and management, or computer forensics skills)

3. Programming (HTML5, Java development and other programming languages)

4. Marketing (SEO, email and social media marketing or Google Analytics)

5. Accounting (Microsoft Excel, QuickBooks and other accounting software)

6. Design (UX design, Adobe Creative Suite, or photo editing)

7. Writing (content writing, copywriting or creative writing)

8. Cloud computing (Cloud architecture, networking or data management)

9. Specialized machinery (forklift or backhoe)

10. Foreign languages

10 Soft skills for a resume

1. Communication

2. Problem-solving

3. Adaptability

4. Leadership

5. Teamwork

6. Attention to detail

7. Time management

8. Creativity

9. Active listening

10. Organization

What's a summary of qualifications?
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A summary of qualifications, or summary of skills, consists of a couple of short sentences where you talk about the top set of skills you learned on the job and the accomplishments that qualify you for the new role. This section is used on functional and combination resume formats only, and it's best for junior to mid-level job seekers because it allows you to expand a bit more on what you can do despite not having a lot of work experience .

When learning how to write resume skills, consider the following examples of skills sections with a mixture of soft skills, hard skills and a summary of qualifications:

Key takeaways

We've given you expert advice on how to write a resume , but before we officially wrap things up, that stands out: let's make sure you have everything right to know how to make a resume

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How to Write a Resume Like a Pro [2022 Resume Guide]

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Everybody can write a resume, but not everybody can do it right. In today's competitive market, 40% of hiring managers spend less than a minute reviewing a resume, so having a strong and eye-catching resume that perfectly captures your relevant skills and work experience makes the difference between getting called for an interview or not.

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The five tenets of Ohio’s Whole Child Framework are five commonly held beliefs reflecting optimally desired student conditions leading to success in life and learning. When students are healthy, feel safe, are supported through strong systems and relationships, are challenged and experience success, and are engaged in learning that is relevant and meaningful, they are more likely to enjoy learning, develop positive social skills and achieve greater success.

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The Department, along with many partners, is committed to increasing student attendance, engagement and academic achievement. The Department's collective effort, Future Forward Ohio, encompasses the state's strategic priorities for helping students recover from the impact of the pandemic. Attendance is a critical concern: students need to be present to engage with learning as student attendance directly impacts student achievement and graduation. Chronic absenteeism, defined as students missing 10% or more of school hours due to absence of any reason, can lead to younger students struggling with learning to read by third grade, decreased achievement in middle school and difficulty graduating high school. This document provides schools and districts with examples of tiered interventions for attendance and a series of frequently asked questions on attendance laws.

General Questions

Commonly Used Definitions

Tracking and Reporting Attendance

Excessively Absent

Habitually Truant

District Policies

FERPA

General Questions

What is the state doing to support attendance?

The Department partners with several organizations to support schools and districts in decreasing chronic absenteeism. Their work includes helping schools and districts implement attendance campaigns, identify root causes in attendance data, provide professional development and resources, utilize attendance data and provide tiered supports and connect with students who are struggling with chronic absenteeism. They are also assisting the Department with building regional capacity using educational service centers and state support teams. These partners include:

Using Ohio's Whole Child Framework, schools and districts can directly impact their students' attendance through tiered prevention and attendance supports. The framework places the whole child at the center, where schools, families and community partners work together to meet students' basic needs, and create safe, engaging, and supportive learning environments. A comprehensive whole child approach leads to better outcomes for students, including higher academic achievement, better attendance and a positive school experience.

The following foundational supports help educators achieve these outcomes:

Review district attendance policies annually to ensure they align with policies and expectations

Clearly communicate attendance expectations, policies and procedures to the entire school community

Have consistent attendance procedures throughout the district

Engage in partnerships with community members, local businesses and local juvenile courts to provide services and supports to families

Use positive family and community engagement strategies

Provide information for English Learners and families in their home language

Incorporate attendance into the district or school PBIS model

Establish early warning systems to identify students who are struggling with attendance

In addition to these supports, schools and districts can implement tiered interventions which help get students to school every day. Students experiencing difficulty with attendance can be struggling with a variety of issues at different times throughout the school year. Sometimes multiple issues occur simultaneously, and they can range from transportation problems to academic struggles to health-related concerns. A tiered system allows for broad supports to ensure every student can and does attend school along with targeted supports to address individual needs.

These examples of Tier I interventions aim to prevent absenteeism before it affects achievement.

Tier I

Create surveys for families and community members that determine and assess attendance barriers

Use multiple forms of personal communication for families, including phone calls, emails, staff notes and letters and social media accounts when sharing whole-school attendance reminders or reporting individual student absences

Use resources to recognize and reward good or improved attendance, rather than perfect attendance

Include attendance data in teacher-based teams, PBIS teams, building leadership teams and district leadership teams

Provide access to food, health and supports for other basic needs

Regularly monitor attendance data to identify trends and address barriers

Notify parent or guardian of student absences

Using school attendance data, schools and districts can identify students who need extra support. Early interventions (Tier II) can address concerns before students reach absence thresholds while more intense interventions (Tier III) may be needed.

Tier II

Use absenteeism data to identify students at-risk for reaching excessive attendance thresholds

Provide parent and guardian educational based programs, interventions and supports

Arrange conferences with families to identify attendance barriers and form solutions

Tailor interventions to physical and mental health supports

Provide academic and technical support to families and students

Develop and implement an absence intervention plan

Tier III

Support counseling or mediation

Provide coordinated case management with multiple tiers supporting students and families

Connect to intervention programs available through juvenile authorities

Refer for truancy charges, if applicable

Commonly Used Definitions

What is the definition of chronic absenteeism?
Chronic absenteeism, as defined by Ohio's Every Student Succeeds Act Plan, is missing 10 percent or more of the school year for any reason. It includes excused and unexcused absences. Schools and districts are encouraged to provide supports to the student and his or her family before the student has missed 10 percent of the school year.

What is the definition of excessive absences?
Ohio Revised Code 3321.191(C)(1)states that a student is excessively absent "with a nonmedical excuse or without legitimate excuse from the public school the child is supposed to attend for thirty-eight or more hours in one school month, or sixty-five or more hours in a school year."

What are the definitions of medical and nonmedical excuses?

Ohio laws defines excused and unexcused absences and medical and nonmedical excused absences. Schools and districts can review and update local board-adopted attendance policies to include definitions of medical and nonmedical excuses, including a process and timeline for submitting medical excuses.

What is the definition of habitual truancy?

In ORC 2151.011(B)(18), a habitually truant student is "any child of compulsory school age who is absent without legitimate excuse for absence from the public school the child is supposed to attend for thirty or more consecutive hours, forty-two or more hours in one school month, or seventy-two or more hours in one school year."
Habitual truancy is different from chronic absenteeism. Habitual truancy only counts absences without a legitimate excuse. When a student meets the definition of habitually truant, the district is required to assign the student to an absence intervention team to develop a plan with the family. Only when those interventions are unsuccessful does the school or district file a truancy complaint.

What is the difference between chronic absenteeism, excessive absences and habitual truancy?

Below is a breakdown of how different types of absenteeism compare.

Absenteeism Type

Consectutive
Hours

Hours per School Month

Hours per School Year

Chronic Absenteeism

NA

NA

10% of total hours either excused or unexcused

Excessive Absences

NA

38 excused or unexcused hours absent unless the absence is medically excused

65 excused or unexcused hours absent unless the absence is medically excused

Habitual Truancy

30 hours without a legitimate excuse for the consecutive absences

42 hours without legitimate excuses for absences

72 hours without legitimate excuses for absences

Tracking and Reporting Attendance

Are there additional Education Management Information System (EMIS) reporting requirements?
Yes, Ohio law(ORC 3321.191(E)) requires districts to report the information below:

1. When the district notified a parent or guardian that a student has excessive absences.

2. When a child has been absent without legitimate excuse from the public school the child is supposed to attend for 30 or more consecutive hours, 42 or more hours in one school month, or 72 or more hours in one school year.

3. When a child of compulsory school age who has been adjudicated an unruly child for being a habitual truant violates the court order regarding that adjudication.

4. When an absence intervention plan has been implemented for a child under Ohio law (ORC 3321.191).

In what situations can an absence be excused?

Even if an absence is excused, it still results in loss of educational opportunities that cannot be made up. Nonetheless, there are times when a student simply cannot be at school. ORC 3321.04and OAC 3301-69-02 outline the situations in which an absence can be excused. Districts are encouraged to add to this list of excused absences to adapt their attendance policies to fit the needs of their students and families.

Why do excused absences count toward excessive absence triggers?

When a student is regularly absent from school, the student is not only missing instruction time, but they are also missing opportunities for interventions, supports and social interactions. Furthermore, excessive absences may serve as an early warning indicator that districts can use to address absences before a student becomes habitually truant. Likewise, a student may need support to get to school every day even though the student's absences are excused. Ultimately, there may be a larger problem contributing to the absences that schools and districts will have to identify.

Do absences caused by suspensions count toward excessive absences triggers?

Suspensions do count toward excessive absences because the definition of excessive absences does not distinguish between legitimate and not legitimate reasons for missing school.

Do absences caused by suspensions count toward habitual truant triggers?

Though suspensions are considered unexcused absences, they do not count toward truancy triggers because suspensions represent a legitimate excuse to be out of school.

Are students who cannot attend school due to chronic or terminal illness considered excessively absent or habitually truant?

A student cannot be considered excessively absent or habitually truant for medical-related absences. Districts can work with families to monitor the student's absences that are a result of the identified medical condition. Students would not be referred to the absence intervention team to develop and complete a plan for absences due to documented illness or absences related to the illness. Further, a student would not be referred to court for medical-related absences. Districts have discretion through their local policies to tailor their approaches to attendance, absences and truancy to the unique needs of their student populations.

When students are tardy to school, is that time counted toward chronic absenteeism?

Yes. Students can miss instructional time at any time of day, whether it is excused or unexcused. Being one hour late to school, leaving school two hours early, or leaving and returning midday for an appointment are all examples of hours away from instruction. These missed hours contribute to chronic absenteeism, and if they are unexcused, will also count toward habitual truancy.

Excessively Absent

What is compulsory school age?

ORC 3321.01 states that child between six and eighteen years of age is "of compulsory school age". A child under six years of age who has been enrolled in kindergarten also shall be considered "of compulsory school age" unless at any time the child's parent or guardian, at the parent's or guardian's discretion and in consultation with the child's teacher and principal, formally withdraws the child from kindergarten.

What happens when a student becomes excessively absent from school?

In the event a child of compulsory school age is absent with a nonmedical excuse or without legitimate excuse from the public school the child is supposed to attend for 38 or more hours in one school month or 65 or more hours in a school year, ORC 3321.191 directs that the following must occur:

The district will notify the student's parents or guardians in writing within seven days of the triggering absence if the absences are for nonmedical reasons or without legitimate excuse;

The student will follow the district's policy for addressing excessive absences; and

The district may refer the student and family to community resources, as appropriate.

How must the district notify the family when a student becomes excessively absent?

A district must notify the student's family in writing within seven days of the triggering absence. A district can consider different modes of communication when notifying the family. This may include an email, or friendly letter in the mail. Districts need to record the date the notice was given in their district's student information system.

What happens when a student becomes excessively absent from school but has medical excuses?

The definition of excessively absent to includes absences with nonmedical excuses or without legitimate excuses for 38 hours in a month or 65 hours in a year according to ORC 3321.191 (C)(1). If a student is absent for 38 hours in a month or 65 hours in a year with medical excuses, the district is not required to notify the student's parents, guardians, or custodians in writing.

Do students with excessive absences need to have personalized absence intervention plans developed by their schools' or districts' absence intervention teams?

No, unless the absences surpass the threshold for habitual truancy. Students who have met the threshold for excessive absences but are not considered habitually truant do not need absence intervention plans developed by their schools' or districts' absence intervention teams.

Do students with excessive absences need submitted for a truancy complaint?

No. Schools and districts only submit truancy complaints for habitually truant students.

Habitually Truant

What happens when a student becomes habitually truant from school?

When a student is habitually truant, the following will occur:

Within seven school days of the triggering absence, the district will:

Within 10 calendar days of the triggering absence, the student will be assigned to the selected absence intervention team (ORC 3321.19 (D)(1));

Within 14 school days after the assignment of the team, the district will develop the student's absence intervention plan (ORC 3321,191(C)(2)(a));

Within seven calendar days after the plan is developed, the district shall make reasonable efforts to provide written notification to the student's parent or guardian (ORC 3321.191(C)(2)(a)).

Are all districts required to have absence intervention teams?

No. Districts with chronic absenteeism rates of 5 percent or greater on the most recent Ohio School Report Cards must establish absence intervention teams for students who are habitually truant (ORC 3321.19(E)). This applies to districts and community schools. If a district is required to have an absence intervention team, all schools in that district are subject to the requirement.

Who is required to participate on the absence intervention team?

Membership of each absence intervention team should vary based on the needs of each individual student, but each team MUST include:

1. A representative from the school or district;

2. Another representative from the school or district who has a relationship with the child; and

3. The child's parent (or parent's designee) or the child's guardian, custodian, guardian ad litem or temporary custodian. Refer to 3321.191(C)(2)(c) and 3321.191(C)(2)(d).

The district may invite a school psychologist, counselor, social worker, representative of a public or nonprofit agency, or representative from the court to participate on the team.

The parent may appoint a designee, such as a relative or other trusted adult, if the parent is unable to participate. If, after three good faith attempts, the district is unable to ensure participation of the parent, ORC 3321.191(C)(2)(e) allows the team will develop the student's absence intervention plan without the parent.

What is the role of an absence intervention team?

The absence intervention team develops a student-centered absence intervention plan that will help identify specific barriers and solutions to attendance for every child who is habitually truant. Participation of the student and his or her parent or guardian in the plan helps to remove barriers to attendance and avoid filing criminal complaints against the student in juvenile court.

What if a district cannot engage the parent in the absence intervention team after three good faith attempts?

The district must make three good faith efforts to engage the student's parent, guardian custodian, guardian ad litem, or temporary custodian, as outlined in the district's local policy. If the parent is unable to participate in the absence intervention team, the student's parent may appoint a parent designee, such as a relative or other trusted adult.

A parent does not have to participate in the absence intervention team in person if they are unable to do so. Absence intervention teams can consider alternatives for including parents, such as conference calls or video conferencing.

If, after three good faith attempts, the district is unable to ensure participation of the parent or the parent's designee, the team can develop the student's absence intervention plan without the parent. Districts have seven days after the plan's completion to send the plan to the student's parents.

How long is the Absence Intervention Plan in place?

The student has 60 calendar days to participate and make satisfactory progress on the plan. The absence intervention team works with the student to avoid additional absences from school. If the student does not participate or make satisfactory progress on the plan, as determined by the absence intervention team, the attendance officer must file a complaint in juvenile court against the student on the 61st calendar day after the implementation of the absence intervention plan (ORC 3321.16 (B)(3)).

What determines if a student has made satisfactory progress on the absence intervention plan?

When the absence intervention team defines what satisfactory progress looks like in the student's plan, the student and the family will have a clear understanding of how to be successful. The absence intervention team will meet before the conclusion of the absence intervention plan to determine if the student made satisfactory progress based on the metrics shared in the plan. The team may consider attendance barriers in the determination. Satisfactory progress may not look the same for all students. Students who have made satisfactory progress do not meet the requirements for truancy.

What happens if a student reaches another habitually truant threshold while on the absence intervention plan?

If at any time during the implementation phase of the absence intervention plan the student is absent without legitimate excuse 30 or more consecutive hours or 42 or more hours in one school month, the district must have its attendance officer file a complaint against the student (ORC 3321.16 (B)). This requirement does not apply if the absence intervention team has determined the student has made satisfactory progress on the absence intervention plan.

Does an absence intervention plan carry over from one school year to the next school year?

If a student becomes habitually truant within 21 school days prior to the last day of instruction of a school year, the school district or school may assign one school official to work with the child's parent, guardian, custodian, guardian ad litem or temporary custodian to develop an absence intervention plan during the summer. If the school district or school selects this method, the district and student must implement the plan no later than seven calendar days prior to the first day of instruction of the next school year. Alternatively, the school district or school may reconvene the absence intervention process on the first day of instruction of the next school year.

In ORC 3321.16(B)(3), in regard to students not successfully implementing their absence intervention plans, if the 61st calendar day after the implementation of the absence intervention plan falls on a day during the summer months, at the school district's discretion, the absence intervention team or the attendance officer may extend the implementation of the plan and delay the filing of the complaint for an additional 30 days from the first day of instruction of the next school year.

District Policies

Are absences due to leave or deployment of military family members excusable?
Yes, according to OAC 3301-69-02 (B)(2)(k), absences of students with military family members may be excused when military family members' deployment, leave or other activities interferes with the student's attendance.

Are absences due to student homelessness excusable?
Yes. Schools and districts should define excused absences in their policies for students experiencing homelessness when missed instructional time is directly related to the students' homelessness. Here are additional resources for homeless youth.

Are absences for pre-enlistment military responsibilities excusable?
According to OAC 3301-69-02 (B)(2)(h), absence from instructional time for pre-enlistment reporting to military enlistment processing station is an excusable occurrence. Excusing authorities may require written confirmation of pre-enlistment reporting of absent students. Schools and districts should work with recruiters to ensure that most pre-enlistment activities take place outside of instructional time.

How should districts handle pre-planned multi-day absences?

Schools and districts can create policies for pre-planned and multi-day absences. These can range from religious holidays, family vacations, or other pre-planned prolonged periods of missed instructional time. Schools and districts should communicate attendance expectations with families throughout the school year using a variety of communication methods.

In OAC 3301-69-02 (A)(3), the term "regular attendance" is used. What does regular attendance mean?
In OAC 3301-69-02 (A)(3), schools and districts need to define regular attendance in their local policies. Consider both good and improved attendance when creating these definitions since a student could be achieving regular attendance after the school helps remove barriers to a student attending school.

Is an appointment concerning mental health a medically excused absence?

According to OAC 3301-69-02 (B)(2)(e), students missing instructional time for mental or behavioral health appointments or treatment from medical providers is an excusable absence that schools and districts should add to their attendance policies. Schools and districts may require the written statement from a medical or mental health professional.

What is the difference between a district policy to address excessive absences and a student absence intervention plan for habitual truancy?

Every district must have an approach to addressing attendance and excessive absenteeism outlined in their district truancy and attendance policies (ORC 3321.191). District policy outlines the district's interventions, supports and processes for ensuring every student gets to school every day. When a student is excessively absent, the district must notify the student's parent or guardian in writing and follow its truancy and attendance policy to assist that student and his or her family in getting to school regularly (ORC 3321.191 (C)(1)).

A student absence intervention plan is a student-centered, personalized plan developed to address barriers to attendance when a student becomes habitually truant. A student absence intervention plan is only required for students who are habitually truant. The district or school absence team develops the student absence intervention plan collaboratively with the student and his or her family or guardian. In addition to resources, the absence intervention plan contains agreed-upon strategies and interventions for getting the student to school every day. The student absence intervention plan holds the student and his or her parents or guardian accountable for attending school regularly.

Continued absences or failure to make progress toward implementation of the absence intervention plan will result in the district filing a complaint with juvenile court.

Can districts suspend or expel students for truancy?

No, districts cannot suspend (out of school) or expel students for truancy (ORC 3313.668 (A)). Districts can work proactively work with families and community organizations to break down barriers that prevent students from attending school.

Do local policies have to address zero tolerance?

Yes. Districts must have zero tolerance policies for violent, disruptive or inappropriate behavior by their students per Ohio Revised Code 3313.534. However, districts must remove "excessive absences" from their zero tolerance policies. Districts also are no longer allowed to suspend or expel students for being absent from school without legitimate excuse (ORC 3313.668 (A)).

Do local policies need to define medical excuses for absence?

Yes. The definitions of medical and nonmedical excuses are within the discretion of the districts. Local board-adopted attendance policies should be updated to include definitions of medical and nonmedical excuses, including a process and timeline for submitting medical excuses
(OAC 3301.69.02 (B)(2)).

FERPA

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The Department, along with many partners, is committed to increasing student attendance, engagement and academic achievement. The Department's collective effort, Future Forward Ohio, encompasses the state's strategic priorities for helping students recover from the impact of the pandemic. Attendance is a critical concern: students need to be present to engage with learning as student attendance directly impacts student achievement and graduation.

# data[].attributes.body
sp_ziga-budd@springfieldspartans.org

Student Services

sp_warner@springfieldspartans.org

SHS Principal

sp_djurmanovich@springfieldspartans.org

Schrop Intermediate Principal

sp_monachino@springfieldspartans.org

Superintendent

sp_frola@springfieldspartans.org

Board President

sp_vaughn@springfieldspartans.org

Athletic Director

sp_ganzer@springfieldspartans.org

Spring Hill Principal

sp_meadows@springfieldspartans.org

Academics and HR

# data[].attributes.body
https://serb.ohio.gov/view-document-archive/collective-bargaining-agreements/02-collective-bargaining-agreements