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get to know people even BEFORE

you have a position open!

They will also spread the word!

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if no suitable person is found,

don't force it!!

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For every opening you have,

consider at least 8 people

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factors for considering the types

of people you are looking for

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Make sure each committee

member is aware of their specific role on the committee.

Emphasize to the screening committee that this is a preliminary step in hiring.

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For just a typical advertisement

in the local press!

You get what you pay for!

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with a local college!

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Make sure you have a committee representative from the same content area

as the applicant.

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Get recommendations from staff

and participate in job fairs

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Establish a committee of

stakeholders (4-7 teachers,

family members, students,

community representation) and provide training. Appoint

a chairperson (should be an

instructional leader).

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to chart out your needs talents

and characteristics of applicants

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Don't hire someone SOLELY

based on special considersations

ex: can coach football

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Watch out for third party attachments

attachments (rec letters,

testimonials, reviews).

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Identify particular talents you need

in a particular subject and grade

level area

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Carefully read the cover letter to

better understand applicant's

philosophy of teaching, ability

to write, communication skills,

and overall intelligence.

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Find the candidates that meet the

interview criteria you have already

established.

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Perform a needs analysis based on state

test results, sched. needs, and teacher

experience in order to

create the qualifications for the type

of candidate you are looking for.