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Only interview potential candidates....(don't waste anyone's time...)

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"The Principal receives the resumes and passes them on to APs over the area to choose who to interview and to set up the interview. The AP contacts the Dept. Chair of the area that has the need and the interview is conducted, sometimes with or without the Principal."

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"The Principal receives the resumes and passes them on to APs over the area to choose who to interview and to set up the interview. The AP contacts the Dept. Chair of the area that has the need and the interview is conducted, sometimes with or without the Principal."

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At our school the principal screens the resumes and interviews the candidates. He usually talks to the dept. chair about the candidates and has them meet the candidates if he can arrange that. He will discuss the candidates with the AP's when he has time.

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We review resumes and call references in order to prescreen candidates prior to the interview. We arrange interviews (both Skype and in-house). We use our department chair, assistant principal and principal for the interview process. We discuss each candidate, what they can offer and how they would "fit." If we struggle to make a decision, we will conduct a second round of interviews in order to make a decision.

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We look for candidates with multiple certifications and/or endorsements. Having people with certification areas allows us much more flexibility.

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Treat every candidate with fairness and respect. Be a good host to your candidates and allow the interview to reflect the culture of the school. Prepare your questions ahead of the interview. Work from a script even when you are in a committee format. Invite stakeholders to participate in the process and trust their judgement. Listen and allow the candidate to talk. Don't hijack the interview with your own narrative. Let the candidate know the timeframe of the decision and continue to communicate with the candidate until the process close. Always consider what your responsibility is in terms of providing professional development for anyone you hire. Make sure the candidate knows what their reporting protocols would be and what a typical day might look like.

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Our principal gives the resumes to the assistant principal and team leader for that subject to pick out their favorite candidates. The IC, AP, and team leader then conduct the first interviews and sends their top 2-3 picks to the principal who makes the final decision.

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Our principal interviews and hires new teachers for the most part. In the event that he is not available, he involves the AP over the department. I have worked for others who have a multi-tiered process that seemed to result in higher quality new hires.

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The principal ultimately takes full control of this need. The majority of the time he will delegate to an administrator to filter applicants and then present the top two or three.

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The principal assesses the needs of the school, interviews and hires appropriate candidates.

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·         Secretary passes all applicants’ resumes to department admin.

·         Dept. admin analyzes resumes to select top candidates and have secretary set up interviews with all stakeholders: AP, Department Chair, and Principal.

·         May pre-check some references to help narrow down candidates.

·         If they are also a candidate for an athletic position, we try to set up back to back meetings to meet with athletic personnel (AD, Head coaches, etc.).

·         A pre-set of questions are used.  We have key phrases to indicate that the interview is over if it is clear that the candidate is not a good fit.

·         A scoring rubric is used by interview panel to “score” each candidate.

·         Top candidates are narrowed down and may be called back for a second interview.

·         Top candidates could be asked to teach a model lesson.

·         References are checked.

·         Follow up with candidate whether they were offered the job or not.

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The principal narrows down the candidates based on the needs of the school and qualifications. The secretary schedules interviews. The principal may ask the department chair and an administrator to sit in on the interview or conduct it by themselves. If another administrator conducts the interviews, 3 names are submitted to the principal for them to evaluate either in person, phone or skype.  The principal values the input of their administration.

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Principal collects all resumes and determines who to interview in 1st round. IC, AP for that dept, and dept chair are invited to interview. Feedback from team determines who principal brings back for final round and he makes ultimate decision.

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Principal collects all resumes and determines who to interview in 1st round. IC, AP for that dept, and dept chair are invited to interview. Feedback from team determines who principal brings back for final round and he makes ultimate decision.

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Principal, department admin, department head, and IC all sit and interview the candidates. The interview panel takes turns asking the same questions of all candidates. After all interviews the team discusses and makes a selections.

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Have potential teachers teach a lesson to a group of students and allow students to give feedback.

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The principal typically screens the resumes, sometimes the AP over that department will help screen as well. Then the principal and the AP over the department conduct the interviews.

# data[].attributes.subject
The principal typically screens the resumes, sometimes the AP over that department will help screen as well. Then the principal and the AP over the department conduct the interviews.

# data[].attributes.body
The principal screens the resumes. The next step is that the department has a chance to look at resumes. The candidate is required to conduct a Skype interview. is A panel will interview the candidate and recommend 3 candidates to the Principal. He will conduct a final interview and select the teacher.

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This process is handled by the principal, assistant principal over the department, the lead teacher for the department, and other admin if needed. Our principal goes over the resumes and schedules the interviews. From there, we all interview each candidate. This is a lengthy process. Then we discuss and rank from there.

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AP and department chair review resumes (screening).   AP and department chair interview candidates.  Final two candidates interview with principal.

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AP and department chair review resumes (screening).   AP and department chair interview candidates.  Final two candidates interview with principal.

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Asking other schools within the district if they had some strong candidates that were not selected. Sometimes it just was not a great fit, or they had two really good candidates with only one opening.

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After the panel interviews a candidate, use a rubric to Provide an anonymous score of each candidate to begin the discussion.  

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After the panel interviews a candidate, use a rubric to Provide an anonymous score of each candidate to begin the discussion.  

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Each AP is assigned several departments to oversee. We assist the principal in vetting the candidates. We have at least one person from the department sit in on the interviews - preferably someone who teaches that exact class.

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Each AP is assigned several departments to oversee. We assist the principal in vetting the candidates. We have at least one person from the department sit in on the interviews - preferably someone who teaches that exact class.

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After determining needs with Guidance, Principal and AP meet with Department Chairmen and screen applications.  Interviews take place that include Dept. Chm. and often one other teacher.  Skype has been used previously.

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-Perform needs assessment
-review talent in the building
-attend college fairs and teacher recruitment events
Involved a team to review, rate, and hire

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In areas of need - Science, Math, Special Education, Foreign Language, etc. - hiring teachers becomes a competition. Knowing which openings we will have becomes imperative so we can interview and hire the best out there.

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College Fairs

Shining Stars

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Who is involved in the interview process?

Department Chairs

ICs

Admin

Students

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Review resumes (experience, education, skill set)

Internal (Pool) vs External hires

Demo Lesson

Other professional responsibilities (coaching, etc.)

Social Media

Interview questions

Plus/Deltas after interview (best fit for school; assigned a score)

References

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•	The Principal requests resumes•	If no resumes or too few, teacher ed. programs contacts, ask other teachers, hire as long term sub •	The Admin Team screens resumes•	Invite the perspective new hire to interview in person, by Skype, or submit a video•	References are checked again•	Members of the department are invited to participate in the interview and/or screening process•	A top list is chosen •	Pros/cons•	Revisit the interviews•	A consensus reached•	A recommendation to hire may be made

# data[].attributes.subject
•	The Principal requests resumes•	If no resumes or too few, teacher ed. programs contacts, ask other teachers, hire as long term sub •	The Admin Team screens resumes•	Invite the perspective new hire to interview in person, by Skype, or submit a video•	References are checked again•	Members of the department are invited to participate in the interview and/or screening process•	A top list is chosen •	Pros/cons•	Revisit the interviews•	A consensus reached•	A recommendation to hire may be made

# data[].attributes.body
Look at Master Schedule to see where needs are

Look at course offerings to what positions are needed

Look at the students in each section to determine how many teachers will be needed

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Principal goes through resumes, picks those he wants admins to go through. Interview to narrow down to just a few.

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Committee completes main interviews (about 5 or 6) and narrows down to 1 or 2 top candidates which the principal makes the final call on.