Interviewing 101Rich Zuker - Holland Public SchoolsRick Arnett - Lake Orion Community

Schools

Interviewing 101

https://youtu.be/g4DHpm-VdhY?list=PL4a1az3GHDsCSFTpgMTvwVtnaqX8DVzFL&t=284

Hiring of a TeacherIt is one of, if not the single most important responsibility we have in our role of School District Human Resources.

“I’m not a teacher, but an awakener.” Robert Frost

“Blessed is the influence of one true, loving human soul on another.” George Elliot

The current climate related to teacher shortages and reduced teacher preparation degree seeking students has created a buyers market.

Process Components1. Criteria Based Quality Job Posting2. Applicant Screening Process

a. Application may be tailored to meet your process / need

3. Interview Procedures4. Reference and Network Checking Procedures

Determine a Clear Criteria for Posting Certification endorsements

Language abilities

Successful experience in the profession vs. new graduate

Experience with your demographics

Experiences with certain age groups or course offerings

Abilities/interests to take on extra-curricular / co-curricular responsibilities

-will influence where you advertise and market your vacancies

The Screening ProcessHave a defensible reason for how you approach the screening process.

Ensure that it is directly related to the posting requirements and or procedures.

● Is it based on??○ Experience○ Quality of applicant’s materials○ GPA○ Prescreen assessment / testing○ Others

Screening ResourcesFrontline: (Recruit and Hire)

https://www.frontlineeducation.com/Solutions/Recruiting_Hiring#teacherfit

TalentEd (EPI Assesment)https://www.talentedk12.com/epi/

HUMANeX Ventures (SPB and Structured Interview)http://www.humanexventures.com/

Spark Hire (Video Interviews)https://www.sparkhire.com/

RIVS (Video Interviews)https://www.rivs.com/

The Interview Process● Must be Fair and Equal to all candidates.● Any process or procedure used with one

candidate must be used for all candidates.● Avoid potential discrimination claims that

can result in a Equal Employment Opportunity Commission (EEOC) investigation.

● Avoid Illegal Questions . Illegal Interview Questions

Teacher Interview Types● One on One Interview● Panel Interview● Performance Interview● Administrator Team Interview

Teacher Interview TypesOne-on-One Interview:

Not recommended other than for the following:

● Screener (per examples of vendor provided iv’s)● Job Fair/recruiting environment ● Final/CO approval interview

Teacher Interview TypesOne-on-One Interview:

● Why they are a bad idea:○ Control over consistency of the process○ “He said - she said” accusations○ No one else there to temper biases

Teacher Interview TypesPanel Interview● Be crystal clear about the Panel’s purpose

○ “Selection” Panel vs. Interview Committee○ Voting/choosing vs. Reflecting/wondering

● Have a rationale for who is on the panel○ Unbiased?○ Representative○ Key stakeholders

Teacher Interview TypesPanel Interview● Confidentiality● Have a process to which you will closely adhere● Explain the process in great detail● Explain the role of the team/committee in detail● Let Panel know your role (i.e. if they stray you will

gently bring them back)Panel Procedures

Teacher Interview TypesPerformance Interview● Teaching a lesson

○ Establish a criteria for rating the lesson○ Select carefully the students, parents and teachers○ Cautions:

■ Performance Interview yields a “Performance” (Pintrest?)■ Replicability: summer access to students, teachers■ Students’ behavior; depth of their input■ Mid-August time crunch

Teacher Interview TypesAdministrative Team Interview● Trained administrators

○ Follow a standardized protocol■ Confidentiality Agreement■ Trained/briefed others■ Identified needs■ Standardized interview questions■ Standardized “look-fors”■ Standardized reference check questions

● Offer? Recommend to Central Office/Superintendent for offer?

InterviewQuestions

Interview QuestionsSome important reminders● Create questions that reflect the priorities of your school

school district● Develop questions that align with your evaluation process● Utilize the evaluation rubric to establish the ‘Look Fors’● Utilize a mixture of “philosophical” type and practical

situational responses● Try to find a “separator” or two

Interview Question Types● Opinion Questions

○ Example: What is your teaching philosophy?● Fact Questions: (Determine knowledge base)

○ Example: What is Standards Based Grading?● Situational Questions

○ Example: How would you handle a situation where …………?● Experience/Behavior Based Questions

○ Example: Share with me how you addressed a situation where a lesson you developed did not go as planned during implementation.

Each may have a time and place in the process but if you want to truly understand the potential of the candidate utilize more Experience Based questions in the interview.

Sample Questions● “Separator” questions:

○ Explain the inter-relationship between curriculum, instruction, and assessment.

○ How would you seek to meet the unique learning needs of all of your students?

○ Talk about some difficult behavioral challenges you have faced and how you made progress resolving those.

Sample QuestionsDanielson Framework

Domain 2: Classroom Environment

A.Creating an Environment of Respect and Rapport

B.Establishing a Culture for Learning

C.Managing Classroom Procedures

D.Managing Student Behavior

E.Organizing Physical Space

Possible Interview Questions:2A “Creating an Environment of Respect and

Rapport”

1.How do you build and maintain relationships with students?

2.What techniques do you use to motivate students?

3.What role model should a student see revealed through the teacher?

4.Describe a situation where you went "above and beyond" for a student.

Additional Sample QuestionsDanielson Framework

Domain 3: Instruction

A.Communicating With Students

B.Using Questioning and Discussion Techniques

C.Engaging Students in Learning

D.Using Assessment in Instruction

E.Demonstrating Flexibility and Responsiveness

Possible Interview Questions:3B “Using Questioning and Discussion Techniques”

1.Describe how you inquire about and integrate prior knowledge in a lesson.

2.Describe a technique that you use in the classroom that involves higher-order questioning?

3.How do you elicit high level questions from students?

4.If you use discussion as a technique, how do you assess the students regarding their participation?

5.What techniques do you use to include all students in classroom discussions?

Reference Checks● Conduct a comprehensive reference check.● Establish a process and criteria for what will be asked and in what

context the questions will be asked.○ Standardized questions

● Keep written documentation of the references checked.● Ensure those responsible for reference checks follow the appropriate

protocol and documentation.● Alternative background checking (do so in a legal way)

○ Google, Facebook, Twitter, Instagram, SnapChat, LinkedIn, Pintrest○ No “friending”; discrimination claims; NLRA

Reminders and Establish a Hiring Process● Develop and document a clear process for your hiring practices.

● Ensure that the process is followed at all times.● Ensure that the process is clear, straightforward, and repeatable.● Train those who will be responsible for hiring/recommending in the

process and ensure they are disciplined to follow the process.

○ Deviation from the established process, or a lack of having a process, can lead to complications down the road that may result in litigation.

If you put in the time and effort on the front end it will pay dividends on the back end.

Get it right the first time.

Contact InfoRich Zuker: rzuker@hollandpublicschools.org

Rick Arnett rick.arnett@lok12.org