Staff Hiring Process

Staff Hiring Process

The solitary contribution a principal can make to a school is staff recruitment. It can have the most significant effects on student progress, as selecting instructors who will be effective in the classroom is very important (Wong, 2012). Managing classes, comprehending criteria and using high-yield proficiency tactics, and creating positive ideals for students to aim for are three characteristics of good instructors in the field (Wong, 2012). Before recruiting a new teacher for a classroom, other features and traits must be examined. Before recruiting a new employee, it's critical to evaluate the department's unmet needs, as well as cooperation opportunities, expertise, and temperament. At Antelope K-8 Elementary, a STEM school, filling empty jobs necessitates examining the needs of each department and identifying the best applicant to move the school forward.

Qualities:

Instructors have a significant effect in the classroom. Before putting someone in a new role, it's important to know what to look for in new workers. Candidates should exhibit particular characteristics based on Antelope Elementary's demands before being hired to the team.

• Coachability: Coachability relies heavily on open-mindedness. Tactically aware teachers strive for progress, have a positive mindset, are thinking outside the box and learning, and are happy to accept criticism on which they may reflect and implement in the classroom (Sprankles & Backman, 2017).

• Student-focused: This appears to be a given, yet instructors are frequently overburdened with chores and obligations, blurring the aim of pupil attention. Employing a teacher that prioritizes relations, student accomplishment, and continual learning guarantees that the concept of student attention is realized (Sprankles & Backman, 2017). Aspirants should also utilize data to assist and guide their students' learning goals.

• Collaborative: Every teacher has assets to contribute as well as areas in which they may progress. Educators collaborate to prepare, adjust, implement, and support one another in the classroom, bridging these gaps. Collaboration in the classroom fosters teamwork, allowing instructors to feel more supported, less worn out, and more productive in the classroom. Teachers who feel supported are more likely to stay in a school, which leads to an increase in successful teachers; more effective instructors contribute to a more effective school, which attracts future prospective effective teachers (Loeb, Kalogrides, & Beteille, 2012).

Interview Committee:

The principal, an assistant principal, and the head of each department, if present, will make up the interview panel. Trainers will be obliged to visit math and reading interviews as well. The use of the identical interview committee prevents divisions from identifying instructors who will work well with their colleagues. A principal and/or vice-principal focusing on the teacher's credentials and the department chair focusing on the prospect of collaboration enables for the employment of a successfully implemented teacher.

Hiring Order:

Certain positions at Antelope Elementary might gain from being filled faster than others. Sally Hall and Kara Lara have a negative attitude that might spread to the rest of the squad if not handled. Choosing a teacher who is willing to interact and mix with their colleagues will aid in the development of rapport for the next year. Cody Woo's position is another one that should be pursued early. Cody has brought many great qualities to the school, and a suitable replacement will be needed to fill his shoes.

Interview Questions:

When evaluating teacher applicants, inquiries should educate the committee about the individual's character traits. To acquire a thorough grasp of the teacher's line of thought, queries should be open-ended and explicitly focused on benefits towards the institution.

1. Describe your pedagogical practices and how it influences your classroom demeanor (Kalish, 2020).

2. Give me an example of a regular class session.

3. When working with a challenging pupil, how do you approach the situation?

4. "Tell me about a time when you worked on a challenge as part of a group"

(Kalish, 2020).

5. What are your learning objectives?

Interviewers can assess prospective productivity and effectiveness in the classroom by incorporating questions regarding instructional methods and what a typical classroom lesson looks like. Effective teachers will highlight high-yield tactics, research-based programs, and technological components that improve their lessons. Inquiring about a teacher's reaction when confronted with a tough student provides insight into their personality and how they adjust to difficult situations.

Hiring Legalities:

When assessing an applicant, laws in the recruiting process must be considered. One criterion is the candidate's credentials. Before entering school, most states have minimal prerequisites that must be accomplished. Inquiring about the candidate's history, references, and documents to back up their claims will provide a more accurate evaluation of their qualifications.

Another issue to consider is whether the candidate has any previous criminal or detention history. Depending on the offense, irrespective of the applicant's abilities or expertise, this might render them ineligible. To protect the safety of the students and personnel in the facility, background checks on all potential candidates are required. When a vetting process is not cleared, the individual should be eliminated from consideration. Another legal difficulty that may arise is contracted recognition at a different institution. If a person is seeking a job in the same district but hasn't been discharged from their former school, they may not be eligible to apply. If this occurs, contacting the other school and discussing the matter with the applicant and potentially human resources might provide clarification. Christian principles that encourage human development, compassion, and concern for the common good should guide hiring decisions. Finding people who display these attributes and value education will help to foster a healthy school culture and provide assistance for each kid. Principals should operate following these characteristics and seek out those to join their team who can complement them.

References

Kalish, A.. (2020). 15 Common Questions Asked in a Teacher Interview (and How to Answer Them With Ease). Retrieved from: https://www.themuse.com/advice/interview-

questions-for-teachers-answers

Loeb, S., Kalogrides, D., & Beteille, T.. (2012). Effective Schools: Teacher Hiring, Assignment, Development, and Retention. Education Finance and Policy, 7, 269-304. doi: 10.1162/EDFP_a_00068

Sprankles, W. & Backman, K.. (2017). Recruiting a better teacher: unexpected candidate qualities. Leadership, 46, 36-38.

Wong, H.. (2012). Developing and Retaining Effective Teachers and Principals. Retrieved from: http://www.newteacher.com/pdf/Developing.pdf