It’s hiring and/or interviewing season depending on which side of the table you’re sitting on this time of the year. Let’s look at this from a hiring lens. I’ve learned so much more about hiring over the past few years compiling ideas from @Beth Houf, @Joe Sanfelipo and, @Jimmy Casas and more in my PLN.
Hiring a new staff member should not be a daunting task or just something to cross off your to do list. This is a huge opportunity for your school. What are you missing on the team? How can you hire someone that will compliment that team and help move everyone forward? Think about the strengths and skills or talents that you are looking for and want to add to make your team even stronger.
I always remember the advice from Jimmy Casas that you want to hire what is missing from your team, someone that can add to it instead of just someone that will fit in and is similar to others on the team.
Make A Great Impression on your Candidates
It’s important to make a good impression of your school from the beginning. Is your job posting very traditional or are you recruiting someone to join your team. Think about the “I Want You” posters as you are looking for that perfect candidate. How are you INVITING them to apply to be part of your school?
How will you use the application process to narrow down your candidates? Will you include essay questions to gather insight into their values or opinions on specific topics as well as to evaluate their writing skills? Will you ask them to create a Flip Grid video to see their speaking ability and how they create a presence? Are there other tasks you want them to do?
Remember to be intentional about making a first impression. I want to create an environment and message that makes candidates say, “I want to work there!”. We need to treat our future employees- teachers – like Rock Stars! How are you rolling out the Red Carpet?
Be Welcoming!
I’ve given this a lot of thought over the past few years. I display a welcome sign in my lobby with the candidate’s name on it. I want them to feel noticed as soon as they enter our building. There’s nothing like showing up for an interview and getting the deer in the headlights look from the office staff making you feel like you’re in the wrong place. Everyone in my building is friendly and greets candidates with the biggest smile and enthusiasm. If there’s paperwork for them to fill out, it is organized and provided in a branded folder (think school colors, logo, motto). We also offer everyone a bottle of water and life savers. We want them to know we encourage them to breath, relax and take a drink if they need it. We are in no rush and what they have to say is important to us.
Find the Right Questions
Think about the questions you are going to ask. Be prepared ahead of time. I find interview questions say as much about you as a school and your values as it does about the candidate. Finding the right interview questions is one of the most frequent topics in my private principal groups. I’ve compiled a list of interview questions for you here. This also includes some of the questions that Beth Houf and Shelley Burgess recommend in “Lead Like a Pirate”. I suggest using Lightning Round questions.
Two years ago, we hired 10 new teachers. My administrative team really liked the idea of these Lightning Round Questions. They were quick questions that caught the candidate off guard and had them answer with the first thing they could think of. Many of our candidates (and hirees) commented on these questions and they sometimes led to further conversations. It was also a non-stressful way to bring the interview to an end and put the candidate at ease before they had the opportunity to ask any questions of their own.
It’s all about the fit (like a puzzle piece)
The best advice I can share about hiring is that it is all about finding the person that has values that align to your school. Sometimes it’s not the candidate with the most experience. Sometimes it’s about how the candidate answers the questions, sometimes it’s the content of the answer and other times you just feel it. You just know whether that person is going to fit into your school’s culture or bring something that is missing on your team. It’s not alway about experience, school attended, skills developed and what a resume says. There are times that I know within the first 5 minutes of an interview whether or not someone would be the person we are looking for to add to our team.
There are other times that we narrow our pool of candidates down to only a few. I’ve had this happen a couple of times. You have two or three perfect candidates. I’ve found the best way to find the person you want at your school is to have them teach a class. You can determine a lot when you see someone in action. Some candidates build rapport with students quickly and easy. They use student names and are able to adjust and pivot their lessons depending on the situation. I have seen some candidates really shine and the committee knows right away that person would be a valued addition to our school team.
Roll out the Red Carpet for your New team member!
Here comes the very best part- making an offer to your chosen candidate. You want them to be as excited about joining your team as you are about inviting them to be part of your school. How can you let them know that you think they are a Rock Star and should choose your school? This is where I borrow ideas from Joe Sanfelippo. He has had students offer the position to their new teacher. The class is waiting outside of the room to offer the position to the candidate. Joe has had the candidates parents on standby to be the first ones to hear the exciting news or to actually offer the job.
No matter how you narrow down your candidates, conduct interviews and offer your chosen candidate the position, don’t forget to follow up with the other candidates. No one wants to be left wondering if they are going to hear from you. I always follow up personally with a phone call. They gave of their time to go through our interview process, the least I can do is personally let them know whether or not they are moving on in the process. It is also important to provide them with useful feedback, especially if they ask for it. These could be future teachers and we want to share with them areas that they can continue to develop as they prepare for future interviews.
I wish you all the best this hiring season and hope you add the perfect people to your team.
