Teacher Hiring Season is Upon Us

Winter is a common time for students who will be graduating from teacher preparation programs in the spring to start applying to school systems for the next school year. Experienced teachers, whether moving into the area, re-entering the profession, or simply looking to changes school systems start applying in late winter and early spring. The process from application to job offer is filled with challenges for both the applicant and the employer.

• For applicants, waiting and not knowing generates questions. Did the school system receive my application? Are there openings? When will I be contacted? What is the hiring process? Should I sign with School District A that has offered a contract or wait to see if my preferred school system offers me an interview.


• For employers, some openings due to retirements, etc. may be known during the winter, but often full list of needs is not known until existing teachers return their contracts, student redistricting is completed, and a host of other factors that tend to create a pressure hiring push in July.

So what can you do to increase your yield of new hires that will be effective and successful in your school? Alternatively, if you are an applicant, how can you enhance your odds that you will be hired and like your new school? Articles, books, websites, etc. contain a plethora of tips, practices, and research. So cut through all of this, the answer is simply to cultivate relationships by treating others as you want to be treated whether you are in central office, in a school, or applying to the school district.

When an application is received, a quick email to the applicant acknowledging its receipt is a first step. Many school systems use online application submissions so there is an automatic confirmation. Employers, providing follow up information (e.g., school districts facts, job fairs), as an email blast to all applicants in the database keeps applicants connected. Applicants, ensure that applications are grammatically correct, legible, and complete (or indicate if something is being sent under separate cover).

In preparation for an interview, employers review your questions to make sure they are job-relevant and well-distributed among the various job responsibilities that the new hire will perform. Building level interviews typically last about one hour, so inquiries need to be made about all quality areas (i.e., classroom management, planning, instruction, assessment, interactions with stakeholders) associated with effective teaching. Applicants prepare by thinking of specific examples that highlight their strengths and demonstrate their learning related to these key areas. One technique is to look at the job description posted by the potential employer and reflect on experiences you have had related to each job responsibility.

During interviews show an interest in the other party. People tend to disclose more when they perceive that someone is interested n them and this helps to forge a connection. Applicants come prepared with a couple of specific questions about the school perhaps gleaned from visiting the school or district’s website. Interviewers ask experienced-based questions that get applicants talking about their past performance. Applicants answer these questions by telling the situation, task that needed to be done, action you took, and results (STAR).

Applicants follow up as appropriate such as a “thank you for your time” email or letter if an interview has been held. An employer (e.g., school) may want to keep the communication door open by having a standard email that all interviewees receive after the interview inviting them to contact the grade level or department chair if they have any questions about the school. These communications should avoid the topic of if a job will be offered as that is often the domain of the personnel department.

In short, relationships are about connections. The ability to connect and accurately assess those connections is key in having a successful hiring season.

FYI: SURN is hosting a workshop on teacher selection March 20, 2009 contact prdevc@wm.edu for more information.

I created the Teacher Quality Index: A Teacher Selection Interview Protocol in order to bring together the research-based findings of what constitutes an effective teacher based on co-author James Stronge's writings in that area with my research on effective interviewing practices. The book can be found at http://shop.ascd.org/productdisplay.cfm?productid=105001. It presents the selection-related research and a research-based interview protocol.