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It’s the most wonderful time of the year! Interviewing season! While it can be overwhelming with all of the other events happening at the end of the school year, Shelley and I feel that it is the prime opportunity for adding the right people to our crew. A frustration we both have always had with the typical interview process is the canned questions and cookie-cutter approach that most take when hiring new staff. Why do we do this? More often than not it is because that is the way it has always been done. Our next #LeadLAP challenge for you is to take time to reflect upon your current hiring process and find ways to transform practices to best meet the current needs of your building. Already PIRATEing up your hiring? Share your great ideas on the #LeadLAP hashtag so we can all learn from you.
A risk I took this year came when selecting a new assistant principal. It was important to me that all staff had the opportunity to give feedback in selecting this new person, so I created a Google Form asking for the top three traits our school needed from our next co-captain. (sample form here: https://goo.gl/forms/JItjkvYilwRnnKOG3) Our interview committee consisted of a representative from all staff including all subject and grade levels, veteran and new staff and support staff positions. It has always been important to me to include staff as part of the interview process. When current members of the crew feel ownership in helping to make hiring decisions, they also take ownership in the success of this person when they become part of the team. This committee was given the responses to the form and asked to craft 2-3 interview questions specific to feedback given and his or her role in the building. These were shared on a Google Doc and then we took time as a committee to select our line up. The interview process was like no other. The passion was evident in each question and the answers from the candidates were real. It truly helped us to find the right fit for our school. We also revamped our interview process for our staff openings. These have become much more of a conversation instead of just a Q & A session. Each interview committee member asks questions that they are passionate about relating to the needs of our school. There is not a script, there are no canned questions, just time to get to the heart of what we need to continue to strive for greatness for our students and staff. My favorite opening question that I ask is for the candidate to share a lesson that they taught that had kids running to get in the class, or as Dave Burgess says, “A lesson you could sell tickets to.” I always love to hear these responses! Anyone can give a definition of student engagement. I want to hear about a living example of how this worked with students. Another favorite is to ask the prospective crew member to share what they have read recently that has affected them as an educator. It is so important to our staff that we add people who are truly learning leaders to continue to propel us forward. We will continue to tweak and adjust our interviewing processes at our school. Next year, a goal is to add students to our committee and a teaching element for the prospective teacher.
What are ideas you have? Please take a moment to help us all grow and share your thoughts on the #LeadLAP hashtag. Shelley and I look forward to reading your thoughts!
Resources to help as you take this #LeadLAP Challenge: