“The best ways to improve a school are to hire better teachers or make the ones you have better. Great Principals do both!” – Dr. Todd Whitaker

Hiring instructors may be a difficult undertaking. Of course, this is true for all vocations. Teachers, on the other hand, bear an additional burden: they are the ones who essentially determine whether children will enjoy or dislike school, they are responsible for teaching them useful skills, and they have a significant effect on your school’s general reputation.

A terrible hire might cost you more than you realise at first. The building principal is usually involved in the recruiting of a new teacher. Some principals are part of a group that interviews and hires potential candidates, while others interview candidates individually. In any scenario, it is critical to follow the required procedures to employ the proper individual for the position.

Hiring a new teacher is a time-consuming procedure that should not be rushed. When looking for a new teacher, there are several critical things to consider. Here are a few examples.

Recognize Your Demands

When it comes to recruiting a new teacher, each school has its own set of requirements, and it is critical that the individual or persons in charge of hiring understand those requirements. Certification, flexibility, personality, experience, curriculum, and, most significantly, the distinct philosophy of the school or district are examples of specific demands. Understanding these requirements before beginning the interview process gives the people in charge a better picture of what you are looking for. This can aid in the development of a list of interview questions tailored to these requirements.

Create an Ad

It is critical that you obtain as many applicants as possible. The broader the pool, the more likely you will find at least one applicant who fulfils all of your requirements. Place advertisements on your school’s website, in all newspapers, and in any academic periodicals in your state. Make your adverts as descriptive as possible. Include a contact person, a timeframe for application, and a description of the eligibility criteria.

Examine the resumes

Once your deadline has passed, rapidly read each resume for keywords, abilities, and experience types that match your requirements. Before you begin the interview process, try to learn as much as you can about each individual candidate from their résumé. Before interviewing, pre-rank each candidate based on the facts on their résumé if you are comfortable doing so.

Candidates Should Be Interviewed

Invite your top candidates to an interview. It is up to you how you do these; some individuals enjoy non-scripted interviews, while others prefer a precise script to lead the interview process. Try to obtain a sense of your candidate’s personality, experience, and potential as a teacher.

Interviews should not be rushed. Begin with a casual chat. Spend some time getting to know them. Encourage them to inquire. Communicate openly and honestly with each candidate. If necessary, pose difficult questions.

Minimize the field

After you’ve conducted all of the first interviews, you’ll need to go through all of the notes and reduce the list of prospects down to your top 3-4. You should invite these top prospects back for another interview.

Re-Interview with Support

Consider bringing in another employee, such as the superintendent of the district, or perhaps a committee composed of many stakeholders, for the second interview. Instead of providing your coworkers with too much information before the interview, let them make their own impressions about each candidate. This ensures that each candidate is examined without your own prejudice influencing the judgment of the other interviewers.

After you’ve interviewed all of the top prospects, you may go through each one with the other interviewees to get their feedback and viewpoint.

Contact All References

Checking references is another useful method for evaluating a candidate. This is especially useful for experienced teachers. Contacting their former principal(s) can provide you with important information that an interview may not reveal.

Rank the Applicants and Make an Offer

After going through all of the preceding procedures, you would have had plenty of information to make a job offer to someone. Rank each applicant based on the one you feel best meets the needs of your school.

Examine each resume and all of your remarks, taking into account the ideas of the other interviewees. Call your top pick and make an offer. Do not contact any other candidates until they have accepted the position and signed a contract.

If your initial pick declines the offer, you will be allowed to go on to the next applicant on the list.

With more virtual outreach options than ever before, you can strengthen your school with outstanding teachers who will enable your children to grow.