Research has shown again and again that the single most important element in student success is effective teachers. Additional research has identified behavior themes that are common to effective teachers.
See: Impact of Teacher Effectiveness on Student Achievement
Teachers are the backbone of a school so it follows that a culture of excellence and supporting excellence in teaching is driven by the teaching staff in collaboration with administration. Positive and effective culture depends on quality teachers and effective leadership.
Problems with traditional hiring approaches
The “traditional” approach to hiring can take any number of forms but generally includes ideas like
Hiring people you know
Unfortunately, in most cases, these are very subjective processes and tend to focus on selecting for reasons that are not tuned to finding the BEST teacher candidates regardless of where they come from.
What most leaders don’t know, yet should know, is what happens in the traditional hiring process. Continue reading →
Also called “Structured Behavioral Interview,” “Pattern Interview,” “Quantitative Interview,” the Structured Interview is a process of interviewing that uses a set of carefully designed scripted questions and highly specific guidelines for interpreting candidate responses.
The “structure” of the interview itself is in both the exact content and order of the questions and in the interpretation and analysis of responses.
The Structured Interview analyzes behavioral characteristics to predict which candidates are most likely to be successful.
Behavioral attributes focused on closely align with accepted standards such as the ISLLC “dispositions” that define behavioral characteristics associated with excellence in teaching.
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We would all likely agree with Jim Collins in his popular book, Good To Great, that selecting and hiring the right people is key to organizational success. The most important decisions organizational leaders make is who to hire—organizations don’t achieve greatness without great people; it is that simple! Yet, often, we find selection of talent a slippery slope. The story is all too familiar and goes something like this: Bob was hired six months ago after a rigorous application process including two interviews. In the interviews he appeared friendly and convincing about how his talents would add value to the organization. The members of both interview teams had a good feeling about Bob and liked his confidence and ability to express his beliefs that were consistent with those of the organization. The consensus was a feeling that Bob would be a significant asset to the organization. Everyone involved in the selection process was excited and confident to recommend Bob above all other applicants. Continue reading →
With the influx of college graduates and experienced workers flooding the job market, employers have to look at new methods for effectively evaluating and examining applicants for potential careers within a company. The most fashionable of these methods is called psychometric assessments. This type of testing measures an individual’s personality and ability to find the most suitable person for a particular occupation. This assessment tool can also be used to do the opposite and find the most compatible career for a particular individual. Employers can find this process most useful for recent graduates and for people who have recently made a career change.