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Web Seminar for K12 Leaders
Strategies to Recruit, Hire and Develop the
Best Teachers for Your District
The web seminar wi...
Web Seminar for K12 Leaders
lobby
Welcome!
The Web Seminar will start shortly.
There will be no audio until the presentati...
Web Seminar for K12 Leaders
Strategies to Recruit, Hire and Develop the
Best Teachers for Your District
Web Seminar for K1...
Web Seminar for K12 Leaders
lobby
Housekeeping
Don’t see a panel?
Click the “expand panel” triangle in front of the panel ...
Web Seminar for K12 Leaders
Strategies to Recruit, Hire and Develop the
Best Teachers for Your District
Web Seminar for K1...
2 million dollar decision
Recruit
Interview & Hire
Sources of Applicants
• District website (electronic application)
• Social Networking
• Internal Posting
• Advertisement (...
Recruitment is in the Ongoing Details
• Have a digital presence that is positive and
informative
• Be strategic in who rec...
Review the Applications
• Prioritize and sort for desired credentials
• Consider using a credential screen
• Mix up the ap...
73% of US Principals
surveyed had not received
interview training from their
school system.
Hindman & Stronge, 2009
Quick decision making
74%
17%
9%
> 1 Hr
6-60 Min
< 5 Min
How long does it take interviewers to make
a decision about the s...
Did You Know?
First impressions are based on:
• Appearance (55%)
• Way someone speaks (38%)
• Words they use (7%)
Hindle, ...
Which question will give you
the best information to make an informed
decision?
A. What is your philosophy of education?
B...
What do you think the research says
about taking interview notes?
A. Decide whether to take notes or not
B. Always take no...
How should we determine the criteria
for good answers?
A. Self-determined approach
B. Check boxes
C. Behaviorally anchored...
How much structure is optimal for the
interview?
A. Structured – everyone gets the same
questions
B. Semi-structured-have ...
Quick Start for Interview Team Training
• Before the team comes:
– Invite team members and share their role-include a job ...
Leveraging the Interview Research to
Build the Interview
Determine the interview items based on the job description
Review...
Recruiting with Advertising
• Millennials are the new generation of
teachers.
• When recruiting Millennials…
• They want t...
Communicate
• Have very clear job advertisements. Stress
how their work will be appreciated/valued.
• Communicate when app...
Recruitment Impacts Retention
• Those who stay have expectations met.
• Millennials seek a rationale for everything.
They ...
For Example
• Anytown School District provides a team-
oriented atmosphere for teachers, with
supportive supervision pract...
Information-Rich Recruitment and
Hiring
• The ad is filled with information.
• Preliminary interviews give a clear and
acc...
Interviews are a way to recruit
• Use behavior-based interviewing (BBI)
• Past behavior is the best predictor of future
pe...
Practical Interview Questions
• BBI-style interviews start with stems:
• How have you, what has been your experience
with,...
For a Preliminary Interview
• Tell about your best teaching experience.
• Describe how you have planned lessons.
• What ha...
Questions that Recruit Candidates
• We have an hour a week for grade-level
collaboration/planning. Tell us about your
expe...
Know the Answers You Seek
• Multiple interviews help determine teacher
effectiveness.
• Each interviewer needs to know wha...
How to Listen
• PAR: Problem, Action, Result
• STAR: Situation, Task, Action, Result
• If the candidate has the experience...
Evaluation
• Use a numeric system – 1 to 5
• Use a system of unacceptable, acceptable,
target
• Use the data you gather! D...
Keys to Remember
• Interviewing is always a two-way street.
• Everyone who interviews must be trained to
do so.
Each distr...
Who Am I?
• David Buck @ShowMeBuck david.buck@wrightcity.k12.mo.us
– Masters = Curriculum and Instruction
– Ed. Spec. = Ed...
Wright City R-II School District
• Suburban / Rural district 45 miles west of St. Louis
• 20% minority
• 56% Free / Reduce...
Context
• In 2010, we ranked 499th out of 522 Public School Districts in
Missouri!
• Since, we are the most improved schoo...
The Usual
• We on board folks the typical ways:
– Before school extra days for orientation
– 2 year mentor program
• But…
Summer Workshops for Onboarding
• All K-12 attend Kagan Training
• All 6-12 attend Common Assessment Training
• Each build...
TNT
• 4 Districts participate (Winfield, Montgomery County, North
Callaway and Wright City)
• We have a full day in Septem...
Experimental Education
• We also try to incorporate EE’s into each session…giving a 3rd
object experience that they feel w...
Web Seminar for K12 Leaders
Strategies to Recruit, Hire and Develop the Best
Teachers for Your District
Q&A
(Please stay t...
Web Seminar for K12 Leaders
About District Administration
District Administration is the leader in editorial coverage of t...
Thanks to our sponsor
Web Seminar for K12 Leaders
Thank you for joining us!
The recorded version of this Web seminar
will be available within 48...
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Strategies to Recruit, Hire and Develop the Best Teachers for Your District

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While teacher quality is known to be the most significant factor both in student achievement and the overall success of a school district, the recruiting and hiring of teachers often lack a cohesive, comprehensive strategy. Hiring less-than-ideal candidates can have far-reaching consequences, negatively impacting student learning as well as strategic district initiatives, and contributing to high turnover and instability.

This seminar provides key strategies to more effectively recruit, hire and develop the best teachers for your district, from two professors of education who are published experts on teacher interviewing strategies, and a superintendent at a district conducting innovative on-boarding and professional development for new teachers.

Topics include:
-Tips for recruiting high quality teachers
-How to conduct more effective job interviews that identify highly effective potential teachers
-Strategies for on-boarding and helping new teachers develop

Scheduled speakers:
David Buck
Superintendent
Wright City R-II (Mo.) School District

Jennifer Hindman
Assistant Director, School-University Research Network, The College of William & Mary; Author, Effective Teacher Interviews

Mary Clement
Director, Center for Teaching Excellence
Berry College

Publicado en: Reclutamiento y RR. HH.
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Strategies to Recruit, Hire and Develop the Best Teachers for Your District

  1. 1. Web Seminar for K12 Leaders Strategies to Recruit, Hire and Develop the Best Teachers for Your District The web seminar will start promptly at 2 p.m. ET. There will be no audio until the presentations begin. Thank you. Web Seminar for K12 Leaders Kurt Eisele-Dyrli Web Seminar Editor District Administration David Buck Superintendent Wright City R-II (Mo.) School District Jennifer Hindman Assistant Director, School- University Research Network The College of William & Mary Author, Effective Teacher Interviews Mary Clement Director, Center for Teaching Excellence Berry College
  2. 2. Web Seminar for K12 Leaders lobby Welcome! The Web Seminar will start shortly. There will be no audio until the presentations begin. Thank you. Strategies to Recruit, Hire and Develop the Best Teachers for Your District To submit a question to our panel: Use the Q&A panel at the right of your screen. Send your question to All Panelists, the default option. For technical support: Use the Chat panel at the right of your screen. Direct your query to the event Host. No computer speakers? Prefer to listen privately? Dial the phone number and access code posted in the Chat window at right. Don’t see a panel? Click the “expand panel” triangle in front of the panel name. Want to download a copy of our speakers’ slides? All attendees will get an email with a link for downloading the slide decks after our presentation.
  3. 3. Web Seminar for K12 Leaders Strategies to Recruit, Hire and Develop the Best Teachers for Your District Web Seminar for K12 Leaders Kurt Eisele-Dyrli Web Seminar Editor District Administration David Buck Superintendent Wright City R-II (Mo.) School District Jennifer Hindman Assistant Director, School- University Research Network The College of William & Mary Author, Effective Teacher Interviews Mary Clement Director, Center for Teaching Excellence Berry College
  4. 4. Web Seminar for K12 Leaders lobby Housekeeping Don’t see a panel? Click the “expand panel” triangle in front of the panel name. No computer speakers? Prefer to listen privately? Dial the phone number and access code posted in the Chat window at right. For technical support: Use the Chat panel at the right of your screen. Direct your query to the event Host. To submit a question to our panel: Use the Q&A panel at the right of your screen. Send your question to All Panelists, the default option. Want to download a copy of our speakers’ slides? All attendees will get an email with a link for downloading the slide decks after our presentation. Strategies to Recruit, Hire and Develop the Best Teachers for Your District
  5. 5. Web Seminar for K12 Leaders Strategies to Recruit, Hire and Develop the Best Teachers for Your District Web Seminar for K12 Leaders Kurt Eisele-Dyrli Web Seminar Editor District Administration David Buck Superintendent Wright City R-II (Mo.) School District Jennifer Hindman Assistant Director, School- University Research Network The College of William & Mary Author, Effective Teacher Interviews Mary Clement Director, Center for Teaching Excellence Berry College
  6. 6. 2 million dollar decision Recruit Interview & Hire
  7. 7. Sources of Applicants • District website (electronic application) • Social Networking • Internal Posting • Advertisement (e.g., print, TV, web ads) • Former Employees (e.g., retirees, PT) • Colleges and universities • Professional organizations • Employment agencies • Networking-employee referral, colleagues in other districts • Other sources – Sent in (electronic, paper inquiry) – Walk-in
  8. 8. Recruitment is in the Ongoing Details • Have a digital presence that is positive and informative • Be strategic in who recruits at job fairs • Follow-up with promising prospects • Stay connected to applicants-make sure that electronic application systems confirm when the application is submitted. • Ensure that the interview site is welcoming
  9. 9. Review the Applications • Prioritize and sort for desired credentials • Consider using a credential screen • Mix up the application review Score of 20 or Above - Code with “R” Recommended for Interview Score of 19 or Below - Code with “D” Do not Interview * *Applicants without teaching experience who have completed or are in the final semester of a teacher training program, including student teaching, and who have maintained a minimum GPA of 2.50 should be recommended for a screening Interview Code with “N” to indicate the applicant is new to the profession. Applicant’sName 1. Current License in area seeking employment or completed teacher preparation program and awaiting license (15 points) 3. GPA in BA Degree (3.0 and 3.4 = 1 point, 3.5 or higher = 2 points) 4. Graduate Degree (1 point if earned) 5. Degree in major teaching area (1 point) 6. Student Teaching (1 point) 7. Teaching Experience (1 point per year for up to 4 years) 8. Coursework/experience with instructional technology (1 point) 9. Coaching/extra curricular experience (1 point) 10. Critical needs area with major in subject (Y for Yes and N for No) Total Points Recommendation for a Follow-up Interview Code
  10. 10. 73% of US Principals surveyed had not received interview training from their school system. Hindman & Stronge, 2009
  11. 11. Quick decision making 74% 17% 9% > 1 Hr 6-60 Min < 5 Min How long does it take interviewers to make a decision about the suitability of the candidate?
  12. 12. Did You Know? First impressions are based on: • Appearance (55%) • Way someone speaks (38%) • Words they use (7%) Hindle, T. (1998). Interviewing skills. Further, linguistics research has, “confirmed that people often draw conclusions about a speaker’s intelligence, education, and other personal characteristics solely on the basis of how the speaker sounds without much other evidence.” Hudley & Mallison (2011). Understanding English Variation in U.S. Schools, p. 2
  13. 13. Which question will give you the best information to make an informed decision? A. What is your philosophy of education? B. What is difference between formative and summative assessment? C. What would you do if a parent came to your classroom multiple times for impromptu conferences before and after school hours? D. Think of a test you constructed. First, tell me about the assessment’s construction and second, how you know that it accurately measures your students’ learning. Opinion Fact Situational/ Hypothetical Behavior-based From: Hindman, J. H., (2014). Effective Teacher Interviews. ASCD: Alexandria, VA. (p. 4)
  14. 14. What do you think the research says about taking interview notes? A. Decide whether to take notes or not B. Always take notes C. Do not take notes Make notes legible Paraphrase/quote the candidate Avoid using symbols or exclamations (e.g., Yes!)
  15. 15. How should we determine the criteria for good answers? A. Self-determined approach B. Check boxes C. Behaviorally anchored rubric Unsatisfactory Growth Area Proficient Exemplary In addition to meeting the proficient response… The applicant’s response has significant concerns about how to construct a valid and reliable assessment. The applicant describes a reasonable test construction process; however, has a limited connection to student learning. The applicant discusses how a valid and reliable assessment was constructed and student performance analyzed. The applicant connects the instruction and assessment components, articulating how they aligned to the curriculum. From: Hindman, J. H., (2014). Effective Teacher Interviews. ASCD: Alexandria, VA. (p. 17)
  16. 16. How much structure is optimal for the interview? A. Structured – everyone gets the same questions B. Semi-structured-have a framework for the interview C. Unstructured-engage in conversation
  17. 17. Quick Start for Interview Team Training • Before the team comes: – Invite team members and share their role-include a job alike peer – Have them read the position description & interview • When the team assembles: – Consider an opening activity as a team – Emphasize the necessity to maintain confidentiality – Determine how who asks the questions – Share what makes for useful vs. non-memorable notes – Review examples of what is legal and not legal to ask • When the interview series ends -- Remind the team of confidentiality -- Make sure to thank the team
  18. 18. Leveraging the Interview Research to Build the Interview Determine the interview items based on the job description Review item distribution Construct an interview protocol with: • Structure • Behavior-based items • Note-taking space • Anchored-rubric Consider using a performance component to assess specific position responsibilities
  19. 19. Recruiting with Advertising • Millennials are the new generation of teachers. • When recruiting Millennials… • They want timeliness in applications to hiring. • They want to feel appreciated – wooed and wowed.
  20. 20. Communicate • Have very clear job advertisements. Stress how their work will be appreciated/valued. • Communicate when applications arrive; when applications are complete. • Give applicants a timeline for interviewing and for decision deadlines.
  21. 21. Recruitment Impacts Retention • Those who stay have expectations met. • Millennials seek a rationale for everything. They seek teams, belonging, strong reinforcement, and positive feedback. Stress how this is provided to recruit in ads and interviews.
  22. 22. For Example • Anytown School District provides a team- oriented atmosphere for teachers, with supportive supervision practices. Seeking teachers for ……… • Of course, you must also do those things!
  23. 23. Information-Rich Recruitment and Hiring • The ad is filled with information. • Preliminary interviews give a clear and accurate picture of the job. • Follow-up, on-site interviews are information rich and let candidates know they will be valued in the system.
  24. 24. Interviews are a way to recruit • Use behavior-based interviewing (BBI) • Past behavior is the best predictor of future performance. • Questions, with an evaluation tool, are written and used with each candidate.
  25. 25. Practical Interview Questions • BBI-style interviews start with stems: • How have you, what has been your experience with, tell us about, describe your experience with, or tell about a time when… • Add the teaching topics: • Planning, standards, delivery of instruction, management, assessment, differentiation
  26. 26. For a Preliminary Interview • Tell about your best teaching experience. • Describe how you have planned lessons. • What have you done for positive classroom management? • How have you met the needs of diverse students? • Tell about how you have communicated with students and families.
  27. 27. Questions that Recruit Candidates • We have an hour a week for grade-level collaboration/planning. Tell us about your experience planning with others. • We have seen a significant growth in test scores with program X. How have you prepared students for mandated testing?
  28. 28. Know the Answers You Seek • Multiple interviews help determine teacher effectiveness. • Each interviewer needs to know what to ask, and how to evaluate. • Know what to listen for; determine that in advance.
  29. 29. How to Listen • PAR: Problem, Action, Result • STAR: Situation, Task, Action, Result • If the candidate has the experience, and can articulate it, they should be able to replicate it when hired.
  30. 30. Evaluation • Use a numeric system – 1 to 5 • Use a system of unacceptable, acceptable, target • Use the data you gather! Don’t revert back to a “gut feeling.”
  31. 31. Keys to Remember • Interviewing is always a two-way street. • Everyone who interviews must be trained to do so. Each district and school needs a blueprint for how to hire effective teachers. Use your plan!
  32. 32. Who Am I? • David Buck @ShowMeBuck david.buck@wrightcity.k12.mo.us – Masters = Curriculum and Instruction – Ed. Spec. = Educational Leadership and Policy Analysis – Doctorate = Educational Administration (Dissertation on Finance) • Married to 1, Father to 3! • 20 years in education • 7 years at Missouri Scholars Academy (Governor’s School) • 10 years with Missouri Leadership Academy • Trainings include Data Team Trainer, Kolbe Trainer, Cognitive Coaching
  33. 33. Wright City R-II School District • Suburban / Rural district 45 miles west of St. Louis • 20% minority • 56% Free / Reduced Lunch • 96.1% on 2014 and 2015 Missouri Annual Performance Report • Current winner of the Missouri School Boards Association’s Human Organizational Capital Award
  34. 34. Context • In 2010, we ranked 499th out of 522 Public School Districts in Missouri! • Since, we are the most improved school district in the state of Missouri! • Based our Positive Action for Wildcat Success (PAWS) Plan on: – Student Engagement – Rigor in Assessment and Instruction – Data to Action
  35. 35. The Usual • We on board folks the typical ways: – Before school extra days for orientation – 2 year mentor program • But…
  36. 36. Summer Workshops for Onboarding • All K-12 attend Kagan Training • All 6-12 attend Common Assessment Training • Each building has early out Wednesdays that they utilize for onboarding of building initiatives. • Plus, we have an ongoing series of full day PD throughout the year called Teaching New Teachers…or TNT!
  37. 37. TNT • 4 Districts participate (Winfield, Montgomery County, North Callaway and Wright City) • We have a full day in September, October, November, December • We model good instruction techniques as we teach…often stepping back for a balcony view. • We try to instill as many research based best strategies as possible. Instructional and classroom management! • We do a book study.
  38. 38. Experimental Education • We also try to incorporate EE’s into each session…giving a 3rd object experience that they feel what it is like to experience frustration, success, satellite conversations…etc. Then build teaming skills.
  39. 39. Web Seminar for K12 Leaders Strategies to Recruit, Hire and Develop the Best Teachers for Your District Q&A (Please stay tuned following the Q&A session for additional slides with important resources and Web seminar archive access information.) Web Seminar for K12 Leaders Kurt Eisele-Dyrli Web Seminar Editor District Administration David Buck Superintendent Wright City R-II (Mo.) School District Jennifer Hindman Assistant Director, School- University Research Network The College of William & Mary Author, Effective Teacher Interviews Mary Clement Director, Center for Teaching Excellence Berry College
  40. 40. Web Seminar for K12 Leaders About District Administration District Administration is the leader in editorial coverage of the current trends and pressing issues facing leaders of K12 education. Magazine Daily eNewsletter Web Seminars Online
  41. 41. Thanks to our sponsor
  42. 42. Web Seminar for K12 Leaders Thank you for joining us! The recorded version of this Web seminar will be available within 48 hours at www.DistrictAdministration.com/WebSeminars Please feel free to recommend it to your associates for viewing ‘on-demand.’ In addition, you will receive an email message shortly after today’s event with instructions for downloading the slide decks. Keep up with our Web seminars on Twitter. Follow @DA_magazine

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