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10 Steps for Hiring Effective Teachers
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10 Steps for Hiring Effective Teachers

First Edition


January 2015 | 128 pages | Corwin

The quick-read, step-by-step guide to hiring outstanding teachers!

Whether you are new to hiring or searching for a fresh approach, this invaluable guide helps you select the best possible candidates.

Mary Clement, a nationally-awarded expert on teacher hiring, presents proven strategies for identifying high-performing teachers. Readers will learn

  • Ten best practices that address every stage of the hiring process
  • Techniques and sample questions for Behavior-Based Interviewing
  • Interview questions to avoid
  • How to involve teacher peers in interviewing and mentoring new hires

Identify and hire high-performing teachers, and see your students’ academic potential flourish!

"Mary has intimate knowledge of the realities of the hiring process in schools and her suggestions for improvement are rooted in these facts. The need for the book is long overdue."
—Tim Neubert, Board President, Illinois Association for Employment in Education
Human Resources Administrator, Veteran School District

"Starting with the opening pages Mary Clement provides the reader with succinct, research-based targeted information on good hiring policy and practice. Her emphasis on behavior-based interviewing and involvement of other school stakeholders is well taken."
Lloyd Goldsmith, Professor and Program Director
Department of Graduate Studies in Education, Abilene Christian University

"They say hiring a teacher is a multi-million dollar decision. When a multi-million dollar decision is being made you want the best process for obtaining the best teachers that you can. 10 Steps for Hiring Effective Teachers will put you on that path."
L. Robert Furman, Elementary Principal
South Park School District


 
Preface
How to Use this Book

 
 
Step 1 - The Need for Best Practice in Hiring
What Does the Teacher Job Market Look Like?

 
Deliberate Best Practice

 
 
Step 2 - Creating a Blueprint for Hiring
A Hiring Philosophy

 
A Calendar for the Hiring Process

 
Emphasizing the High-Needs Subject Areas

 
 
Step 3 - Recruiting and Advertising
Where to Recruit

 
Technology and Hiring

 
The Job Ad

 
Advertising is Recruiting

 
 
Step 4 - Determining and Training Those Who Hire
The Use of Teachers in the Hiring Process

 
Support Staff Training

 
 
Step 5 - Candidate Applications and Paperwork
What Cover Letters and Recommendations Reveal

 
Evaluation of Resumes

 
District Applications

 
The Portfolio

 
 
Step 6 - Using Behavior-Based Interviewing
Prohibited Questions

 
Evaluation of Candidates' Answers

 
Rubrics

 
One More Idea -Start with the End in Mind

 
 
Step 7 - Planning Effective Preliminary Interviews
Job Fairs

 
Telephone and Online Preliminary Interviews

 
 
Step 8 - On-site Interviews
Planning for the Interviews

 
Observation of Candidates' Teaching

 
What to Learn from Candidates' Portfolios

 
Evaluation of Candidates' Personal Qualities

 
 
Step 9 - Decisions and Negotiations
Making Data-Informed Decisions

 
Decision Announcements

 
 
Step 10 - Reviewing the Keys for Success
 
New Teacher Induction: An Important Next Step
Planning an Induction Program

 
An Effective Mentoring Program

 
 
Appendices
1 - Checklist for the Job Advertisement

 
2 - Survey of Recent New Hires

 
3 - Template for Soliciting Teachers for the Hiring Process

 
4 - Outline for Training all Involved in the Hiring Process

 
5 - Role-plays and Discussion Questions for Training

 
6 - Template for Cover Letter and Resume Evaluation

 
7 - Prohibited Questions

 
8 - Preliminary Interview Questions

 
9 - 18 - On-site Interview Questions by Grade and Subject Areas

 
19 - New Teacher Orientation and Induction Workshops

 
20 - Ten Steps for an Effective Mentoring Program

 
 
References

"In my career as an administrator I have not seen such a thorough or comprehensive work on the hiring process.  I never thought of the process as a year-round process until the author posed it that way, but it helps place the hiring procedure in a better light in course of our annual work. 

This book brings to light several processes, such as Behavior-Based Interviewing (BBI), that I will definitely be including in future interviews.  I will ensure participants on future interview teams read this book in order to fully understand the integrity and the importance of the interview process. This book is clear, thorough, timely and well done."

Marc Simmons, Principal
Ilwaco Middle School, Ilwaco, WA

"Behavior based interviewing is the norm in the private sector, and is the best way to hire qualified people who are going to move your team in the direction you want and engage your learners in the content. This book brings that process of behavior based interviewing to the classroom, and helps you find those top people who are going to help move your department into the future."

Glenn Waddell, Math Department Chair
North Valleys High School, Reno, NV

"They say hiring a teacher is a multi-million dollar decision. 10 Steps for Hiring Effective Teachers will help you to create or refine your district’s process of hiring teachers. When a multi-million dollar decision is being made you want the best process for obtaining the best teachers that you can. 10 Steps for Hiring Effective Teachers will put you on that path."

L. Robert Furman, Elementary Principal
South Park School District, South Park, PA

"Starting with the opening pages Mary Clement provides the reader with succinct, research-based targeted information on good hiring policy and practice. Her emphasis on behavior-based interviewing and involvement of other school stakeholders is well taken. The appendixes provide excellent tools to assist interview teams in identifying the strongest candidates. This book is a valuable tool in identifying the best teacher applicants."

Lloyd Goldsmith, Professor and Program Director
Department of Graduate Studies in Education, Abilene Christian University

"Mary has intimate knowledge of the realities of the hiring process in schools and her suggestions for improvement are rooted in these facts. Dr. Clement provides practical, useful direction for school districts seeking to improve their hiring processes. This book will serve as a valuable guide for districts seeking to improve their hiring processes through the implementation of practical solutions. Dr. Clement has identified a need in the school community with this book, and she has filled the void with practical, useful solutions. The need for the book is long overdue. Mary provides sound advice about the hiring process, as well as detailed directions for improvement."

Tim Neubert, Board President, Illinois Association for Employment in Education
Human Resources Administrator, Oswego, IL
Key features

Arranged in chronological order, the chapters provide guidance for each step of the hiring process. The appendices provide templates for creating the forms needed for applicant reviews and interview questions. Some readers may want to begin with the appendices to see the practical applications available, and then go back and read the chapters.

 

There are vignettes, personal stories, and an excellent appendix with usable templates.

Appendices:

Appendix 1 – Survey of Recent New Hires

Appendix 2 – Template for Soliciting Teachers for the Hiring Process

Appendix 3 – Role-plays and Discussion Questions for Training

Appendix 4 – Template for Cover Letter and Resume Evaluation 

Appendix 5 - Prohibited Questions

Appendix 6 – Preliminary Interview Questions

Appendices 7 – 18 On-site Interview Questions by Grade and Subject Areas
Appendix 19 - New Teacher Orientation and Induction Workshops
Appendix 20 - Ten Steps for an Effective Mentoring Program

Sample Materials & Chapters

Step 1

Step 2


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ISBN: 9781483380186
$25.95

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