Page 9 - Teacher Selection and Onboarding Guide

Many of you know this as a Targeted Selection Interview that is conducted in our administrative
interviews. The interviewer looks for key indicators that will be used to predict future behavior
and performance when the candidate faces similar issues on the job.

Structured Interview (Recommended)
In a structured interview the interviewer asks every applicant the same questions. This type of
interview will provide greater reliability and control and is more equitable than asking random
questions.

Undirected Interview
The interviewer will ask open-ended questions and provide some direction, but the applicant will
have more control in guiding the meeting. When using this type of interview, the employer must
make sure the needs of the job are addressed.

The following interviews may be considered:

Panel Interview
A group of interviewers conduct a structured interview where each one asks the same question
to each candidate that is interviewed. Typically, the question asked will be related to the
interviewer’s expertise. Any member may ask a follow-up.

Team Interview
This interview may be used when the job will require teamwork. Supervisors, peers, and
subordinates may be used. Selecting a candidate that is the best qualified can keep a productive
team working effectively.

Who Should Interview the Applicants
Depending on availability, involving key faculty in the interview process is beneficial. Assistant
principals, coordinators, teachers, and staff who are aware of the demands for the job may
offer another point-of-view that can aid in the selection process. Faculty that lack sufficient
training or hiring authority should never conduct formal interviews alone.

Interview Biases
Interviewers may mistakenly make selections after misinterpreting the data collected before
and during the interview. Precautions should be taken to avoid using assumptions in the
interview and selection process.

Hiring Managers Should Avoid the Following:

• Stereotyping: forming generalized opinions about how people of a certain race or gender
think, act, or feel.

• Inconsistent Questioning: Asking different questions to applicants seeking the same job.

• First Impression Error: Making a determination about an applicant on first impression.

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