1. SELECTING STAFF INTERVIEW STRATEGIES

2. 1. PURPOSE 2. PREPARATION 3. PUTTING AT EASE 4. PUTTING THE QUESTIONS 5. PARTING 6. PROPOSE NAME

3. PURPOSE Objective of interview – Objective of interview – …….. whether the candidate CAN DO job ……. and WILL DO job ……….. ……….whether s/he will fit in to the (staff) CULTURE of the school CULTURE of the school

4. WHAT people know is less important that WHO they are WHAT WE KNOW changes very fast WHO WE ARE changes over a long period of time of time

5. SELECTION PROCESS APPLICATION DOCUMENTATION APPLICATION DOCUMENTATION QUALITY OF REFERENCES / REFEREE’S REPORTS QUALITY OF REFERENCES / REFEREE’S REPORTS INTERVIEW INTERVIEW

6. INTERVIEW Only face to face contact with candidate Only face to face contact with candidate Key to assessing cultural fit Key to assessing cultural fit

7. PREPARATION SELECTION BOARD MEETS Agree criteria for short listing Agree criteria for short listing Agree criteria for selection Agree criteria for selection Agree system of grading/appraisal/scoring Agree system of grading/appraisal/scoring Review Applications Review Applications Arrange that referees are contacted Arrange that referees are contacted Plan for interviews Plan for interviews

8. SAMPLE CRITERIA 1. Qualifications/Training 2. Quality of references/reports 3. Professional Competence 4. Capability to uphold/support school ethos 5. Other relevant experience 6. Performance at interview 7. Overall impression/suitability

9. Review Applications Obligation to do justice to candidates Obligation to do justice to candidates Get best teacher for your school Get best teacher for your school Common sense approach to dealing with applications Common sense approach to dealing with applications Measure against criteria Measure against criteria

10. All Panel Members read All Applications Divide total into three sections Divide total into three sections Each interviewer carefully – criteria based – examines one third of applications Each interviewer carefully – criteria based – examines one third of applications All three interviewers read other two thirds All three interviewers read other two thirds Other Options ?

11. CONTACT WITH REFEREES PROFESSIONALREFEREES PERSONAL REFEREES Interpersonal Skills? How long do you know candidate? Greatest Strength? Personal Attributes? Worthwhile Achievements? Personal Achievements?

12. PLAN FOR INTERVIEW How interview will be structured How interview will be structured - Unstructured interviews have poor predictive ability - Unstructured interviews have poor predictive ability Duration of interview Duration of interview Procedure Procedure - Definite order / loose arrangement? - Definite order / loose arrangement? Who will cover What areas? Who will cover What areas?

13. Possible content areas for Teacher PleanScoileStaffRelationsHomework Special Needs Role of Parents Up to date Reading MethodologyDifferentiation Pupil Assessment Extra-curr Activities Religion New Irish Role of Principal Staff Relations Information Technology RevisedCurriculum GaeilgeDisciplineInclusivityIntegration

14. ARRANGE APPROPRIATE ENVIRONMENT Comfortable location Comfortable location Ensure no interruptions Ensure no interruptions Proper waiting facilities Proper waiting facilities PUTTING AT EASE

15. WAITING FACILITIES Suitable person responsible for looking after candidates in waiting area Observe other sides to character Observe other sides to character Distracts/Relaxes candidates Distracts/Relaxes candidates May lead to more relaxed interview performance May lead to more relaxed interview performance Another view re cultural fit Another view re cultural fit

16. SELECTION INTERVIEW __________________________________________ Opening Phase NON VERBAL COMMUNICATION BUILDING RAPPORT BIOGRAPHICAL__________________________________________ Body of Interview QUESTIONING__________________________________________ Closing Phase CANDIDATE QUERIES PARTING

17. OPENING PHASE Create welcoming climate Create welcoming climate Appropriate greetings and introduction Appropriate greetings and introduction Create a positive first impression Create a positive first impression

18. AWARENESS OF NON VERBAL COMMUNICATION Note non verbal messages communicated Note non verbal messages communicated Posture Posture Space usage Space usage Hand Shake Hand Shake Appearance Appearance

19. ADDITIONAL TECHNIQUES Establish rapport Establish rapport Agreement of interview panel to intervene on topics as appropriate Agreement of interview panel to intervene on topics as appropriate Label areas – change of subject flagged Label areas – change of subject flagged Follow logical sequence Follow logical sequence Reinforce candidate Reinforce candidate Avoid interruptions Avoid interruptions Keep mannerisms to a minimum Keep mannerisms to a minimum Avoid studying application form Avoid studying application form

20. PUTTING THE QUESTIONS Open-Ended – sharpen follow-up Open-Ended – sharpen follow-up Closed Closed Leading – revealing interviewer’s attitude Leading – revealing interviewer’s attitude Multiple [Double-Barrelled] - confuse Multiple [Double-Barrelled] - confuse Follow-Up – show you are listening Follow-Up – show you are listening Probing – careful handling - rapport Probing – careful handling - rapport Staccato/Firing Staccato/Firing Trick - but did you said earlier ….. Trick - but did you said earlier …..

21. EXAMPLES OF INTERVIEWINGTECHNIQUESAND WHEN TO USE THEM

22. Ask open Qs Keep Qs short,clear,unambiguous Use appropriate follow up/probing Qs Facilitate Address Qs to candidate’s experience Allow candidate time to think Ask closed/leading Qs Ask multiple/long Qs Allow candidate to wander aimlessly Interrogate Cede control of interview Use staccato/firing/trick Qs DO DON’T DO DON’T

23. DO DON’T Move on if candidate in difficulty Put candidate at ease Keep an open mind Be courteous, fair and friendly Make eye contact Listen Agree/disagree with answers Ask totally random Qs Make snap judgements Prejudge or make assumptions Whisper/pass notes Indulge personal interests/curiosity

24. INTERVIEW INVOLVES Evaluation Evaluation Processing of information collected Processing of information collected Providing information to interviewee Providing information to interviewee Making decisions and recommendations Making decisions and recommendations

25. SKILLS USED include 1. Questioning 2. Listening/reflecting 3. Labelling stages 4. Giving information 5. Explaining 6. Using silence 7. Withholding feedback 8. Encouraging

26. PARTING CLOSING PHASE involves Signal 1 Request additional information Signal 2 Anything you wish to ask? Signal 3 Chairman begins to terminate session Signal 4 Thank You

27. PROPOSE NAME RECORDING / SCORING RECORDING / SCORING Brief comment after each interview Brief comment after each interview Assess on evidence at interview, application form & information from referees Assess on evidence at interview, application form & information from referees Assess independently by each board member and following discussion, an agreed mark reached Assess independently by each board member and following discussion, an agreed mark reached

28. WHAT DO YOU THINK? LETS LEARN FROM EACH OTHER EACH OTHER

29. GROUPS WERE ASKED TO -- 1. DISCUSS THE VALUE OF THE INTERVIEW PROCESS 2. TO REFLECT ON STRATEGIES THAT HAVE WORKED FOR THEM IN THEIR EXPERIENCE OF INTERVIEWING 3. LIST THE OUTSTANDING ISSUES AROUND INTERVIEWING THAT NEED TO BE DEALT WITH

30. DISCUSS In a massive study conducted by John and Rhonda Hunter at The University of Michigan on the ‘Validity and Utility of Alternative Predictors of Job Performance', the usefulness of the interview in accurately predicting later success on the job was analyzed. The surprising finding: The typical interview increases the likelihood of choosing the best candidate by less than 2%. In other words, if you just "flipped" a coin you would be correct 50% of the time. If you added an interview you would only be right 52% of the time.” This number is not encouraging when you are attempting to recruit a top class staff. SOME FEEDBACK : American study may not be relevant to Irish situationAmerican study may not be relevant to Irish situation May be more true in non-educational settingMay be more true in non-educational setting Sometimes there is no great surprise about candidates that emerge after going through application processSometimes there is no great surprise about candidates that emerge after going through application process Interview important in our present system of making appointmentsInterview important in our present system of making appointments

31. What are the strategies that have worked best for you in your experience of interviewing? What are the strategies that have worked best for you in your experience of interviewing?FEEDBACK: Broom – answer not complete – ask for elaboration Broom – answer not complete – ask for elaboration Probing Qs – can you give me an example of something you achieved with a child Probing Qs – can you give me an example of something you achieved with a child Ask about their day Ask about their day Always ask about what they have done in the past because that is how they will work also in the future Always ask about what they have done in the past because that is how they will work also in the future How did you prepare for the interview? How did you prepare for the interview? Dealing with irate parent Q Dealing with irate parent Q Qs around classroom management Qs around classroom management Have samples of school publications in the waiting area – seek candidates view of these Have samples of school publications in the waiting area – seek candidates view of these Specific well thought out Qs Specific well thought out Qs Importance of ringing referees – often problems with this during summer Importance of ringing referees – often problems with this during summer Probe re character of candidate Probe re character of candidate Probe willingness of candidate to commit to going the extra mile Probe willingness of candidate to commit to going the extra mile

32. What are the outstanding issues around the interviewing process that need to be dealt with ? What are the outstanding issues around the interviewing process that need to be dealt with ?FEEDBACK: Need for appropriate interviewing training for Principals and Chairpersons Need for appropriate interviewing training for Principals and Chairpersons Need for a pre-interview Application Form/Questionnaire [as for Principalship] which will enhance selection/interview process Need for a pre-interview Application Form/Questionnaire [as for Principalship] which will enhance selection/interview process