By: Jason Waite
When I began to connect with educators looking for a teaching position several years ago, it became quickly apparent that the dynamic and volatile annual hiring cycle can cause them concern and confusion. It is easy for these job seekers to get caught up in the fren- zied crush of activity early in the hiring season and get left behind for the remainder of the hiring season. Each year we see people who could be great teachers but do not know how to navigate the hiring and selection process.
We hope to shed light on the process, drawing insights from our years of hiring teachers and school administra- tors. We will follow a typical process from the employer perspective and help you structure a reflective search with the help of question prompts for District represen- tatives and yourself. We’ll dive into specific parts of the hiring and selection process later in the segment.
THE DISTRICT’S ACTION — CONFIRM POSITIONS: UNDERSTANDING THE DISTRICT’S NEEDS
The initial step in the hiring process involves districts and charter management organizations estimat- ing their staffing needs for the upcoming year. Key factors include incoming and outgoing students, as well as anticipated program enrollments. Each district follows its unique timeline, typically falling between January and March.
QUESTIONS FOR DISTRICT REPRESENTATIVES:
- How many positions are expected in my credential area?
- Is there an anticipated change in student enrollment?
- Can you share the hiring and selection process timeline with me?
QUESTIONS FOR SELF-REFLECTION:
- What factors matter for my specific career search? Additional information about the different deci- sion factors that typically face teacher job seekers later in the segment.
- Have I done enough research on my target district(s) and school(s)? This includes publicly available information, as well as any networking
THE DISTRICT’S ACTION — CONDUCT OUTREACH AND SCREEN APPLICANTS: THE FIRST CONNECTION
Once positions are confirmed, districts and charter management organizations post them, initiating the hiring season. Pools of qualified candidates are established early, allowing for a broad applicant base. Screening methods include application reviews and phone interviews conducted by Human Resources representatives.
QUESTIONS FOR DISTRICT REPRESENTATIVES:
- When will positions in my credential area be posted? Do they open at the same time as transfer opportunities for current teachers, or does that happen afterward?
- Should I prepare all application elements before- hand or update them as materials become available?
QUESTIONS FOR SELF-REFLECTION:
- Do my application materials, including my resume and cover letter, comprehensively yet concisely represent my full background and the value I could bring to the classroom? If you are not sure, seek feedback from peers and colleagues.
- Are there other ways for me to connect with District or school representatives so they know of my interest? Even though it may be uncomfort- able, use professional and personal contacts to
THE DISTRICT’S ACTION — INTERVIEW CANDIDATES: NAVIGATING THE FORMAL SELECTION PROCESS
Successful candidates move on to the interview stage, a crucial step in the formal selection process. Additional information on interview preparation and participation will be explored in a forthcoming post.
QUESTIONS FOR DISTRICT REPRESENTATIVES:
- Is hiring driven by the District office (centralized), site-based hiring managers (decentralized), or a blend?
- Who participates in interviews? Are they panel interviews? Is there only one interview, or would there be multiple for candidates throughout the process?
QUESTIONS FOR SELF-REFLECTION:
- Have I developed and practiced responses to typical interview questions? If not, find at least one “critical friend” to help you prepare.
- Where are there gaps in my experience that could make it hard for me to answer interview ques- tions? Find ways to gain experience in those areas before interviews begin.
THE DISTRICT’S ACTION — CONTACT REFERENCES AND RECOMMEND FINALISTS:
THE DECISION-MAKING STAGE
Finalists undergo reference checks, providing critical information to support the decision-making process. Successful candidates are then recommended for contract consideration.
QUESTIONS FOR DISTRICT REPRESENTATIVES:
- When will I know if I am offered a position, and will I be notified if I am not selected?
- Do you need any additional information from me to help with the decision?
QUESTIONS FOR SELF-REFLECTION:
- Have I confirmed a current or previous supervi- sor as a reference? Be sure to notify your target district(s) if you are not comfortable with them contacting your current supervisor via the application or contacting the Human Resources
- If I don’t get selected for a position right away, am I willing to explore other positions in the District or school? Stay in contact with the hiring manager or Human Resources representative until you secure a position, whether there or elsewhere.
THE DISTRICT’S ACTION — PROVIDE AN OFFER TO FINALISTS: NAVIGATING THE SALARY PLACEMENT PROCESS
Human Resources representatives review finalists’ materials, focusing on factors that influence salary placement. Specific details may vary, so it’s crucial to understand the decision timeline and contact person.
QUESTIONS FOR DISTRICT REPRESENTATIVES:
- What is my decision deadline?
- Who is the best person to contact with questions?
- Is there room for negotiation in the placement process? Hold on to this one until you have received an offer letter, though teacher salary placement tends to be tightly structured.
QUESTIONS FOR SELF-REFLECTION:
- Do I understand how salary placement works for the District and what will be my likely placement? Get the information you need before signing the
- Have I considered total compensation (base salary + value of additional benefits) in my decision? To oversimplify, your base salary puts money into your pocket and additional benefits may keep money from coming out of your pocket. Explore the amount of employer contributions to those benefits, as applicable.
