Hi Heather
I certainly agree that students benefit from good hiring practices. Good instructors improve student retention.
Having a set of interview questionsd help compare candidates (apples to apples), makes interview time more productive and helps if there will be multiple interviews of the same person.
It might take some effort to get everything statrted, but it is time well spent to have a
focused, useful and legal interview.
Hi Mary. I like the way this class was structured. It made the process seem simple and to the point. We will use this method from now on.
Thanks, Cliff
Our job interviews are definitely structured we do follow a script where questions are designed based on the areas of need and the general institution's policies and guidelines. What I would change after completing this module is to have a KSAOs analisis and have a plan in place to implement as a process to interview candidates.
Ricardo Ortolaza, Ed.D.
Director of Faculty and Currciulum
Hi Ricardo
Thanks for your response. What would your KSAO's include?
We hire adjuncts from around the country, therefore we mainly do telephone interviews. We discuss their qualifications for the course that they may teach and what they know about our school and why they feel they are qualified to teach at our school.
As a result of this module, I will allow the applicant to speak more. I have been doing much of the talking by giving them information about our school. However, now I can see that I can email them the information and direct them to our website prior to the interview. If a decision is made to hire them, then I will send them an official catalog as I currently do now.
Hi Shanel
Do you use a structured interview? It helps in covering the information you need to make a decision. What information is it important for you to receive?
We do most of our interviews by phone since most of our applicants are located across the country. So we have to have good communication skills and a list of questions that we need to ask each applicant. Our requirements are very strict so that helps with the questions. The hardest thing to determine is how the applicant will handle student concerns and problems. We do administer a personality test that helps with this.
One area to improve on is to document a standard list of questions to ask every applicant.
The first and second questions I ask during the interview are (1) What prompted your interest in our school? (2)What do you know about our school? An applicant's answer to these quetions will demonstrate their desire for the position, and their initiative. Poor responses to these questions are deal breakers.
Hi Samuel
What other items are on your list of deal breakers?
i currently asked most of the question and realy was only there for about 15-20 minutes, after past experiences and this module i now know how to cunduct a better process.
Hi Lori
The easiest way is to develop a list of questions so that you can cover relevant
topics easily.
Thanks for your response.
Our job interviews always begin with the completion of a short questionnaire designed to ensure that each applicant meets our minimum requirements. The applicant emails the mini survey along with a resume' and other supporting documentation prior to the interview appointment.
The next step is the actual interview...either by telephone or in person. I utilize a formal approach using a spreadsheet for my questions with a place for documenting responses. I also capture any questions asked by the interviewee.
After the interview I immediately "debrief" the interview and score the applicant.
As a result of what I have learned from this course I will be adding an RJP to my process because it will help me to “talk lessâ€, provide a more detailed, comprehensive view of the job to each applicant, and will certainly allow me to collect more information for my decision-making process.
I also use your second question but enhance it a bit by asking applicants if they have visited our school website. An applicant who has actually visited our site and explored it earns extra points with me.
Our current interview method is a three-step process: an initial interview with the school director and a program specialist; an aptitude test and demonstration of teaching methodology and techniques, and a final interview to review their strengths and weaknesses. I will take the information presented in this module and implement any appropriate changes as needed.
after reading this module it has reinforced my believe's in interviewing a candidate, i share the same structure as written
Once a position becomes open and candidates have responded to advertisements, I review the resume's and applications to determine whether the candidates meet the minimum qualifications for the postition. I have set questions pertaining to the position which are all open-ended questions (i.e. "tell me about your teaching experience both online and on-ground instruction"). I take notes based upon the responses that I receive. After the interview process is complete, I will review my notes as well as the resume's and applications to determine which candidate best supports the mission of the organization.
Developing a written list of interview questions seems like an improvement over the more random and scatter-shot method we currently use.
Job interviews are conducted in a more casual fashion. After reviewing the application, an applicant is asked to come in for an interview. However, there has been no structure for the interview. As a result of this module, we will have a more structured interview with specific questions to ask.
It's funny that the common interview you described, where the interviewer does 75% of the talking, sounded just like our interview process.
As aresult of this module I intend to use a more structrued interview format, writing down questions ahead of time focus on letting the applicant do more talking and I'll less selling of the school during the interview.
I talk too much and sell the job to people I like
I will have a more structured script of questions
I will use the mini lesson as late in the process
with final prospects
