Sei sulla pagina 1di 2

1 of 2

http://www.ascd.org/publications/newsletters/education_update/apr14/vo...

Buy this issue


Share on Twitter
Share on Facebook
Share on LinkedIn
Share on Google+
April 2014 | Volume 56 | Number 4
Wake-Up Call

Road Tested / Three Steps for Hiring Future All-Stars


Fred Ende
Although hiring educators isn't quite the same as hiring pro athletes, we all know that bringing the right (or wrong) person onto
a team can have a tremendous effect. After a summer filled with hiring and an engaging discussion at ASCD's Leader to
Leader (L2L) Conference about the importance of progressive hiring practices, I've had the chance to reflect on three steps
that can help any organization hire with the future in mind.

Associate Applicant with Action


Just like in the sports industry, those vying for a position need to be tested. Any applicant can answer a series of standard
questions, yet not all applicants shine when put on stage. To take hiring to the next level, interview committees can have
teacher applicants teach a demo lesson that includes lesson planning, facilitating the lesson, and writing a reflection about or
discussing their experience with school staff. Applicants for administrative positions might conduct a classroom or building
walkthrough and share thoughts, steps, and ways to work with the observed subset of students and staff.
In a "flipped" version, the interview committee can assign applicants a task prior to meeting: a candidate for a district social
studies coordinator can review curriculum maps and create an action plan that aligns with the national frameworks; or a
potential assistant superintendent can design and present a three-year, district-level plan for curricular changes. This model
provides the interview committee with early evidence to frame a decision.
In a recent hiring experience for our regional science coordinator, we met applicants at our science kit warehouse, walked
them through the facility, and then asked them to consider what appeared efficient, what did not, and how that would factor
into future curriculum design. Going a step further, we asked our finalists to design a lesson or unit that took material needs
and new science initiatives into account, and we explored these during the work session interview.
All of these examples put potential hires in a positive-stress situation, allowing their character and critical- and creativethinking skills to shine through.

Broaden the Base


A team where everyone plays the same position isn't going to get very far, and it is unlikely that a quarterback will be the best
choice to select a punter. So too in education. A committee of administrators can't be the only voices involved in a hiring
process. In addition, it isn't enough to have various stakeholders present during an interview; they need to be a part of the
entire process. Teachers should be involved in hiring other teachers and administrators, and they should have a say in what
questions are asked and how the interview proceeds. Students, parents, and community members are also necessary
members of the interview team: they can help craft effective questions and be involved in deliberations, even for district-level
positions.

8/18/2014 12:53 PM

2 of 2

http://www.ascd.org/publications/newsletters/education_update/apr14/vo...

Involving all stakeholders in a hiring decision greatly increases buy-in for that new staff member. One of the best interviews
that I ever played a role in actively involved students and parents. Everyone's opinion was considered, and all members of the
hiring team felt as if their voices had been heard. If communities are, by nature, collaborative entities, then we have to make
sure that our hiring structure exemplifies this.

Collaborate, Create, and Cut


Basketball today looks very different from how the game was played when James Naismith invented it. Similar to the world of
sports, our education landscape is constantly shifting, so it makes sense that our hiring practices change with the times as
well. In other words, to hire for the future, we cannot interview as we did in the past. How do we avoid doing that?
We have to work together to build (and tear down) hiring processes. I'm a firm believer in fluid hiringthe idea that interview
processes should change regularly and often to suit the position being filled. To find the best possible candidates for a team,
we need a hiring process that allows us to separate the top candidate from the rest of the pack. For example, we have to
replace old questions (Where do you see yourself in five years?) with new ones (How do you see social media helping and
hindering you in your role?) and be willing to let the interviewee interview us.
I'm extremely lucky to work for an organization that believes every hiring opportunity is a chance to build a better professional
community. Our department starts the interview process with a planning session where a team of engaged educators reviews,
critiques, and amends past hiring practices. By collaborating, embracing the changing world of education, and cutting out
aspects of our practices that are no longer relevant, we can more efficiently find the coaches and team leaders who are going
to move us forward.
Fred Ende is the assistant director of curriculum and instructional services for the Board of Cooperative Educational Services in Yorktown
Heights, N.Y., and a 2012 ASCD emerging leader.

KEYWORDS
Click on keywords to see similar products:
hiring practices
Copyright 2014 by ASCD

Requesting Permission
For photocopy, electronic and online access, and republication requests, go to the Copyright Clearance Center.
Enter the periodical title within the "Get Permission" search field.
To translate this article, contact permissions@ascd.org

8/18/2014 12:53 PM

Potrebbero piacerti anche