Every employer wants to hire the best candidate for an open position, but private-independent schools must be even more discriminating than just aiming for the best. After all, hiring for mission-appropriateness requires more careful scrutiny of a person’s character and bearing than simply checking off requirements from a resume. So the in-person interview is an essential part of every hiring process.
But, if the importance of this interview has you working yourself into a tizzy trying to craft the best interview question or considering how your body posture could intimidate candidates, take a deep breath. In a previous article, we gave you some advice on handling phone interviews. This month, we’ve compiled some quick in-person interviewing tips to make your interviews successful and as stress-free as possible.
- Read the resume before the interview. Have you ever gone to a meeting with a recruiter or an administrator, only to discover they hadn’t even glanced at the materials you spent hours preparing? Don’t be as discourteous as they. Read through any material that you’ve requested applicants submit and be ready to ask questions that dig deeper into the applicant’s sketched experiences. And for that matter…
- Re-read the job description. Applicants submitted their resumes based on the job posting that your school has advertised—not the job you may have constructed in your head. (This is part of why crafting a strong job description and advertisement early on in the hiring process is so important—and that your description clearly describes your school’s mission and educational priorities.)
- Ask what the applicant knows about your school and its mission. You want to hire someone who will be as dedicated to the goals of your school as you are. An early sign of someone’s excitement for your unique educational strategies is to see what he or she has found out about your school between applying and this interview. If he or she seems to have a good handle on your school—and a demonstrable enthusiasm for its mission—then you’re on the right track.
- Avoid abstract questions that have little relevance to the work you do. While some employers believe that asking bizarre questions like “Why is a sewer cover a circle and not another shape?” can demonstrate a candidate’s cultural fit and other intangible qualities, consider what you actually learn from such questions. Does a person’s answer to curveball questions demonstrate an ability to lead? His or her perspective on various educational paradigms? Any needed qualities for a school employee? Unless the answer to a question provides you with needed insight into a candidate’s suitability, you shouldn’t ask it.
- Ask open-ended questions. On the flip side of the question-coin, asking open-ended questions can lead to a comfortable conversational-style of interview, rather than an intense interrogation. Furthermore, allowing candidates to discuss a relevant event or topic in detail can present more insight to his or her personality and potential “fit” at work than more random questions might accomplish.
And while we’ve said this in previous articles, it’s worth repeating again.
- Don’t waste anyone’s time. This final tip includes both your time and the applicant’s. If there are qualities that will immediately disqualify the applicant from working for your private school, ask these questions upfront. If you need someone with certain qualifications immediately available when he or she starts work and the resume is unclear, ask for clarification. If the answer is unfavorable, terminate the interview quickly and kindly. (“I’m sorry, but we really need someone with XYZ experience.”) There’s little point in becoming attached to certain applicants if they are ultimately unsuitable for the position.
- A quick note: Be careful of what questions you ask to determine eligibility, as some questions can infringe upon federally protected classes from discrimination and leave your school open to lawsuits. If you’re worried about your school’s interviewing tactics, ask your legal counsel to go over your proposed questions to assess liability. Establishing a paper trail for each applicant and (securely) storing for several months can help prove your school’s innocence in the event of a discrimination lawsuit.
HR Collection Available Now at the ISM Bookstore!
Don't leave it to chance—written policies and procedures ensure that your school is on mission and is abiding by the latest laws and minimizing risk. Policies & Procedures for Private-Independent Schools, our collection of relevant articles from ISM's advisory letters, provides the knowledge and the techniques you need to review and update your existing policies and develop new ones in the areas of human resources, privacy, safety, finance, gift acceptance, and more.
Additional ISM resources:
ISM Monthly Update for School Heads Vol. 13 No. 1 Comprehensive Interviewing: Phone Interviews
ISM Monthly Update for Division Heads Vol. 7 No. 7 It's Recruitment Time—What You Should Know About Interviewing
ISM Monthly Update for Human Resources Vol. 8 No. 7 "Can You Believe They Did That During the Interview?"
ISM Monthly Update for Division Heads Vol. 7 No. 5 It's Hiring Season—Know What Not To Ask
Additional ISM resources for Gold Consortium members:
I&P Vol. 33 No. 10 Characteristics of Professional Excellence: Faculty Interviews
I&P Vol. 32 No. 11 View Your Human Resources Activities as a Mission-Centered Life Cycle of Events
