School Principal Interview
Question
*** I NEED A LIST OF interview questions*** plus paper! *****School Principal Interview
The purpose of this assignment is to give you firsthand experience with the process of recruiting and selecting school personnel. For this assignment, complete the following:
Arrange an interview with the principal of the school in which you are conducting your clinical practice experiences this quarter.
Prior to the interview, develop a series of questions about the teacher recruitment and interview processes and the administrative recruitment and interview processes used by the district. Refer to Chapters 3 and 4 in your Rebore text to help you refine your interview questions and analyze the findings from your interview.
As part of your interview, request copies of the selection criteria and interview questions used in both teacher and administrative personnel selection. If possible, observe interviews.
Report and analyze your findings as they relate to the readings in Chapters 3 and 4 of the Rebore text. Be sure to support your analysis with APA-formatted citations and references to the Rebore text or other course readings.
Submit your interview questions and findings by the end of this unit.
Review the School Principal Interview Scoring Guide to be sure that you have addressed each grading criterion in your assignment.
You may choose to save this assignment to your ePortfolio.
School Principal Interview Scoring Guide
Due Date: End of Unit 3
Percentage of Course Grade: 10%.
CRITERIA |
NON-PERFORMANCE |
BASIC |
PROFICIENT |
DISTINGUISHED |
Develop a series of
questions regarding the teacher and the administrative recruitment processes. |
Does not develop a series of questions regarding the
teacher and the administrative recruitment processes. |
Partially develops a series of questions regarding the
teacher and the administrative recruitment processes. |
Develops a series of questions regarding the teacher and
the administrative recruitment processes. |
Develops a comprehensive series of questions regarding the
teacher and the administrative recruitment processes. |
Develop a series of
questions regarding the teacher and administrative interview processes. |
Does not develop a series of questions regarding the
teacher and administrative interview processes. |
Partially develops a series of questions regarding the
teacher and administrative interview processes. |
Develops a series of questions regarding the teacher and
administrative interview processes. |
Develops a comprehensive series of questions regarding the
teacher and administrative interview processes. |
Describe the processes
involved in recruiting applicants for teacher and administrative personnel. |
Does not describe the processes involved in recruiting
applicants for teacher and administrative personnel. |
Partially describes the processes involved in recruiting
applicants for teacher and administrative personnel. |
Describes the processes involved in recruiting applicants
for teacher and administrative personnel. |
Thoroughly describes the processes involved in recruiting
applicants for teacher and administrative personnel. |
Describe the processes
involved in obtaining information and evaluating applicants in the selection
of school personnel. |
Does not describe the processes involved in obtaining
information and evaluating applicants in the selection of school personnel. |
Partially describes the processes involved in obtaining
information and evaluating applicants in the selection of school personnel. |
Describes the processes involved in obtaining information
and evaluating applicants in the selection of school personnel. |
Thoroughly describes the processes involved in obtaining
information and evaluating applicants in the selection of school personnel. |
Analyze the various
selection criteria used in hiring school personnel. |
Does not describe the various selection criteria used in
hiring school personnel. |
Describes the various selection criteria used in hiring
school personnel, but demonstrates little analysis. |
Analyzes the various selection criteria used in hiring
school personnel. |
Thoroughly analyzes the various selection criteria used in
hiring school personnel and provides an evaluation of the criteria selected,
supported with APA formatted citations and references to course readings. |
Analyze the recruitment and
interview processes used in a local school system, providing an evaluation of
each, supported with APA formatted citations and references to course
readings. |
Does not analyze the recruitment and interview processes
used in a local school system. |
Analyzes but does not evaluate the recruitment and
interview processes used in a local school system, or does not support
arguments with APA formatted citations or references to course readings. |
Analyzes the recruitment and interview processes used in a
local school system, providing an evaluation of each, supported with APA
formatted citations and references to course readings. |
Thoroughly analyzes the recruitment and interview
processes used in a local school system, providing an evaluation of each,
supported with APA formatted citations and references to course readings. |


Solution
School Principal
Interview
Interview Questions on Teacher Recruitment and Interview
Process
- Can
you give a summary of the responsibilities of the job?
- Discuss
some of the things you would implement during the first three months of
employment
- Give
the departments and other functions that this job works in connection to
the most?
- What
makes you feel the need to work in this school?
- What
methods are you planning to adopt so that you can improve the learning
atmosphere in this school?
- What
are the main goals that you seek to achieve when in this school?
Interview Questions on Administrative
Recruitment and Interview Process
- What
are the major objectives you seek to achieve as a reputable administrator
of the school?
- How
long have you previously worked in such a position?
- What
are the best skills and abilities to do you give priority as a principal
of a school?
- What
factors do you put into consideration while preparing the school budget?
- When
and how often does the school receive its budget allocations?
- How
do you control and manage various operational networks in the school environment?
The Process of Recruitment of the Teachers and
Administrative Personnel
The teachers and other
administrative personnel will be recruited based on the following process:
Identification of a
Vacancy
First of all, it is
vital to identify the particular vacancy that is supposed to be filled. In the
school environment, vacancies are common, especially when teachers and other
administrators leave. For example, some might go away after finding greener
pastures, and their roles are unfilled (DeFeo
& Tran, 2019). Therefore, the spaces represent existing responsibilities and
gaps are easily identified. Besides, if the school grows or changes somehow,
there is a likelihood that there will be job spaces supposed to be filled.
Job Analysis
The second step is
conducting job analysis. During this process, the responsibilities and
skillsets of the vacancy are identified. That will enable the human resource
officer to analyze if space created requires a new employee or the
responsibilities can be redistributed among the existing staff members.
Creating a Personal
Specification
The third step is the
creation of a job description. This document contains the duties, salary
expectations, location, duration of work and terms and conditions. Therefore,
it will spell out the expectations of the school from prospective applicants.
Job Advertisement
Furthermore, it becomes
vital to advertise the posts both internally and externally. Internal
advertising aims at recruiting an individual already in the school, and it can
be done through noticeboards. External advertisement utilizes the internet and
other media.
Requesting CVs and
Sending Out Application Forms
Lastly, application
letters can be sent to prospective candidates or be requested to submit their
CVs and cover letters, enabling them to critically compare the applicants (Andriani, Kesumawati, & Kristiawan, (2018)
The Process of Obtaining
information and Evaluation of Applicant Selection of School Personnel
Various ways will be used in obtaining information and evaluating
the recruitment process to measure the effectiveness of the procedures. The
framework begins with gathering the applicant's feedback. In this process, the
applicant teachers and administrators are requested to compile a detailed
report on their likes and dislikes. For example, they might reveal that one of
the interviewers was harsh or that the process was not standard. Another way is
by rewriting the job descriptions. Many people leave schools and workplaces
since they applied for and got recruited does not fulfill their expectations.
If a teacher or administrator is not working as expected, it is proper to discuss
and re-evaluate the job roles.
Selection Criteria in
Hiring School Personnel
According to Buckman, Johnson, &
Alexander (2018), after the applicants have already sent their CVs and application
forms, various parameters can select the best candidates. The first criteria
involve the qualifications. For example, a school requires candidates who are
proficient in written and oral communication based on qualifications.
Therefore, applicants are supposed to have an undergraduate degree if it is
minimum. Skills are also used in the selection criteria. Schools prefer
individuals with proficient computer usage skills and related applications
applied in the contemporary world's various teaching and administrative models.
For every job or profession, experience is key Johnson-Pressley,
2020). A school will evaluate
the education and skills based on previous engagements and responsibilities
held before. Therefore, the school will be able to acquire employees who
compare to their working atmosphere and culture. Another important aspect that
is included in possession of individual compatibility, warmth and
self-confidence. In this case, all the applicants who respond courageous
portray a good impression. That means that they believe in themselves, and that
also reflects in how they will serve clients. An applicant who is warm,
friendly, and always smiling is more welcoming, promoting a customer-oriented
approach due to their honesty and approachability. The school will also seek
candidates with good communication skills in both verbal and oral perspectives.
Communication skills are significant since they determine how they will rely on
messages from one party to another. Therefore, when evaluating the criteria
applied in hiring new employees in a local school, the managers normally look
at the minimum qualifications, the relevance of the education, experience the
applicants and other knowledge they possess (Martin,
& Salzberg, 2017). Finally, the whole criteria are measured and evaluated using the
Curriculum vitae, application letter, and resume containing some information
about the client. Besides, they will also consider contacting some references
provided by the client and base their decision-making on the interview process.
Recruitment and
Interview Process in the School
There are five procedures through which the school will undergo.
The first one is recruitment planning, which involves the vacant post documentation
while highlighting the skills, responsibilities and minimum qualifications.
After that, strategy development determines the mode of recruitment, the
geographical area to outsource the candidates, and the steps of activities to
be followed (DeFeo, & Tran, 2019). Consequently, the human
resource manager will conduct the searching process to attract potential job
seekers to the school. They can be within the school or even outside.
Furthermore, the interested individuals will then apply and undergo a screening
process. Screening is where all the applicants who applied are shortlisted
based on eligibility and invited for interviews, which acts as the beginning of
the selection process. Finally, there is evaluation and control where the whole
process is scrutinized and analyzed to determine the costs for job
advertisement, administration, and expenses incurred in recruiting unsuitable
applicants.
During recruitment, employees will undergo an interview to
interact with the human resource manager in a question-and-answer session. The
whole process will begin with an introduction, where the applicants and the
school administrators in charge of the process will make presentations. The
stage is based on courtesy, where they can shake hands and introduce themselves,
their profile. Next, small talk is supposed to develop a rapport between the
parties (Martin, & Salzberg, 2017). This is a discussion
about some topics of interest that should not be serious, like politics.
Finally, the participants are supposed to give some information about
themselves and the questions and answers. Finally, everything is wrapped, and
the interview comes to closure as the applicants are allowed to leave.
References
Andriani, S., Kesumawati, N., & Kristiawan, M. (2018).
The influence of transformational leadership and work motivation on teachers'
performance. International Journal
of Scientific & Technology Research, 7(7), 19-29.
Buckman, D. G., Johnson, A. D., & Alexander, D. L.
(2018). Internal vs. external promotion: Advancement of teachers to
administrators. Journal of
Educational Administration.
DeFeo, D. J., & Tran, T. C. (2019). Recruiting,
Hiring, and Training Alaska's Rural Teachers: How Superintendents Practice
Place-Conscious Leadership. Journal
of Research in Rural Education, 35(2).
Johnson-Pressley, R. V. (2020). A Phenomenology of the Recruitment and Retention of Principals in Urban
School Districts (Doctoral dissertation, Neumann University).
Martin, M., & Salzberg, L. (2017). Resident
characteristics to evaluate during recruitment and interview: a Delphi
study. Education for Primary Care, 28(2), 81-85.
Rebore, R. W. (2013). The ethics of educational leadership. Pearson Higher Ed.



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