Summary: <br> One day the teachers at Indian Run Elementary, in Dublin, Ohio, organized a “Flash TACO bar” – a spontaneous buffet meal where they shared great food and fun together. <br> <br> <br> <br> Photo by rawpixel – Creative Commons No known copyright restrictions https://unsplash.com/@rawpixel?utm_source=haikudeck&utm_medium=referral&utm_campaign=api-credit<br> <br> <br> <br> As principal of the school, Jen Schwanke reflected on the joy and creativity of her teachers: they not only love teaching but they also enjoy working together. How do you attract and build strong cultures of educators who find joy in teaching and just being together? In this week’s encore episode, <a rel="noreferrer noopener" href="http://jenschwanke.blogspot.com" target="_blank">Jen Schwanke,</a> author of <a rel="noreferrer noopener" href="http://www.ascd.org/Publications/ascd-authors/jen-schwanke.aspx" target="_blank">You’re the Principal, Now What! Strategies and Solutions for New School Leaders, </a>and I discuss the importance of hiring high quality teachers.<br> <br> <br> <br> Across the nation, principals are facing teacher shortages. In my state for instance, Oklahoma has felt that burden especially strong. The reasons vary: Whether it’s lower teacher pay in some states or the stress that comes with compliance or class sizes – fewer people are choosing education as a college major and career. This means that more than ever principals also have a competitive field in recruiting and retaining excellent teachers.<br> <br> <br> <br> We first discuss reasons hiring teachers is a huge responsibility, including:<br> <br> <br> <br> * The implications of your hires that go on for years and years (decades), either positive or negative* How your hires represent your school (beliefs, philosophy, attitude, etc.)<br> <br> <br> <br> Applications & Interviewing Takeaways<br> <br> <br> <br> Next, we talk about some important hiring priorities to keep in mind:<br> <br> <br> <br> * Depending on the size of your faculty and staff, your strategies for outreach may vary, but it’s important to determine ahead of time what your application process will look like and ensuring it is easy to understand. This means your district or school website must be updated with easy-to-locate applications.* Consider soliciting applications before openings exist. In other words, if you keep general applications available, you may already have applicants available when openings occur.* As you have openings, dig through applications and resumes looking for the qualities you want in a candidate. Open up applications inside and outside your district.* Spend time on social media investigating possible candidates as you want someone who would be the right fit for working with students.* If possible, it is best to interview by committee. Include a small group of teachers, administrators, or counselors so that you have a diverse representation. Clarify roles, and if your district allows you the responsibility, let the ultimate decision be yours.* Remain open to changing your mind as your colleagues may have different perspectives from you. Determine what you are looking for, and remind committee members that feelings/emotions are not hiring criteria: “I really like her! She’s so fun!” cannot be the driving-force of whom you hire.<br> <br> <br> <br> Common Missteps to Avoid<br> <br> <br> <br> Hiring is not necessarily about being “right” or “wrong” in your choices, it is about “fit.” As you’re looking for the right fit, keep these pitfalls in mind:<br> <br> <br> <br> * Don’t fall for a beautiful resume: just because you see a great resume doesn’t always mean you have a quality candidate.* Don’t fall for versed, rote answers: Universities train candidates in how to interview. Avoid robotics and explore answers for motivation and practice.
