TL;DR:
- During the interview process, teacher candidates deserve compassionate conditions through which their competence and character may be revealed.
- Some ways to show compassion are: provide details before the interview, set a welcoming and positive tone at the beginning of the interview, make it visible that you are listening, close the interview by asking if the candidate has any questions and inform of next steps, and call candidates to inform them of your decision and offer feedback.
Throughout the school year, and certainly every spring, principals and other school district staff interview countless candidates for teaching and other educational positions.
Unfortunately, the interview process is very often viewed and structured as an endurance test a candidate must survive under the pretense of rigor. Considering the detrimental role of excessive stress on performance, candidates—and the students they will eventually serve—deserve compassionate conditions through which their competence and character may be revealed. It’s an integral responsibility of school leaders and interview teams to create welcoming conditions in which candidates may thrive—not just survive.
Compassionate Hiring: Pre-Interview
Whether interviewing in person or by video conference, preparing and creating welcoming spaces is key. Begin by contacting each candidate personally with excitement for the opportunity to get to know them through the interview.
Go on to provide logistical details:
- Who will be at the interview
- How long the interview will last
- What (or what not) to bring
- Where it will be
- Driving directions and parking information, or how to access the online meeting
- Pre-hiring forms
Uncertainty on the candidate’s part is stress that can be reduced through clear communication. Take the opportunity to ‘clear questions off their plate’. Any information you can provide that might ease their mind creates headspace for better performance.
In order to attract and hire the best, district leaders must shape opportunities to see candidates at their best, in welcoming spaces in which rigor is accompanied by compassion. Click To Tweet
Compassionate Hiring: Interview Time
As you welcome the candidate, set a welcoming, interested tone by chatting with them about experiences and qualifications you read about in their application package. Smile, soften your eyes, and speak a little slower than usual; stressed people need soothing and time to process new information as they prepare for performance.
Go on to establish norms that reassure the candidate:
- Name your commitment to help them feel comfortable and supported.
- Tell them how many questions you’ll be asking and if there is a time limit.
- If permitted by your district, provide the candidate with a copy of the questions (or, if interviewing online, share the questions on-screen).
- Encourage them to speak authentically (“Tell us what you really think and feel, not what you think we want to hear.”).
Compassionate Hiring: Set the Scene
If hiring for a specific position, consider providing the context or scenario of the position, and encourage the candidate to frame their responses accordingly. For example:
5th Grade Distance Learning Class – 24 students (13 boys, 11 girls)
-several EL learners, including students that have had interrupted schooling or experienced trauma during settlement
-some students & families recently received devices to use at home for the first time
-classroom teacher began parental leave three weeks ago just prior to school closure
-teacher hired as a replacement is now moving on to a different position
While the candidate responds, provide non-verbal feedback (smile, lean slightly toward the candidate, occasional nod), and verbal prompts that reassure the candidate you’re listening (“I see. Uh-huh.”) Take notes but maintain eye contact when possible—remember, ‘soft eyes.’
Compassionate Hiring: Wrapping Up
Invite the candidate to conclude the interview with any questions they have, or any aspects of their experience they would like to highlight (“Is there anything you’d like to ask or add as we wrap up?”). If appropriate, let the candidate know about aspects of their interview that align with district priorities or the school culture.
Provide clear information about next steps (e.g. interview timelines, reference, and HR checks). Because a number of factors can delay a decision (for example, not being able to reach a candidate’s reference), it’s best to simply reassure candidates you’ll contact them as soon as possible with a decision.
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Compassionate Hiring: Decisions and Feedback
All interviewed candidates should receive a call with the decision. Don’t bury the lede if they were not successful (“I’m calling to confirm we selected another candidate for the position.”) Offer to provide feedback if your school or district permits this, but arrange another time for the feedback call. The candidate is processing the decision and may not ‘hear’ the feedback you’re offering.
When providing feedback, refer to your interview notes. Name the kind of feedback you intend to provide (for example, on their qualifications, content of their answers, or interview skills). Focus on one or two specific areas for growth that would make the biggest difference (i.e. don’t make it a list of how the candidate fell short). Suggest professional learning opportunities or experiences that might promote that growth. Effective feedback is an expression of belief in the candidate as someone worthy of support through the process of hiring to your district.
Rigor and Compassion
There is no doubt that our students and schools deserve the very best educators selected through processes that are rigorous, transparent, and standards-based. In order to attract and hire the best, district leaders must shape opportunities to see candidates at their best, in welcoming spaces in which rigor is accompanied by compassion.
About Brad Hughes
Brad is an elementary school principal in Ontario, Canada with 25 years’ experience in education. He is currently at Forest Hill Public School in the Waterloo Region District School Board. Prior to becoming a school leader, Brad taught for 16 years in classrooms from Kindergarten to eighth grade, most recently teaching middle school Visual Arts, French and Special Education.
Brad is a certified Self-Reg School Champion and has an ongoing commitment to reframing the joys and challenges of school life through a Self-Reg lens. He is passionate about improving kids’ lives by loving and supporting the adults that serve them.
Brad is a Teach Better Ambassador and the host of The Good News, Brad News Podcast on the Teach Better Podcast Network.
