While teacher quality is known to be the most significant factor both in student achievement and the overall success of a school district, the recruiting and hiring of teachers often lack a cohesive, comprehensive strategy. Hiring less-than-ideal candidates can have far-reaching consequences, negatively impacting student learning as well as strategic district initiatives, and contributing to high turnover and instability. This seminar provides key strategies to more effectively recruit, hire and develop the best teachers for your district, from two professors of education who are published experts on teacher interviewing strategies, and a superintendent at a district conducting innovative on-boarding and professional development for new teachers. Topics include: -Tips for recruiting high quality teachers -How to conduct more effective job interviews that identify highly effective potential teachers -Strategies for on-boarding and helping new teachers develop Scheduled speakers: David Buck Superintendent Wright City R-II (Mo.) School District Jennifer Hindman Assistant Director, School-University Research Network, The College of William & Mary; Author, Effective Teacher Interviews Mary Clement Director, Center for Teaching Excellence Berry College

1. Web Seminar for K12 Leaders
Strategies to Recruit, Hire and Develop the
Best Teachers for Your District
The web seminar will start promptly at 2 p.m. ET.
There will be no audio until the presentations begin. Thank you.
Web Seminar for K12 Leaders
Kurt Eisele-Dyrli
Web Seminar Editor
District Administration
David Buck
Superintendent
Wright City R-II (Mo.) School
District
Jennifer Hindman
Assistant Director, School-
University Research Network
The College of William & Mary
Author, Effective Teacher
Interviews
Mary Clement
Director, Center for
Teaching Excellence
Berry College

2. Web Seminar for K12 Leaders
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Strategies to Recruit, Hire and Develop the Best Teachers for Your District
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3. Web Seminar for K12 Leaders
Strategies to Recruit, Hire and Develop the
Best Teachers for Your District
Web Seminar for K12 Leaders
Kurt Eisele-Dyrli
Web Seminar Editor
District Administration
David Buck
Superintendent
Wright City R-II (Mo.) School
District
Jennifer Hindman
Assistant Director, School-
University Research Network
The College of William & Mary
Author, Effective Teacher
Interviews
Mary Clement
Director, Center for
Teaching Excellence
Berry College

4. Web Seminar for K12 Leaders
lobby
Housekeeping
Don’t see a panel?
Click the “expand panel” triangle in front of the panel name.
No computer speakers? Prefer to listen privately?
Dial the phone number and access code posted in the Chat
window at right.
For technical support:
Use the Chat panel at the right of your screen. Direct your query
to the event Host.
To submit a question to our panel:
Use the Q&A panel at the right of your screen. Send your question
to All Panelists, the default option.
Want to download a copy of our speakers’ slides?
All attendees will get an email with a link for downloading the
slide decks after our presentation.
Strategies to Recruit, Hire and Develop the Best Teachers for
Your District

5. Web Seminar for K12 Leaders
Strategies to Recruit, Hire and Develop the
Best Teachers for Your District
Web Seminar for K12 Leaders
Kurt Eisele-Dyrli
Web Seminar Editor
District Administration
David Buck
Superintendent
Wright City R-II (Mo.) School
District
Jennifer Hindman
Assistant Director, School-
University Research Network
The College of William & Mary
Author, Effective Teacher
Interviews
Mary Clement
Director, Center for
Teaching Excellence
Berry College

6. 2 million dollar decision
Recruit
Interview & Hire

7. Sources of Applicants
• District website (electronic application)
• Social Networking
• Internal Posting
• Advertisement (e.g., print, TV, web ads)
• Former Employees (e.g., retirees, PT)
• Colleges and universities
• Professional organizations
• Employment agencies
• Networking-employee referral, colleagues in other districts
• Other sources
– Sent in (electronic, paper inquiry)
– Walk-in

8. Recruitment is in the Ongoing Details
• Have a digital presence that is positive and
informative
• Be strategic in who recruits at job fairs
• Follow-up with promising prospects
• Stay connected to applicants-make sure that
electronic application systems confirm when
the application is submitted.
• Ensure that the interview site is welcoming

9. Review the Applications
• Prioritize and sort for desired credentials
• Consider using a credential screen
• Mix up the application review
Score of 20 or Above - Code with “R” Recommended for Interview
Score of 19 or Below - Code with “D” Do not Interview *
*Applicants without teaching experience who have completed or are in the final semester of a
teacher training program, including student teaching, and who have maintained a minimum
GPA of 2.50 should be recommended for a screening Interview Code with “N” to indicate the
applicant is new to the profession.
Applicant’sName
1. Current License in area seeking employment or completed teacher
preparation program and awaiting license (15 points)
3. GPA in BA Degree (3.0 and 3.4 = 1 point, 3.5 or higher = 2 points)
4. Graduate Degree (1 point if earned)
5. Degree in major teaching area (1 point)
6. Student Teaching (1 point)
7. Teaching Experience (1 point per year for up to 4 years)
8. Coursework/experience with instructional technology (1 point)
9. Coaching/extra curricular experience (1 point)
10. Critical needs area with major in subject (Y for Yes and N for No)
Total Points
Recommendation for a Follow-up Interview Code

10. 73% of US Principals
surveyed had not received
interview training from their
school system.
Hindman & Stronge, 2009

11. Quick decision making
74%
17%
9%
> 1 Hr
6-60 Min
< 5 Min
How long does it take interviewers to make
a decision about the suitability of the
candidate?

12. Did You Know?
First impressions are based on:
• Appearance (55%)
• Way someone speaks (38%)
• Words they use (7%)
Hindle, T. (1998). Interviewing skills.
Further, linguistics research has, “confirmed that people often
draw conclusions about a speaker’s intelligence, education,
and other personal characteristics solely on the basis of
how the speaker sounds without much other evidence.”
Hudley & Mallison (2011). Understanding English Variation in U.S. Schools, p. 2

13. Which question will give you
the best information to make an informed
decision?
A. What is your philosophy of education?
B. What is difference between formative and summative
assessment?
C. What would you do if a parent came to your
classroom multiple times for impromptu conferences
before and after school hours?
D. Think of a test you constructed. First, tell me about
the assessment’s construction and second, how you
know that it accurately measures your students’
learning.
Opinion
Fact
Situational/
Hypothetical
Behavior-based
From: Hindman, J. H., (2014). Effective Teacher Interviews. ASCD: Alexandria, VA. (p. 4)

14. What do you think the research says
about taking interview notes?
A. Decide whether to take notes or not
B. Always take notes
C. Do not take notes
Make notes legible
Paraphrase/quote the
candidate
Avoid using symbols or
exclamations (e.g., Yes!)

15. How should we determine the criteria
for good answers?
A. Self-determined approach
B. Check boxes
C. Behaviorally anchored rubric
Unsatisfactory Growth Area Proficient Exemplary
In addition to meeting the
proficient response…
The applicant’s
response has
significant concerns
about how to
construct a valid and
reliable assessment.
The applicant
describes a
reasonable test
construction
process; however,
has a limited
connection to
student learning.
The applicant
discusses how a
valid and reliable
assessment was
constructed and
student
performance
analyzed.
The applicant
connects the
instruction and
assessment
components,
articulating how
they aligned to the
curriculum.
From: Hindman, J. H., (2014). Effective Teacher Interviews. ASCD: Alexandria, VA. (p. 17)

16. How much structure is optimal for the
interview?
A. Structured – everyone gets the same
questions
B. Semi-structured-have a framework for the
interview
C. Unstructured-engage in conversation

17. Quick Start for Interview Team Training
• Before the team comes:
– Invite team members and share their role-include a job alike peer
– Have them read the position description & interview
• When the team assembles:
– Consider an opening activity as a team
– Emphasize the necessity to maintain confidentiality
– Determine how who asks the questions
– Share what makes for useful vs. non-memorable notes
– Review examples of what is legal and not legal to ask
• When the interview series ends
-- Remind the team of confidentiality
-- Make sure to thank the team

18. Leveraging the Interview Research to
Build the Interview
Determine the interview items based on the job description
Review item distribution
Construct an interview protocol with:
• Structure
• Behavior-based items
• Note-taking space
• Anchored-rubric
Consider using a performance component to assess specific position
responsibilities

19. Recruiting with Advertising
• Millennials are the new generation of
teachers.
• When recruiting Millennials…
• They want timeliness in applications to hiring.
• They want to feel appreciated – wooed and
wowed.

20. Communicate
• Have very clear job advertisements. Stress
how their work will be appreciated/valued.
• Communicate when applications arrive; when
applications are complete.
• Give applicants a timeline for interviewing and
for decision deadlines.

21. Recruitment Impacts Retention
• Those who stay have expectations met.
• Millennials seek a rationale for everything.
They seek teams, belonging, strong
reinforcement, and positive feedback. Stress
how this is provided to recruit in ads and
interviews.

22. For Example
• Anytown School District provides a team-
oriented atmosphere for teachers, with
supportive supervision practices. Seeking
teachers for ………
• Of course, you must also do those things!

23. Information-Rich Recruitment and
Hiring
• The ad is filled with information.
• Preliminary interviews give a clear and
accurate picture of the job.
• Follow-up, on-site interviews are information
rich and let candidates know they will be
valued in the system.

24. Interviews are a way to recruit
• Use behavior-based interviewing (BBI)
• Past behavior is the best predictor of future
performance.
• Questions, with an evaluation tool, are written
and used with each candidate.

25. Practical Interview Questions
• BBI-style interviews start with stems:
• How have you, what has been your experience
with, tell us about, describe your experience
with, or tell about a time when…
• Add the teaching topics:
• Planning, standards, delivery of instruction,
management, assessment, differentiation

26. For a Preliminary Interview
• Tell about your best teaching experience.
• Describe how you have planned lessons.
• What have you done for positive classroom
management?
• How have you met the needs of diverse
students?
• Tell about how you have communicated with
students and families.

27. Questions that Recruit Candidates
• We have an hour a week for grade-level
collaboration/planning. Tell us about your
experience planning with others.
• We have seen a significant growth in test
scores with program X. How have you
prepared students for mandated testing?

28. Know the Answers You Seek
• Multiple interviews help determine teacher
effectiveness.
• Each interviewer needs to know what to ask,
and how to evaluate.
• Know what to listen for; determine that in
advance.

29. How to Listen
• PAR: Problem, Action, Result
• STAR: Situation, Task, Action, Result
• If the candidate has the experience, and can
articulate it, they should be able to replicate it
when hired.

30. Evaluation
• Use a numeric system – 1 to 5
• Use a system of unacceptable, acceptable,
target
• Use the data you gather! Don’t revert back to
a “gut feeling.”

31. Keys to Remember
• Interviewing is always a two-way street.
• Everyone who interviews must be trained to
do so.
Each district and school needs a blueprint for
how to hire effective teachers. Use your plan!

32. Who Am I?
• David Buck @ShowMeBuck david.buck@wrightcity.k12.mo.us
– Masters = Curriculum and Instruction
– Ed. Spec. = Educational Leadership and Policy Analysis
– Doctorate = Educational Administration (Dissertation on Finance)
• Married to 1, Father to 3!
• 20 years in education
• 7 years at Missouri Scholars Academy (Governor’s School)
• 10 years with Missouri Leadership Academy
• Trainings include Data Team Trainer, Kolbe Trainer, Cognitive Coaching

33. Wright City R-II School District
• Suburban / Rural district 45 miles west of St. Louis
• 20% minority
• 56% Free / Reduced Lunch
• 96.1% on 2014 and 2015 Missouri Annual Performance Report
• Current winner of the Missouri School Boards Association’s
Human Organizational Capital Award

34. Context
• In 2010, we ranked 499th out of 522 Public School Districts in
Missouri!
• Since, we are the most improved school district in the state
of Missouri!
• Based our Positive Action for Wildcat Success (PAWS) Plan on:
– Student Engagement
– Rigor in Assessment and Instruction
– Data to Action

35. The Usual
• We on board folks the typical ways:
– Before school extra days for orientation
– 2 year mentor program
• But…

36. Summer Workshops for Onboarding
• All K-12 attend Kagan Training
• All 6-12 attend Common Assessment Training
• Each building has early out Wednesdays that they utilize for
onboarding of building initiatives.
• Plus, we have an ongoing series of full day PD throughout the
year called Teaching New Teachers…or TNT!

37. TNT
• 4 Districts participate (Winfield, Montgomery County, North
Callaway and Wright City)
• We have a full day in September, October, November, December
• We model good instruction techniques as we teach…often stepping
back for a balcony view.
• We try to instill as many research based best strategies as possible.
Instructional and classroom management!
• We do a book study.

38. Experimental Education
• We also try to incorporate EE’s into each session…giving a 3rd
object experience that they feel what it is like to experience
frustration, success, satellite conversations…etc. Then build
teaming skills.

39. Web Seminar for K12 Leaders
Strategies to Recruit, Hire and Develop the Best
Teachers for Your District
Q&A
(Please stay tuned following the Q&A session for additional slides with important
resources and Web seminar archive access information.)
Web Seminar for K12 Leaders
Kurt Eisele-Dyrli
Web Seminar Editor
District Administration
David Buck
Superintendent
Wright City R-II (Mo.) School
District
Jennifer Hindman
Assistant Director, School-
University Research Network
The College of William & Mary
Author, Effective Teacher
Interviews
Mary Clement
Director, Center for
Teaching Excellence
Berry College

40. Web Seminar for K12 Leaders
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42. Web Seminar for K12 Leaders
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