How Teachers can Promote Themselves to International Schools
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Here are some tips for questions and answers in interviews: - Research common questions for the role and industry so you're prepared. Questions about your experience, strengths, weaknesses are common. - Practice your answers out loud so you sound confident. Give concrete examples from your background to illustrate your points. - For weaknesses, give an actual weakness but then explain how you're working to improve it. Don't say "I work too hard." - Listen closely to questions so you answer what was actually asked. It's ok to ask for clarification if needed. - Keep answers focused and concise. Don't ramble. You can elaborate more if they ask for examples or more details. - Ask
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How Teachers can Promote Themselves to International Schools
- 1. IPSEF: Navigating the job market: Do’s and Don’ts Simon Dweck Head of International Scho Capita Education Resourcing Navigating the job market: Do’s and Don’ts Understanding your Motivations • CV Advice • Your Public Profile • Interview Advice
- 2. IPSEF: Navigating the job market: Do’s and Don’ts Understanding your motivations The only way to be truly satisfied is to do what you believe to be great work. And the only way to do great work is to love what you do. If you haven’t found it yet keep looking. Don’t settle. As with all matters of the heart, you will know when you find it.
- 3. IPSEF: Navigating the job market: Do’s and Don’ts Activity one: What are your motivations? What do you enjoy most in what you do now? What aspects would you not want to have? • Great interaction with the School Leader • A Teaching Assistant available to help • A ‘light bulb’ moment with a student • Too much extra curriculum activities out of working hours • Not enough pay • No recognition for great work
- 4. IPSEF: Navigating the job market: Do’s and Don’ts CV: Content is King Heading: Full name in large, bold letters and centered on the page (not Curriculum Vitae or CV as it can be derived from the document itself that it is a CV) Address: Should not take up a lot of space, needs to be better presented. Keep lettering consistent. Email: Should be professional (e.g. first and last name) Optional: Nationality, date of birth, gender and marital status are optional information which are best left out unless there is a specific benefit to their inclusion. Education: • The entries of this section need to be on chronological order (i.e. most recent first); • Omit irrelevant and outdated education; • State grade/qualification achieved; • Expand on important education (e.g. degree) and list some of the relevant modules; • Don’t forget: maintain the same structure and format throughout your CV!. Personal profile: • Avoid vague statements that are not specific enough to carry any weight or meaning • The Personal Profile needs to be punchy and should outline your personal characteristics as it related to the role you’re seeking or applying for • All sections of a CV, excluding the personal details, should be appropriately labeled. Hobbies: • Do not mention any irrelevant hobbies on your CV that do not add additional value to your application; • Do not disclose political or religious affiliations; • Avoid listing too many hobbies; when will you have time to focus on the job? Employment & work history: • For each entry the following is required: name of the company worked in, start and end dates (month/year format), job title and main tasks performed; • Omit irrelevant or otherwise insignificant work experience; • Do not use many jargon or technical terms many readers will not understand; • The presentation of the information (i.e. layout) is equally important as the content!! References: • The referee’s name needs to be mentioned in full; • Include the position that the referee holds in the company; • Do not disclose anyone’s private contact details on your CV except with permission.
- 5. IPSEF: Navigating the job market: Do’s and Don’ts CV Content Work you are proud of because: • it helped you to develop your skills • it delivered a quantifiable bottom-line benefit to your organisation/team • it improved the way your organisation/team did things • it benefit the people around you • you exceeded expectations • you received recognition in the shape of awards, positive performance reviews • you took ownership of a project or issue and helped to resolve it Things you had to do as part of the job: • your key 3 or 4 responsibilities – things you had to do based on your job description
- 6. IPSEF: Navigating the job market: Do’s and Don’ts Search Optimisation Optimise your CV for search: Make sure you mention the things that people will be looking for. Use a clear format: Make sure that someone skim-reading your CV can pull out the important points without having to read it all. Use bold type and bullet points while also thinking about a page format that is easy to navigate and not too crowded.
- 7. IPSEF: Navigating the job market: Do’s and Don’ts Don’t do this!!! • Tracked Changes: if you are using someone else’s CV as a starting point, make sure you are not using the “track changes” option in Microsoft Word • Photos: if you don’t have a good one, don’t use one. • Too much information: so keep it snappy. • Don’t lie: You WILL be caught out
- 8. IPSEF: Navigating the job market: Do’s and Don’ts Social Media: LinkedIn • Make sure your access settings are open so that people can see your name on search results • Make sure your profile is search optimised • Make sure all of your relevant roles are included on your profile • Join relevant groups • Make sure you use a good quality photo that you would be happy for a future employer to see • Include your education and languages • If you are actively looking, make sure some contact details are visible • Work on your network – think about previous/current colleagues • Check your profile regularly • Recommendations are very useful to have on your profile but remember who may read these – they should not just be from workmates, but relevant bosses, important stakeholders, etc.
- 9. IPSEF: Navigating the job market: Do’s and Don’ts CV Libraries Dos and Don’ts: • DO make sure that all of your profile information is accurate and up to date • DON’T just upload your CV and ignore building your profile • Focus just as much on populating all of the fields that the CV library requires - it is not just about your CV • DO make sure you categorise yourself properly by sector and skills according to how the site works • DO put in salary expectations and keep them realistic. If left blank, you will not appear in over 50% of search results • DO be specific about location. • DO make sure you are available to respond to interest in your profile once it is properly posted – you only have one chance to make a first impression. • DO be careful about putting your profile on a CV library if you aren’t really open to new opportunities. You could end up wasting not only your own time but the time of potential future employers and recruiters.
- 10. IPSEF: Navigating the job market: Do’s and Don’ts CV Libraries Dos and Don’ts: Use Recruiters!!!
- 11. IPSEF: Navigating the job market: Do’s and Don’ts Interviews Situation: Think about a recent challenge or situation. Ensure this section is concise, relevant and provides a useful backdrop to the situation your example started in Task: What did you have to achieve? What was the problem you needed to overcome or challenge you needed to tackle? What outcome were you looking for? Action: What did you do? Result: What were the outcomes of your actions relating to the original task? Situation and Task should be summed up in a sentence or two while the majority of your answer is split between action and results.
- 12. IPSEF: Navigating the job market: Do’s and Don’ts Star Technique Conversationally, you could think of it as follows: Situation: The issue that I faced to start with was Task: What I needed to improve Action: So the steps I took Result: And the outcome was…
- 13. IPSEF: Navigating the job market: Do’s and Don’ts Questions and Answers Have you heard any good interview questions and answers?
Editor's Notes
- Andreas Schleicher, the Head of OECD as the essential ingredients to attracting and keeping the best teachers The importance of leadership is followed by external work conditions, professional satisfaction, personal well being, professional growth, compensation and career advancement. According to Cox, these seven factors accounted for 64% of the reasons given by teachers searching for a new role. Give them the exercise from Pod at this point “status, pay, and professional autonomy”. “The only way to be truly satisfied is to do what you believe to be great work. And the only way to do great work is to love what you do. If you haven’t found it yet keep looking. Don’t settle. As with all matters of the heart, you will know when you find it.” the best way to look forward is to reflect on what you have done before. We believe that you should focus on what you enjoy, and try to cut out as much of what you do not in your next job. Having a clear understanding of what you like and dislike about your current role and employers should help to shape what you are looking for in the future. Once you are clear on what you want, then producing your CV should be much easier...
- We feel that the best way to look forward is to reflect on what you have done before. We believe that you should focus on what you enjoy, and try to cut out as much of what you do not in your next job. Participants are give a sheet with 6 or so questions to get them thinking about what they want from their next role EG what do you enjoy most in what you do now? What aspects would you not want to have ?etc Having a clear understanding of what you like and dislike about your current role and employers should help to shape what you are looking for in the future. Once you are clear on what you want, then producing your CV should be much easier...
- Before starting to write your CV, think about each point of your career and make some notes on examples of the following: Work you are proud of because: it helped you to develop your skills it delivered a quantifiable bottom-line benefit to your organisation/team it improved the way your organisation/team did things it benefit the people around you you exceeded expectations you received recognition in the shape of awards, positive performance reviews you took ownership of a project or issue and helped to resolve it Things you had to do as part of the job: your key 3 or 4 responsibilities – things you had to do based on your job description Source to the cv example and points http://www.cvplaza.com/cv-examples/good-bad-cv/ Note that above we have given you seven ideas around achievements and one line about your responsibilities. Most people approach writing their CV with their focus firmly weighted the other way…
- Before starting to write your CV, think about each point of your career and make some notes on examples of the following:
- Ask if they are on social media and if so what media … brainstorm. Ask how often they get called /emailed as a result of what they have put on profile. Ask if they have facebook page , Linked in ? What do they use them for?
- We’ve seen some funny things in our time. Here are a few to avoid; we’ve omitted the obvious bits of advice like checking your spelling and grammar. TC :otherwise the reader might see all of the original text as well as your amendments. Yes, we have seen this more than once. Photos: Some people can look quite frightening when they try to pull a ‘serious work’ face, while having a pile of ironing in the background or a drunk friend next to you will not be well received. All examples used in this paragraph come from real life examples! Too much Info:providing a great level of detail on every role that is not relevant to your next move must be avoided. Using a font size of 6 or 8 in order to keep the length of your CV down is also a no-go! The reader will be judging your ability to realise what the most important information is, Don’t lie:avoid the temptation to cover up something that you feel may be considered a blemish on your CV. This is especially relevant with gaps in your experience. We really do think that honesty is the best policy.
- Good people are likely to know good people, so think about the quality of the people you are connecting to don’t have permission to use the LINKEDIN logo or imagery
- Good people are likely to know good people, so think about the quality of the people you are connecting to
- Good people are likely to know good people, so think about the quality of the people you are connecting to
- Competency Based Interviewing is a simple idea. If you as an interviewer want to find out if someone can do a job, the best way is to gather tangible examples of their experience and behaviours that you want in the job from their previous jobs. And herein lies the problem, potentially. If you have not prepared to give examples, your mind may go blank, you could choose an example that is not relevant or you could choose the right example but not deliver it accurately. If you don’t prepare for a competency based interview there is a relatively big chance that you will leave the interview with the feeling that you didn’t get to say something that might have made the difference. There is nothing more annoying. Well here comes the good news. With the right preparation (see the last section), you can spot the majority of questions that are going to come your way and prepare examples to use. The rest is down to technique in getting your answer across. For this you may have heard of the STAR technique: Action The interviewer will be looking for information on what you did and why you did it, perhaps also including why you discounted some other alternative options. It is crucial that you talk about your personal contribution and achievements as opposed to what you accomplished as a team. Explain in a logical step by step manner how you successfully completed the task. Use this section to highlight relevant skills and areas of expertise. ResultYou should include as many results as possible, and variety. Where possible be specific i.e. use tangible / measurable results, so talk in currency, time or percentages. Also discuss what you learnt.
- Competency Based Interviewing is a simple idea. If you as an interviewer want to find out if someone can do a job, the best way is to gather tangible examples of their experience and behaviours that you want in the job from their previous jobs. And herein lies the problem, potentially. If you have not prepared to give examples, your mind may go blank, you could choose an example that is not relevant or you could choose the right example but not deliver it accurately. If you don’t prepare for a competency based interview there is a relatively big chance that you will leave the interview with the feeling that you didn’t get to say something that might have made the difference. There is nothing more annoying. Well here comes the good news. With the right preparation (see the last section), you can spot the majority of questions that are going to come your way and prepare examples to use. The rest is down to technique in getting your answer across. For this you may have heard of the STAR technique: Action The interviewer will be looking for information on what you did and why you did it, perhaps also including why you discounted some other alternative options. It is crucial that you talk about your personal contribution and achievements as opposed to what you accomplished as a team. Explain in a logical step by step manner how you successfully completed the task. Use this section to highlight relevant skills and areas of expertise. ResultYou should include as many results as possible, and variety. Where possible be specific i.e. use tangible / measurable results, so talk in currency, time or percentages. Also discuss what you learnt.
- Competency Based Interviewing is a simple idea. If you as an interviewer want to find out if someone can do a job, the best way is to gather tangible examples of their experience and behaviours that you want in the job from their previous jobs. And herein lies the problem, potentially. If you have not prepared to give examples, your mind may go blank, you could choose an example that is not relevant or you could choose the right example but not deliver it accurately. If you don’t prepare for a competency based interview there is a relatively big chance that you will leave the interview with the feeling that you didn’t get to say something that might have made the difference. There is nothing more annoying. Well here comes the good news. With the right preparation (see the last section), you can spot the majority of questions that are going to come your way and prepare examples to use. The rest is down to technique in getting your answer across. For this you may have heard of the STAR technique: Action The interviewer will be looking for information on what you did and why you did it, perhaps also including why you discounted some other alternative options. It is crucial that you talk about your personal contribution and achievements as opposed to what you accomplished as a team. Explain in a logical step by step manner how you successfully completed the task. Use this section to highlight relevant skills and areas of expertise. ResultYou should include as many results as possible, and variety. Where possible be specific i.e. use tangible / measurable results, so talk in currency, time or percentages. Also discuss what you learnt.