1. JOHN MONCURE, PH.D. JMONCURE@MONTESSORI-CAMDEN.COM The Hiring Process

2. Principles Résumés are fiction Looking for a needle in the haystack Hiring the least undesirable candidate Conduct Interviews slowly

3. More Principles Hiring can destabilize a faculty community Hiring a certified teacher is even more dangerous Process is everything

4. Overview of the Process  Advertise position  Evaluate résumé  Telephone interview  Face-to-face interview  Observation, interview activity with children  Contact referees  Make offer

5. Pre-Interview Steps Advertise the position Applications shared in office staff; Receptionist creates applicant files Conduct initial screening; invite to telephone interview Candidate calls for telephone interview

6. Position Announcement Describe the school in a few words List position title List main attributes sought Ask for cv & cover letter Samples on web sites

7. Preparing the Candidate Cover letter with instructions, date and time of visit and salary range Code of Ethics Appropriate Job Description A Comparison of Conventional and Montessori Education Ground Rules Classroom Rules and Consequences The Hidden Hinge – The Language of Limits Guidelines to Observing in a Montessori Classroom (MSC Form 4-5) Kiersey Temperament Sorter

8. The First Interview Narrow the pool Listen for speaking proficiency Look for poise, confidence, intelligence Level of interest? Decide on second interview

9. The Second Interview Start with essay Put candidate at ease Ask questions and wait Ask follow-up questions Invite a third person to sit it Ask another faculty member to listen on speaker-phone Score answers

10. The Second Interview Excellent (5 points): masterfully describes… Good (4 points): describes situation clearly… Average (3 points): describes situation… Below Average (2 points): needs encouragement to describe situation… Poor (1 point): has great difficulty describing a situation… Unsatisfactory (0 points): invents answer

11. Developing Essential Attributes (with cross-walk to Job Search Kit & Interview Checklist) Compassionate (Interpersonal Effectiveness) Sensitive (Interpersonal Effectiveness) Curious (Asks insightful questions) Taking responsibility for thoughts & actions (Professional Attitude) Flexibility of perspective, willingness to ask questions and coöperate in finding creative solutions (Flexibility) Team player (Team Building) Creative (Creative/Conceptual Thinking) Observant (Conceptual Thinking) Responsive (Communications Effectiveness) Willingness to embrace Montessori Philosophies & ask “why?” to new concepts (Conceptual Thinking, Problem Solving) Initiative in problem solving, and commitment to a job well-done (Motivation, Problem Solving) Enjoys the challenges of working with children with the view of supporting the child’s growing independence, seeing the child’s struggle as his own process (Commitment to the Task, Problem Solving) Productive (Commitment to the Task) Engaged (Commitment to the Task)

12. The Third Interview Candidate observes students The candidate meets with the prospective direct supervisor Candidate conducts activity with children

13. Post Interview Process Head of School  Reviews interview notes  compares results of Kiersey to projected supervisor  Consults with key faculty members  Make tentative hiring decision  Contact referees

14. References State why you are contacting referee Assure the referee that the candidate knows about the call Tell position applied for Verify position of referee Provide brief overview of position Remember: referees were chosen by candidate!

15. Sample Questions for referees Can you give me three good characteristics about the candidate? Given that track record, why would she leave? Why would the employer let her go? Can you give me one or two examples that demonstrate the candidate’s ability to earn the respect of her peers? How does the candidate handle adversity? Tell me about a difficult personnel situation that the candidate managed through. If you were the candidate’s new headmaster, in what areas would you let her run with the ball? And, what areas would you provide more oversight? Does she have intellectual curiosity? Can you share any examples? How responsive is the candidate to developmental feedback?

16. More Sample Questions for referees How would you rate her performance relative to her peers or others in your employ? What development areas did you and the candidate agree to in his last performance review? If we were to consider the candidate for even broader responsibilities at MSC, what type of professional development or coaching would be beneficial to her? Would you recommend them to work with children ages _____? As far as you know, has any disciplinary action ever been taken against [name]? If so, can you describe the circumstances? As far as you know, has [name] ever inappropriately disclosed sensitive or confidential information to a third person? If so, can you describe the circumstances ?

17. Keeping Track Orderly progression of steps Synchronizes roles each staff member plays Don’t need to remember what we did last time Retained for future reference

18. Dealing with a Certified candidate Day-long visit, luncheon with senior faculty member, parent, member of the Board of Directors Look for:  Cooperativeness  Dedication  Health  Philosophy of Montessori  Expectations of the position & of the leadership  Contributions to the environment  Geographical and financial stability  Other specialties and talents

19. Discussion