Yes, we will share afterward definitely!

thanks

would you be willing to share the application with us?

Typically, how many candidates (for one position) would you go through this process with?

Did you develop the rubric as a school or did you work with an org like edfuel?

Do you use behavioral based interview questions?

Great questions everyone - we're keeping track so we can get to some of these in Q&A and I'll let Natalie also respond to some of these in the chat as well!

How prescriptive is the principal interview?

@Elizabeth: Sure! Happy to share the application questions that we ask.

Thank you!

@ Joanna - Depends on the position. Relatively few make it through the whole process. A lot (~15/position) make it to a phone interview.

@ Crystal - We worked with EdFuel to create the rubrics. Our demo lessons are built off of a TNTP rubric that we also use for teacher evaluations.

Do candidates submit a written lesson plan in either case?

@Karen - I think that is a great idea to collect. I’ll let Giannina speak to whether Ace does that specifically.

Thanks.

@Michael — Yes — we do ask behavioral interview questions during the phone interview. During the demo teach, we also try to have prospective teachers teach a lesson, then get feedback, then re-teach which gives some behavioral insight as well.

@ Bradly - Not prescriptive. In fact, it’s the least prescriptive of all of the stages of our process. We highlight any flags that have been identified by the Instructional Coach throughout the process and have the principal touch on it directly. Obviously, that varies from candidate to candidate.

@ Karen - Yes, teachers need to submit a written lesson plan before their Demo Teach.

How much weight do you give to references’ information about candidates’ classroom management skills?

How long the does screening, interviewing and demo lesson process take?

@Joanna - I will let the practitioners speak to this as well, but I do know that there is some interesting new research from Dan Goldhaber at University of Washington and Spokane Public Schools showing that there’s quite a bit of promise in using structured reference check questions to predict teacher effectiveness! The paper hasn’t been published yet but it should be out next month and I think it will have info on exactly how they shared their reference check surveys and which questions were most predictive.

@Lauren- thanks- that is exciting!

@Lauren- would love to see that research :)

Sure thing! If anyone wants me to share the reference check research with them once it’s public, just shoot me an email and I will keep a list and make sure to send it your way.

that’s awesome

Thank you!

Thanks Michelle!!

Do you ask candidates for their past ratings? if so how do you go about that?

We're using students at E.L. Haynes! It's been great and they get community service hours.

Will the presentation and recording be available to participants via email?

Hi all! Does anyone have a suggestion about assessing a candidate's radar (classroom management) when they're teaching just to me via Zoom rather than in a Zoom call? We do role plays, but that's not 100% the same

Yes, we will share the presentation and recording afterward!

With limited funds: what would some of the panelists recommendations be on MUST HAVE tools or accounts to have to find the best candidates, besides Nimble and EdFuel of course. (LinkedIN, Selected, Nemnet, Glassdoor, etc?)

scenario based questions?

@Bridget White - one thing we do is see what routines they outline and then enforce during the zoom

I believe that LinkedIn is really helpful for operations based roles, special education, deans and assistant principals, and central office roles. If you're at a network with a high number of those positions, I recommend.

LinkedIN #1 - it's more expensive than the others and worth prioritizing as #1

Do you ask candidates for their past ratings? if so how do you go about that?

Try to get more than one data point to triangulate the information, such as references, demo and scenarios. Ask the candidate to rate their competency as well.

thank you

thank you everyone! This was great

https://bit.ly/VirtualHiringSurvey

thank you!

Thank you!

Thanks team!

Thank you!

thank you!

bye everyone thank you!

thank you!

Thank you!

Thanks for such an informative session.

Thank you