Career Corner

A recent entry asked about the type of questions to expect in an AP interview. You can expect questions around:

- curriculum expertise, be able to discuss your teaching success, especially at the grade level of the school you are applying to (i.e. elementary, middle or high school)
- leadership training and experience, be able to discuss leadership experience even as a teacher
- your vision for the school, what type of culture you would promote
- your commitment to the success for all students through your work with staff

Your first administrative position will be the most difficult to obtain. Keep the faith and keep applying.

Jack Kronser, Director of Recruitment, Douglas County Schools

Posted by AAEE at 1:03 PM | Permalink | Comments (27) | TrackBacks (0)

As a teacher recruiter, I am always asked: "What do schools look for in teacher candidates?" Every school would have unique "look fors", however there are some general characteristics. We look for seven characteristics:

1. Talent
2. Interpersonal skills
3. Knowledge
4. Motivators
5. Legal
6. Experience
7. Communication skills

The teacher candidate provides insight into many of these factors, sometimes unknowingly. I always stress that the job search process is a job in itself. That process needs to have time devoted to it. The time devoted to research, letter writing, interview preparation and job fair attendance are critical to success.

Jack Kronser, Director of Recruitment, Douglas County Schools

Posted by AAEE at 11:18 AM | Permalink | Comments (4) | TrackBacks (0)

As a teacher and administrator recuiter, I often get the same questions from inexperienced candidates who are looking fot the "first job". They are sure that they are the most qualified candidates and cannot understand how they are being passed up for interviews.

I certainly understand the frustration, but you need to have a lot of patience and self-confidence and continue pursuing every opportunity for a position. The job search process is a job in itself. A candidate must devote a great deal of time and energy doing the research of the school or school district, research the community and then determine how their qualifications match.

For a recruiter, it is sometimes frustrating to have to search through the paperwork submitted in order to find minimal requirements. We may ask, for instance, for state license. The candidate may omit that information or assume that we would be able to research that information. With limited time and resources, a hiring official may be inclined to assume the candidate does not meet minimal requirements for the job. As a candidate, you can be most helpful when you provide the exact information as requested. This will insure that you will not be inadvertently overlooked.

—Jack Kronser

Director of Recruitment

Douglas County School District

Posted by AAEE at 6:15 PM | Permalink | Comments (0) | TrackBacks (0)