Career Corner

As a candidate for a teaching position, the search is only one part of getting in front of the classroom. Most people find the chase to be rather tiring, but the real work starts as a person signs a contract and makes a commitment to be in front of kids. Every teaching position in this nation is important. Every teacher is important for what they bring to the classroom.

From the time you are hired, you need to know there will be paperwork and preparation. In today's business environment, the school district will have quite a bit of forms and materials for you. From the simple IT permission form to the selection of health insurance. All of these items will help make for a smooth transition as you approach the first day with kids.

Many of the school districts will have an official new teacher orientation which may be anything from 1 day to 1 week. This can vary from knowing how to work within a school to knowing the curriculum that needs to be taught. The amount of preparation will vary on what level of competency the individual has. Besides knowing your physical environment, you will want to know your colleagues. Although the contract will specify specific work days, there will be more days needed to get ready. Getting in to the classroom, getting the textbooks, finding out what the routine will be all are things that are better known sooner as opposed to later.

If the school district has a mentor/induction program, you will have a professional assigned to you so you can have that very personal contact. This is mandated in some states and is more voluntary in others. They should help in your growth so you can survive the stresses yet to come. The staff development offered will be beneficial, but when you sit down in the evening with a pile of papers to grade, you might think that another interference is going to make you quit.

Your first year will be hectic, difficult, frustrating, and hopefully the best experience you will have. Remember, there are more than 60% of people who complete their teaching preparation who do not get jobs the first year. You have the job and you need to make the most of it. It will be more work than you ever dreamed, but you have to continue to remember why you got in to the profession. Students expect and at some age groups demand that you are on top of your game every day, every period, every class. Please don't disappoint.

Good luck with this most important of jobs. It will be tiring but rewarding. You made it and now you get to practice the most satisfying and frustrating job that requires a college education. Teaching is so much more than standing in front of the class. Be prepared and be flexible.

Doug Peden
Executive Director of Human Resources
Falcon School District
Colorado Springs, Colorado

Posted by AAEE at 1:20 PM | Permalink | Comments (2) | TrackBacks (0)

Most candidates focus on several aspects of preparing for the interview—careful preparation of the resume and portfolio, a mock interview, and finding appropriate professional dress. However, there is also work to be done after the interview.

Once you leave the site of the interview, the temptation is great to avoid thinking about it, to relax, to focus on the drive home with the promise that you will later sort things out. From my point of view, that’s a mistake.

Each interview is a learning experience. Interviewing is not easy for anyone. Any situation that prompts us to think about what the interview entailed and how we handled it helps us to improve our interviewing skills.

Here are some tips for action to take after the interview:

• Go somewhere quiet (perhaps a coffee shop or a park) and write down who the members of the interview team were, where the interview was held, and how long it lasted. Note your initial feelings about how you think that the interview went. This approach will capture your first impression of your interviewing skills.
• Make a list of the questions you were asked and the answers that you gave. This list will give you a solid perspective about how the interview was conducted. It will also provide you with questions that may show up at your next interview.
• Make notes about what you wished you would have been asked and what you might answer differently the next time. This will be helpful if you interview again.
• Consider if any questions/answers from your interview might prompt you to revise your resume to be more specific and marketable.
• Think about whether you need to talk to a professional about this experience—perhaps a career counselor, a principal whom you feel comfortable asking about interviewing techniques, or a teacher who has recently (in the last year or two) gone through the hiring process.
• Write a thank you note to the interviewer(s) within twenty-four hours of the interview. They notice such courtesies. Make sure that the note is as well proofread as your cover letter was!

Dr. Becky Faber
Assistant Director, Career Services
University of Nebraska-Lincoln, on behalf of AAEE

Posted by AAEE at 4:13 PM | Permalink | Comments (3) | TrackBacks (0)

As you progress through the job search process, there may be offers that come from school districts at job fairs, over the phone, or at the end of an interview. School districts feel that once a candidate has agreed and accepted a contractual offer that the candidate will honor their commitment. I know what you are saying, "this was a really short post and why would a personnel director make such a simple comment."

Well, the reason for this post is simple, I will agree. Candidates don't always honor their commitment. I would like to say that districts always do but that would be an oversimplification of the problem. I have been at job fairs and seen individuals walking around bragging that they had 3 or 4 intent letters or contracts. Now I know people like to hedge their bets, but this is pushing the limit of ethical behavior.

School districts that offer letters of intent expect the candidate who accepts the letter to discontinue their search. Obviously, there are two sides to this story. If an individual is recruited or interviewed and is offerred a contract/letter, they should know what that means. Most contract law will talk about a duty to perform. Understand that when a school district makes a decision they are not planning to continue the search. Individuals need to start the process of transitioning in to the mind set and physical reality of the work that lies ahead.

In our area because we have a dozen school districts within 15 miles of each other, we know when someone is playing a game or trying to play one district against another. This leaves a very bad taste and may hinder a persons ability to advance as time goes on. I know we attempt to track those offerred contracts/letters and we know who might resign or not show up for work.

Being ethical in this process is the most professional thing you can do. If you are offerred a letter of intent, declining the letter won't create a bad situation for you. If you come to a district to interview and they offer you a contract, realize that the expectation is you will take it. Once again, "never apply/interview for a position unless you are willing to take that position." Nothing makes a district more frustrated than to do their work, get to the point of selection, and then the candidate says pass. The offer may not come your way again. Hence, the reason for the research and understanding of the district, school, student population, and community prior to your on site interview.

We used to use a hand shake because that was a persons "bond". Those days have changed but as a candidate understand that the district has expectations. Those are that you as an individual are honorable and ethical. Please do not let us down!

Doug Peden
Executive Director of Human Resources
Falcon School District
Colorado Springs, Colorado

Posted by AAEE at 3:38 PM | Permalink | Comments (4) | TrackBacks (0)

Every graduate is eager to secure employment. Although most individuals don't prepare themselves very well. The preparation on the part of the individual will make the interview team much more understanding of what is being said and they can listen for passion and desire.

Every interview is meant to be a showcase for a candidate. The truth is that employers are looking for something. I can't predict what that might be, but I know that there are going to be things that will make one individual stand out above the crowd. How can you be that person?

First, what do you know about the school district, school, principal, demographics, academic success, social/economics? Sounds like a list that might keep the candidate up at night. You won't have to know the "inside scoop", but being familiar with the district goals, building goals, the leadership, the community and the roll you might play is essential for you to hit the mark.

Next, do you know who is interviewing you? How will the interview be conducted? Are you going to be asked to teach a lesson? If none of this is clear, it is very permissable for you as a finalist to contact the school to seek out this information. Most of the time people come in and have no idea what to expect. As an example, I once interviewed for a position and there were 20 people in the room. There were people from the community who felt like they had a stake in the selection and I guess the administration agreed. It was somewhat intimidating. The same can be said for a twenty-something entering a room with a group of 50 year olds. Know what you are getting in to.

Next, what kind of questions will be asked? You know they have your resume and may have already checked some references to attempt to get a quick glimpse of who you are and how you might fit in their school. There are many sources of questions for you to examine, but think about this. If the interview team wants to get to know you their questions should ask for you to describe things you have done. Not philosophy or textbook rehash. I almost always have individuals that I am interviewing get stuck and say "Wow, that is a hard question!" I don't feel that makes the person a bad interview, but it tells me they may not have thought about the question or the situation I was referring to. An example is "Can anyone fail your class if they come each day and are not a behavioral problem?" The answers are varied, but what I am looking for is what is the amount of investment you have in the individual. Do you really believe in differentiation and that all kids can learn and succeed? I will know after that question.

Finally, if you have done your homework, you should have questions about the school and some of the things you will be getting in to as a teacher there. Do you understand class size and how 25 average and above kids might be fine although a class with emotional and behavioral issues might be tough with only 15 kids. Don't spend time on salary because that information is avaiable and it sounds like you are trying to negotiate. Don't dwell on referrals or problems because most states make that material available. Ask those questions that make it seem like you see yourself in the job and you are performing at a high level.

Once again, the time up front will benefit you in search.

Doug Peden
Executive Director of Human Resources
Falcon School Distirct
Colorado Springs, Colorado

Posted by AAEE at 8:52 PM | Permalink | Comments (0) | TrackBacks (0)

For job seekers in the field of education, the spring of the year is a time filled with great anticipation. School districts around the country are moving in full swing to hire highly qualified staff for the upcoming school year. Having said that, the inevitable question is "what do I have to do to get a job?".

One of the fundamental questions in today's electronic world is "what do you know about the school district where you want to apply?" With websites improving daily and in-depth information available on the internet, candidates need to do a thorough job of reviewing potential employers. Not all questions can be answered this way, but a general sense of what you are getting in to will probably come across. Seek more information by emailing specific schools or central offices to get things like timelines and job expectations. Read the advertisement closely to see if you fit the position. Finally, don't apply for positions that won't fit you. I have had many people tell me that you should not apply for a position unless you are willing to accept it.

School districts are in competitive hiring with their geographic counterparts. To only look at salary or the age of a building, probably does not give you enough of a picture to make a decision. Be clear what it is that will make you happy. Is it student diversity, location, test scores, or something else? Once you have spent the time preparing you are now ready to enter the candidate pool.

Doug Peden
Executive Director of Human Resources
Falcon School District

Posted by AAEE at 12:11 PM | Permalink | Comments (0) | TrackBacks (0)