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    Bates Bridgett Cfe-A Recruiting and Interviewing

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    Bridgett Bates interviewed two school administrators about her school's hiring and recruiting procedures. She learned they use diverse recruitment strategies including social media, hiring websites, and job fairs to attract a large candidate pool as outlined in PSEL Standard 6. Interview committees prioritize collaboration and diverse viewpoints, and assess candidates' skills and alignment with the school's mission as per Standard 6. The school ensures compliance with employment laws on issues like licensing and visas as stated in Standard 9. Bates will apply these lessons by diversifying outreach, creating collaborative interview teams, emphasizing the mission in hiring, and maintaining legal compliance in her future leadership role.

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    Bates Bridgett Cfe-A Recruiting and Interviewing

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    77 views4 pages
    Bridgett Bates interviewed two school administrators about her school's hiring and recruiting procedures. She learned they use diverse recruitment strategies including social media, hiring websites, and job fairs to attract a large candidate pool as outlined in PSEL Standard 6. Interview committees prioritize collaboration and diverse viewpoints, and assess candidates' skills and alignment with the school's mission as per Standard 6. The school ensures compliance with employment laws on issues like licensing and visas as stated in Standard 9. Bates will apply these lessons by diversifying outreach, creating collaborative interview teams, emphasizing the mission in hiring, and maintaining legal compliance in her future leadership role.

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    Bridgett Bates interviewed two school administrators about her school's hiring and recruiting procedures. She learned they use diverse recruitment strategies including social media, hiring websites, and job fairs to attract a large candidate pool as outlined in PSEL Standard 6. Interview committees prioritize collaboration and diverse viewpoints, and assess candidates' skills and alignment with the school's mission as per Standard 6. The school ensures compliance with employment laws on issues like licensing and visas as stated in Standard 9. Bates will apply these lessons by diversifying outreach, creating collaborative interview teams, emphasizing the mission in hiring, and maintaining legal compliance in her future leadership role.

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    © All Rights Reserved
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    Download as docx, pdf, or txt
    77 views4 pages

    Bates Bridgett Cfe-A Recruiting and Interviewing

    Uploaded by

    api-619911723
    Bridgett Bates interviewed two school administrators about her school's hiring and recruiting procedures. She learned they use diverse recruitment strategies including social media, hiring websites, and job fairs to attract a large candidate pool as outlined in PSEL Standard 6. Interview committees prioritize collaboration and diverse viewpoints, and assess candidates' skills and alignment with the school's mission as per Standard 6. The school ensures compliance with employment laws on issues like licensing and visas as stated in Standard 9. Bates will apply these lessons by diversifying outreach, creating collaborative interview teams, emphasizing the mission in hiring, and maintaining legal compliance in her future leadership role.

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    2

    Clinical Field Experience A: Recruiting and Interviewing

    Bridgett Bates

    College of Education, Grand Canyon University

    EAD 536: Developing and Empowering Instructional Leaders

    Dr. Gary McDaniel

    September 20, 2023


    3

    Clinical Field Experience A: Recruiting and Interviewing

    Reflection

    I interviewed two administrators who provided insightful information on my school's

    existing hiring and recruiting procedures which aligns to PSEL Standards 6 and 9. These

    standards place a strong emphasis on the responsibility of educational leaders in developing the

    skills of school staff members and overseeing school operations to ensure the success and

    welfare of students. The district and school's use of a variety of recruitment strategies to draw in

    potential teachers and non-teacher applicants was one of the main lessons learned. To ensure a

    large candidate pool and adhere to PSEL Standard 6, they make use of social media, word-of-

    mouth, hiring websites, and annual hiring fairs. This strategy seeks to give students an inclusive

    and diverse educational experience. The make-up of the interview committees was also

    noteworthy. Although availability affects the committee selection, the focus on collaboration and

    a range of viewpoints is in line with PSEL Standard 6, encouraging teamwork and appreciating

    the opinions of all stakeholders. Assessing candidates for both technical proficiency and

    agreement with the mission and values of the school was highlighted in the interview questions.

    This strategy is consistent with PSEL Standard 6, which encourages school staff to use their

    expertise to improve each student's academic progress and general wellbeing. The school's

    dedication to following employment laws and regulations, as described in PSEL Standard 9, is

    shown by its consideration of legalities, particularly teacher licensure and visa sponsorship.

    PSEL Standard 4 and Implications for Future Practice

    I understand the importance of strong leadership in the recruiting and hiring processes

    when I think back on this interview and the insights I gained. I will put these teachings into

    effect in my future work as an educational leader by:


    4

     Diversifying Recruitment Efforts: In line with PSEL Standard 6, I will actively

    look for different recruitment strategies to ensure a wide range of candidates. This

    will include casting a wide net using technology and social media.

     Collaborative Interview Teams: In accordance with PSEL Standard 6, I will give

    collaboration top priority when creating interview committees and make sure that

    many viewpoints are considered in hiring decisions.

     Mission-Driven Hiring: In keeping with PSEL Standard 6, I will place special

    emphasis during the interview process on how well candidates match with the

    school's mission, vision, and values. This will guarantee that every applicant

    shares the school's dedication to the success and welfare of its students.

     Compliance and Legal Considerations: In accordance with PSEL Standard 9, I

    will keep taking employment laws and legal requirements into account while

    making hiring decisions. To ensure compliance, I will need to be informed on

    changing rules and regulations.

     Professional Development and Retention: As discussed during the interview, I

    will implement initiatives for professional development and employee retention.

    As building the professional competence of school staff is crucial for student

    success, this is in line with PSEL Standard 6.


    5

    Reference

    National Policy Board for Educational Administration. (2015). Professional Standards for

    Educational Leaders. http://www.npbea.org/wp-content/uploads/2017/06/Professional-

    Standards-for-Educational-Leaders_2015.pdf

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