Show When that need/opportunity arises, many administrators ask themselves these questions:
None of these questions alone will sort the candidates very well. What is needed is a set of interview questions that ascertain candidates’ past training, knowledge, and experience. Behavior-based interview questions provide the best vehicle for identifying a new assistant principal who can do the job. Behavior-based interviewing is built on the premise that past behavior is the best predictor of future performance. This style of interviewing requires the employer to first identify the skills and experience needed for the specific job. In the case of an assistant principal, those criteria include appropriate certification, previous leadership experience, prior work with curriculum, testing, student achievement, discipline, activities, facilities, budget, dealing with diverse student populations, parent and community relations, and personnel management. Communication skills, the ability to collaborate, and a strong work ethic are needed in a competent new hire. Since many assistant principal candidates are moving from classroom teaching to their first administrative job, how can they have all the experience needed? In strong graduate programs, candidates complete internships and shadow principals to complete their certification. Observing and assisting other administrators are indicators of the candidate’s ability to perform similar duties in the future. A candidate who has organized homecoming or prom has the skills to budget and supervise student activities. Someone who has mentored new teachers, or supervised student teachers, evidences the ability to support faculty members. Any candidate who has already taught workshops about curriculum, changing standards, and testing is prepared to do so on a schoolwide basis. By asking questions about these types of experiences, interviewers get a clear picture of what candidates have done, in order to project whether they can do the job of assistant principal. A key to behavior-based interviewing is to create a master list of questions and to ask the same questions of each candidate. Ideally, the interviewer should also know what answers are sought—with cues for what to listen for also listed. Sample Questions and Listening TipsConsider using these prompts during an interview:
Evaluating AnswersBefore any interview takes place, determine the evaluation tool that will be used. A straightforward system may be to have a list of questions and rate each answer on a scale of 1 to 5, or to rate each answer as unacceptable, acceptable, or target. A 5 would indicate that the candidate has strong experience with the question and seems ready to perform the work associated with the topic of the question. A 1 would indicate no experience or no ability to answer the question. Unacceptable answers are simply that—there is no evidence of skill, training, or background with the topic. A target answer might also be called a “wow” answer, as it indicates that the candidate is fully prepared to work with the issue in question. For years, employers have interviewed candidates the same way they were interviewed, often using the phrase “tell me about yourself” and letting the conversation flow. Many employers have relied on their “gut feeling” to hire someone. The stakes are high when hiring a new assistant principal to help lead the school and to support teachers, and many may argue that the stakes are too high to rely on that gut feeling. The use of behavior-based interviewing strengthens the search process and should result in the hiring of a strong and competent administrator who can get the job done. Mary C. Clement is a professor of teacher education at Berry College in Mount Berry, GA. Making It WorkFollow these recommendations for making successful matches when hiring assistant principals:
How do I prepare for an assistant principal interview?Common assistant principal interview questions. What kind of teaching experience do you have? ... . What kind of impact would you like to have on this school? ... . What is your leadership style? ... . How have you helped teachers and students improve in the past? ... . What advice would you give to first-year teachers?. What are the 10 most common interview questions and answers pdf?Top 10 Interview Questions and Best Answers. Tell Me About Yourself. ... . Why Are You the Best Person for the Job? ... . Why Do You Want This Job? ... . How Has Your Experience Prepared You for This Role? ... . Why Are You Leaving (or Have Left) Your Job? ... . What Is Your Greatest Strength? ... . What Is Your Greatest Weakness?. What qualities make a good assistant principal?A candidate for this career should display leadership qualities, determination, confidence, and strong decision-making abilities. Because their job entails a range of duties, assistant principals must possess excellent communication, organizational, and interpersonal skills.
What are at least 3 responsibilities of the assistant principal?Assistant principals' leadership roles vary considerably.
Most assistant principals undertake a mix of instructional leadership (for example, observing teachers); management (for example, scheduling testing, supervising after-school and athletic activities); and student discipline leadership tasks.
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