Questions for recruiters
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TeacherGal
- Posts: 128
- Joined: Sat May 14, 2016 8:51 am
Questions for recruiters
When you sift through a pile of applications to a teacher vacancy what makes you put them in the 'for sure' pile, the 'maybe' pile, the 'no way' pile? What things are you hoping to see? What things are you hoping not to see?
Re: Questions for recruiters
Here is an interesting ISR article on this topic.
What Directors Look for in International Teaching Candidates
ISR asked School Directors to tell us what makes a successful International Teaching Candidate. Whether you’re hitting the recruiting trail for the first time, or a seasoned recruiting-fair veteran, Here’s what you should know to make recruiting season a success!
https://internationalschoolsreviewdiscu ... andidates/
What Directors Look for in International Teaching Candidates
ISR asked School Directors to tell us what makes a successful International Teaching Candidate. Whether you’re hitting the recruiting trail for the first time, or a seasoned recruiting-fair veteran, Here’s what you should know to make recruiting season a success!
https://internationalschoolsreviewdiscu ... andidates/
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secondplace
- Posts: 191
- Joined: Thu Apr 14, 2016 12:40 pm
Re: Questions for recruiters
Any spelling or errors get you a one way trip to the 'no' pile.
Response
Its not really the yes, no and maybe piles. If youve got piles of anything its taking the yes pile and getting it down to 5 candidates. At that point the criteria of who gets on the short list and who doesnt is trivial. Most ITs are very indistinct from one another.
It always comes down to marketability: cross curricular credentials (flexibility in scheduling), ITs with demonstrable exam performance, previous IS experience (so I know they arent going to run when they find out country X isnt like US/UK/AUS/CAN), a special skill I can use to start a program or ASP. Past that logistical hires such as kids or trailing spouses (trailing spouses without an infant or toddler, because than the spouse is nothing but a never ending stream of complaints).
What doesnt mean so much but ITs think it does are: Advance degrees (Id rather have an IT with 6 years experience than one with 2 years and a Masters. A Masters in Edu doesnt really make any IT a better practitioner)). Your children (dont need them, I can hire blonde hair blue eyed kids to sit for promo photos for much, much less than giving out places/waivers). Your hobbies and interests (I just want to know if you have other interests beside night life). Any achievements beyond test scores (dont really care if your DS gave you out some pretty certificate instead of giving you coin).
It always comes down to marketability: cross curricular credentials (flexibility in scheduling), ITs with demonstrable exam performance, previous IS experience (so I know they arent going to run when they find out country X isnt like US/UK/AUS/CAN), a special skill I can use to start a program or ASP. Past that logistical hires such as kids or trailing spouses (trailing spouses without an infant or toddler, because than the spouse is nothing but a never ending stream of complaints).
What doesnt mean so much but ITs think it does are: Advance degrees (Id rather have an IT with 6 years experience than one with 2 years and a Masters. A Masters in Edu doesnt really make any IT a better practitioner)). Your children (dont need them, I can hire blonde hair blue eyed kids to sit for promo photos for much, much less than giving out places/waivers). Your hobbies and interests (I just want to know if you have other interests beside night life). Any achievements beyond test scores (dont really care if your DS gave you out some pretty certificate instead of giving you coin).
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interteach
- Posts: 210
- Joined: Wed Nov 29, 2006 2:25 pm
Re: Questions for recruiters
First off, if your qualifications and personal qualities meet institutional priorities for the position. Even if you're a strong candidate but not a match you won't get on the shortlist. You might reach the "maybe" list if you otherwise seem strong as a backup candidate.
Second it's a combination of depth of experience as well as good references. There's a lot of play on depth of experience. If it's short but a clear match then good references and a good interview will help you. If you have good references from someone known and trusted by a member of the recruiting team it's a major plus.
If budget is a concern, how much do you cost? Trailing spouse and/or dependents? You can still be shortlisted but others may be higher on the list.
Then it's what else can you add in terms of extracurriculars and other elements of school ife. After that it comes down to the interview.
There is usually a spoken or unspoken profile for each candidate that many applicants don't take into account. Don't take it personally if you're a qualified candidate but not the right match.
Second it's a combination of depth of experience as well as good references. There's a lot of play on depth of experience. If it's short but a clear match then good references and a good interview will help you. If you have good references from someone known and trusted by a member of the recruiting team it's a major plus.
If budget is a concern, how much do you cost? Trailing spouse and/or dependents? You can still be shortlisted but others may be higher on the list.
Then it's what else can you add in terms of extracurriculars and other elements of school ife. After that it comes down to the interview.
There is usually a spoken or unspoken profile for each candidate that many applicants don't take into account. Don't take it personally if you're a qualified candidate but not the right match.
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secondplace
- Posts: 191
- Joined: Thu Apr 14, 2016 12:40 pm
Re: Questions for recruiters
Poor grammar also gets you to no pile....
In a less flippant vein here's another perspective.
There may be country specific visa issues that would lead to someone being either unemployable or difficult to get visas for. Some schools have their own rules regarding teaching couples and numbers of dependent children they will take. Some schools won't, or can't, employ people over a certain age or with a non-teaching/working spouse. And so on....
What though will make you get noticed, in a good way? If it's a Search file then strong references. If it's a CV then depth of experience including stints at several International Schools. However, a series of 2 year contracts does strongly suggest that you will fulfill your contract and move on, which is fine, but might cause you to be passed over in favour of someone who may be a longer term prospect.
The ability and willingness to offer After School Activities and/or coach teams or groups - e.g. swimming, soccer, MUN etc.
Ability to teach across disciplines can be helpful. The Primary school equivalent would be a willingness to, and experience of, work at different age levels. Being able to teach Art and French, for example, would be an advantage.
On a personal note I like it when people put their Twitter name so I can check out their professional facing social interactions as this can be quite instructive.
In a less flippant vein here's another perspective.
There may be country specific visa issues that would lead to someone being either unemployable or difficult to get visas for. Some schools have their own rules regarding teaching couples and numbers of dependent children they will take. Some schools won't, or can't, employ people over a certain age or with a non-teaching/working spouse. And so on....
What though will make you get noticed, in a good way? If it's a Search file then strong references. If it's a CV then depth of experience including stints at several International Schools. However, a series of 2 year contracts does strongly suggest that you will fulfill your contract and move on, which is fine, but might cause you to be passed over in favour of someone who may be a longer term prospect.
The ability and willingness to offer After School Activities and/or coach teams or groups - e.g. swimming, soccer, MUN etc.
Ability to teach across disciplines can be helpful. The Primary school equivalent would be a willingness to, and experience of, work at different age levels. Being able to teach Art and French, for example, would be an advantage.
On a personal note I like it when people put their Twitter name so I can check out their professional facing social interactions as this can be quite instructive.