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"Let's see, I'm not sure that this candidate meets our criterion on good communication skills."
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| When hiring, never settle for second best. It is "harder to fix a poor hiring decision than it is to work harder at hiring." |
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Determine the Criteria |
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Pre-determine the criteria that a successful candidate will meet. Be sure to consider district-level qualifications as well as building-level ones because teachers hired in one building are sometimes transferred to another. Use these criteria in setting up a screening instrument /checklist for all candidates. Determine who will conduct the pre-screening. (Will there be a district-level team to create a candidate pool? Will a support staff person complete the checklist instrument and then offer the results to administrators to use in considering candidates?)
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The Application File |
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Typically, to complete an application file, districts ask for a cover letter, resume, application, original transcripts, and letters of reference. Identify for applicants one location where all materials should be sent and collated. Many colleges and universities have done away with credential file services, so be ready to accept letters of recommendation that are sent directly from the sources or from the candidate him/herself.
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Reviewing Applications |
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Review ALL applications. One is not required to consider applications that arrive after the posted deadline. However, if one latecomer is considered, all must be considered. See "Look Fors in Applications" web page.
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Standard Application |
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There is a standard application for the state of Iowa available online at the UNI Career Center web site. |
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