I’ve sat through a lot of interviews on both sides of the table and I’ll share with you one of my pet peeves: When I ask, “What questions do you have?” and am met with an “uh…” It tells me the candidate was unprepared for the interview and it can also imply that, at best, they don’t really care where they work or at worst, are only in it for the paycheck. Perhaps more importantly though, it’s a wasted opportunity for the candidate to really impress the interviewer.
I reached out to two other educators with tons of interviewing experience – Jennifer Hyde Sachs, the founder of The Learning Center and Administrative Principal of Hyde Academy and Jennifer Holstein, Director of Human resources at Pingo Academy. Together, we discuss the questions a great interviewee should ask.
Ask about the culture: Hyde Sachs told me she loves it when prospective employees ask about company culture and ethos, so try and show an interest in what makes this school community tick. Start by asking a question that shows you did some research on the program and want to know more.
Possible question: “I really love how your school encourages students to get involved in their community. I am particularly impressed with the student-driven sustainability initiative from last semester. What do you do as a school community to inspire the students to action and support their initiatives?”
Ask about the social environment: Holstein says she “[likes]to see critical thinking on [the interviewee’s]part about the working environment.” Signal you are interested in building relationships with other staff members and that community environment and culture matter to you.
Possible questions: “Are the teachers social outside of work?” Or, “How do you judge when staff morale is really high or really low?”
Growth and development: Hyde Sachs stressed how important it is when a person demonstrates that they’re looking to grow and evolve. Signal you want to work on your skills so you add value to the wider community. It also signals you are looking to stay for a longer period of time.
Possible Questions: “I’m always interested in developing new skills, can you tell me about a professional development you hosted last year?” Or, “Are their growth opportunities over time? What qualities do you look for when promoting someone from within to a leadership role?”
Value add skills: Let the interviewer know you are interested in being a part of the wider school community and draw attention to other line items on your resume that they may have missed.
Possible question: “I loved coaching debate/theatre/swim at my previous job, is there any chance I could be involved in helping your team?”
Push the envelope…in a good way: “I like it when they make me think outside the box,” Holstein says. HR sees a lot of candidates. Stand out by showing them you are aware of the issues schools are facing and can be a part of the discussion and solution. This can be tricky, make sure you don’t come off as arrogant or combative but if you pull it off it’s almost a guaranteed offer.
Possible questions: “How have you all been handling X? Have you considered (insert new and innovative idea here)?”
Salary and vacation: Do not start with this! In fact, if you can, wait for them to mention it and then negotiate if necessary. But if you have something that boils down to a deal-breaker, find a way to ask that shows you need the caveat, but still want to serve the kids and community. For example, “My sister is getting married this year and I will really need some extra home leave. How could we work it out so my absence won’t be a burden on other teachers?” Or, “I have two children and would love for them to be a part of this school community as well. Do you offer any tuition discounts for staff?” Both of these states your needs very clearly but also shows that you’re not oblivious to the impact those needs might have on others.
That’s our best advice. Go get ’em!
KEEP READING: Where Beijing’s Teachers Get Their Back-to-School Class Supplies
Images: Unsplash
