For some, interviewing is a thrilling process full of opportunity and fresh beginnings. For others, it’s an intimidating experience filled with uncertainty and self-doubt.
Through it all, candidates hope for a fair chance to demonstrate what they can contribute to a school community. As with many aspects of education, the further administrators move from their own classroom experiences, the more important it becomes to reflect on what interviewing feels like on the other side of the table. Interviews are, at their core, opportunities to share our passion for education and the unique blend of knowledge, skills, and personality we bring to the profession.
After years of observing and participating in interviews, several practices stand out as essential for creating a respectful, professional, and efficient process. A well-executed interview leaves candidates feeling valued and a school and district’s reputation strengthened. After all, interviews are not just about finding the right fit for the school; they’re also an opportunity for candidates to determine if the district aligns with their own values, goals, and hopes for their careers.
Prior to any interviews, remember to engage in the following practices to ensure a respectful and reflective process.
Photo courtesy of Steve Katkich.
1. Have a Singular Point of Contact on Hiring
Every interview process should have one clearly designated lead. Too many voices can confuse candidates and cloud communication. This lead may delegate logistics, but they should determine the schedule, location, and overall structure of the interviews.
Candidates often have simple but important questions: Should I bring a portfolio? What technology is available? What are the expectations for a sample lesson? They should know exactly who to contact for answers. From start to finish, this point person anchors the process, providing clarity and consistency.
2. Communicate, Communicate, Communicate
Clear communication is the foundation of any effective interview process. From the first contact, candidates should receive detailed, written instructions for each stage: the date, time, and location of interviews; expectations for lessons or presentations; available materials; time limits; and audience size.
Transparency about the process timeline is equally important. Candidates should know how many rounds of interviews to expect, when decisions will be made, and when board approval might occur. For applicants, such details ease the anxiety of uncertainty and demonstrate that the school and district value their time.
3. Ensure Punctuality
When scheduling interviews, give each candidate time to breathe. Avoid stacking interviews too tightly; allow more time than you expect each one to take. This flexibility prevents delays from cascading throughout the day and ensures every candidate receives full attention.
Punctuality matters. Keeping a candidate waiting too long can heighten anxiety and give the impression of poor organization. If delays occur, communicate them promptly. A simple message explaining that the schedule is running behind and reaffirming enthusiasm to meet the candidate can make a world of difference.
Additionally, all panelists should plan to stay for the full interview. When members come and go, even for legitimate reasons, it signals a lack of investment and can rattle candidates. If someone cannot attend the full session, it’s better to reschedule or excuse that person entirely.
4. Keep All Eyes on the Candidate
During the interview, attention should be fully on the candidate. While not every interview will be equally engaging, it is the panel’s responsibility to ensure each candidate feels heard and respected. Even if early responses seem lackluster, give the interviewee time; many candidates gain confidence as the conversation unfolds.
Panelists should model the focus and courtesy we expect from our students: Silence phones, avoid side conversations, and remain engaged. Candidates notice every glance and whisper. A disengaged panel can make even the most qualified applicant feel unwelcome or undervalued.
Remember that interviews are two-way interactions. Candidates are assessing the school and district just as much as the panel is assessing them.
5. Make Each Candidate Feel Special
No matter how long the interview day or how many candidates have been seen, each deserves the same level of professionalism and warmth. For the candidate, this moment may represent years of preparation and hope.
Maintain a friendly, composed demeanor throughout the conversation. Allow time for candidates to ask questions and share their perspectives. Sincerely thank them, offer a firm handshake, and walk them to the door. A small gesture, such as helping them gather materials after a teaching demonstration, can leave a lasting positive impression.
6. Follow Up in a Timely Manner
Timely follow-up is one of the simplest yet most meaningful ways to show respect. Candidates invest considerable time and emotional energy into interviews, and waiting weeks for an update can be discouraging.
Whenever possible, communicate results within two business days. Even if a final decision hasn’t been made, provide a status update or estimated timeline. This transparency demonstrates empathy and maintains a professional reputation.
7. Deliver Unfortunate News Tactfully
Delivering rejection is never easy, but it can be done with grace. While sharing good news about hiring is a joy, informing others that they weren’t selected is a test of professionalism and empathy.
For candidates who advance beyond the first round, a personal phone call from the lead administrator is essential. Thank them for their time and express appreciation for their effort. If they request feedback, offer it honestly but respectfully, focusing on growth rather than shortcomings.
Ultimately, interviewing is about far more than hiring. It reveals the culture and character of a school and district. Administrators who prioritize respect, clarity, and empathy throughout the process send a powerful message about the kind of community they lead.