This is a very brief post – for me in any case (I think the WordPress Reader might even rate it as a 2-minute read, which has not happened yet. 😛 ). So, I was
doing nothing useful clearing out my inbox, when I came across this task that we had to do in the Moodle MOOC I took in September 2013 and wrote about in more detail here.
The aim was to demonstrate how forum discussions work in smaller groups, or something of the kind. I think we had to try and get a discussion going with the other group members by explaining how a topic we (felt we) knew something about works. I ended up posting tips on hiring teachers, as at that time I still primarily saw myself as a traditional (or offline) teacher and school owner. No one ever responded – well, it was a MOOC. We had, I think, 10 people in the group and only one besides me came up with an opening post. It was something to do with cloud computing, I remember. I feel I’m about to digress again, and I do want this to be a brief post!
So here we go, I’m sharing the tips below and am not going to edit a thing. The title of this post is the title of the original discussion thread. Oh, and right, I thought I’d share these here after all this time because one of the topics I said I wanted to write about in my first ever post was – what do language schools look for in a teacher?
What I would like to do in this discussion is share my tips for recruiting new members of teaching staff in a small language school. I can hardly claim to be an expert on the topic, but as I’ve been running a school for the last 7 years, I have had to hire new teachers quite a few times. Sometimes we were looking for full-time employees and sometimes for contractors, but generally I have found that the same principles apply if you want your business to run smoothly.
These are my five key guidelines in looking for new staff:
- Make sure that you advertise the vacancy at least a few days in advance, if at all possible. Ideally you want to be in a position where you have a few teachers to choose from, not to be forced to hire the first person who shows up because you need them to start teaching the very next day.
- Try to set aside at least 30 minutes for the interview. This is often hard in a small school where owners answer phones and send off invoices as well as teach, but it is crucial that you get the opportunity to talk to the candidate in a relaxed setting (you want to spend some time really listening to them).
- If you have a choice between lack of experience and a positive attitude on the one hand, and vast experience and a superior attitude on the other, I would advise you to go with the first combination. The new teacher will have a mentor and will gain experience. The one with the superior attitude will, unfortunately, not lose the attitude (at least not in my experience), which is not likely to make her/him a good team player.
- Try not to ask the candidate questions about their CV. Asking them things like, “So, I see you worked for X for 2 years..what did you do next?”, is not likely to give you any information that you don’t already have. Instead, ask them specific questions – how they would start a class at the beginning of a semester, how they would deal with a mixed-ability group, or what their favorite speaking activities are.
- It’s worth finding out how the candidate feels about CPD. If they don’t express any interest in training of any kind, I would suggest that you interview at least one more candidate. I don’t expect my teachers to spend all their time at work and work-related activities, but if they are uninterested in enhancing their teaching skills, I have doubts as to whether they will contribute much to the team.
Do you think these tips could apply to any small business to some degree? Which one would be most important to you if you were hiring? Are there any tips which you find out of place or disagree with?