1. WHAT ARE THE PRIORITIES THAT WILL NEED TO BE ADDRESSED IMMEDIATELY IN THIS POSITION?: A title alone tells you nothing. The job description won't reveal much either, except whether or not you're capable of doing what's required functionally on a daily basis. For the same reason that you put your accomplishments on your resume - and not just the job description - here, too, you want to get a sense of the individuality of this job in this company.
Was everything left running smoothly? Is it pretty much picking up and continuing daily functions as normal? Or is there damage control that needs to be done? If so, is there a time line for the repair, and is it an achievable one considering your capabilities? Is it realistic regardless of who holds the position?
If you don't have any information, this will begin to clue you in about both the supervisor and the previous employee. If you have been provided with some detail already, then the answer should track with what you've already learned.
2. HOW LONG WAS THE PREVIOUS PERSON HERE? WHY DID THEY LEAVE? Generally, in answering the first part, the interviewer will answer the second part as well. But if they don't, then ask it. And if that person was there an oddly short time, you also want to know how long the person before that was there.
See where I'm going with this? If the job is in disarray, and the last two people were there a short period of time and were fired, you don't need to ask any of the other questions here. Exit gracefully and then run! Because before long, you, too, will be terminated for not achieving whatever it is they want done - regardless of if the stated time frame sounded realistic or not.
3. TELL ME ABOUT YOUR MANAGEMENT STYLE. HOW DO YOU BRING OUT THE BEST IN YOUR EMPLOYEES?: Is he a micro manager? Is he an information hound that needs to be kept informed of everything? Does he leave people alone to do what he hired them for and simply keep on top of what's going on? Does he help you if you have trouble? Do any mentoring? Or is he a berating, derogatory, jerk?
Obviously he's not going to come right out and tell you he's a micro manager! Instead he might say, "I like to keep a very close watch on what's going on in my department," or "I visit with each member of my department on a daily basis to make sure they're staying on track," or something similar.
You'll find that the person will be fairly straightforward in sharing their management style with you. What you want to pay attention to is how they word it.
4. WHAT TYPES OF PEOPLE TEND TO EXCEL HERE?: Workaholics? Ones who are self-motivated and manage themselves well? People who work well in teams or committees? Employees who keep their supervisor informed of "where they are with things" on a daily basis?
This tells you something about the pervasive culture in the company or department. Generally speaking, companies - or departments - tend to be made up of similar types of people that are in harmony with the company culture and philosophy. An entrepreneurial person won't function well in a committee environment. While sales personalities can vary greatly, the top achievers are goal driven and motivated to achieve, rather than complacent. People who are accustomed to thinking for themselves will find themselves chafing in a company that has a more dictatorial style, while those who perform better when they're told what to do will find themselves adrift in a company that requires its employees to think for themselves.
5. HOW LONG HAVE YOU BEEN HERE? WHY DO YOU STAY?: The answer to this question will give you an indication as to the feeling or health of the department or company. The way in which he answers the question will also give you additional insight into your potential boss, his management style, and what type of people excel in the department or company.
These are informational questions, not challenges. Be genuinely interested in the answer, because you're gaining valuable information that has to do with your future. When you leave the interview and process it within yourself, you'll be matching what you learned with what you are looking for.
Pay attention to the interviewer's body language and facial expressions. Is he relaxed? Does he fill in some of the spaces? Does he speak TO you - or AT you? Does he answer the question briefly and then quickly fire off another one? These, too, are valuable cues, and after the interview, you'll need to piece them together with the verbal information you received.
Your perfect job might land in your lap by grace and good fortune. But more likely, you'll need to look for it. It's there - but to recognize it, you'll need to know what it doesn't look like, as well as what it does.
Showing posts with label Interview Questions. Show all posts
Showing posts with label Interview Questions. Show all posts
Friday, March 21, 2008
Tuesday, September 11, 2007
Questions to Ask Interviewer
It is important for you to learn as much about the district/school/position as you can before you go to the interview. However, you cannot learn everything you need to know in your preliminary research. It’s appropriate to ask general questions at the conclusion of the initial interview session. In fact, you may be asked if you have any questions. Have a few questions in mind when you go to your interview. It’s best to refrain from asking questions about salary and fringe benefits until you are actually offered a position.
Consider asking questions centered on the following topics:
* Programs, textbooks, and supplementary materials currently used in the building/classroom
* Availability of technology in the classroom
* Number of other professionals in your grade level/department
* Paraprofessional support for your students
* Assistive technology currently used in the classroom/program
* Counseling, guidance, social work personnel and services
* Demographics of student population
* Opportunities for staff development
* Reason the position is available (resignation, newly created position, retirement, etc.)
* Associated responsibilities with open position (after-school programs, clubs, coaching, tutoring, committees, etc.)
* Teacher mentoring program for beginning teachers
* Parent and community support for school programs
* District requirements for residency of staff
Consider asking questions centered on the following topics:
* Programs, textbooks, and supplementary materials currently used in the building/classroom
* Availability of technology in the classroom
* Number of other professionals in your grade level/department
* Paraprofessional support for your students
* Assistive technology currently used in the classroom/program
* Counseling, guidance, social work personnel and services
* Demographics of student population
* Opportunities for staff development
* Reason the position is available (resignation, newly created position, retirement, etc.)
* Associated responsibilities with open position (after-school programs, clubs, coaching, tutoring, committees, etc.)
* Teacher mentoring program for beginning teachers
* Parent and community support for school programs
* District requirements for residency of staff
Interview Questions
1. What do you believe are the three major challenges facing special education today?
2. Tell us/me a little about yourself.
3. Describe your student teaching experience. What did you find most rewarding/challenging when you student taught? Describe the best lesson you taught and one that didn’t work.
4. What are your long-term professional goals and plans? How do you plan to achieve them?
5. How would you decide what should be taught in your classroom?
6. Tell us/me about your planning habits. If there a particular format that you
use? Do you plan on a weekly basis?
7. Scheduling is tricky and difficult at times. How do you approach conflicts that arise in regard to scheduling with your colleagues?
8. A special education teacher must be both organized and flexible. Give examples of ways that you have demonstrated both of these characteristics.
9. Discipline is an integral part of teaching. What are the characteristics of a well-managed classroom? What approaches and models do you plan to integrate into your classroom management plan?
10. Describe the ideal learning/classroom climate that you strive to attain.
11. Describe your teaching style. What techniques would you use to better reach all of the students in your classroom?
12. What do the terms “team teaching” and “co-teaching” mean to you?
13. What does “teamwork” mean to you as a special education teacher?
14. What will you do to engage parents? How will you get them actively involved in their child’s education?
15. How would you delegate responsibilities to a paraprofessional and monitor his/her performance?
16. State your educational philosophy. How do you incorporate it into your daily instruction?
17. How do you evaluate your own teaching skills to insure continual growth and refinement?
18. Paperwork/documentation is a strong concern in the area of special education. How will you manage those demands, in addition to your teaching responsibilities?
19. One of the challenges for a special education teacher is documentation. How would you collect and record necessary data for the students’ ERs, IEPs, and NOREPs?
20. What types of assessment have you used? What assessments would you use to document student learning and plan for future instruction? How would you use assessment to develop and modify IEP goals?
21. What are the three most important characteristics of an effective educator/teacher?
22. How do you motivate students and keep them actively engaged in the learning process?
23. Unfortunately, there are some negative elements that you will encounter within the profession. How will you interact with those individuals so they will not alter focus?
24. What extra-curricular activities do you feel comfortable directing?
25. To what specific area of special education are you most attracted and why?
26. Why do you feel you are qualified for the position for which you are applying?
27. What do you believe is your major strength?
28. What area do you need to improve the most?
29. Aside from your coursework, what additional reading have you done that is pertinent to your field?
30. The US Department of Education now recommends that schools use the RTI (“Response to Intervention” or “Response to Instruction”) Model rather than the Discrepancy Model to identify children with specific learning disabilities. Tell us what you know about this model.
31. How do you integrate technology into your teaching? Have you had any experience with specific technology to support the needs of special education students?
32. Given a wide range of ability levels in a classroom, how do you assure compliance with each child’s I.E.P.?
33. Have you had any experience supporting students with IEPs in the regular classroom? How have you or would you do this?
34. What are your views on inclusion versus self-containment of special education students?
35. What would you do to address inclusionary support with the general education staff? How would you deal with a general education teacher who refused to honor IEP modifications for the special education students in their classrooms?
36. What do you feel is the best service delivery model for special education students?
37. How familiar are you with the IDEA guidelines for special education? What are some of the timelines related to IEPs?
38. Describe both a successful and a challenging collaboration experience with a general education teacher.
39. How will you coordinate/facilitate instruction to meet Adequate Yearly Progress goals?
40. Why do you want to work in this district/IU? Why should we hire you? What distinguishes you from the other candidates who applied for this position?
2. Tell us/me a little about yourself.
3. Describe your student teaching experience. What did you find most rewarding/challenging when you student taught? Describe the best lesson you taught and one that didn’t work.
4. What are your long-term professional goals and plans? How do you plan to achieve them?
5. How would you decide what should be taught in your classroom?
6. Tell us/me about your planning habits. If there a particular format that you
use? Do you plan on a weekly basis?
7. Scheduling is tricky and difficult at times. How do you approach conflicts that arise in regard to scheduling with your colleagues?
8. A special education teacher must be both organized and flexible. Give examples of ways that you have demonstrated both of these characteristics.
9. Discipline is an integral part of teaching. What are the characteristics of a well-managed classroom? What approaches and models do you plan to integrate into your classroom management plan?
10. Describe the ideal learning/classroom climate that you strive to attain.
11. Describe your teaching style. What techniques would you use to better reach all of the students in your classroom?
12. What do the terms “team teaching” and “co-teaching” mean to you?
13. What does “teamwork” mean to you as a special education teacher?
14. What will you do to engage parents? How will you get them actively involved in their child’s education?
15. How would you delegate responsibilities to a paraprofessional and monitor his/her performance?
16. State your educational philosophy. How do you incorporate it into your daily instruction?
17. How do you evaluate your own teaching skills to insure continual growth and refinement?
18. Paperwork/documentation is a strong concern in the area of special education. How will you manage those demands, in addition to your teaching responsibilities?
19. One of the challenges for a special education teacher is documentation. How would you collect and record necessary data for the students’ ERs, IEPs, and NOREPs?
20. What types of assessment have you used? What assessments would you use to document student learning and plan for future instruction? How would you use assessment to develop and modify IEP goals?
21. What are the three most important characteristics of an effective educator/teacher?
22. How do you motivate students and keep them actively engaged in the learning process?
23. Unfortunately, there are some negative elements that you will encounter within the profession. How will you interact with those individuals so they will not alter focus?
24. What extra-curricular activities do you feel comfortable directing?
25. To what specific area of special education are you most attracted and why?
26. Why do you feel you are qualified for the position for which you are applying?
27. What do you believe is your major strength?
28. What area do you need to improve the most?
29. Aside from your coursework, what additional reading have you done that is pertinent to your field?
30. The US Department of Education now recommends that schools use the RTI (“Response to Intervention” or “Response to Instruction”) Model rather than the Discrepancy Model to identify children with specific learning disabilities. Tell us what you know about this model.
31. How do you integrate technology into your teaching? Have you had any experience with specific technology to support the needs of special education students?
32. Given a wide range of ability levels in a classroom, how do you assure compliance with each child’s I.E.P.?
33. Have you had any experience supporting students with IEPs in the regular classroom? How have you or would you do this?
34. What are your views on inclusion versus self-containment of special education students?
35. What would you do to address inclusionary support with the general education staff? How would you deal with a general education teacher who refused to honor IEP modifications for the special education students in their classrooms?
36. What do you feel is the best service delivery model for special education students?
37. How familiar are you with the IDEA guidelines for special education? What are some of the timelines related to IEPs?
38. Describe both a successful and a challenging collaboration experience with a general education teacher.
39. How will you coordinate/facilitate instruction to meet Adequate Yearly Progress goals?
40. Why do you want to work in this district/IU? Why should we hire you? What distinguishes you from the other candidates who applied for this position?
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