Here are a few interview questions you may want to add to your interview structure

Hey Advocates,

I gotta give credit to my good friend Rosa Isiah for my thoughts this week. BTW, she and I just recorded a dope interview on Tuesday on “Finding Joy in Equity Work: Five Ways to Create a More Inclusive Classroom.” I’ll publish the episode on Monday, April 24. Here are my thoughts.

Even with the controversial political climate in education, there is a massive draw for youth pursuing teaching careers. In "Surprise! Booming Enrollment Numbers Show Young People Want to Be Teachers" by Chad Aldeman, the narrative is optimistic regarding the teacher pipeline.

According to the article, enrollment into teacher preparation programs has risen 30% since the 2016-17 school year. This is promising; however, I can hear naysayers saying, "But we need teachers now!" or "So we have to wait at least four years before we see more teachers?"

I look at things from an asset-based approach. I'm no longer a principal, so I can't relate to what my administrators are going through. However, I desire these numbers to spark hope within your leadership and the future. Another thing to note is that there is also an uprise in alternative teacher preparation programs (76% at non-higher education organizations and 83% at higher ed institutions).

For my leaders considering hiring teachers, it goes without saying that we want candidates who care and operate with an equitable lens. What are some examples? Candidates that reflect similar backgrounds to your student demographics, culturally responsive candidates, and candidates that are interested in being within your community for the long haul. I know, it's easier said than done. But I'm optimistic.

Here are a few interview questions you may want to add to your interview structure:

1. Can you provide an example of a time when you advocated for equity and inclusivity in the classroom or in your previous workplace?
2. How do you approach difficult conversations with students or colleagues regarding issues of race, identity, and privilege?
3. Can you discuss your experience with culturally responsive teaching and how you integrate it into your classroom practices?

You can also listen to specific cues to responses to questions such as "Tell me what a typical lesson plan looks like" or "Describe a great lesson that you taught in the past.” General conversations around assessments and standards are pleasant, but what we do as interviewers who sit on the other side of the table must be to find the connection between equity, diversity, and any of the isms because, in the above questions, it is essential to see how a "great lesson" is tied to the students lived realities.

What if, and I'm spitballing here, you got even more specific such as "Students who are English learners, who are in poverty, underperform and are performing at lower levels in my school. Has that been your experience? Why do you think that might be?" Because if the candidate's responses are centered around blaming the students or their families, that should be an automatic red flag. 

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If I were doing the interview, I'd like to hear responses that center on either societal challenges or personal ownership, such as, "It's an area that I am working towards changing this narrative as a teacher, and I know that I have room for growth." To me, this indicates that the candidate is willing to own the issue, not blame the students.

At the end of the day, our students are intelligent and dedicated individuals who deserve the best educators. As we move forward with the hiring season, we must be intentional with our interview questions and create opportunities for candidates to showcase their values and beliefs.

Have a great weekend,

-Sheldon

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