Although hiring new faculty is an immersive and time-consuming process, I love the opportunity to meet and talk with candidates, and always feel renewed about the opportunities for continued improvement that come with new hires. It's the silver lining to the metaphorical cloud of a current faculty member's departure!
Our process is now in full swing to find next year's co-lead teacher at the 1/2 grade level to replace Mike Raven, who let us know he's ready to step back from full-time teaching after 17 years in the classroom. Last week I met with Nancy, Claire, Cate (the three identified members of next year's 1/2 team) to review the hiring process flow and timeline, and generate our vision of what kind of candidates we'll be looking for.
This week we posted listings for the position at a variety of online outlets, targeting teachers with independent school experience (NAIS, CAIS), a broad range of diversity (The Urban League, POCIS), and Montessori training (Montessorijobs.com), as well as recent graduates from the best progressive schools of education (such as Teacher's College at Columbia, and Elliot Pearson at Tufts).
While the resumes begin to pour in, we've also begun thinking about how we want to revise our interview protocol. One important direction for us is to improve the quality of questions we ask to surface the emotional quotient of the candidates; you can see a list of possible EQ questions we're considering, drawn from The EQ Interview, a pragmatic book recommended to me by parent Lauren Webster.
If you have a qualified individual to recommend, please be sure to have him/her send a resume and cover letter my way!
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