Recruiting and Hiring Processes Questionnaire

Progress:

1. How often do you consider candidates external to the district for leadership positions?

We tend to focus our hiring efforts internally.

We utilize a blend of hiring internally and externally.

We tend to focus our hiring efforts externally.

We look externally only if there is no internal and willing candidate.

2. How do you currently develop your recruiting strategy and reach for candidates?

We compare past hires' performance and their backgrounds to determine the best candidate pools for the future (geography, recruiting channels), OR we explore a wide range of recruiting channels and geographies to ensure we cast our net wide.

We compare past hires' performance and their backgrounds to determine the best candidate pools for the future (geography, recruiting channels), AND we explore a wide range of recruiting channels and geographies to ensure we cast our net wide.

We do not develop formal recruiting strategies, but rather fill positions as we can.

3. How many of the following methods do you use to interview principal candidates? Select all that apply.

Traditional, backward-looking interview questions

Job Preview demonstrations

Assessment of Interest

Motivational profiling methods (e.g. Myers-Briggs)

4. How many of the following methods do you use to interview teacher candidates? Select all that apply.

Traditional, backward-looking interview questions

Job Preview demonstrations

Assessment of Interest

Motivational profiling methods (e.g. Myers-Briggs)

5. Do you currently assess candidate interest in a position?

We typically informally consider a candidate's interest in a position but do not document this.

We do not currently take into account candidate interest in a position during selection.

We sometimes record and document a candidate's interest, depending on how competitive the recruiting process or how high profile the role.

We always record and document a candidate's interest throughout the interview process (types of questions asked, promptness in responding to invitations, etc.).

6. How do you currently profile a candidate's motivation?

We ask probing questions -- ones that stretch beyond traditional behavioral questions -- to gain insight into a candidate's motivation.

We use motivational profiling tools on candidates, such as a Myers-Briggs test, DiSC, or Predictive Index.

We use both of the above methods to profile a candidate's motivation.

We do not currently formally profile a candidate's motivation.

7. How many of the following four methods do you employ to assess a candidate's past performance? Select all that apply.

Resume

References

Traditional, backward-looking interview questions

Probing, scenario-based questions

8. How do you currently work to "sell" or "close" a candidate?

We have a robust

We have informal interactions with a candidate after extending an offer.

We have limited interactions with a candidate after extending an offer.

We have no interactions with a candidate after extending an offer.

By submitting this quiz, I understand that my results may not be confidential.

*Name:

*Email:

*School District:

Recruiting & Hiring Self-Assessment

By submitting this quiz, I understand that my results may not be confidential.