Director, let me speak to you honestly from experience. One of the most expensive mistakes you can make in your school is hiring the wrong teacher.
I have seen schools lose:
- Parents
- Enrollment
- Discipline
- Academic performance
- Staff unity
…simply because of poor recruitment decisions.
And the painful part is this:
Many teachers look very impressive during interviews.
They speak confidently.
They smile professionally.
They answer questions well.
But after one month in class…
Problems begin.
That is why I learned something important over the years:
If you want strong teachers, you must interview beyond words.
You must test:
- Thinking
- Classroom ability
- Attitude
- Confidence
- Professionalism
- Emotional maturity
That is why I strongly recommend combining:
- Panel interviews
- Written interviews
- Practical teaching interviews
Let me show you how I personally handle this.
- START WITH A WRITTEN INTERVIEW
Before I even allow practical teaching, I first test the teacher on paper.
Why?
Because some teachers speak well but lack depth.
In the written interview, I test:
- Subject knowledge
- Grammar and handwriting
- Professional thinking
- Problem-solving ability
- Lesson planning skills
I also ask practical questions like:
- “What would you do if a parent insults you?”
- “How do you help weak learners?”
- “Why do learners fear some teachers?”
These questions reveal mindset.
Not cramming.
- THEN I ORGANIZE A PANEL INTERVIEW
This is where many directors make mistakes.
They turn interviews into intimidation sessions.
I don’t believe in frightening applicants unnecessarily.
I want candidates to relax enough so I can see their real personality.
During panel interviews, I observe:
- Confidence
- Communication
- Emotional control
- Respectfulness
- Listening skills
- Professional attitude
I also watch how they respond under pressure.
Because teaching itself is pressure.
HERE IS SOMETHING VERY IMPORTANT I LEARNED:
Some teachers know content…
But cannot relate with people.
Yet schools are about people:
- Learners
- Parents
- Staff
- Leadership
A teacher with poor interpersonal skills eventually creates conflict.
- FINALLY, I GIVE A PRACTICAL TEACHING SESSION
This is the most important stage.
The classroom never lies.
I normally give:
- A topic
- A class
- Limited preparation time
Then I observe carefully.
Not only teaching.
I observe:
- Classroom control
- Voice projection
- Confidence
- Learner engagement
- Time management
- Creativity
- Warmth toward learners
Some candidates collapse immediately once they stand before learners.
Others become outstanding naturally.
That practical session reveals the truth quickly.
HERE IS MY PERSONAL ADVICE TO YOU:
Never hire because:
- Someone is desperate
- You urgently need staff
- The applicant accepts low salary
- They know someone at school
Hire based on suitability.
Because one wrong teacher can disturb your school for years.
ANOTHER THING I LEARNED:
Sometimes the best teacher is not the loudest or most confident one.
Some excellent teachers are calm, humble, organized, and deeply committed.
So during interviews, look beyond performance.
Look for:
- Character
- Trainability
- Stability
- Passion for learners
FINAL WORD:
Director, recruitment is not just about employing workers.
You are selecting people who will shape:
- Your learners
- Your parents’ trust
- Your school culture
- Your reputation
That is why interviews must be:
- Organized
- Practical
- Professional
- Intentional
Strong schools are built by strong recruitment decisions.
And strong recruitment decisions begin with strong interview systems.
Ellias
Director | Eduphic
School Growth Strategist & Consultant