In strong graduate programs, candidates complete internships and shadow principals to complete their certification. Since many assistant principal candidates are moving from classroom teaching to their first administrative job, how can they have all the experience needed? Communication skills, the ability to collaborate, and a strong work ethic are needed in a competent new hire. In the case of an assistant principal, those criteria include appropriate certification, previous leadership experience, prior work with curriculum, testing, student achievement, discipline, activities, facilities, budget, dealing with diverse student populations, parent and community relations, and personnel management. This style of interviewing requires the employer to first identify the skills and experience needed for the specific job. Behavior-based interviewing is built on the premise that past behavior is the best predictor of future performance. What is needed is a set of interview questions that ascertain candidates’ past training, knowledge, and experience.īehavior-based interview questions provide the best vehicle for identifying a new assistant principal who can do the job. None of these questions alone will sort the candidates very well.
Should I help a classroom teacher move into administration or search for someone who is already a department chair or AP instructor?.Should I hire internally or outside of my school?.Should I hire someone with a similar background to mine or someone with a very different mindset?.When that need/opportunity arises, many administrators ask themselves these questions: Now is a great time to think about one of the most important decisions you’ll ever make as a principal-hiring an assistant principal.
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