The interview questions I ask are relevant-centered on the required core competencies and pertain only to those qualifications required to perform a job safely and efficiently that are reasonably necessary to the operation of the program. Example (Preschool lead teacher position for children 3-5 years): How has your education and experience prepared you to work with children ages 3 to 5 years of age? The interview questions I ask are behaviorally based-asking candidates to describe past experiences in which they successfully demonstrated specific competencies. Example:What is the biggest challenge you've faced while working in child care? How did you handle it? The interview questions I ask give the candidate the opportunity to bring attention to the things they found to be important from researching the position and their vision of how they might fit in the program. Example: What would your most recent supervisor say are the skills that make you the best candidate for this position? The interview questions I ask are open-ended-allowing insight into a candidate's thought processes without "leading" the answers you want or requiring unknowable, organization-specific facts. Example:How would you handle a child who frequently resists following instructions? The interview questions I ask give the candidate an opportunity to speak about the skills and experiences that have prepared them for the responsibilities of the position and gives an idea of what goals they’re looking to achieve. Example:What particular skills or experiences make you the best match for this position? The interview questions I ask provide insight about a candidate’s williness to learn and grow professionally. Example: What area of training you wish you had been more prepared for going into your last position, and how did you handle getting up to speed? The interview questions I ask pertain to our program’s mission and values and gives insight on a candidate’s philosophy and approaches to child care. Example: What are the most important qualities of child care staff and why? The interview questions I ask include high-pressure and relationship-based scenarios that occur within our program that highlights what the candidate views as challenging and how they approach high-pressure child care scenarios. Example: You noticed that your co-teacher in the classroom has been using negative language while redirecting a child who has been exhibiting challenging behavior. How would you address this?
List here your notes for improvement on any of the questions noted above. Resources: |
Management
Program Management
Lesson 2
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Assessing Interview Questions
Reflection