While this can be a great starting point, this is your chance to clearly state your teaching methodology to ensure you don’t have to sit through interviews with individuals who don’t fit your business.If you have key differentiating factors like talents in lesson planning or creative crafts, put that in the job description and ask for samples of work.
In many places, you can even request that they come up with a lesson plan or craft that they would do for your classroom, were they to get hired.Now post this job description on sites like Monster and indeed, but also consider community forums like churches or rec centers where local teachers might spend time.2.
Often the people that they’ll choose to list as references will be people who like them, but complete the reference check anyway.Ask leading questions about key things you liked or didn’t like about the candidate to ensure that they tell a consistent story, and listen for long pauses from the references to see if they’re thinking hard about how to cast the candidate in a good light.3.
Now the next key is retaining that workforce so that you don’t have to constantly go through the hiring process.Here are perks that your workforce will enjoy having that can help you keep your best people:Great benefits.
Allow your staff to go to continuing education classes or workshops in the area that you pay for.
Employees want to know they’re growing in their jobs and training can help them feel that way.Perks like a stocked break-room and an allowance for classroom supplies.