Faculty Selection | Origin: OP115
This is a general discussion forum for the following learning topic:
Hiring the Right Faculty for Your Institution --> Faculty Selection
Post what you've learned about this topic and how you intend to apply it. Feel free to post questions and comments too.
I have learned to listen more than I speak in an interview. I want to get a better understanding of the applicant and their views instead of recruiting them to work for my college. I also learned to be patient and don't hire the first candidate. I am more likely to get an employee that will stick if I give a clear and honest job description.
it is important to be clear as to the job requirements, type of institution and possible challenges in order to offer a clear picture and hire the right instructor.
I love mini teaching lessons as part of the job interview. I have been doing this for years.
Honesty about the joys and frustrations of the position will lead to a more successuful onboarding and a better adjustment to the role.
Really taking the time to speak clearly about the job description and what is to be expected from the new employee is also a key area to focus on. Also, looking for personal and professional qualities that will make them ideal teachers.
Being honest with the candidate about the job. What you, as the director expecting from the instructor is critical—the best policy to be honest.
Having a good realistic job preview will increase your retention rate
This has been an interesting step-wise hiring lesson that should yeild great results.
I will start to use the multiple hurdle approach and KSAO
The job description and potential job candidate was very helpful to see the points that were illustrated.
All the applicants that you are considering should possess the most important, deal-breaker KSAOs that are needed for the job.
At a former employer, we would have instructors conduct a "teach-back demonstration. Much like the what was cover in this lesson. The candidate would have a presentation for 10-15 minutes and faculty from the campus would be present to rate the teach-back. It was another layer of the interview process which helped in final decision of candidates.
This section provided me with additional things to consider during the selection process. The multiple hurdle method was one of the strategies that I have found beneficial in the past. I also like to rank applicants as well as write qualitative information to use for future positions or if the 'first- choice' applicant refuses the job offer.
I appreciated the learning about the multiple-hurdle method. This method is the quickest, least expensive hiring steps early in the hiring process and saving the more time-intensive and costly steps for later. I intend on apply it in the faulty selection process.
